The document summarizes a presentation about managing human resources effectively. It shows that managers believe the most important factors for employees are fair pay, job security, and good working conditions, while employees actually rank appreciation, interesting work, and opportunities for growth and promotion as most important. This disconnect demonstrates managers do not fully understand employees' true motivations and needs.
The document provides an overview of key topics in human resource management including the introduction to HRM, scope of HRM, features of HRM, integrating HR strategy with business strategy, HRM planning, talent management, training and development, performance management, employee engagement, compensation management, and organizational culture. It discusses concepts such as the functions of HRM, job analysis and design, human resource planning, and the functions and advantages of effective talent management.
Human resource management (HRM) involves recruiting, hiring, developing, and maintaining an organization's workforce. It focuses on optimizing employee performance to achieve organizational goals. HRM functions include recruiting, training and development, performance management, compensation and benefits administration, employee relations, and compliance. Effective HRM helps ensure an organization has the right number and type of employees needed at the right times. It aims to balance the needs of employees and the organization.
The document discusses the history and evolution of human resource management (HRM) from hiring and firing to the modern focus on strategic alignment and employee engagement. It outlines key aspects of HRM like planning, organizing, directing, and controlling human resources. The document also examines HRM strategies, challenges, and the role of HRM in supporting organizational goals and continuous transformation through shaping culture and processes to improve capacity for change.
HRM covers all major activities in an employee's working life, from hiring to departure. It aims to facilitate skills retention, teamwork, and making employees feel valued. The functions of HRM include strategic planning, staffing, development, compensation, motivation, maintenance, and addressing emerging issues. HRM seeks to recognize people as an organization's core strength and promote organizational effectiveness through management systems and practices.
This document provides an overview of human resource management (HRM) for MBA students. It defines people management and outlines the learning objectives which include understanding the theoretical development and practical application of HRM. It discusses the evolution of HRM from a personnel management paradigm focused on welfare and industrial relations to the current HRM paradigm emphasizing strategic alignment, commitment over compliance, and team-based flexible structures. Key models of HRM are presented including Ulrich's four roles and the Harvard model framework relating stakeholder interests to HRM policies and outcomes.
The document defines management and outlines the primary objectives and functions of human resource management (HRM). It states that the primary objective of HRM is to ensure an organization has a competent and willing workforce. Beyond this, HRM objectives are categorized as societal, organizational, functional, and personal. The supporting functions of HRM that help achieve these objectives include human resource planning, employee relations, selection, training and development, appraisal, placement, assessment, and others. Finally, the document discusses the scope of HRM, which encompasses all major activities in an employee's working life from entry to exit of an organization.
This document provides an introduction to human resource management including definitions, key features, objectives, importance, functions, and the difference between personnel management and human resource management. It defines HRM as a process involving acquiring, developing, motivating and maintaining human resources. The main features outlined are that HRM is inherent to management, people-centered, continuous, and based on human relations. The objectives listed are managing human resources, motivating employees, and developing human resources. The importance discussed is having the right employees, developing human resources, aiding decision-making and motivation. The functions are divided into management functions like planning and controlling, and operative functions like recruitment, development, compensation and relations. Finally, it contrasts personnel management with the
The document provides an overview of key topics in human resource management including the introduction to HRM, scope of HRM, features of HRM, integrating HR strategy with business strategy, HRM planning, talent management, training and development, performance management, employee engagement, compensation management, and organizational culture. It discusses concepts such as the functions of HRM, job analysis and design, human resource planning, and the functions and advantages of effective talent management.
Human resource management (HRM) involves recruiting, hiring, developing, and maintaining an organization's workforce. It focuses on optimizing employee performance to achieve organizational goals. HRM functions include recruiting, training and development, performance management, compensation and benefits administration, employee relations, and compliance. Effective HRM helps ensure an organization has the right number and type of employees needed at the right times. It aims to balance the needs of employees and the organization.
The document discusses the history and evolution of human resource management (HRM) from hiring and firing to the modern focus on strategic alignment and employee engagement. It outlines key aspects of HRM like planning, organizing, directing, and controlling human resources. The document also examines HRM strategies, challenges, and the role of HRM in supporting organizational goals and continuous transformation through shaping culture and processes to improve capacity for change.
HRM covers all major activities in an employee's working life, from hiring to departure. It aims to facilitate skills retention, teamwork, and making employees feel valued. The functions of HRM include strategic planning, staffing, development, compensation, motivation, maintenance, and addressing emerging issues. HRM seeks to recognize people as an organization's core strength and promote organizational effectiveness through management systems and practices.
This document provides an overview of human resource management (HRM) for MBA students. It defines people management and outlines the learning objectives which include understanding the theoretical development and practical application of HRM. It discusses the evolution of HRM from a personnel management paradigm focused on welfare and industrial relations to the current HRM paradigm emphasizing strategic alignment, commitment over compliance, and team-based flexible structures. Key models of HRM are presented including Ulrich's four roles and the Harvard model framework relating stakeholder interests to HRM policies and outcomes.
The document defines management and outlines the primary objectives and functions of human resource management (HRM). It states that the primary objective of HRM is to ensure an organization has a competent and willing workforce. Beyond this, HRM objectives are categorized as societal, organizational, functional, and personal. The supporting functions of HRM that help achieve these objectives include human resource planning, employee relations, selection, training and development, appraisal, placement, assessment, and others. Finally, the document discusses the scope of HRM, which encompasses all major activities in an employee's working life from entry to exit of an organization.
This document provides an introduction to human resource management including definitions, key features, objectives, importance, functions, and the difference between personnel management and human resource management. It defines HRM as a process involving acquiring, developing, motivating and maintaining human resources. The main features outlined are that HRM is inherent to management, people-centered, continuous, and based on human relations. The objectives listed are managing human resources, motivating employees, and developing human resources. The importance discussed is having the right employees, developing human resources, aiding decision-making and motivation. The functions are divided into management functions like planning and controlling, and operative functions like recruitment, development, compensation and relations. Finally, it contrasts personnel management with the
This document provides an overview of human resource management. It begins with definitions of HRM and discusses the main functions of HRM like recruitment and selection, training and development, performance appraisal, payroll and compensation & benefits. It also explains key HR concepts such as manpower planning and the recruitment cycle. The document aims to introduce HRM and its various processes and roles to understand how HR supports organizations.
This document provides an introduction to human resource management (HRM). It defines HRM and discusses its key characteristics, including that it deals comprehensively with people at all levels of an organization. The document outlines the significance of HRM for enterprises, professionals, society, and nationally by helping organizations attract and develop talent, increase productivity and economic growth. Finally, it distinguishes HRM from traditional personnel management, noting HRM is more modern, flexible, long-term focused and treats people as an asset rather than cost.
Human Resource Management (Issues) in Multi-National CompaniesUsmanNasir1277FMSMSF
A detailed overview of human resource management operations in multinational companies, domain of HRM in MNCs, Areas of thematic emphasis, approaches, Methodological concerns and Direction for future research.
Human resource management ppt @ bec doms hrmBabasab Patil
The document discusses key aspects of human resource management including recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, and productivity. It describes the recruitment process of identifying job vacancies and notifying potential candidates. It also outlines the selection process of shortlisting candidates and assessing them through methods like interviews, testing, and exercises. The document emphasizes that employment legislation regulates many areas of human resource management and that organizations must comply with laws around discrimination, disability rights, and discipline procedures.
