netrashetty
Netra Shetty
Steinway & Sons, also known as Steinway, (pronounced /ˈstaɪnweɪ/ ( listen)) is an American and German manufacturer of handmade[4] pianos, founded in 1853 in New York City, by German immigrant Heinrich Engelhard Steinweg (later Henry E. Steinway).[5] The company's growth led to the opening of a factory and employee village in what is now Astoria, Queens in New York City,[6] followed by a second factory in Hamburg, Germany, in 1880.[7] Its early success has been credited both to the quality of its instruments and its effective marketing, including the company's introduction of Steinway Halls (in German: Steinway-Häuser).[8]
Heinrich Engelhard Steinweg's dedication was: "To build the best piano possible".[9] He established at his company three basic principles: "Build to a standard, not a price", "Make no compromise in quality", and "Strive always to improve the instrument".[10] Research and inventions by the company have earned it so far around 130 patents,[11][12][13] a greater number than any other piano company.[14]
After merging with the Selmer Company in 1995, Steinway's current affiliates include the Boston and Essex lines of pianos. The Selmer Company, today named Conn-Selmer, is a subsidiary of Steinway.
Steinway holds 12 Royal Warrants,[15][16] including one from HM Queen Elizabeth II of the United Kingdom.
Managing work
Manages own work in the most efficient and effective way
• Plans and prioritizes own work, breaking down the task.
• Uses available resources effectively (own time, systems, finances, people, information)
• Prepares well has everything at hand.
• Has an organized approach to work.
At a supervisory level:
• Delegates tasks effectively
• Coaches subordinate(s) to achieve tasks
Positive Indicators Contra Indicators
* Thinks ahead
* Approaches tasks without planning ahead, works on tasks as they come along
* Breaks work down in manageable tasks
* Fails to priorities effectively, unaware of difference between urgency and importance
* Develops work plans
* Does not manage own time effectively
* Prioritizes work distinguishing between importance and urgency
* Fails to have appropriate documents/materials to hand when needed
* Is aware of deadlines and resources conscious about costs and financial constraints
* Disorganized approach, lacks structure and planning
* Manages own time effectively - anticipates requirements
* Fails to distinguish between the different elements of the task
* Prepares well in advance
* Chooses task on the basis of preferences(rather than the demands of the work)
* Is able to organize own workload
* Devises unrealistic/unworkable plans
* Lack of awareness of available resources
* Inappropriate/inefficient use of resources
* Forgets things
2. Analyzing and understanding
Understands own role, responsibilities, tasks and solves problems.
• Seeks clarification by probing, questioning and challenging
• Anticipates and thinks around problems / issues
• Recognizes own limitations and other resources - knows when help is needed.
• Considers and evaluates all options - is able to weigh things up
• Makes sound judgments and decisions.
• Is able to be discreet and maintain confidentiality.
Positive Indicators Contra Indicator
· Fully understand own role and responsibilities and how it relates to the department/function.
· Does not have a clear understanding of their role and responsibilities
· Has an awareness of the broader organizational structure
· Does not have an appreciation of the structure of the company
· Questions and challenges when necessary to ensure understanding
· Demonstrates a lack of appreciation of the role of the department plays within the organisation
· Analyses things logically
· Accepts thing at face value without questioning
· Can apply lateral thinking
· Fails to challenge when unclear of the situation / task
· Recognizes own resources and limitations - knows when help is needed
· Tends not to grasp things easily - limited in understanding
· Anticipates possible problems
· Illogical in thought - fails to follow arguments through
· Thinks around potential problems and how they may be avoided, identifies practical and alternative
options
· Thinks in a narrow way
· Prepared to take decisions within their level of authority
· Fails to ask support when it is needed
· Offers information and possible solutions to enable others to make decisions where appropriate.
· Unaware of potential/possible problems
·
· Offers impractical/unrealistic suggestions/options
·
· Fails to make decisions when required to do so
3. Processing work:
Processes and produces work to meet all the deadlines.
• Follows appropriate procedures in a methodical and systematic way.
• Seeks appropriate approvals and authority
• Maintains routine tasks and systems - filing, info systems, diaries, etc...
• Monitors and reviews own tasks, makes appropriate checks
• Is accurate and pays attention to detail.
