Class #3 Systematic Design of HRD ProgramsThe Purpo.docxmccormicknadine86
Class #3: Systematic Design of HRD Programs
The Purpose of the HRD Effort
*
Lesson Topics What is purpose? How important is purpose? Formulating Purpose statementHow is the purpose of an HRD Effort clarified? What are the effects of organizational philosophy and culture on the purpose of the HRD Effort?
*
What is Purpose?Defines and guides the activities Announces where you are headed and why Leads to a comprehensive purpose statement
*
Sometimes called the mission-the reason for the organizations existence
Defines the activities the organization performs or intends to perform or the kind of organization it intends to be
In HRD purpose is synonymous with “Intention”
Advantages:
Guides design and developmental efforts
(b) Helps learners understand what they are supposed to learn
c. provide reason to evaluate the relative success
Gives people the sense that they know “where they are going”, “Why they are doing what they are doing”
For the total organization, the statement [of purpose] should include the broad identification of the type of operation for which it is responsible, its major areas of service, clientele or user groups, organizational approach, plus the philosophical basis for its operation
Purpose statement answers the questions
What is our business? What should it be?
What are the major parts of the business? What should they be?
(3) Who are the customers? Who should the organization be serving?
(4) How is the business presently meeting the needs of the each customer group? How should it be meeting those needs?
(5) What do managers believe about the business, customers and methods of operation? What should they believe?
Direct your primary attention to customers
How Important is Purpose?Contribution to:
Organization
Performance improvement Clarifies (solidifies) HRD’s purpose in the organization
*
Formulating Purpose Statement
Look at how well the HRD Effort is presently:Supporting strategic business plansMeeting future needs of managers & employeesHelping indiv. realize their career aspirationsContribute to formulation of SBP & HR plansProviding artificial experience of the futureFurnishing top mgrs w/ info. to use in planningHelping mgrs identify org’s strengths & weaknessesEducating managers about strategic thinking
*
Choosing An ApproachEach organizational setting is different. May to lead multiple approaches
Simultaneously
Sequenced
*
How is the Purpose of an HRD Effort Clarified?1) Begin with a formal purpose statement 2) Begin with existing relationships between HRD, SBP, and HR PlansChanging the purpose statement
*
What are the Effects of Organizational Philosophy and Culture on the Purpose of the HRD Effort?Philosophy of HRD
Organizational culture
7 major characteristics
*
Philosophy: beliefs about what we do and why we do it
Culture: shared values, beliefs and norms unique to one’s organizational setting
Organizational CultureIndividual autonomy ...
Class #3 Systematic Design of HRD ProgramsThe Purpo.docxmccormicknadine86
Class #3: Systematic Design of HRD Programs
The Purpose of the HRD Effort
*
Lesson Topics What is purpose? How important is purpose? Formulating Purpose statementHow is the purpose of an HRD Effort clarified? What are the effects of organizational philosophy and culture on the purpose of the HRD Effort?
*
What is Purpose?Defines and guides the activities Announces where you are headed and why Leads to a comprehensive purpose statement
*
Sometimes called the mission-the reason for the organizations existence
Defines the activities the organization performs or intends to perform or the kind of organization it intends to be
In HRD purpose is synonymous with “Intention”
Advantages:
Guides design and developmental efforts
(b) Helps learners understand what they are supposed to learn
c. provide reason to evaluate the relative success
Gives people the sense that they know “where they are going”, “Why they are doing what they are doing”
For the total organization, the statement [of purpose] should include the broad identification of the type of operation for which it is responsible, its major areas of service, clientele or user groups, organizational approach, plus the philosophical basis for its operation
Purpose statement answers the questions
What is our business? What should it be?
What are the major parts of the business? What should they be?
(3) Who are the customers? Who should the organization be serving?
(4) How is the business presently meeting the needs of the each customer group? How should it be meeting those needs?
(5) What do managers believe about the business, customers and methods of operation? What should they believe?