This document provides an overview of human resource management (HRM). It defines HRM as both an art and a science that involves managing people in organizations from a macro perspective to achieve organizational goals while ensuring employee fulfillment. The document outlines the scope of HRM, which includes processes such as staffing, retention, performance management, and exit management. It also discusses the importance of HRM for organizational success, noting that the evolving business environment, need for strategic alignment between HRM and management objectives, and adoption of a holistic HRM approach are key drivers for why organizations prioritize effective HRM.
Human Resource Management involves hiring, motivating, and maintaining employees in an organization. It focuses on managing people to accomplish individual, organizational, and social goals. HRM aims to make integrated decisions regarding recruiting, developing, compensating, and separating employees in a way that is consistent with the organization's effectiveness and ability to serve customers with high quality products and services.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Human resource management involves acquiring, training, evaluating, and compensating employees while ensuring good labor relations, health, safety, and fairness. Key HRM functions include identifying talent, retaining employees, developing a positive culture, training managers, conducting research, and communicating. HRM is important for maintaining good industrial relations, developing organizational commitment, adapting to changes, and coping with political and economic pressures.
Human resource management involves several key functions including recruitment, selection, employment legislation, discipline, development, training, rewards systems, and motivation. Recruitment involves identifying job vacancies and notifying potential candidates. Selection is the process of assessing candidates and appointing a post holder using methods like interviews, tests, and exercises. Employment legislation regulates many aspects of hiring and managing employees and aims to prevent discrimination. Development, training, and rewards are used to motivate employees and help them fulfill their potential within an organization.
This document discusses key aspects of human resource management in libraries. It begins by outlining the objectives of understanding the importance of human resources, what human resources means, and its relation to institutions. It then covers topics like types of library staff including professional, support, part-time and outsourced staff. Other areas covered include recruitment and hiring processes, job descriptions and analyses, and evaluating staff. The document provides details on frameworks for organizing staff and strategies for attracting a diverse workforce.
This document discusses human resource management. It covers recruitment, selection, employment legislation, development, trade unions, and productivity. Recruitment involves identifying job vacancies and notifying potential employees. Selection assesses candidates and appoints a post holder, often through interviews, testing, and exercises. Employment legislation regulates areas like race, gender, and disability to protect employees. Development adds to employees' skills through training. Trade unions are important for building relationships and negotiating change. Productivity measures workers' contributions through appraisal and performance reviews. Overall, effective HRM engages employees to build a competitive advantage through strategic leadership and two-way communication.
This document defines human resource management and discusses its strategic importance. It explains that HRM involves leveraging people's capabilities to achieve competitive advantage through distinctive employment policies, programs, and practices. The document also outlines some of the key roles and responsibilities of HR managers and line managers in performing HRM activities. It provides a brief history of the development of HRM as a field.
The document discusses the strategic role of human resource management. It explains that HR involves carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The responsibilities of HR include both line managers who directly oversee employees and staff managers who assist and advise line managers. An effective HR department formulates strategy with top management and uses metrics to demonstrate how HR activities achieve strategic goals and business outcomes. The role of HR is evolving to focus more on business objectives and demonstrating return on investment through metrics like turnover and training costs.
The role of Human Resources Management in Today's business Environmentminnoo
The document discusses the role of human resource management in business. It outlines the manager's HR responsibilities, which include recruiting, training, rewarding and evaluating employees. It also discusses attracting, developing and retaining an effective workforce. The document emphasizes the importance of employee engagement and building engagement through aspects like the work itself, rewards and organizational commitment. It provides examples of HR job duties and discusses measuring HR's contribution to organizational strategy and performance.
Human resource management involves acquiring, motivating, developing, and retaining employees to achieve individual, organizational, and societal goals. It encompasses the five functions of planning, organizing, staffing, directing, and controlling people resources. The main concept is that people are an organization's most important asset, and human resource management aims to promote the goals of both employees and the organization through their interaction and mutual influence.
The document provides an introduction to human resource management, covering key topics such as:
- The definition and functions of HRM including planning, staffing, and compensation management.
- The history of HRM approaches from scientific management to human resources.
- Emerging roles of HRM such as creating competitive advantage and human resource accounting.
- Challenges for HR professionals like improving productivity and adapting to workforce changes.
The three main phases of human resources management are acquisition, development, and termination. The acquisition phase involves recruiting candidates and hiring new employees. The development phase is when new employees receive training on their jobs and the company. This phase helps employees learn and improve their skills. The termination phase occurs at the end of employment and includes processes for terminating employees or dealing with their departure.
This document provides an overview of human resource management (HRM). It defines HRM as the process of maximizing employee and organizational effectiveness through programs and activities related to acquiring, developing, motivating and retaining employees. The key objectives of HRM are outlined as efficient utilization of employee skills, providing trained and motivated employees, increasing job satisfaction, communicating HRM policies, and developing quality work life. The scope of HRM discussed includes human resources planning, job and work design, recruitment, selection, placement, training, development, and performance appraisal.
This document discusses the 7 R's of human resources: recruiting, routing, retaining, resonating, reviewing, rewarding, and retooling. It provides brief explanations of each term, such as that recruiting involves hiring for attitude and developing competence, routing is having a strategy to optimize employee value over the long term, and retaining means keeping employees that the company wants to keep. Recycling allows giving employees new jobs or career opportunities.
The document discusses the strategic role of HR and how it can increase employee productivity and contribute to business goals. It outlines five levels of HR contribution: (1) basic transactions, (2) functional services, (3) improving productivity, (4) developing competitive advantage through talent, and (5) developing solutions to strategic business problems. At higher levels, HR focuses more on addressing business issues, building a performance culture, and providing a competitive edge through workforce planning and competitive intelligence. Productivity metrics like revenue/profit per employee and labor costs are also discussed.
This document provides an overview of Chapter 10 from the textbook "Management" by Stephen P. Robbins and Mary Coulter. The chapter discusses managing human resources and covers topics such as the human resource management process, identifying and selecting employees, providing skills and knowledge to employees, retaining high-performing employees, and contemporary HR issues. It includes learning outcomes, exhibits, and descriptions of key concepts for each section.
Human Resource Management involves four main processes: planning, attracting, developing, and retaining human resources or employees. Planning involves strategic HR planning and job design. Attracting involves recruiting and selecting candidates from internal and external pools. Developing involves orientation, training, performance appraisal, and development. Retaining involves compensation, labor relations, maintenance through career counseling and health programs, and separation procedures.
This document provides an overview of human resource management. It begins with definitions of HRM and discusses the main functions of HRM like recruitment and selection, training and development, performance appraisal, payroll and compensation & benefits. It also explains key HR concepts such as manpower planning and the recruitment cycle. The document aims to introduce HRM and its various processes and roles to understand how HR supports organizations.
This document provides an introduction to human resource management (HRM). It defines HRM and discusses its key characteristics, including that it deals comprehensively with people at all levels of an organization. The document outlines the significance of HRM for enterprises, professionals, society, and nationally by helping organizations attract and develop talent, increase productivity and economic growth. Finally, it distinguishes HRM from traditional personnel management, noting HRM is more modern, flexible, long-term focused and treats people as an asset rather than cost.
Human Resource Management (Issues) in Multi-National CompaniesUsmanNasir1277FMSMSF
A detailed overview of human resource management operations in multinational companies, domain of HRM in MNCs, Areas of thematic emphasis, approaches, Methodological concerns and Direction for future research.