Positive Indicators Contra Indicators
· Identifies the correct procedures
· Fails to meet targets and achieve goals
Follows procedures
· Works tend to be completed late
Works methodically - is systematic
· Fails to monitor tasks and check on progress
Establishes when and where approval/authority is required
· Is not aware when and where approvals/authority are required
Obtains appropriate approval/authority
· Has not gained approvals/authority when necessary
· Ensures that routine tasks are carried out satisfactorily - keeps thing up to date
· Allows mistakes and errors to pass through because of lack of checking
· Continually reviews tasks and overall workload
· Is inaccurate
· Ensures tasks are being progressed - follows up as and when necessary
· Misses details
· Is accurate and detail conscious
· Poor presentation of work
· Checks to ensure accuracy
· Presents work appropriately and in a neat and orderly way
4. Adaptability:
Is flexible and responds positively to changes.
• Accepts changes enthusiastically
• Is willing to learn/change
• Is open to new / other ideas
• Is able to perform under pressure
Positive Indicators Contra Indicators
* Will rise to challenges - accepts them enthusiastically
* Will avoid to take on new challenges
* Adapts well to changing circumstances
* Doesn't accept change positively
* Demonstrates willingness to learn new things
* Panics under pressure
* Prepared to change - will have a go and try things out
* Is negative about new / other's ideas and is not willing to take them on board
* Open to new ideas
* Doesn't have a go - try things out
* Is willing to take other people's ideas on board
* Resists change
* Is flexible in response to changing work demands
* Will avoid doing things differently
5. Initiative:
Uses initiative and seeks improvement
• Is curious and inquisitive
• Generates ideas
• Develops and makes improvements
• Learns from experience
• Is able to work with minimum supervision / direction
USING ORGANIZATIONAL INVENTORY DATA
Data on individual employees can be aggregated into a profile of the current organizational workforce. This profile reveals many of the current strengths and deficiencies. The absence of some specialized expertise, such as advanced computer skills, may affect the ability of an organization to take advantage of new technological developments. Likewise, if a large group of experienced employees are all in the same age bracket, their eventual retirement will lead to high turnover and a major void in the organization.
.
Establishing an HRIS
The explosion of information technology has changed the nature of HR information
usage. Just a few years ago, most HR information had to be compiled
and maintained on mainframe computers. Today, many different types of
information technology are being integrated and used so that HR professionals
can access HR-related data and communicate it to other managers and executives.
CHOOSING AN HRIS
It is crucial when establishing an HRIS that the system be able to support the HR strategies of the organization.
Heinrich Engelhard Steinweg's dedication was: "To build the best piano possible".[9] He established at his company three basic principles: "Build to a standard, not a price", "Make no compromise in quality", and "Strive always to improve the instrument".[10] Research and inventions by the company have earned it so far around 130 patents,[11][12][13] a greater number than any other piano company.[14]
After merging with the Selmer Company in 1995, Steinway's current affiliates include the Boston and Essex lines of pianos. The Selmer Company, today named Conn-Selmer, is a subsidiary of Steinway.
Steinway holds 12 Royal Warrants,[15][16] including one from HM Queen Elizabeth II of the United Kingdom.
Managing work
Manages own work in the most efficient and effective way
• Plans and prioritizes own work, breaking down the task.
• Uses available resources effectively (own time, systems, finances, people, information)
• Prepares well has everything at hand.
• Has an organized approach to work.
At a supervisory level:
• Delegates tasks effectively
• Coaches subordinate(s) to achieve tasks
Positive Indicators Contra Indicators
* Thinks ahead
* Approaches tasks without planning ahead, works on tasks as they come along
* Breaks work down in manageable tasks
* Fails to priorities effectively, unaware of difference between urgency and importance
* Develops work plans
* Does not manage own time effectively
* Prioritizes work distinguishing between importance and urgency
* Fails to have appropriate documents/materials to hand when needed
* Is aware of deadlines and resources conscious about costs and financial constraints
* Disorganized approach, lacks structure and planning
* Manages own time effectively - anticipates requirements
* Fails to distinguish between the different elements of the task
* Prepares well in advance
* Chooses task on the basis of preferences(rather than the demands of the work)
* Is able to organize own workload
* Devises unrealistic/unworkable plans
* Lack of awareness of available resources
* Inappropriate/inefficient use of resources
* Forgets things
2. Analyzing and understanding
Understands own role, responsibilities, tasks and solves problems.
