The New Age Of Human Resource Management
In today’s business environment, profitable organizations require highly skilled employees who can solve complex problems using multi-disciplinary teams. Human resources planning should be a key component of nearly every corporation’s strategic business planning. To ensure their competitive advantage in the marketplace, organizations must implement innovative strategies that are designed to enhance their employee retention rate and recruit fresh talent into their companies. We have worked with companies who have digitized their current and past employee data bases.
Individual professional silos are breaking down. Disciplines such as finance, sales, marketing, operations, and HR no longer exist as standalone entities. They are inter-dependent with one another. Weakness of any one of the links inhibits other links from maximizing their efficiency and productivity.
The biggest barrier to profitability is ignorance – ignorance by many people about how the company makes money and how it achieves its objectives, and how all of the departmental silos are interdependent on each other. In high technology firms, technological innovation becomes critical in responding to rapid changes; innovation depends heavily on acquiring new knowledge. The HR department as a strictly administrative overhead and resource consumer is one of the paradigms under justifiable attack.
HR professionals who developed processes and training programs in sales, customer service, workouts, project management, process improvement and leadership development that focused on critical performance issues for their internal and external customers.
The resulting benefit program design achieved its cost/benefit objectives without jeopardizing the company’s market share and pricing metrics.
Develop a leadership development program that includes hands on training in all of the functional disciplines.
Most importantly, hold all employees accountable for achieving the “critical numbers” established for your company. The HR department's powerful value focuses on its contributions toward reversing the slide.
Knowledge-intensive industries face a dynamic and fiercely competitive environment. Products in the high technology industry are more complex, with shorter life cycles that need constant innovation in order to meet changes in market conditions and customer expectations.
The importance of each component will vary from organization to organization according to the complexity of the operation, the criticality of human resources to organizational efficiency, and the organization's commitment to improved human resources. The ultimate goal of organizational development is to develop the organization's self-renewing capacity.
Within the broad subject field of human resource development, human resource management is the most substantial area, as it involves all aspects of personnel management as well as issues of capacity, training, etc. In this unit we will introduce you to the scope and context of human resource management in the health sector. With the rise of social media into a mainstream staple, companies are flocking to Twitter and Facebook in an effort to engage their customers where THEY hang out.
What things that can be done to evaluate the performance appraisal process:-
Establish a private setting and rapport with the staff person.
Discuss and agree upon the objective of the meeting, to create a performance development plan.
The staff member identifies ways in which he would like to further develop his professional performance, including training, assignments, new challenges and so on.
The supervisor discusses performance for the quarter and suggests ways in which the staff member might further develop his performance.
Add the supervisor's thoughts to the employee's selected areas of development and improvement.
Set goals for the quarter.
Discuss how the goals support the accomplishment of the organization's business plan, the department's objectives and so on.
Agree upon a measurement for each goal.
Assuming performance is satisfactory; establish a development plan with the staff person that helps him grow professionally in ways important to him.
The supervisor and employee discuss employee feedback and constructive suggestions for the supervisor and the department.
Discuss anything else the supervisor or employee would like to discuss, hopefully, maintaining the positive and constructive environment established thus far, during the meeting.
Mutually sign the performance development tool to indicate the discussion has taken place.
End the meeting in a positive and supportive manner. The supervisor expresses confidence that the employee can accomplish the plan and that the supervisor is available for support and assistance.
Set a time-frame for formal follow up, generally quarterly.
Organizations now need to prepare themselves in order to address people centered issues with commitment from the top management, with renewed thrust on HR issues, more particularly on training.
To leapfrog ahead of competition in this world of uncertainty, organizations have introduced six- sigma practices. Six- sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. These practices improve organizational values and helps in creating defect free product or services at minimum cost.
With the increase of global job mobility, recruiting competent people is also increasingly becoming difficult, especially in India. Therefore by creating an enabling culture, organizations are also required to work out a retention strategy for the existing skilled manpower.
In today’s business environment, profitable organizations require highly skilled employees who can solve complex problems using multi-disciplinary teams. Human resources planning should be a key component of nearly every corporation’s strategic business planning. To ensure their competitive advantage in the marketplace, organizations must implement innovative strategies that are designed to enhance their employee retention rate and recruit fresh talent into their companies. We have worked with companies who have digitized their current and past employee data bases.
Individual professional silos are breaking down. Disciplines such as finance, sales, marketing, operations, and HR no longer exist as standalone entities. They are inter-dependent with one another. Weakness of any one of the links inhibits other links from maximizing their efficiency and productivity.
The biggest barrier to profitability is ignorance – ignorance by many people about how the company makes money and how it achieves its objectives, and how all of the departmental silos are interdependent on each other. In high technology firms, technological innovation becomes critical in responding to rapid changes; innovation depends heavily on acquiring new knowledge. The HR department as a strictly administrative overhead and resource consumer is one of the paradigms under justifiable attack.
HR professionals who developed processes and training programs in sales, customer service, workouts, project management, process improvement and leadership development that focused on critical performance issues for their internal and external customers.
The resulting benefit program design achieved its cost/benefit objectives without jeopardizing the company’s market share and pricing metrics.
Develop a leadership development program that includes hands on training in all of the functional disciplines.
Most importantly, hold all employees accountable for achieving the “critical numbers” established for your company. The HR department's powerful value focuses on its contributions toward reversing the slide.
Knowledge-intensive industries face a dynamic and fiercely competitive environment. Products in the high technology industry are more complex, with shorter life cycles that need constant innovation in order to meet changes in market conditions and customer expectations.
The importance of each component will vary from organization to organization according to the complexity of the operation, the criticality of human resources to organizational efficiency, and the organization's commitment to improved human resources. The ultimate goal of organizational development is to develop the organization's self-renewing capacity.
Within the broad subject field of human resource development, human resource management is the most substantial area, as it involves all aspects of personnel management as well as issues of capacity, training, etc. In this unit we will introduce you to the scope and context of human resource management in the health sector. With the rise of social media into a mainstream staple, companies are flocking to Twitter and Facebook in an effort to engage their customers where THEY hang out.
What things that can be done to evaluate the performance appraisal process:-
Establish a private setting and rapport with the staff person.
Discuss and agree upon the objective of the meeting, to create a performance development plan.
The staff member identifies ways in which he would like to further develop his professional performance, including training, assignments, new challenges and so on.
The supervisor discusses performance for the quarter and suggests ways in which the staff member might further develop his performance.
Add the supervisor's thoughts to the employee's selected areas of development and improvement.
Set goals for the quarter.
Discuss how the goals support the accomplishment of the organization's business plan, the department's objectives and so on.
Agree upon a measurement for each goal.
Assuming performance is satisfactory; establish a development plan with the staff person that helps him grow professionally in ways important to him.
The supervisor and employee discuss employee feedback and constructive suggestions for the supervisor and the department.
Discuss anything else the supervisor or employee would like to discuss, hopefully, maintaining the positive and constructive environment established thus far, during the meeting.
Mutually sign the performance development tool to indicate the discussion has taken place.
End the meeting in a positive and supportive manner. The supervisor expresses confidence that the employee can accomplish the plan and that the supervisor is available for support and assistance.
Set a time-frame for formal follow up, generally quarterly.
Organizations now need to prepare themselves in order to address people centered issues with commitment from the top management, with renewed thrust on HR issues, more particularly on training.
To leapfrog ahead of competition in this world of uncertainty, organizations have introduced six- sigma practices. Six- sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. These practices improve organizational values and helps in creating defect free product or services at minimum cost.
With the increase of global job mobility, recruiting competent people is also increasingly becoming difficult, especially in India. Therefore by creating an enabling culture, organizations are also required to work out a retention strategy for the existing skilled manpower.