netrashetty
Netra Shetty
Human Resource Management of NetApp : NetApp, Inc. (NASDAQ: NTAP), formerly Network Appliance, Inc., is a proprietary computer storage and data management company headquartered in Sunnyvale, California. It is a member of the NASDAQ-100 and is also Fortune magazine's fifth best place to work.[3]
The importance of this topic can’t be hidden. It is one of the most primary and important areas of HR department. This is intact one of the primary duty of the department.
In this dynamic span of time in our business market, the competition is very intense. Firms are not going for the maximum in short but to have some average for long, specially out of Pakistan. In such requirement, there must be some very hard working and creative persons will be the only choice of any organization. The HR department has to arrange this all by Recruiting and Selection activities.
4.1 Is it essential?
The Management is itself an activity to perform some tasks containing leading, planning, organizing, controlling and sometimes staffing as separate as well. The staffing in our view is the only basis on which the company does all practices within an organization because the activities mentioned above are all about the manpower. If you do planning, , it could be multi dimensional, for your company and your labor. The same is for other activities as well. Having some sound workers in your company always helpful in terms of implementing all the management essentials.
4.2 The Goals of Recruitment
The ultimate goals of staffing function are to keep the potential candidates intact and keep the pool full by reserve candidates. It requires proper future planning and some smartness. The whole picture could be change in a very split time so the staffing has to be there in very updated and proactive fashion.
The old theory of lifetime employment is over now. Companies now seek to increase the marketability of their staff, both within and outside the firm’s compound. Organizations need staff, which is flexible, mobile and possess multitasking capabilities. This mobility means workers are not looking for the rational long-term benefits but want cash upfront. Thus, compensation packages need to be structured accordingly. Attracting and retaining top talent has always remained challenge and will be more so in the new economy of tomorrow. The message of HRM is clear - adapt, add value and make an impact on the bottom line. Doing so, it will be easy to understand the exceptions of the department for the customer’s point of view and clarify its own role. The HRM Advisors will have to become ready for solution creatively and cost effectively. The Advisor will have to take time to understand the business in all its complexities, showing how to get things done effectively and beneficially for an organization. Technology will play big part for HRM utilization as more and more processes can be made available online in future around the global village. Another thing HRM can do, is to improve its image and functioning by measuring its performance against other departments through benchmark techniques.
4.3 Future Need
International environment is changing rapidly. Nothing is permanent, and the cause of yesterday’s success may be the cause of tomorrow’s failure because world is global village now. Today’s leaders must assume the responsibility for creating new models of management systems because many assumptions on which management practices achieved up-till-now are becoming obsolete. The world of Human Resource Management is changing more rapidly. Constant environmental changes mean that HRM needs changes for competing new challenges. They must respond by taking advantage of gradual, yet profound changes in the nature of field, current practices, and overall human resource management policies, mission and vision etc. The capability of HRM to cope with and manage within such an environment is a vital element in the success of any business of life. The new business context is compelling management to take greater interest in the utilization of their organization’s human resources.
4.4 Proactive ness
Human Resources Management (HRM) involves in establishment and execution of policies, programs and procedures which influence performance, Capabilities, and loyalty of employees of an organization. Through these polices and procedures, individuals are attracted, retained, motivated and developed to perform their work devotedly. Through these polices and procedures an organization seeks to mold and reshape the actions of its employees to operate successfully. HRM provides satisfactory quality of employment, and improves the marketplace through strengthened abilities of services.
Training Administration
Having planned the training program properly, you must now administer the training to the selected
employees. It is important to follow through to make sure the goals are being met. Questions to
consider before training begins include
!
!
!
!
!
!
Careful attention to these operational details will contribute to the success of the training program.
An effective training program administrator should follow these steps:
!
!
!
!
!
!
!
!
Following these steps will help an administrator develop an effective training program to ensure that
the firm keeps qualified employees who are productive, happy workers. This will contribute
positively to the bottom line.
Evaluation of Training
Training should be evaluated several times during the process. Determine these milestones when
you develop the training. Employees should be evaluated by comparing their newly acquired skills
Location.
Facilities.
Accessibility.
Comfort.
Equipment.
Timing.
Define the organizational objectives.
Determine the needs of the training program.
Define training goals.
Develop training methods.
Decide whom to train.
Decide who should do the training.
Administer the training.