Human resource management ppt @ bec doms hrmBabasab Patil
The document discusses key aspects of human resource management including recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, and productivity. It describes the recruitment process of identifying job vacancies and notifying potential candidates. It also outlines the selection process of shortlisting candidates and assessing them through methods like interviews, testing, and exercises. The document emphasizes that employment legislation regulates many areas of human resource management and that organizations must comply with laws around discrimination, disability rights, and discipline procedures.
This document provides an overview of human resource management (HRM). It defines HRM as both an art and a science that involves managing people in organizations from a macro perspective to achieve organizational goals while ensuring employee fulfillment. The document outlines the scope of HRM, which includes processes such as staffing, retention, performance management, and exit management. It also discusses the importance of HRM for organizational success, noting that the evolving business environment, need for strategic alignment between HRM and management objectives, and adoption of a holistic HRM approach are key drivers for why organizations prioritize effective HRM.
Human Resource Management involves hiring, motivating, and maintaining employees in an organization. It focuses on managing people to accomplish individual, organizational, and social goals. HRM aims to make integrated decisions regarding recruiting, developing, compensating, and separating employees in a way that is consistent with the organization's effectiveness and ability to serve customers with high quality products and services.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Human resource management involves acquiring, training, evaluating, and compensating employees while ensuring good labor relations, health, safety, and fairness. Key HRM functions include identifying talent, retaining employees, developing a positive culture, training managers, conducting research, and communicating. HRM is important for maintaining good industrial relations, developing organizational commitment, adapting to changes, and coping with political and economic pressures.
Human resource management involves several key functions including recruitment, selection, employment legislation, discipline, development, training, rewards systems, and motivation. Recruitment involves identifying job vacancies and notifying potential candidates. Selection is the process of assessing candidates and appointing a post holder using methods like interviews, tests, and exercises. Employment legislation regulates many aspects of hiring and managing employees and aims to prevent discrimination. Development, training, and rewards are used to motivate employees and help them fulfill their potential within an organization.
This document discusses key aspects of human resource management in libraries. It begins by outlining the objectives of understanding the importance of human resources, what human resources means, and its relation to institutions. It then covers topics like types of library staff including professional, support, part-time and outsourced staff. Other areas covered include recruitment and hiring processes, job descriptions and analyses, and evaluating staff. The document provides details on frameworks for organizing staff and strategies for attracting a diverse workforce.
This document discusses human resource management. It covers recruitment, selection, employment legislation, development, trade unions, and productivity. Recruitment involves identifying job vacancies and notifying potential employees. Selection assesses candidates and appoints a post holder, often through interviews, testing, and exercises. Employment legislation regulates areas like race, gender, and disability to protect employees. Development adds to employees' skills through training. Trade unions are important for building relationships and negotiating change. Productivity measures workers' contributions through appraisal and performance reviews. Overall, effective HRM engages employees to build a competitive advantage through strategic leadership and two-way communication.
This document defines human resource management and discusses its strategic importance. It explains that HRM involves leveraging people's capabilities to achieve competitive advantage through distinctive employment policies, programs, and practices. The document also outlines some of the key roles and responsibilities of HR managers and line managers in performing HRM activities. It provides a brief history of the development of HRM as a field.
The document discusses the strategic role of human resource management. It explains that HR involves carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The responsibilities of HR include both line managers who directly oversee employees and staff managers who assist and advise line managers. An effective HR department formulates strategy with top management and uses metrics to demonstrate how HR activities achieve strategic goals and business outcomes. The role of HR is evolving to focus more on business objectives and demonstrating return on investment through metrics like turnover and training costs.
The role of Human Resources Management in Today's business Environmentminnoo
The document discusses the role of human resource management in business. It outlines the manager's HR responsibilities, which include recruiting, training, rewarding and evaluating employees. It also discusses attracting, developing and retaining an effective workforce. The document emphasizes the importance of employee engagement and building engagement through aspects like the work itself, rewards and organizational commitment. It provides examples of HR job duties and discusses measuring HR's contribution to organizational strategy and performance.
Human resource management involves acquiring, motivating, developing, and retaining employees to achieve individual, organizational, and societal goals. It encompasses the five functions of planning, organizing, staffing, directing, and controlling people resources. The main concept is that people are an organization's most important asset, and human resource management aims to promote the goals of both employees and the organization through their interaction and mutual influence.
The document provides an introduction to human resource management, covering key topics such as:
- The definition and functions of HRM including planning, staffing, and compensation management.
- The history of HRM approaches from scientific management to human resources.
- Emerging roles of HRM such as creating competitive advantage and human resource accounting.
- Challenges for HR professionals like improving productivity and adapting to workforce changes.
The three main phases of human resources management are acquisition, development, and termination. The acquisition phase involves recruiting candidates and hiring new employees. The development phase is when new employees receive training on their jobs and the company. This phase helps employees learn and improve their skills. The termination phase occurs at the end of employment and includes processes for terminating employees or dealing with their departure.
This document provides an overview of human resource management (HRM). It defines HRM as the process of maximizing employee and organizational effectiveness through programs and activities related to acquiring, developing, motivating and retaining employees. The key objectives of HRM are outlined as efficient utilization of employee skills, providing trained and motivated employees, increasing job satisfaction, communicating HRM policies, and developing quality work life. The scope of HRM discussed includes human resources planning, job and work design, recruitment, selection, placement, training, development, and performance appraisal.
This document discusses the 7 R's of human resources: recruiting, routing, retaining, resonating, reviewing, rewarding, and retooling. It provides brief explanations of each term, such as that recruiting involves hiring for attitude and developing competence, routing is having a strategy to optimize employee value over the long term, and retaining means keeping employees that the company wants to keep. Recycling allows giving employees new jobs or career opportunities.
The document discusses the strategic role of HR and how it can increase employee productivity and contribute to business goals. It outlines five levels of HR contribution: (1) basic transactions, (2) functional services, (3) improving productivity, (4) developing competitive advantage through talent, and (5) developing solutions to strategic business problems. At higher levels, HR focuses more on addressing business issues, building a performance culture, and providing a competitive edge through workforce planning and competitive intelligence. Productivity metrics like revenue/profit per employee and labor costs are also discussed.
This document provides an overview of Chapter 10 from the textbook "Management" by Stephen P. Robbins and Mary Coulter. The chapter discusses managing human resources and covers topics such as the human resource management process, identifying and selecting employees, providing skills and knowledge to employees, retaining high-performing employees, and contemporary HR issues. It includes learning outcomes, exhibits, and descriptions of key concepts for each section.
Human Resource Management involves four main processes: planning, attracting, developing, and retaining human resources or employees. Planning involves strategic HR planning and job design. Attracting involves recruiting and selecting candidates from internal and external pools. Developing involves orientation, training, performance appraisal, and development. Retaining involves compensation, labor relations, maintenance through career counseling and health programs, and separation procedures.
BWB - What do employers want and how do you spot talent?Phoebe Hookway
An evening with Emma Bayliss, Phoebe Hookway and Kate Clarke on the topic of spotting and retaining talent in the workplace. A presentation from specialist Recruitment Consultants.
This document provides an overview of economic resources and systems. It defines key economic concepts like scarcity, factors of production, and different types of economic systems. The four factors of production are natural resources, human resources, capital resources, and entrepreneurial resources. Market economies rely on supply and demand to determine production and prices, while command economies involve central government planning. Most countries use a mixed economy that combines aspects of market and command systems.
