Why should you care about the HR management processes? Are they really relevant, do they make a difference for business? You decide

1. HRdept matters

2. Really??? Lets see!

3. HR in business language

4. A company’s objective is… PROFIT

5. Profit is attained by higher income than costs Income and costs are generated by people and machines

6. To get high income and low costs you need performance

7. Performance is when every employee Does the tasks as they should be done Every time it should be done Taking as much time as it should take Respecting the deadlines

8. For performance to happen you need: ***If you need a comprehensive presentation about what performance is and how it happens click on the link in the right-up corner of the screen “About performance”

9. Context - work environment - resources - machines, technology and equipment

10. 2. People to know what is expected of them That is why we need: Job Descriptions Performance criteria Training for managers and team leaders in effective delegation

11. 3. People to know how do the tasks, have procedural knowledge That’s why we need: Validated work procedures Induction Training Training and Learning

12. 4. People to have task competencies To be able to adapt procedure to context characteristics That’s why we need: Transfer and retention strategies after training Training employees to provide feedback in order to improve performance Training the managers and team leaders how to train on the job Mentoring programs Shadowing programs Succession planning and succession strategies

13. 5. People to have self-efficacy To trust/believe that they can perform That’s why we need: Training employee on positive feedback Performance appraisals accompanied by feedback Trial system where employees can exercise the competencies Tracking system and feedback

14. 6. People to be motivated to perform That’s why we need: Compensation and benefits system Training managers and team leader on how to motivate people Succession activities Mentoring Shadowing Induction Training Career path Strategies for internalizing motivation

15. If all this is present than performance CAN happen Context Know what is expected of them Know how to do the tasks, have procedural knowledge Have competencies to do the task Have self-efficacy Be motivated to perform

16. If all this is present than performance CAN happen Context Know what is expected of them Know how to do the tasks, have procedural knowledge Have competencies to do the task Have self-efficacy Be motivated to perform Without any of these performance is impossible

17. But take note!

18. If all this is present than performance CAN happen Context Know what is expected of them Know how to do the tasks, have procedural knowledge Have competencies to do the task Have self-efficacy Be motivated to perform With this doesn’t mean that performance will happen and will be maintained

19. If all this is present than performance CAN happen Context Know what is expected of them Know how to do the tasks, have procedural knowledge Have competencies to do the task Have self-efficacy Be motivated to perform Essential But not enough

21. Having the competencies

22. Having self-efficacy

23. Are internally motivatedAllowing the company not to invest in providing those premises Then you need efficient recruitment and selection

24. If we want performance to be initiated and maintained

25. We need efficient performance management system Realistic criteria (behavior and results) Validated criteria Validated performance assessment instruments Compensation and benefits system linked to performance Efficient feedback system Tracking system

26. HR department makes sure that all this becomes reality

27. So? Do you think HRdept matters?