Trainer Profile_Ajas Hyzer
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Ajas Hyzer is a corporate trainer, strategic consultant, and coach. They provide training, consulting, and coaching services to help businesses and individuals achieve their goals. Their experience spans a variety of industries and roles to help clients maximize performance.
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Role of hr
The document discusses the role of human resources in addressing business problems through effective people management programs. It outlines Maslow's hierarchy of needs and Herzberg's two-factor theory, noting that employees will be motivated to contribute if their physiological, security, social needs are met through work. The document also discusses moving HR to a more strategic focus and delivering programs aligned with company strategy and culture. It proposes a facilitative HR structure and building HR and business process capabilities for small and large enterprises.
human resource management
The document discusses the importance, role, and responsibility of an HR manager in a contemporary organization. It explains that an HR manager helps formulate policies, acts as an advisor to solve day-to-day problems, represents management, makes decisions about objectives and programs, mediates conflicts, provides leadership, acts as a welfare officer, and maintains employee records. The goal of HR management is to make workers more satisfied and productive by effectively managing people at work.
Designing & Implementing Performance Management Program
The document discusses designing and implementing an effective performance management program. It outlines key considerations like aligning individual, team, and corporate goals; assessing skills and competencies; providing regular feedback. Two common models are described: development-driven which focuses on coaching, and competitive assessment which evaluates employees against each other. The benefits of an effective program include improved performance, engagement, and organizational success. The implementation process involves creating customized systems and training managers to provide ongoing evaluation and adjustments.
HATS__Brochure6.1
The document describes Harrison Assessments, a system that uses behavioral assessments to help companies select, develop, and retain the best employees. It analyzes 175 job performance traits using 6500 job-specific formulas. The system provides pre-hire assessments, succession planning, individual development plans, and tools to improve team performance. It aims to continuously improve business results by better matching employees to jobs and identifying high-potential candidates for development.
Bill Richards Consulting profile aug 16
Bill Richards Consulting provides business and human resources consulting services to assist clients with strategy development, organizational transformation, and remaining competitive. The company adopts an approach focused on transformation leadership through a four-phase process of establishing a vision, identifying strategic initiatives, establishing operational activities, and implementing metrics. Bill Richards, who has over 30 years of experience in strategic planning, organizational change, and human resources, leads the company in providing expertise in areas such as strategic planning, performance management, change management, and post-merger integration.
Jussi leponiemi on hrm
This document discusses various topics related to human resource development (HRD), including:
- The evolving role of HRD from an operational to more strategic focus.
- Different types of "capital" that are assets for organizations, including human capital, social capital, and intellectual capital.
- Frameworks for conceptualizing the multiple roles of HR, such as strategic, operational, and administrative.
- Challenges for HRD, including changing demographics, globalization, and the need for lifelong learning.
The document provides an overview of key concepts and issues in understanding the field of HRD.
Aligning human resources with strategy
SHRM is concerned with decisions about HR practices, the composition and behaviors of employees, and the effectiveness of these decisions.
These strategic process is comprehensive, planned and contribute to the success of the organization and has long-term value creating potentiality. SHRM is the management of HR philosophies, policies, and practices to enable the achievement of the organizational strategy.
Generally, these philosophies, policies, practices, develops a system to attract, develop, utilize, and retain employees for smooth functioning of the organization.
Limitations to the concept of strategic hrm - strategic human resource manag...
The concept of strategic HRM appears to be based on the belief that the formulation of strategy is a rational and linear process. This indicates that the overall HR strategy flows from the business strategy and generates specific HR strategies in key areas.
Recommended
Role of hr
The document discusses the role of human resources in addressing business problems through effective people management programs. It outlines Maslow's hierarchy of needs and Herzberg's two-factor theory, noting that employees will be motivated to contribute if their physiological, security, social needs are met through work. The document also discusses moving HR to a more strategic focus and delivering programs aligned with company strategy and culture. It proposes a facilitative HR structure and building HR and business process capabilities for small and large enterprises.
human resource management
The document discusses the importance, role, and responsibility of an HR manager in a contemporary organization. It explains that an HR manager helps formulate policies, acts as an advisor to solve day-to-day problems, represents management, makes decisions about objectives and programs, mediates conflicts, provides leadership, acts as a welfare officer, and maintains employee records. The goal of HR management is to make workers more satisfied and productive by effectively managing people at work.