Managing the Human Resources in the 21st century - Zourlu senyucelMohamadreza
This document summarizes the key points from a book titled "Managing the Human Resources in the 21st century" published in 2009 by Ventus publishing. The book was written by Zorlu Senyucel, who is the Head of Postgraduate Studies and HRM Area Leader at the University of West London. The book aims to provide an overview of important HRM topics and current debates. It discusses what HRM is, how it functions in organizations, and why people are important organizational resources. It also examines how organizations are affected by competitive and social forces and how the role of managers is shifting from ruling to governing as organizations transform into more flexible service-oriented structures in the 21st century.
The document provides guidance for new supervisors on key skills needed for success in their role. It discusses setting goals and demonstrating effective behaviors. Some important skills covered are decision-making, managing change, time management, communication, delegation, and training. The document provides tips on how to set goals, make decisions, introduce and sell changes to employees, manage time effectively, delegate tasks, and meet employees' needs. The overall purpose is to help new supervisors understand the expectations of their role and develop important supervisory skills.
Human resource managers now play a more strategic role in organizations. They are responsible for developing high-performance work systems that create employee competencies and behaviors to achieve business goals. This involves establishing strategic human resource plans, focusing on productivity and performance metrics, and creating integrated practices like extensive training, self-managed teams, and contingent rewards. Measuring the impact of human resource programs through numbers and data is also important in today's performance-based environment.
GradConnection AU's presentation at AAGE 2011Belinda Luby
The document summarizes key points from a presentation given to graduates about career opportunities. It discusses:
1) Statistics on the most popular locations, industries, and employers for graduates based on data from the website.
2) How social media and online forums can be used to engage with graduates and generate interest in employers.
3) The growing importance of mobile platforms for recruitment, especially in Asia, and how employers need to optimize their strategies for mobile.
The document discusses the key aspects of human resource management including its strategic role, federal legislation, social trends, human resource planning, recruitment, selection, training, performance appraisal, compensation, benefits, and termination. It emphasizes the importance of attracting and retaining talent to drive organizational performance.
This document discusses inductive proximity sensors. It defines inductive proximity sensors as electronic devices that can detect metal objects without physical contact through the use of magnetic fields. It explains that inductive proximity sensors work by inducing eddy currents in nearby metal objects using a magnetic field, which are then detected. The document notes there are differences between shielded and non-shielded inductive sensors and provides examples of inductive sensor applications like position determination, camshaft interrogation, and use in wind power plants.
The document discusses various skills needed for employment, including communication skills, English language skills, soft skills, and technical skills. It also provides examples of questions that may be asked in interviews, the importance of practicing English, and tips for writing resumes, cover letters, and performing well in interviews. The overall message is that mastering English and certain core skills can help one get a good job.
This document provides an introduction to business concepts including the foundations of business and economics. It discusses how people have become dependent on trade and the transition from a barter system to a monetary system. It defines business as the exchange of goods, services, or money for mutual benefit or profit. It also discusses key business concepts like the standard of living, free enterprise, inflation, and international opportunities. The core functions of business are explained including the roles of owners, managers, employees, and consumers. Business objectives like survival, growth, social responsibilities, and profit are outlined. Finally, it introduces economic concepts as the foundation of business including resources, goods/services, and allocating resources and products.
This document summarizes Chapter 3 from the textbook "Introduction to Business 5th ed." by Jeff Madura. The chapter discusses how economic conditions like growth, inflation, interest rates, and government policy impact businesses. It covers topics such as how strong and weak economic growth can affect businesses, the types of inflation, how interest rate changes influence business expenses, expansion, and revenue, and how the government can influence economic conditions through monetary and fiscal policy. The chapter aims to help readers understand how macroeconomic factors shape business performance and decision-making.
Developing appropriate work values, ethics and corporateAdetoun Omole
This document outlines a session on work values, ethics, and corporate culture. It begins with learning objectives which are to define the key concepts, explain their importance, discuss negative influencing factors, and ways to develop appropriate cultures. Work values guide standards and determine culture. Corporate culture is defined as shared beliefs and behaviors over time. Developing appropriate culture involves training, leadership, and aligning personal and organizational values. Negative impacts include ignorance and a lack of communication or orientation. The conclusion states culture defines organizations and leadership determines culture, which can help or harm performance when aligned with personal values.
The document discusses managing human resources for front office managers. It covers topics like internal and external recruiting advantages and disadvantages, the hiring process including job descriptions, interviewing, and orientation. It provides guidance on evaluating applicants, avoiding common interview mistakes, asking open and closed-ended questions in interviews, and training new employees.
The document discusses job analysis which is the systematic process of collecting information about all aspects of a job. It involves gathering data on responsibilities, skills, physical/mental requirements, and the job description and specification. A job specification outlines the specific knowledge, skills, and abilities required for a position. Human resource management uses job analysis for strategic planning, recruitment/selection, workplace/job design, training/development, performance appraisal, compensation management, and legal compliance. Common data collection methods include interviews, questionnaires, observation, and diaries/logs. The job analysis process involves collecting data, developing job descriptions and specifications, and informing various HRM functions.
Employability Skills Facets and Strategies Fiona55
This document discusses employability skills and how they can be developed through various learning activities. It identifies eight key employability skills: communication, teamwork, problem solving, initiative and enterprise, planning and organizing, self-management, learning, and technology. For each skill, it lists important facets and provides examples of learning activities that can help develop those facets to improve employability. The document concludes by noting that employability skills are transferable skills used in any workplace and were developed based on consultation with industry.
Human Resource Development (HRD) involves developing the skills, knowledge and abilities of employees through planned training and organizational development activities. HRD strategies integrate training, development and career development efforts to achieve individual and organizational goals. Major HRD strategies include communications, accountability, quality improvement, cost reduction, entrepreneurship, culture building, and systematic training. The goals of HRD are to enable employee capability, develop relationships between employees and supervisors, and integrate people development with organizational development.
The document discusses the findings of extensive interviews conducted by Gallup with managers and employees at hundreds of companies. It identifies 12 key factors that are strongly linked to employee retention, engagement, and performance. Only 5 of the 12 factors directly influence retention. The document also provides guidance for managers on developing employees, focusing on strengths rather than weaknesses, setting clear expectations, and treating each employee differently based on their unique talents and needs.
How to Manage Employees | Dos and Don'ts of Employee Learning and DevelopmentQuantum Workplace
Monthly career conversations are more effective than annual reviews for engaging employees. Effective management requires addressing questions around career conversations and learning & development opportunities. Employees stated that career conversations should center around goals, uplift employees, and not be negative or discouraging. Learning & development opportunities should be accessible, encourage employees, and not be unfairly limited. A career conversation checklist includes setting realistic goals, recognizing employees, and encouraging participation in flexible learning opportunities.
The document discusses the findings of a Gallup study that interviewed 80,000 managers across 400 companies and 2,500 business units. It identifies 12 key factors that are strongly linked to employee and business outcomes like retention, customer satisfaction, productivity and profitability. Only 5 of the 12 factors are most directly tied to employee retention. The document also provides guidance for managers on developing employees, focusing on their strengths, setting clear expectations, and caring for employees as individuals.
