The HR Plan for 2012-2016 aims to:
1) Develop a high performance culture by playing to win and driving world class performance.
2) Offer an attractive employee value proposition to attract, excite, and retain top talent.
3) Implement robust processes to drive product and service leadership.
Career Planning and Succession Planning - Principles of Human Resource Manage...Rai University Ahmedabad
Career and succession planning is very important for every individual, here, students will study about in what stage of life they should lead to the career growth path.
On March 1, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop "Making an HR Plan" at "Innowace w HR" in Warsaw, Poland. These are the slides he used.
Career Planning and Succession Planning - Principles of Human Resource Manage...Rai University Ahmedabad
Career and succession planning is very important for every individual, here, students will study about in what stage of life they should lead to the career growth path.
On March 1, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop "Making an HR Plan" at "Innowace w HR" in Warsaw, Poland. These are the slides he used.
5 things to do to set up an hr departmentRaj Sheth
Recruiterbox is the easiest way to track applicants in one place with our online recruiting and resume management software, applicant tracking systems and other online recruitment systems. It is more efficient than email and simple to use!
Importance of Career Planning for Employee Retention In Indian Organizations ...Suman Nath
Due to Global competitiveness, Indian companies are on high alert of maintaining a bench of dedicated set of employees that comprise of a driving force for the successful organisational climate. Overall focus rests on successful retention of talent that provides leverage to the overall completion of goals and achievements of the organisation.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
Evolution Of Hrm, Difference b/w PM & HRM, Functions, Wheels Of HRM, Harvard framework of HRM, Challenges faced by HRM, 5- P Models of strategic HRM-- By Akio Morita, Founder, Sony Corporation.
Role and Responsibilities HR Executive in a CompanyYour HR World
A human resources manager oversees all aspects of workforce development and management for her employer, ensuring the company is appropriately staffed.
Talent management and its impact on employee engagementShoaib Lalani
The purpose of this research is to find out how important is the relationship between the talent
management strategies and employee engagement. This paper is based on the academic literature
review of the popular research studies therefore it is a conceptual paper. The paper also includes
perception and opinion of Head of the Human Resource Department regarding the topic.
5 things to do to set up an hr departmentRaj Sheth
Recruiterbox is the easiest way to track applicants in one place with our online recruiting and resume management software, applicant tracking systems and other online recruitment systems. It is more efficient than email and simple to use!
Importance of Career Planning for Employee Retention In Indian Organizations ...Suman Nath
Due to Global competitiveness, Indian companies are on high alert of maintaining a bench of dedicated set of employees that comprise of a driving force for the successful organisational climate. Overall focus rests on successful retention of talent that provides leverage to the overall completion of goals and achievements of the organisation.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
Evolution Of Hrm, Difference b/w PM & HRM, Functions, Wheels Of HRM, Harvard framework of HRM, Challenges faced by HRM, 5- P Models of strategic HRM-- By Akio Morita, Founder, Sony Corporation.
Role and Responsibilities HR Executive in a CompanyYour HR World
A human resources manager oversees all aspects of workforce development and management for her employer, ensuring the company is appropriately staffed.
Talent management and its impact on employee engagementShoaib Lalani
The purpose of this research is to find out how important is the relationship between the talent
management strategies and employee engagement. This paper is based on the academic literature
review of the popular research studies therefore it is a conceptual paper. The paper also includes
perception and opinion of Head of the Human Resource Department regarding the topic.
This Power Point used for developing an action plan for HR department in a some companies in Iran, The method used in this workshop was LEGO Serious Play. In fact during this workshop facilitator tries to push HR Dep. to find their key actions to solve the companies problems.
All your comments are welcomed!!
Индивидуальный план развития — развенчание мифовHRedu.ru
Каждый человек хочется развиваться, и задача HR-специалиста показать, что именно в этой компании развитие сотрудника будет быстрым и отвечать его желаниям и целям.
Одним из инструментов, который используется для в отделе обучения — индивидуальный план развития специалиста. В то же время существует несколько точек зрения, как поддерживающих применение индивидуальных планов, так и против них. Мы соберем мнения опытных профессионалов отрасли, и расскажем вам, как же поступить с индивидуальными планами?
Сайт проекта: http://hredu.ru
Facebook: http://facebook.com/hreduru
LinkedIn: https://www.linkedin.com/company/hredu-ru/
The Role of the HR Professional in Creating a High-Performance OrganisationThe HR Observer
Whether you are new to the HR profession or experienced in the field, this session will provide an overview of the key responsibilities of a human resource professional. SHRM, the largest HR association in the world will provide a review of trends, useful metrics, and challenging HR issues. In addition, key business functions and strategies to drive organisational results will be highlighted. By attending this session you will be able to enhance your knowledge of the general competencies of an HR professional and describe current trends and best practices in each of the HR functions.