Designing & Implementing Performance Management Program
The document discusses designing and implementing an effective performance management program. It outlines key considerations like aligning individual, team, and corporate goals; assessing skills and competencies; providing regular feedback. Two common models are described: development-driven which focuses on coaching, and competitive assessment which evaluates employees against each other. The benefits of an effective program include improved performance, engagement, and organizational success. The implementation process involves creating customized systems and training managers to provide ongoing evaluation and adjustments.
HATS__Brochure6.1
The document describes Harrison Assessments, a system that uses behavioral assessments to help companies select, develop, and retain the best employees. It analyzes 175 job performance traits using 6500 job-specific formulas. The system provides pre-hire assessments, succession planning, individual development plans, and tools to improve team performance. It aims to continuously improve business results by better matching employees to jobs and identifying high-potential candidates for development.
Bill Richards Consulting profile aug 16
Bill Richards Consulting provides business and human resources consulting services to assist clients with strategy development, organizational transformation, and remaining competitive. The company adopts an approach focused on transformation leadership through a four-phase process of establishing a vision, identifying strategic initiatives, establishing operational activities, and implementing metrics. Bill Richards, who has over 30 years of experience in strategic planning, organizational change, and human resources, leads the company in providing expertise in areas such as strategic planning, performance management, change management, and post-merger integration.
Jussi leponiemi on hrm
This document discusses various topics related to human resource development (HRD), including:
- The evolving role of HRD from an operational to more strategic focus.
- Different types of "capital" that are assets for organizations, including human capital, social capital, and intellectual capital.
- Frameworks for conceptualizing the multiple roles of HR, such as strategic, operational, and administrative.
- Challenges for HRD, including changing demographics, globalization, and the need for lifelong learning.
The document provides an overview of key concepts and issues in understanding the field of HRD.
Aligning human resources with strategy
SHRM is concerned with decisions about HR practices, the composition and behaviors of employees, and the effectiveness of these decisions.
These strategic process is comprehensive, planned and contribute to the success of the organization and has long-term value creating potentiality. SHRM is the management of HR philosophies, policies, and practices to enable the achievement of the organizational strategy.
Generally, these philosophies, policies, practices, develops a system to attract, develop, utilize, and retain employees for smooth functioning of the organization.
Limitations to the concept of strategic hrm - strategic human resource manag...
The concept of strategic HRM appears to be based on the belief that the formulation of strategy is a rational and linear process. This indicates that the overall HR strategy flows from the business strategy and generates specific HR strategies in key areas.
Role of hr in strategic formulation
The document discusses the role of human resources in strategic formulation. It defines strategic human resource management as effectively applying an organization's human resources to accomplish its overall strategy. Strategic HR provides a framework for achieving long-term goals by enhancing economic performance, adapting to changes, and ensuring stability with a content workforce. The importance of HR to strategic formulation includes providing competitive advantage, controlling labor costs, and effectively utilizing resources. HR contributes to strategy through performance appraisal, staffing, training, environmental scanning, and implementing resource allocation.
Aims of strategic hrm - strategic human resource management - Manu Melwin joy
The rationale for strategic HRM is the perceived advantage of having an agreed and understood basis for developing approaches to people management in the longer term.
Approaches to strategic hrm strategic fit - strategic human resource manage...
The HR strategy should be aligned to the business strategy (vertical fit). Better still, HR strategy should be an integral part of the business strategy, contributing to the business planning process as it happens.
2. strategic hrm concept
This document discusses the role of human resource management in implementing organizational strategy. It defines strategic management and strategic human resource management. It outlines the strategic management process, including strategy formulation and implementation. It describes how HR practices like recruiting, training, and performance management can develop employee skills and behaviors to support the organization's strategic goals. The document also discusses different levels of integration between HR and strategic planning and the types of employees and HR needs for different strategic approaches like cost leadership and differentiation.
Strategic HRM
This document discusses strategic human resource management (HRM). It defines strategic management as formulating, implementing, and evaluating business strategies to achieve organizational objectives. Strategic HRM requires focusing on strategic issues rather than operational issues and aligning programs, policies, and practices with organizational strategies. The document provides examples of companies like Coca-Cola, Colgate-Palmolive, and LG that take strategic approaches to HRM. It also outlines possible roles, barriers, outcomes, and a model for strategic HRM. Finally, it discusses the support and changes required for HR to help deliver organizational excellence.