This document provides 10 tips for improving people performance in organizations. The key focus areas are recruitment and selection, performance management, and people development. It emphasizes the importance of hiring the right people, creating thorough job profiles, identifying top performers, understanding why some people perform better than others, using development needs analysis, considering options like retraining or reassigning underperformers, measuring performance before and after development plans, and ensuring factors like awareness, competence, motivation, and support.
The document discusses how to unleash the untapped talents of employees. It recommends assessing employees' competencies and matching them to responsibilities. It also suggests getting the most out of employees by motivating them, providing training, and challenging them. The document stresses creating a happy workforce through flexible schedules, family friendliness, and automating repetitive tasks. It advises assessing employee performance regularly and soliciting employee input to improve the business.
The document discusses measuring employee engagement. It defines employee engagement as employees being fully involved in and enthusiastic about their work. Research shows that only 29% of US employees are engaged, while 54% are not engaged and 17% are disengaged. The document provides a basic engagement model and lists ways to measure engagement, such as through questionnaires. It includes a 12 question questionnaire to measure engagement on a scale of 1 to 5, with higher scores indicating better engagement.
80 instrumentation interview questions with answerskirstymoore071
In this file, you can ref interview materials for instrumentation such as, instrumentation situational interview, instrumentation behavioral interview, instrumentation phone interview, instrumentation interview thank you letter, instrumentation interview tips …
Top 36 instrumentation interview questions with answers pdf
free pdf download ebook
Here are the key points from the group on Training and Development:
- Training and development helps employees improve skills and knowledge to perform better in their roles.
- On-the-job training includes coaching, mentoring and shadowing more experienced employees.
- Off-the-job training takes place away from the work environment, such as seminars, conferences or online courses.
- Development focuses more on career progression through further education or new experiences.
- Benefits of training include improved performance, motivation and retention of employees. It also ensures employees can adapt to changes in technology and work processes.
- Training needs are identified through performance reviews comparing actual to required skills.
- Evaluation of training programs
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Ghr Sample Presentation - Managing The Human Resource
1. Managing the Human Resource presented by Don & Sheryl Grimme Applying a Different Workplace Paradigm Press the “full” button below to launch the presentation. Press (right arrow key on your keyboard) to move through the presentation.
2. Managing the Human Resource presented by Don & Sheryl Grimme Applying a Different Workplace Paradigm This is an example of our many presentations … and a portion of our workshops on managing people (only one of our training programs). Press (right arrow key on your keyboard) to move through the presentation.
3. It is also the content of the first chapter of our book, The New Manager’s Tool Kit (AMACOM, 2008).
4. presented by Don & Sheryl Grimme Applying a Different Workplace Paradigm Managing the Human Resource
5. presented by Don & Sheryl Grimme Applying a Different Workplace Paradigm We’ve added annotations like this (from the verbal presentation). Managing the Human Resource
52. The Master Key Grasp that fact … in your gut! Influences every aspect of how you think about and interact with this invaluable “asset” – So that it
53. The Master Key Grasp that fact … in your gut! Influences every aspect of how you think about and interact with your fellow employees. this invaluable “asset” – So that it
64. A 63-year Study You have just participated in an ongoing Managers Comparing the rankings by
65. A 63-year Study You have just participated in an ongoing Managers Employees Comparing the rankings by with those by
66. Let’s focus on the top 3 A 63-year Study … and the bottom 3 Managers Employees
67. Employees Most Want From Their Jobs Managers Think:
68. Employees Most Want From Their Jobs Managers Think: Factors Managers Full Appreciation for Work Done 8 Good Wages 1 Good Working Conditions 4 Interesting Work 5 Personal Loyalty to Workers 6 Feeling "In" on Things 10 Sympathetic Help on Personal Problems 9 Tactful Disciplining 7 Did you rank this anywhere in your top 3?
69. Employees Most Want From Their Jobs Managers Think: Was this one of your top 3 factors? Factors Managers Full Appreciation for Work Done 8 Good Wages 1 Good Working Conditions 4 Interesting Work 5 Job Security 2 Promotion/Growth Opportunities 3 Personal Loyalty to Workers 6 Feeling "In" on Things 10 Sympathetic Help on Personal Problems 9 Tactful Disciplining 7
70. Employees Most Want From Their Jobs Managers Think: In your top 3? Factors Managers Full Appreciation for Work Done 8 Good Wages 1 Good Working Conditions 4 Interesting Work 5 Job Security 2 Promotion/Growth Opportunities 3 Personal Loyalty to Workers 6 Feeling "In" on Things 10 Sympathetic Help on Personal Problems 9 Tactful Disciplining 7
71. Employees Least Want From Their Jobs Managers Think:
72. Employees Least Want From Their Jobs Managers Think: Factors Managers Full Appreciation for Work Done 8 Good Wages 1 Good Working Conditions 4 Interesting Work 5 Job Security 2 Promotion/Growth Opportunities 3 Personal Loyalty to Workers 6 Feeling "In" on Things 10 Sympathetic Help on Personal Problems 9 Tactful Disciplining 7 Anywhere in your bottom 3?
73. Employees Least Want From Their Jobs Managers Think: Factors Managers Full Appreciation for Work Done 8 Good Wages 1 Good Working Conditions 4 Interesting Work 5 Job Security 2 Promotion/Growth Opportunities 3 Personal Loyalty to Workers 6 Feeling "In" on Things 10 Sympathetic Help on Personal Problems 9 Tactful Disciplining 7 In your bottom 3?
74. Employees Least Want From Their Jobs Managers Think: In your bottom 3? Factors Managers Full Appreciation for Work Done 8 Good Wages 1 Good Working Conditions 4 Interesting Work 5 Job Security 2 Promotion/Growth Opportunities 3 Personal Loyalty to Workers 6 Feeling "In" on Things 10 Sympathetic Help on Personal Problems 9 Tactful Disciplining 7
75. Employees Least Want From Their Jobs Managers Think: Keep these 3 factors clearly in your mind as we now look at… Factors Managers Full Appreciation for Work Done 8 Good Wages 1 Good Working Conditions 4 Interesting Work 5 Job Security 2 Promotion/Growth Opportunities 3 Personal Loyalty to Workers 6 Feeling "In" on Things 10 Sympathetic Help on Personal Problems 9 Tactful Disciplining 7
77. Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 Sympathetic Help on Personal Problems 9 Tactful Disciplining 7 10 Employees Say: They Most Want From Their Jobs
78. Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 Tactful Disciplining 7 10 Employees Say: They Most Want From Their Jobs
79. Employees Say: They Most Want From Their Jobs Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10
80. Employees Say: They Most Want From Their Jobs A dramatic disconnect between manager opinion and employee fact! Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10
82. Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 Employees Say: About Managers’ “Most Important” Factors
83. Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 Employees Say: About Managers’ “Most Important” Factors Somewhere in the middle. Are employees saying that these are un important?
84. Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 Employees Say: About Managers’ “Most Important” Factors Somewhere in the middle. Are employees saying that these are un important? Of course not! Employees want to be paid fairly and competitively, and many would like to have job security, but…
85. Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 Employees Say: About Managers’ “Most Important” Factors These are basic expectations
86. Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 Employees Say: About Managers’ “Most Important” Factors These are not … motivators If what you’re paying your employees is not competitive, they just won’t come to work for you. Overpaying your employees is not going to instill greater loyalty or commitment.
87. Employees Say: About Managers’ “Most Important” Factors Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 Notice that employees rank Promotion/Growth Opportunities toward the bottom.