Evaluate the training program.
with the skills defined by the goals of the training program. Any discrepancies should be noted and
adjustments made to the training program to enable it to meet specified goals. Many training
programs fall short of their expectations simply because the administrator failed to evaluate its
progress until it was too late. Timely evaluation will prevent the training from straying from its
goals.
The importance of this topic can’t be hidden. It is one of the most primary and important areas of HR department. This is intact one of the primary duty of the department.
In this dynamic span of time in our business market, the competition is very intense. Firms are not going for the maximum in short but to have some average for long, specially out of Pakistan. In such requirement, there must be some very hard working and creative persons will be the only choice of any organization. The HR department has to arrange this all by Recruiting and Selection activities.
4.1 Is it essential?
The Management is itself an activity to perform some tasks containing leading, planning, organizing, controlling and sometimes staffing as separate as well. The staffing in our view is the only basis on which the company does all practices within an organization because the activities mentioned above are all about the manpower. If you do planning, , it could be multi dimensional, for your company and your labor. The same is for other activities as well. Having some sound workers in your company always helpful in terms of implementing all the management essentials.
4.2 The Goals of Recruitment
The ultimate goals of staffing function are to keep the potential candidates intact and keep the pool full by reserve candidates. It requires proper future planning and some smartness. The whole picture could be change in a very split time so the staffing has to be there in very updated and proactive fashion.
The old theory of lifetime employment is over now. Companies now seek to increase the marketability of their staff, both within and outside the firm’s compound. Organizations need staff, which is flexible, mobile and possess multitasking capabilities. This mobility means workers are not looking for the rational long-term benefits but want cash upfront. Thus, compensation packages need to be structured accordingly. Attracting and retaining top talent has always remained challenge and will be more so in the new economy of tomorrow. The message of HRM is clear - adapt, add value and make an impact on the bottom line. Doing so, it will be easy to understand the exceptions of the department for the customer’s point of view and clarify its own role. The HRM Advisors will have to become ready for solution creatively and cost effectively. The Advisor will have to take time to understand the business in all its complexities, showing how to get things done effectively and beneficially for an organization. Technology will play big part for HRM utilization as more and more processes can be made available online in future around the global village. Another thing HRM can do, is to improve its image and functioning by measuring its performance against other departments through benchmark techniques.
4.3 Future Need
International environment is changing rapidly. Nothing is permanent, and the cause of yesterday’s success may be the cause of tomorrow’s failure because world is global village now. Today’s leaders must assume the responsibility for creating new models of management systems because many assumptions on which management practices achieved up-till-now are becoming obsolete. The world of Human Resource Management is changing more rapidly. Constant environmental changes mean that HRM needs changes for competing new challenges. They must respond by taking advantage of gradual, yet profound changes in the nature of field, current practices, and overall human resource management policies, mission and vision etc. The capability of HRM to cope with and manage within such an environment is a vital element in the success of any business of life. The new business context is compelling management to take greater interest in the utilization of their organization’s human resources.
4.4 Proactive ness
Human Resources Management (HRM) involves in establishment and execution of policies, programs and procedures which influence performance, Capabilities, and loyalty of employees of an organization. Through these polices and procedures, individuals are attracted, retained, motivated and developed to perform their work devotedly. Through these polices and procedures an organization seeks to mold and reshape the actions of its employees to operate successfully. HRM provides satisfactory quality of employment, and improves the marketplace through strengthened abilities of services.
Training Administration
Having planned the training program properly, you must now administer the training to the selected
employees. It is important to follow through to make sure the goals are being met. Questions to
consider before training begins include
!
!
!
!
!
!
Careful attention to these operational details will contribute to the success of the training program.
An effective training program administrator should follow these steps:
!
!
!
!
!
!
!
!
Following these steps will help an administrator develop an effective training program to ensure that
the firm keeps qualified employees who are productive, happy workers. This will contribute
positively to the bottom line.
Evaluation of Training
Training should be evaluated several times during the process. Determine these milestones when
you develop the training. Employees should be evaluated by comparing their newly acquired skills
Location.
Facilities.
Accessibility.
Comfort.
Equipment.
Timing.
Define the organizational objectives.
Determine the needs of the training program.
Define training goals.
Develop training methods.
Decide whom to train.
Decide who should do the training.
Administer the training.
Evaluate the training program.
with the skills defined by the goals of the training program. Any discrepancies should be noted and
adjustments made to the training program to enable it to meet specified goals. Many training
programs fall short of their expectations simply because the administrator failed to evaluate its
progress until it was too late. Timely evaluation will prevent the training from straying from its
goals.
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