Shrm unit 1
Strategic human resource management (SHRM) takes a comprehensive, integrative, and long-term approach to managing an organization's human capital. It focuses on aligning HR strategies and practices with business strategies to maximize customer value and organizational performance. Key aspects of SHRM include establishing vertical and horizontal alignment between HR and business strategies, ensuring consistency between HR sub-functions, and integrating HR decisions with other functional areas. The role of HR is evolving from administrative and operational to more strategic, focusing on change management, strategic partnering, and developing intellectual capital.
Strategic Human Resource Management – An Overview
An overview SHRM, people as strategic assets - value chain analysis - Impact of strategy on HR planning - the Process of Strategic Management.
Strategic HRM
Strategic human resource management (HRM) involves aligning human resource policies and practices with organizational strategy to help achieve strategic goals. It focuses on effectively managing employees to maximize organizational performance. Key aspects of strategic HRM include linking recruitment, training, career paths and other HR practices to competitive strategy, implementing high-performance and high-commitment practices, and ensuring the HR function provides the right number of qualified employees with appropriate skills, knowledge and behaviors to meet organizational needs and objectives.
Approaches to strategic hrm - high-commitment management - strategic human r...
One of the defining characteristics of HRM is its emphasis on the importance of enhancing mutual commitment (Walton, 1985).
Klibel5 bus 42
Strategic Human Resource Management And Sustainable Competitive Advantage: The Role Of Dynamics And Innovation Capabilities
Barriers to shrm
The document discusses barriers to taking a strategic approach to human resource (HR) management, including a short-term focus, inability of HR to think strategically, and difficulty quantifying HR outcomes. It outlines how effective strategic HR management can lead to increased customer and employee satisfaction, performance, and shareholder value through cost-effective utilization of employees and integrated HR programs aligned with corporate strategy. Finally, it compares traditional, transactional HR roles to more strategic, transformational roles focused on organizational missions and processes rather than individual employees.
Types of hr strategies - strategic human resource management - Manu melwin joy
Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are:
Overarching strategies; and
Specific strategies relating to the different aspects of human resource management.
Innovative HR Practices that make a Difference
NHRDN - Learning Centre Workshop on "Innovative HR Practices that make a Difference - Unleash the true Human Capital...Now!"
The Facilitators :
Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank
Custan D'souza - Project Manager - Information Technology, ICICI Lombard
88224324 hrm-models
This document summarizes and compares four models of human resource management (HRM):
1. The Fombrun, Tichy & Devanna model emphasizes the interrelatedness of HRM activities, organizational strategy and structure. It defines three levels of managerial work and argues HR systems should align with organizational strategy.
2. The Harvard model views employees as human resources with their own needs. It outlines four HR policy areas and their relationship to organizational commitment, congruence, competence and cost effectiveness.
3. Guest's model defines HRM in terms of six dimensions: strategy, practices, outcomes, and their relationship to behavior, performance and financial results. It positions HRM as strategic rather than traditional
Hr online research presentation
An egalitarian compensation structure would be best for APH Manufacturing according to the document. An egalitarian structure has fewer levels, smaller pay differentials, and uses either person or job criteria. It supports team-based work, equal treatment, cooperation between employees, and the free sharing of knowledge. These attributes reinforce behaviors that are important for APH Manufacturing's strategy and goals.
Resume Baughman
Jeff Baughman is an accomplished human resources and talent development leader with over 15 years of experience in diverse industries. He has a proven track record of selecting and developing high performing teams. Baughman has leveraged strategic planning skills to develop people and organizations. As Vice President of Training and Human Resources at State Street Corporation, he led training and development initiatives for over 1200 employees and served as an HR generalist for a 600+ employee division. Baughman also served for 20 years in the United States Army in various leadership roles leading teams of up to 135 people.
Meaning of strategic hrm - strategic human resource management - Manu Melwin Joy
Strategic human resource management (HRM) focuses on differentiating a firm through HRM actions. It involves using workforce planning to match HRM policies and activities to business strategy. Strategic HRM addresses broad organizational issues relating to structure, culture, performance, resources, capabilities, knowledge management and change that affect or are affected by strategic plans. The key concerns of HRM like leadership and labor relations are strategic for any firm.
Approaches to strategic hrm - the resource-based approach - strategic human ...
A fundamental aim of resource-based HR strategy, as Barney (1991) indicates, is to develop strategic capability – achieving strategic fit between resources and opportunities and obtaining added value from the effective deployment of resources.
Balanced scorecard
The document discusses the balanced scorecard, which is a strategic planning and management system used in business. It provides a framework for translating an organization's mission and strategy into a comprehensive set of performance measures. The balanced scorecard includes financial measures and also operational measures related to customer satisfaction, internal processes, and organizational growth and improvement. Using a balanced scorecard helps management focus on key measures across business areas and aligns employees to work toward common strategic goals.
Zydus_Mettl_Collaboration
1) Zydus Cadila partnered with Mettl to conduct a comprehensive psychometric assessment of its employees across all job roles to develop a competency framework.
2) Over 1,500 assessments were administered and benchmark scores were established accounting for regional biases.
3) Custom assessments combining personality, cognitive, and role-specific tests were defined for different job roles and experience levels to aid in hiring and development.
4) The assessments and competency framework are intended to improve hiring quality, development, engagement, and business performance at Zydus Cadila.
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Role of hr in strategic formulation
The document discusses the role of human resources in strategic formulation. It defines strategic human resource management as effectively applying an organization's human resources to accomplish its overall strategy. Strategic HR provides a framework for achieving long-term goals by enhancing economic performance, adapting to changes, and ensuring stability with a content workforce. The importance of HR to strategic formulation includes providing competitive advantage, controlling labor costs, and effectively utilizing resources. HR contributes to strategy through performance appraisal, staffing, training, environmental scanning, and implementing resource allocation.
Aims of strategic hrm - strategic human resource management - Manu Melwin joy
The rationale for strategic HRM is the perceived advantage of having an agreed and understood basis for developing approaches to people management in the longer term.
Approaches to strategic hrm strategic fit - strategic human resource manage...
The HR strategy should be aligned to the business strategy (vertical fit). Better still, HR strategy should be an integral part of the business strategy, contributing to the business planning process as it happens.
2. strategic hrm concept
This document discusses the role of human resource management in implementing organizational strategy. It defines strategic management and strategic human resource management. It outlines the strategic management process, including strategy formulation and implementation. It describes how HR practices like recruiting, training, and performance management can develop employee skills and behaviors to support the organization's strategic goals. The document also discusses different levels of integration between HR and strategic planning and the types of employees and HR needs for different strategic approaches like cost leadership and differentiation.
Strategic HRM
This document discusses strategic human resource management (HRM). It defines strategic management as formulating, implementing, and evaluating business strategies to achieve organizational objectives. Strategic HRM requires focusing on strategic issues rather than operational issues and aligning programs, policies, and practices with organizational strategies. The document provides examples of companies like Coca-Cola, Colgate-Palmolive, and LG that take strategic approaches to HRM. It also outlines possible roles, barriers, outcomes, and a model for strategic HRM. Finally, it discusses the support and changes required for HR to help deliver organizational excellence.
Shrm unit 1
Strategic human resource management (SHRM) takes a comprehensive, integrative, and long-term approach to managing an organization's human capital. It focuses on aligning HR strategies and practices with business strategies to maximize customer value and organizational performance. Key aspects of SHRM include establishing vertical and horizontal alignment between HR and business strategies, ensuring consistency between HR sub-functions, and integrating HR decisions with other functional areas. The role of HR is evolving from administrative and operational to more strategic, focusing on change management, strategic partnering, and developing intellectual capital.
Strategic Human Resource Management – An Overview
An overview SHRM, people as strategic assets - value chain analysis - Impact of strategy on HR planning - the Process of Strategic Management.
Strategic HRM
Strategic human resource management (HRM) involves aligning human resource policies and practices with organizational strategy to help achieve strategic goals. It focuses on effectively managing employees to maximize organizational performance. Key aspects of strategic HRM include linking recruitment, training, career paths and other HR practices to competitive strategy, implementing high-performance and high-commitment practices, and ensuring the HR function provides the right number of qualified employees with appropriate skills, knowledge and behaviors to meet organizational needs and objectives.
Approaches to strategic hrm - high-commitment management - strategic human r...
One of the defining characteristics of HRM is its emphasis on the importance of enhancing mutual commitment (Walton, 1985).
Klibel5 bus 42
Strategic Human Resource Management And Sustainable Competitive Advantage: The Role Of Dynamics And Innovation Capabilities
Barriers to shrm
The document discusses barriers to taking a strategic approach to human resource (HR) management, including a short-term focus, inability of HR to think strategically, and difficulty quantifying HR outcomes. It outlines how effective strategic HR management can lead to increased customer and employee satisfaction, performance, and shareholder value through cost-effective utilization of employees and integrated HR programs aligned with corporate strategy. Finally, it compares traditional, transactional HR roles to more strategic, transformational roles focused on organizational missions and processes rather than individual employees.