88. Employees Say: About Managers’ “Most Important” Factors Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 Important to some employees
89. Employees Say: About Managers’ “Most Important” Factors Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 Important to some employees But overall… Not so much.
90. The complete results of this ongoing study Factors This Group Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 Sources: Foreman Facts, Labor Relations Institute of New York (1946); Lawrence Lindahl, Personnel Magazine (1949) Repeated with similar results: Ken Kovach (1980); Valerie Wilson, Achievers International (1988) Bob Nelson, Blanchard Training & Development (1991) Sheryl & Don Grimme, GHR Training Solutions (1997-Present)
91. This discrepancy between manager opinion and employee fact is good news … for two reasons: Good News!
92.
93.
94.
95. This discrepancy between manager opinion and employee fact is good news … for two reasons: Good News!
96.
97.
98. This is all very nice … But you’re trying to run an enterprise.
99. But why should we care? This is all very nice …
101. Gallup Survey: Impact of Employee Attitudes on Business Outcomes Organizations, where employees have above average attitudes toward their work, have:
102. 38% higher customer satisfaction scores Gallup Survey: Impact of Employee Attitudes on Business Outcomes Organizations, where employees have above average attitudes toward their work, have:
103. 38% higher customer satisfaction scores 22% higher productivity Gallup Survey: Impact of Employee Attitudes on Business Outcomes Organizations, where employees have above average attitudes toward their work, have:
104. 38% higher customer satisfaction scores 22% higher productivity 22% better employee retention Gallup Survey: Impact of Employee Attitudes on Business Outcomes Organizations, where employees have above average attitudes toward their work, have:
105. 38% higher customer satisfaction scores 22% higher productivity 22% better employee retention Organizations , where employees have above average attitudes toward their work, have: Is retention ( turnover ) a challenge for you? Gallup Survey: Impact of Employee Attitudes on Business Outcomes
132. Survival Safety/Security Social/Belonging Self-Esteem Self- Actual- ization Not equal force … all the time But Maslow did more than categorize. He posited that these needs do…
146. Employers satisfy Maslow’s fundamental Survival and Safety/Security needs primarily through… Survival Safety/Security Grimme’s 3-Factor Theory
147. Employers satisfy Maslow’s fundamental Survival and Safety/Security needs primarily through… a pay check and benefits plan Earnings & Benefits Survival Safety/Security Grimme’s 3-Factor Theory
148. Earnings & Benefits Employers satisfy Maslow’s fundamental Survival and Safety/Security needs primarily through… a pay check and benefits plan That’s how employees buy groceries, put a roof over their heads, and ensure against life’s contingencies. Survival Safety/Security Grimme’s 3-Factor Theory
149. Self-Esteem Self- Actual- ization In the workplace, the highest-level needs Grimme’s 3-Factor Theory
150. Self-Esteem Self- Actual- ization In the workplace, the highest-level needs are met through the work itself. Grimme’s 3-Factor Theory
151. Self-Esteem Self- Actual- ization Job Quality In the workplace, the highest-level needs are met through the work itself. Grimme’s 3-Factor Theory
156. Grimme’s 3-Factor Theory Workplace Support factors Teamwork Supervision
157. Grimme’s 3-Factor Theory Workplace Support factors Teamwork Recognition Supervision
158. Self-Esteem Self- Actual- ization Social/Belonging These 3 sets of factors are different in nature and effect. Grimme’s 3-Factor Theory Survival Safety/Security Earnings & Benefits Workplace Support Job Quality
159. Kano Model How well needs are met Impact + – – + Which we will plot on this graph, derived from… of Customer Satisfaction
160. Grimme’s 3-Factor Theory The absence of Earnings & Benefits As Hertzberg maintained
161. Grimme’s 3-Factor Theory The absence of Earnings & Benefits is de motivating As Hertzberg maintained
189. Earnings & Benefits Job Quality Workplace Support It is the quality of the work itself and of our relationships with others at work…
190. Earnings & Benefits Job Quality Workplace Support Which draws us to the best organizations
191. Earnings & Benefits Job Quality Workplace Support Which draws us to the best organizations and keeps us there … energized …
192. Earnings & Benefits Job Quality Workplace Support Which draws us to the best organizations and keeps us there … energized … and performing at peak effectiveness.
195. Families & Work Institute National Study of the Changing Workforce Every 5 years the conducts the
196. National Study of the Changing Workforce Impact of 4 Sets of Factors: 1997 Examined the
197. National Study of the Changing Workforce Earnings & Benefits Workplace Support Job Quality Impact of 4 Sets of Factors: 1997 [You see where we got the labels for our 3 factors.]
198. National Study of the Changing Workforce Earnings & Benefits Workplace Support Job Quality Job Demands Impact of 4 Sets of Factors: 1997 also:
205. That’s a 35 X bang for the buck ! Although (in the case of Job Quality and Workplace Support) it’s a symbolic “buck,” rather than a monetary expense.
206.
207.
208.
209.
210.
211.
212.
213. Let’s do a reality check! That’s pretty analytical …
214. Individual Activity Remember a time when you felt energized , fulfilled , and excited about your job or a project; when you couldn't wait to get out of bed and get to work!
215. Individual Activity OR If, unfortunately, nothing comes to mind… Remember a time when you felt energized , fulfilled , and excited about your job or a project; when you couldn't wait to get out of bed and get to work!
216. Individual Activity OR If, unfortunately, nothing comes to mind… Remember a time when you felt frustrated , bored , or dispirited about your job; when you had to force yourself out of bed to go to work! Remember a time when you felt energized , fulfilled , and excited about your job or a project; when you couldn't wait to get out of bed and get to work!
261. The Workplace Issue of the Decade Employee Retention:
262. The Workplace Issue of the Decade 2004 study by TalentKeepers: Employee Retention:
263. The Workplace Issue of the Decade Turnover has begun to worsen ... in spite of a sluggish economy. 2004 study by TalentKeepers: Employee Retention:
264. The Workplace Issue of the Decade SHRM’s 200 6 Workplace Forecast: Employee Retention:
265. The Workplace Issue of the Decade The #1 employment trend most likely to have a major impact on the workplace is… SHRM’s 200 6 Workplace Forecast: Employee Retention:
266. The Workplace Issue of the Decade The #1 employment trend most likely to have a major impact on the workplace is… A greater emphasis on... retention strategies. SHRM’s 200 6 Workplace Forecast: Employee Retention:
267. The Workplace Issue of the Decade 45% of employers forecasted a further increase in turnover. (only 3% predicted a decrease) 200 7 TalentKeepers study : Employee Retention:
280. Employee Loyalty is Down! 79% of employees are job searching actively or passively 2005 Survey by SHRM:
281. Employee Loyalty is Down! 79% of employees are job searching actively or passively 2005 Survey by SHRM: How can we keep talent from jumping to our competitors ? Question most asked of SHRM:
306. Tip #1: Pay employees fairly and well; Don’t bother coming up with complicated incentive pay programs – particularly if they pit employees against each other . Such programs just get in the way of employees focusing their attention where it should be – on doing a good job . then get them to forget about money.
318. Tip #2 Real-World Example: At Beth Israel Hospital in Boston
319. Tip #2 Real-World Example: At Beth Israel Hospital in Boston, doctors occasionally dress as At Beth Israel Hospital in Boston
320. Tip #2 Real-World Example: At Beth Israel Hospital in Boston, doctors occasionally dress as At Beth Israel Hospital in Boston At Beth Israel Hospital in Boston, doctors occasionally dress as maintenance staff … and roam the hospital halls.