Robert Garcia, Director for Global Business, SHRM
Consultant,Trainer,Speaker Keynote,Management Balanced scorecard, Performance coach Leadership, Talent management Learning and Development,HR CEO GM Director
2. Rules of the Game
Play to Win : Develop a High Performance Culture
Offer Employee Value Proposition
Drive World Class Performance
Robust Process to Drive Product and Service Leadership
3. How Does in Fit in Into the New Scheme
Play to Win : Develop a High Performance Culture
Offer Employee Value Proposition
Drive World Class Performance
Robust Process to Drive Product and Service Leadership
Retain Develop
Attract Excite
Exit Perform
4. How Does in Fit in Into the Scheme?
Play to Win : Develop a High Performance Culture
Offer Employee Value Proposition
Drive World Class Performance
Robust Process to Drive Product and Service Leadership
Retain Develop
Attract Excite
Exit Perform
5. Plan vs Delivery
Play to Win : Develop a High Performance Culture
Offer Employee Value Proposition
Drive World Class Performance
Robust Process to Drive Product and Service Leadership
Retain Develop
Play to Win :
Drive World
Develop a High
Class
Performance
Performance
Culture
Attract Excite
Robust Process to
Drive Product Offer Employee
and Value Proposition
Service Leadership
Exit Perform
6. How do we Prioritize
Identify low hanging fruits ………….
High Impact
Ease of Implementation
7. Prioritizing ………
Hi Basics of HR Reward Recruitment
Operations &
Work Recognition
Life
Balance
Career Physical
Pathing Working
Conditions
Learning
&
Development Feedback
High Impact
Leadership
Development
Compensation Adequate
& Manpower
Benefits
Superiors’
Autonomy
Expectations
Lo Hi
Ease of Implementation
8. System Building
Sr. No. Key Actionable
1 Process, Manual/s
2 PMS: Online (SAP/HRIS/People Soft: depending on the system used)
Monthly PMS for top & front line and Quarterly PMS for Support team/s;
3
Weekly PMS with 360 degrees (training tool) for Leadership Team/s @ BU
4 E-Learning
5 Resourcing: Taking a step forward from recruitment with a bench
6 OM: Right fit and right number/s
7 Enabling ESS and MSS (if still not in place)
8
9. Competency Building
Sr. No. Key Actionable
Individual 3-year career pathing for Top 50 Employees (or 10% app
1
employees)
Manthan (Development Centres): Right Fit (Internal/External): Business Unit
2
and Corp Functional Levels
Experiential Learning: Cross Functional Exercise, Knowledge Sharing Circles,
3
Professional Circles, Think Tank
4 Coaching & Mentoring Sessions (Internal & External)
360 degrees for Top Ex, Hi Potential Employees, Key Roles, etc: Identify
5
Individual Training Needs and Development Plan
6 Top 50 Roles Identified and Succession Planning
Talent Management: L&D Team and Also for L&D Team: Train the Trainer,
7 boot camps (capability building of L&D Team), HR Conclave for Best Practice
Sharing
Trainee Career Paths & Competency Mapping, Selection & Fitment Based on
8
the same
Excellence Academy: Employees & Leadership Academy, Tie-up for MDP 9
9
Program/s for ensuring right education opportunity & reduce attrition
10. Commitment Building
Sr. No. Key Actionable
Vision & Value Actualisation: Current Survey-Status Co, Data Collection,
Analysis, Corporate Communication’s help for Coordination &
1 Communication, Handbook for Employees, Vision Champions,
Alignment of Competency Model and R&R & Driving Values of Culture-
Monthly
2 Career Development Schemes (CDS)
Engagement Calendar: Creating Fun @ Work for ex: Celebration of
3
Birthdays, Work Anniversary, Tournaments, etc
Rewards & Recognition Roll Out (Innovative: Use of Credit Card Selling
4
Skills – Point System to retain & reward consistent performance)
5 Compensation Benchmarking: External Survey
6 Creating HR and L&D Ambassadors
Identifying OD Interventions for Team Leader/s and Above (Managing
7
Other & Managing Manager-Category Employees)
10
11. Culture Building
Sr. No. Key Actionable
1 Open House, Skip Levels, etc
2 CSR: Involvement of Top Management, Communication Matrix
3 Vision Workshop: Vision, Mission, Culture and Values-Pan Suzlon
4 More religion: On-Boarding
5 Employee Credo and Promise
6 Web Site (HR/Career Section), News Letter, HRIS: ESS, etc
Taking HR to shop floor: Training Operation/s and Support Leader/s on team
handling, briefing/short training program (1-3 min long ref trg) on shop floor,
7
etc (innovative), Help desk/s etc for employees and 1 hour weekly with HR
head (open forum, including video conferences, etc)
11
8 Suggestion Scheme, Referral Schemes, etc
13. The Employee
Engagement
Model
Opportunities to learn and grow
Progress in last six months
How Growth
can we
I have a best friend at work grow?
Coworkers committed to quality
Teamwork
Mission/Purpose of company
Do IDo I
belong?
At work, my opinions seem to count
belong?
Individual
Someone at work encourages my development Contribution
Supervisor/Someone at work cares What do I give?
Recognition last seven days
Do what I do best every day Basic
Needs
I have materials and equipment I What do I get?
need to do my work right
I know what is expected of me
at work
14. The Road Ahead …..
2015-16
Top 3 Slots
Best Places
To work
2014
Participation
in Best 2012-13
Employer
Contest
Drive
Engagement
Issues
2013-14
Process
Check
Dip Tests
2012-13
A-D
Year
220
of
2Y
Change