• Seeks clarification by probing, questioning and challenging
• Anticipates and thinks around problems / issues
• Recognizes own limitations and other resources - knows when help is needed.
• Considers and evaluates all options - is able to weigh things up
• Makes sound judgments and decisions.
• Is able to be discreet and maintain confidentiality.
Positive Indicators Contra Indicator
· Fully understand own role and responsibilities and how it relates to the department/function.
· Does not have a clear understanding of their role and responsibilities
· Has an awareness of the broader organizational structure
· Does not have an appreciation of the structure of the company
· Questions and challenges when necessary to ensure understanding
· Demonstrates a lack of appreciation of the role of the department plays within the organisation
· Analyses things logically
· Accepts thing at face value without questioning
· Can apply lateral thinking
· Fails to challenge when unclear of the situation / task
· Recognizes own resources and limitations - knows when help is needed
· Tends not to grasp things easily - limited in understanding
· Anticipates possible problems
· Illogical in thought - fails to follow arguments through
· Thinks around potential problems and how they may be avoided, identifies practical and alternative
options
· Thinks in a narrow way
· Prepared to take decisions within their level of authority
· Fails to ask support when it is needed
· Offers information and possible solutions to enable others to make decisions where appropriate.
· Unaware of potential/possible problems
·
· Offers impractical/unrealistic suggestions/options
·
· Fails to make decisions when required to do so
3. Processing work:
Processes and produces work to meet all the deadlines.
• Follows appropriate procedures in a methodical and systematic way.
• Seeks appropriate approvals and authority
• Maintains routine tasks and systems - filing, info systems, diaries, etc...
• Monitors and reviews own tasks, makes appropriate checks
• Is accurate and pays attention to detail.
Positive Indicators Contra Indicators
· Identifies the correct procedures
· Fails to meet targets and achieve goals
Follows procedures
· Works tend to be completed late
Works methodically - is systematic
· Fails to monitor tasks and check on progress
Establishes when and where approval/authority is required
· Is not aware when and where approvals/authority are required
Obtains appropriate approval/authority
· Has not gained approvals/authority when necessary
· Ensures that routine tasks are carried out satisfactorily - keeps thing up to date
· Allows mistakes and errors to pass through because of lack of checking
· Continually reviews tasks and overall workload
· Is inaccurate
· Ensures tasks are being progressed - follows up as and when necessary
· Misses details
· Is accurate and detail conscious
· Poor presentation of work
· Checks to ensure accuracy
· Presents work appropriately and in a neat and orderly way
4. Adaptability:
Is flexible and responds positively to changes.
• Accepts changes enthusiastically
• Is willing to learn/change
• Is open to new / other ideas
• Is able to perform under pressure
Positive Indicators Contra Indicators
* Will rise to challenges - accepts them enthusiastically
* Will avoid to take on new challenges
* Adapts well to changing circumstances
* Doesn't accept change positively
* Demonstrates willingness to learn new things
* Panics under pressure
* Prepared to change - will have a go and try things out
* Is negative about new / other's ideas and is not willing to take them on board
* Open to new ideas
* Doesn't have a go - try things out
* Is willing to take other people's ideas on board
* Resists change
* Is flexible in response to changing work demands
* Will avoid doing things differently
5. Initiative:
Uses initiative and seeks improvement
• Is curious and inquisitive
• Generates ideas
• Develops and makes improvements
• Learns from experience
• Is able to work with minimum supervision / direction
USING ORGANIZATIONAL INVENTORY DATA
Data on individual employees can be aggregated into a profile of the current organizational workforce. This profile reveals many of the current strengths and deficiencies. The absence of some specialized expertise, such as advanced computer skills, may affect the ability of an organization to take advantage of new technological developments. Likewise, if a large group of experienced employees are all in the same age bracket, their eventual retirement will lead to high turnover and a major void in the organization.
.
Establishing an HRIS
The explosion of information technology has changed the nature of HR information
usage. Just a few years ago, most HR information had to be compiled
and maintained on mainframe computers. Today, many different types of
information technology are being integrated and used so that HR professionals
can access HR-related data and communicate it to other managers and executives.
CHOOSING AN HRIS
It is crucial when establishing an HRIS that the system be able to support the HR strategies of the organization.
Last edited: