HUMAN RESOURCES MANAGEMENT

HUMAN RESOURCE MANAGEMENT

HR Decisions must influence effectiveness of the organisation leading to better service to customer and high quality product and services at reasonable price.

REVIEWING

to measure and evaluate their performance w/ the organization goals in mind.

HUMAN RESOURCE DEVELOPMENT

- A set of systematic and planned activities designed by an organization or HR department to provide its members with the necessary skills to meet current and future job demands.

RETOOLING

- Both new recruits and old timers need retooling in order to meet the performance expectation of the organization.

RECRUITING

- Many HR advisors and consultant often advocate that organization should "hire for attitude develop for competence "there are simply revising the mindset of HR practitioners who screen applicants according of HR to their resumes and skills already.

CAREER DEVELOPMENT

- Ongoing process by which individual's progress through series of changes until they achieve their personal level of maximum achievement. - Career planning - Career management

RECYCLING

- Recycling affords the people the chance to jobs or events careers.

REWARDING

- Rewarding is concerned about compensating investing and recognition employees for their work loyalty and accomplishments.

ORGANIZATIONAL DEVELOPMENT

- The process of improving an organization's effectiveness and member's well-being through the application of behavioural science.

RESONATING

- To resonate is to be "in tune with" or to reverberate with an organization that resonate with people and their employees who resonate with their management are likely to have goal congruence.

TRAINING AND DEVELOPMENT

- Training improving the knowledge, skills and attitudes of employees for the short-term, particular to a specific job or task.

VISION STATEMENT

- is created as a compelling verbal image and forms a mental picture of the future. It should define what we seek to become as an organization, yet describe something that is realistic. The vision should generate human energy and engagement. In other words, it should provide direction and focus for the organization.

GOALS

- re conditions to be achieved in the future. They must be defined consistent with your vision, mission, and strategic directions. Goals guide your decisions and actions. However, they usually do not involve measurable results, and therefore, do not change as often as objectives.

ROLE OF HUMAN RESOURCE DEVELOPMENT

1. Operational manager responsible for the planning, organizing, staffing, controlling, and coordinating of the HRD department.

HOW TO DEVELOP YOUR OWN EFFECTIVE STRATEGY

: Follow up

STRATEGY DEVELOPMENT

A strategy is a statement of your approach to achieving your goals. Your vision, mission, and values play an important role in developing your business strategy. They provide the framework for generating and screening strategic options. They provide an organizational identity and

HOW TO DEVELOP YOUR OWN EFFECTIVE STRATEGY

Corrective Action

HOW TO DEVELOP YOUR OWN EFFECTIVE STRATEGY

Craft your HR strategy

ROLE OF HUMAN RESOURCE DEVELOPMENT

Evaluator of the HRD program's impacts and effects on organizational efficiency.

HOW TO DEVELOP YOUR OWN EFFECTIVE STRATEGY

Implementation

HOW TO DEVELOP YOUR OWN EFFECTIVE STRATEGY

Know your company inside and out

ROLE OF HUMAN RESOURCE DEVELOPMENT

Management of the organizational learning system.

ROUTING

Organization who desire to optimize the value of people over the long haul should have a good routing strategy. The more versatile and flexible the recruit is the more opportunity he/she has for assuming multiple roles in the organization

DEVELOPMENT

Preparing for future responsibilities, while increasing the capacity to perform at a current job - Management training - Supervisor development

ELEMENTS OF HR FUNCTIONS

RECRUITING ROUTING RETAINING RESONATING REVIEWING REWARDING RETOOLING RECYCLING

HOW TO DEVELOP YOUR OWN EFFECTIVE STRATEGY

Resource analysis

VALUES STATEMENT

Values are the beliefs behind your vision and mission. A worthy vision is guided by worthy values. Values give dignity and direction to your mission. They are the moral compass and expected behaviours during your vision quest

MISSION STATEMENT

Your mission is the business reason for your organization's existence. It is an element of the charter. It doesn't describe a specific outcome and contains no time limit or measurement. The mission statement provides the basis for setting your goals and is used to allocate resources

OBJECTIVES

are focused on critical issues and milestones. They describe the activities and targets to achieve your goals. They identify the dates for completing the activities. They are measurable in terms of being achieved, or not.

RETAINING

being able to hold on to people, provide that a company wants to keep them in the first place.

HUMAN RESOURCE MANAGEMENT

is also a function of management, concerned with hiring, motivating and maintaining people in an organisation. It focuses on people in the organisation.

HUMAN RESOURCE DEVELOPMENT

is the framework for helping employees develop their personal and organizational skills, knowledge and abilities.

HUMAN RESOURCE DEVELOPMENT OR HRD

refers to the development of people working in an organisation. It is a part of HRM; that aims at improving skills, knowledge, competencies, attitude and behaviour of employees of the organisation. The purpose of the HRD is to empower and strengthen the abilities of the employees so that their performance will get better than before.

HUMAN RESOURCE MANAGEMENT

shortly known as HRM refers to a systematic branch of management that is concerned with managing people at work so that they can give best results to the organisation. It is the application of management principles to the people working in the organisation. It aims at improving the performance and productivity of the organisa

TRAINING AND DEVELOPMENT

· Employee orientation · Skills & technical training · Coaching

HUMAN RESOURCE MANAGEMENT

· HRM applies management principles in procuring, developing, maintaining people in the organisation.

VALUES STATEMENT

· Integrity in all our actions · Commitment to employees · Quality of our products · Protection of environment · Innovative business ideas · Continual learning

HUMAN RESOURCE MANAGEMENT

· Organisations does not only consist of building, machines or inventories. It is people they manage and staff the organisation.