Direct your primary attention to customers
How Important is Purpose?Contribution to:
Organization
Performance improvement Clarifies (solidifies) HRD’s purpose in the organization
*
Formulating Purpose Statement
Look at how well the HRD Effort is presently:Supporting strategic business plansMeeting future needs of managers & employeesHelping indiv. realize their career aspirationsContribute to formulation of SBP & HR plansProviding artificial experience of the futureFurnishing top mgrs w/ info. to use in planningHelping mgrs identify org’s strengths & weaknessesEducating managers about strategic thinking
*
Choosing An ApproachEach organizational setting is different. May to lead multiple approaches
Simultaneously
Sequenced
*
How is the Purpose of an HRD Effort Clarified?1) Begin with a formal purpose statement 2) Begin with existing relationships between HRD, SBP, and HR PlansChanging the purpose statement
*
What are the Effects of Organizational Philosophy and Culture on the Purpose of the HRD Effort?Philosophy of HRD
Organizational culture
7 major characteristics
*
Philosophy: beliefs about what we do and why we do it
Culture: shared values, beliefs and norms unique to one’s organizational setting
Organizational CultureIndividual autonomy ...
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Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
2. Profile
2
Sakshi Gogia
HR at International Business
Advisors LPP
New Delhi, India
About
9+ years experience in HR generalist affairs, including
experience in Recruitment, On-boarding, Induction, HR
Operations, Policies & Procedures, Statutory Compliance,
Records & Register Maintenance.
Work Experience
• HR & EA to CEO at CredenceGlocal (2008 – 2017)
• HR at International Business Advisors (2018 – Present )
Alma Matter
• Diploma in modern office practices ( Bhai Parmanand
Institue of business practices )
• MBA in HRM ( IMT, Ghaziabad )
5. Cultural Practices
5
• Develop positive organizational culture
• Provide ethical training
• Dress code
• Celebrate birthdays, festivals together
• Reward the employees more than punishing them.
6. Every organization has certain informal groups, is
there any politics been played between these
groups and how to overcome this ?
7. Office Politics
7
Work Place politics can be found in every organization irrespective of the hierarchy
Formal
Informal
Individual
Organizational
8. Procedure to overcome office politics
8
1. Team Leader
2. HR Involvement
3. Head of the
department
1. He is the first point of contact
and his views are taken into
consideration.
2. If the problem is of high
scale then the hr is involved to
solve the issue.
3. Still if the problem persists
then the head of department
shall
9. What will you do when you find out that one person
in a team doesn’t work to his full potential ?
10. Concept And Causes of social loafing
10
Low
Potential
Large
Group
Size
Difficult
Work
Causes Of
Social
Loafing
Feeling
Inferior to
Another
employee
Low
Motivation
Easily
achievable
goals
11. Solution for Social Loafing
11
Strengthen
team
cohesion
Increase
personal
responsibility
Provide
reviews
and
feedback
12. How will you deal when a conflict arises between
individuals or groups in your organization?
13. Main reasons for conflict
13
Poor
Communication
Lack of
Planning
Lack of
Cooperation
Stress due to
the Deadlines
14. Conflict Management ( Insights by the HR )
14
HR asks the team leader a detail report happened and
minute details
Have face to face discussions with the concerned
employees
HR then will try to analyze the conflict and try to solve it
in the initial stage so that it wont effect the efficiency of
the employees
If the conflict reaches the next stage then the HR tries to
identify whose fault it was and takes disciplinary action
against them
15. How conflicts get solved?
15
Problem
Solving
Super-
ordinate
goals
Avoidance
Compromise
Soft Skills
Training
16. How do you maintain unity in a team in your
organization who are completely different from
each other?
17. HR Insights
17
The insights we got
from the HR were-
It doesn’t matter
how the individual
is it depends how
he stays in a group.
1) the more time
the group spends
together more
coordination
2) size of the group
matters
3) their
achievements help
them to work
together
4) giving
responsibility
18. Concepts We Related
The answer was based on group
Cohesiveness
A) Threats & Competition
B) Size of the Group
C) Previous successes and shared
goals
TAKEAWAYS:
1) Valuing every contribution
2) Empowering Group Members
3) Resolving Disputes
19. Stress management in a team
Employee
wellness
program
Open doors
and open
ears.
Consider the
environment
Flexible work
options.