321. Tip #2 Real-World Example: Why? To learn how it feels to be treated as “support staff” … and to find ways of improving the hospital environment. At Beth Israel Hospital in Boston, doctors occasionally dress as At Beth Israel Hospital in Boston At Beth Israel Hospital in Boston, doctors occasionally dress as maintenance staff … and roam the hospital halls.
322. Tip #2: Treat each and every employee with respect . Treat each and every employee with respect . Show that you care about them as persons , not just as workers.
323. Tip #2 Real-World Example: Publix Super Markets publishes a biweekly bulletin – that lists the births , deaths , marriages and serious illnesses of employees and their families.
324. Tip #2 Real-World Example: Publix Super Markets publishes a biweekly bulletin – that lists the births , deaths , marriages and serious illnesses of employees and their families. For more than 20 years, the president sent personalized cards to the families of everyone listed in the bulletin.
325. What Employees Want From Their Jobs Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 #3
326. What Employees Want From Their Jobs Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 This phrasing is a bit archaic (the study began in 1946). #3
327. What Employees Want From Their Jobs Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 Today, this would be called: Sensitivity to Work/Life issues. #3
331. is considered the #1 need for balancing work/life issues Respect Flextime? Telecommuting? On-site daycare?
332. Work/Life The third chapter of our book explores Work/Life Balance in greater depth.
333. Tip #2 Real-World Example: For now, here’s an impressive…
334. Tip #2 Real-World Example: When Steve Peterson’s 3-year old son had open-heart surgery and his wife was confined to bed with a high-risk pregnancy , his employer, Hewitt Associates :
340. Tip #3: Praise accomplishments – a skill we teach in our workshops … and in chapter #7 of our book. i.e., positive feedback
341. What Employees Want From Their Jobs Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 #1
342. Praise accomplishments … and attempts . Tip #3:
343. Praise accomplishments … and attempts . Tip #3: Just as you would when training a puppy or young child. Are we saying that employees are pets or children? Of course not! But the principle applies to any living organism.
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345. Tip #3 Real-World Example: An engineer burst into his manager’s office to announce he’d just found the solution to a problem the group had been struggling with for many weeks. His manager quickly groped around his desk for some item to acknowledge the accomplishment and ended up handing the employee… Hewlett-Packard Here’s an example of a small (but effective) reward for a large accomplishment.
346. Tip #3 Real-World Example: Hewlett-Packard … a banana from his lunch with the words, “Well done. Congratulations!” The employee was initially puzzled, but over time, the…
347. Tip #3 Real-World Example: Golden Banana Award Hewlett-Packard became one of the most prestigious honors bestowed on an inventive employee.
348. Tip #3 Real-World Example: Hewlett-Packard More important than the dollar value of a reward is the meaning associated with it.
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352. Tip #3 Real-World Example: Use your business cards:
353. Tip #3 Real-World Example: Use your business cards: When you catch someone doing something right, briefly note what they did and how you feel about it. Sign it and hand them the card.
354. Tip #3 Real-World Example: Dear Viewer, Congratulations for caring about motivating your employees. Well Done! Don & Sheryl Grimme Use your business cards:
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358. Impact of 28 Appreciation Practices Source: Dr. Gerald Graham , Wichita State University, 1990 An interesting study was conducted a few years back on the..
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365. Tip #4: Clearly communicate goals, responsibilities, and expectations .
366. Tip #4: NEVER criticize in public – Clearly communicate goals, responsibilities, and expectations .
367. Tip #4: NEVER criticize in public – Clearly communicate goals, responsibilities, and expectations . redirect in private.
368. Tip #4: another skill taught in our workshops and our book. NEVER criticize in public – Clearly communicate goals, responsibilities, and expectations . i.e., constructive feedback redirect in private.
369. Grimme’s Top 10 Tips to Motivate Employees Just as we have…
372. Dean Spitzer’s Top 10 Ways To Zap Employee Motivation #2 Unclear Expectations
373. Dean Spitzer’s Top 10 Ways To Zap Employee Motivation #2 Unclear Expectations #6 Withholding Information
374. Dean Spitzer’s Top 10 Ways To Zap Employee Motivation #2 Unclear Expectations #6 Withholding Information #7 Criticism
375. Dean Spitzer’s Top 10 Ways To Zap Employee Motivation #2 Unclear Expectations Constructive feedback: Clarifies
376. Dean Spitzer’s Top 10 Ways To Zap Employee Motivation #2 Unclear Expectations #6 Withholding Information Constructive feedback: Clarifies Provides
377. Dean Spitzer’s Top 10 Ways To Zap Employee Motivation #2 Unclear Expectations #6 Withholding Information #7 Criticism Constructive feedback: And, when done right, is not Clarifies Provides
382. Tip #5 Real-World Example: Sam Colin, founder of a janitorial services company, used to go around handing out
383. Tip #5 Real-World Example: Sam Colin, founder of a janitorial services company, used to go around handing out Life Savers candy to employees.
384. Tip #5 Real-World Example: This may sound like those Employee of the Month awards that we just said are not that effective. But notice that… Sam Colin, founder of a janitorial services company, used to go around handing out Life Savers candy to employees. That early tradition has developed into a lasting philosophy of recognition – that includes such awards as Most Helpful Employee and Nicest Employee … as voted on by coworkers. Nicest
385. Tip #5 Real-World Example: Having the employees themselves determine the results gets them involved … and it minimizes their resentment of the award recipients. Sam Colin, founder of a janitorial services company, used to go around handing out Life Savers candy to employees. That early tradition has developed into a lasting philosophy of recognition – that includes such awards as Most Helpful Employee and Nicest Employee … as voted on by coworkers. Nicest
390. Tip #6: especially those that affect them. Involve employees in plans and decisions,
391. What Employees Want From Their Jobs Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 #2
392. What Employees Want From Their Jobs Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Feeling "In" on Things 10 2 Sympathetic Help on Personal Problems 9 3 Tactful Disciplining 7 10 Do your employees feel “in” on things? They can, if you… #2
393. Tip #6: Solicit their ideas and opinions. Involve employees in plans and decisions, especially those that affect them.
394. Tip #6: Solicit their ideas and opinions. Involve employees in plans and decisions, especially those that affect them. which, of course, we teach in our workshops and our book. using inquiry
395. Tip #6 Real-World Example: Senior Training Manager for Rally’s Hamburgers , solicits ideas for whatever project he is working on.
396. Tip #6 Real-World Example: Senior Training Manager for Rally’s Hamburgers , solicits ideas for whatever project he is working on. He creates a quick questionnaire and then phones employees at various levels around the country to get their insights and perspectives . How relevant and popular do you think the resulting training programs are?
397. Tip #6: Involve employees in plans and decisions, especially those that affect them. Encourage initiative . Solicit their ideas and opinions. All too often, employees who “rock the boat” or “stick their neck out” by expressing creative ideas … are slapped down, rather than rewarded.
398. The CEO of Hershey Foods created a special award: Tip #6 Real-World Example: Recognizing this…
399. The CEO of Hershey Foods created a special award: The Exalted Order of the Extended Neck Tip #6 Real-World Example:
400. Tip #6 Real-World Example: The CEO of Hershey Foods created a special award: The Exalted Order of the Extended Neck , “to reward people who were willing to buck the system , practice entrepreneurship , and were willing to stand the heat for an idea they really believed in.”