Types of hr strategies - strategic human resource management - Manu melwin joy
Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are:
Overarching strategies; and
Specific strategies relating to the different aspects of human resource management.
Innovative HR Practices that make a Difference
NHRDN - Learning Centre Workshop on "Innovative HR Practices that make a Difference - Unleash the true Human Capital...Now!"
The Facilitators :
Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank
Custan D'souza - Project Manager - Information Technology, ICICI Lombard
88224324 hrm-models
This document summarizes and compares four models of human resource management (HRM):
1. The Fombrun, Tichy & Devanna model emphasizes the interrelatedness of HRM activities, organizational strategy and structure. It defines three levels of managerial work and argues HR systems should align with organizational strategy.
2. The Harvard model views employees as human resources with their own needs. It outlines four HR policy areas and their relationship to organizational commitment, congruence, competence and cost effectiveness.
3. Guest's model defines HRM in terms of six dimensions: strategy, practices, outcomes, and their relationship to behavior, performance and financial results. It positions HRM as strategic rather than traditional
Hr online research presentation
An egalitarian compensation structure would be best for APH Manufacturing according to the document. An egalitarian structure has fewer levels, smaller pay differentials, and uses either person or job criteria. It supports team-based work, equal treatment, cooperation between employees, and the free sharing of knowledge. These attributes reinforce behaviors that are important for APH Manufacturing's strategy and goals.
Resume Baughman
Jeff Baughman is an accomplished human resources and talent development leader with over 15 years of experience in diverse industries. He has a proven track record of selecting and developing high performing teams. Baughman has leveraged strategic planning skills to develop people and organizations. As Vice President of Training and Human Resources at State Street Corporation, he led training and development initiatives for over 1200 employees and served as an HR generalist for a 600+ employee division. Baughman also served for 20 years in the United States Army in various leadership roles leading teams of up to 135 people.
Meaning of strategic hrm - strategic human resource management - Manu Melwin Joy
Strategic human resource management (HRM) focuses on differentiating a firm through HRM actions. It involves using workforce planning to match HRM policies and activities to business strategy. Strategic HRM addresses broad organizational issues relating to structure, culture, performance, resources, capabilities, knowledge management and change that affect or are affected by strategic plans. The key concerns of HRM like leadership and labor relations are strategic for any firm.
Approaches to strategic hrm - the resource-based approach - strategic human ...
A fundamental aim of resource-based HR strategy, as Barney (1991) indicates, is to develop strategic capability – achieving strategic fit between resources and opportunities and obtaining added value from the effective deployment of resources.
Balanced scorecard
The document discusses the balanced scorecard, which is a strategic planning and management system used in business. It provides a framework for translating an organization's mission and strategy into a comprehensive set of performance measures. The balanced scorecard includes financial measures and also operational measures related to customer satisfaction, internal processes, and organizational growth and improvement. Using a balanced scorecard helps management focus on key measures across business areas and aligns employees to work toward common strategic goals.
Zydus_Mettl_Collaboration
1) Zydus Cadila partnered with Mettl to conduct a comprehensive psychometric assessment of its employees across all job roles to develop a competency framework.
2) Over 1,500 assessments were administered and benchmark scores were established accounting for regional biases.
3) Custom assessments combining personality, cognitive, and role-specific tests were defined for different job roles and experience levels to aid in hiring and development.
4) The assessments and competency framework are intended to improve hiring quality, development, engagement, and business performance at Zydus Cadila.
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Aims of strategic hrm - strategic human resource management - Manu Melwin joy
Aims of strategic hrm - strategic human resource management - Manu Melwin joy
Approaches to strategic hrm strategic fit - strategic human resource manage...
Approaches to strategic hrm strategic fit - strategic human resource manage...
Approaches to strategic hrm - high-commitment management - strategic human r...
Approaches to strategic hrm - high-commitment management - strategic human r...
Types of hr strategies - strategic human resource management - Manu melwin joy
Types of hr strategies - strategic human resource management - Manu melwin joy
Meaning of strategic hrm - strategic human resource management - Manu Melwin Joy
Meaning of strategic hrm - strategic human resource management - Manu Melwin Joy
Approaches to strategic hrm - the resource-based approach - strategic human ...
Approaches to strategic hrm - the resource-based approach - strategic human ...
Trainer Profile_Ajas Hyzer
- 1. Ajas Hyzer Corporate Trainer | Strategic Consultant |Coach