401. Tip #7: Create opportunities for employees to learn & grow .
402. Tip #7: ? Create opportunities for employees to learn & grow .
403. Factors Managers Employees Full Appreciation for Work Done 8 1 Good Wages 1 5 Good Working Conditions 4 9 Interesting Work 5 6 Job Security 2 4 Promotion/Growth Opportunities 3 7 Personal Loyalty to Workers 6 8 Tactful Disciplining 7 10 ? What Employees Want From Their Jobs #7
404. Tip #7: How Employees Choose Employers ranked 16 factors Well … the National Study of the Changing Workforce also examined: Create opportunities for employees to learn & grow .
405. Tip #7: #15: Advancement opportunity How Employees Choose Employers ranked 16 factors Create opportunities for employees to learn & grow .
406. Tip #7: #15: Advancement opportunity How Employees Choose Employers ranked 16 factors Create opportunities for employees to learn & grow . #6: Gain new skills
407. Tip #7: #15: Advancement opportunity How Employees Choose Employers ranked 16 factors Some of your employees want to climb the organizational ladder. Create opportunities for employees to learn & grow . #6: Gain new skills
408. Tip #7: #15: Advancement opportunity How Employees Choose Employers ranked 16 factors Virtually all of your employees want to… Create opportunities for employees to learn & grow . #6: Gain new skills
409. Tip #7: Training Education This certainly includes formal: But also OJT (on-the-job training). And… Create opportunities for employees to learn & grow .
410. Tip #7 Real-World Example: Sausage maker Johnsonville Foods encourages every employee to spend one day a year observing another employee perform his or her job.
411. Tip #7 Real-World Example: Sausage maker Johnsonville Foods encourages every employee to spend one day a year observing another employee perform his or her job. Employees learn something new about their co-workers , and about other departments in the company.
412. Tip #7: Link the goals of the organization with the goals of each individual in it. Create opportunities for employees to learn & grow . Every employee should be clear how the work they do benefits your organization … and themselves.
414. Tip #8: Actively listen to employees concerns – both work-related and personal .
415. Tip #8: By now, it’s obvious that this skill is covered in our workshops and our book. Right? Actively listen to employees concerns – both work-related and personal . using active listening
416. Tip #8 Real-World Example: Once a month, a manager at the Mirage Hotel in Las Vegas asks her staff: “What one thing can I do better for you ?”
417. Tip #8 Real-World Example: Once a month, a manager at the Mirage Hotel in Las Vegas asks her staff: “What one thing can I do better for you ?” After listening to & acknowledging the employees’ ideas, she tells them one thing they can do better for her .
418. Tip #8 Real-World Example: That’s what one manager can do. Here now is what an entire corporation has done…
419. Tip #8 Real-World Example: Motorola ’s Individual Dignity Entitlement Program requires managers/supervisors to meet one-on-one with each member of their staff every 3 months .
420. Tip #8 Real-World Example: Motorola ’s Individual Dignity Entitlement Program requires managers/supervisors to meet one-on-one with each member of their staff every 3 months . They discuss employee’s answers to 6 questions about how they are treated (e.g., meaningful job , feedback , training , career , etc.).
421. Tip #8 Real-World Example: Motorola ’s Individual Dignity Entitlement Program requires managers/supervisors to meet one-on-one with each member of their staff every 3 months . They discuss employee’s answers to 6 questions about how they are treated (e.g., meaningful job , feedback , training , career , etc.). Action plans to address issues are created and reviewed.
422. Tip #9: Share information – promptly, openly, and clearly.
423. Tip #9: How do your employees find out what’s really going on? Share information – promptly, openly, and clearly.
424. Tip #9: Via the rumor mill? Share information – promptly, openly, and clearly.
425. Tip #9: Or from effective and trusted communication programs? Share information – promptly, openly, and clearly.
426. Tip #9 Real-World Example: And you can empower them in the process.
427. Tip #9 Real-World Example: At Goodyear Tire & Rubber , each shift tracks its own productivity .
428. Tip #9 Real-World Example: At Goodyear Tire & Rubber , each shift tracks its own productivity . The results are posted on marker boards displayed on the shop floor and updated frequently.
429. Tip #9: Share information – promptly, openly, and clearly. If layoffs or benefits cuts are in the works, let your employees know about it … and help them deal with it. Tell the truth … with compassion.
430. Tip #9 Real-World Example: The general manager of each Hyatt Hotel holds monthly “Hyatt Talks” with groups of hotel staffers:
431. Tip #9 Real-World Example: The general manager of each Hyatt Hotel holds monthly “Hyatt Talks” with groups of hotel staffers: To discuss operations and procedures, and
432. Tip #9 Real-World Example: The general manager of each Hyatt Hotel holds monthly “Hyatt Talks” with groups of hotel staffers: To discuss operations and procedures, and To respond to employee issues and problems.
434. Tip #10: Celebrate successes and milestones reached – organizational and personal .
435. Tip #2 Real-World Example: Publix Super Markets biweekly bulletin – listing births and marriages of employees and their families.
436. Tip #2 Real-World Example: Publix Super Markets biweekly bulletin – listing births and marriages of employees and their families. Personal milestones
437. Tip #10: Here now are a couple which combine the organizational and personal. Celebrate successes and milestones reached – organizational and personal .
438. Tip #10 Real-World Example: All employees at Apple , who worked on the first Macintosh computer,
439. Tip #10 Real-World Example: All employees at Apple , who worked on the first Macintosh computer, had their signatures placed on the inside of the product . All employees at Apple , who worked on the first Macintosh computer, Can you imagine the pride those employees felt then … and today?
440. Verizon Wireless named cell sites after top employees. Tip #10 Real-World Example: Is either of these something you could adapt to your products, services or work environments?
441. Tip #10: Celebrate successes and milestones reached – organizational and personal . Create an organizational culture that is open, trusting, and fun .
442. On his first day at Hewitt Associates , a new hire received a welcome note and a “survival kit” (including candy bar and nerf ball ). Tip #10 Real-World Example:
443. On his first day at Hewitt Associates , a new hire received a welcome note and a “survival kit” (including candy bar and nerf ball ). Everyone came by his office to personally welcome him to the team. Tip #10 Real-World Example:
444. On his first day at Hewitt Associates , a new hire received a welcome note and a “survival kit” (including candy bar and nerf ball ). Everyone came by his office to personally welcome him to the team. Every day for the next two weeks, someone made a point to stop by and ask him to lunch . Tip #10 Real-World Example:
445. Tip #10: Celebrate successes and milestones reached – organizational and personal . Create an organizational culture that is open, trusting, and fun .
446. At Miami’s Baptist Hospital , employees give themselves a break by throwing a Monotony Breaker Day on minor holidays (e.g., Oktoberfest). Tip #10 Real-World Example:
447. At Miami’s Baptist Hospital , employees give themselves a break by throwing a Monotony Breaker Day on minor holidays (e.g., Oktoberfest). Tip #10 Real-World Example: Employees are encouraged to drop by the party-room whenever convenient, to socialize or just relax and take a break.
449. Managing the Human Resource presented by Don & Sheryl Grimme GHR Training Solutions Applying a Different Workplace Paradigm [email_address] www.GHR-Training.com www.Employee-Retention-HQ.com www. linkedin.com/in/grimme