The document discusses the roles and responsibilities of a project human resource manager (PHRM) in project management. It outlines that the PHRM is responsible for leading the human resources aspect of a project by assisting the project manager, ensuring the project is completed on time, and mitigating risks related to employees. The PHRM handles human relations issues and risk mitigation to contribute to the project's success or prevent failure. Effective risk management by the PHRM and project manager is essential through tasks like identifying risks, developing risk response plans, communicating about risks, and ensuring responses are implemented.
The document discusses succession planning and its importance for organizational sustainability. It defines succession planning as identifying and developing potential successors for key positions through a systematic evaluation process. A business case for succession planning is that it maximizes business performance by having the right talent at the right time. The roles of top management and the board of directors are also discussed. Top management must be engaged to make succession planning a priority, while clear communication between the board and current executive director is important. The document emphasizes that succession planning should not be ignored as it helps ensure the long-term sustainability of an organization.
Overview of the One Page Talent Management approach featured in the new Harvard Business Publishing book One Page Talent Management, by Marc Effron and Miriam Ort
The document discusses succession planning and talent management. It defines succession planning as identifying and developing internal people who have the potential to fill key leadership positions. Common approaches to succession planning discussed include talent reviews to assess performance and potential, succession mapping to categorize individuals by potential succession roles and timeframes, and identifying business critical roles and talent pools. The goal of succession planning is to ensure continuity of leadership by cultivating internal talent through planned development activities tied to the company's strategic plan.
The Talent Management Handbook: Chapter 15crowelba
This document discusses the need for a new model of career development that encompasses all employees, not just high potentials. It argues that career development must be flexible, self-powered by employees, and not dependent on traditional succession planning. A key part of the new model is career growth plans that help all employees take responsibility for their own development and align their goals with the organization's strategy. This shifts the focus from the organization developing employees to employees developing themselves with manager and peer support.
This document discusses succession planning, including its importance, process, challenges, and an example. Succession planning is a process for identifying and developing internal talent to fill key leadership roles. It is important for an organization's future success and dealing with an aging workforce. The process involves identifying candidates, assessing their readiness, and developing plans to address weaknesses. Challenges include lack of job descriptions, priority from management, and retaining talent. The example describes how GE successfully planned the succession of its CEO role by grooming multiple internal candidates over time.
This document provides an overview of succession planning and human resource management. It discusses the importance of HRM in areas like recruitment, training, performance appraisals, and maintaining a positive work environment. It then defines succession planning as identifying and preparing potential leaders to replace key roles like the CEO. The document outlines the succession planning process, including identifying short and long-term successors, developing those individuals, and having backups in place. It notes that succession planning typically covers senior roles but some large organizations use a devolved model. Finally, it states that succession planning is led by line managers and CEOs but HR plays an important supporting role in the process.
Do you believe that your organization is developing the talent it needs to reach business objectives and meet future challenges? If not, you are not alone. This white paper will show you how successful succession plans are more than filling out forms. They are real, living programs that combine learning and development opportunities and experiential learning to prepare leaders at all levels for tomorrow’s business challenges.If you, as a learning and development professional, don’t have succession planning on your radar, you should.
The document summarizes the results of a survey of HR and talent professionals:
- Data was collected in February 2018 from over 40% directors/VPs/C-level executives, with over 50% from organizations with over 1,000 employees.
The document identifies challenges in talent acquisition, learning and development, succession planning, data analysis, career pathing, and leadership development. It discusses companies' approaches to these challenges and emerging leadership competencies needed to address a generational shift in the workforce.
The document discusses succession planning and its importance for organizational sustainability. It defines succession planning as identifying and developing potential successors for key positions through a systematic evaluation process. A business case for succession planning is that it maximizes business performance by having the right talent at the right time. The roles of top management and the board of directors are also discussed. Top management must be engaged to make succession planning a priority, while clear communication between the board and current executive director is important. The document emphasizes that succession planning should not be ignored as it helps ensure the long-term sustainability of an organization.
Overview of the One Page Talent Management approach featured in the new Harvard Business Publishing book One Page Talent Management, by Marc Effron and Miriam Ort
The document discusses succession planning and talent management. It defines succession planning as identifying and developing internal people who have the potential to fill key leadership positions. Common approaches to succession planning discussed include talent reviews to assess performance and potential, succession mapping to categorize individuals by potential succession roles and timeframes, and identifying business critical roles and talent pools. The goal of succession planning is to ensure continuity of leadership by cultivating internal talent through planned development activities tied to the company's strategic plan.
The Talent Management Handbook: Chapter 15crowelba
This document discusses the need for a new model of career development that encompasses all employees, not just high potentials. It argues that career development must be flexible, self-powered by employees, and not dependent on traditional succession planning. A key part of the new model is career growth plans that help all employees take responsibility for their own development and align their goals with the organization's strategy. This shifts the focus from the organization developing employees to employees developing themselves with manager and peer support.
This document discusses succession planning, including its importance, process, challenges, and an example. Succession planning is a process for identifying and developing internal talent to fill key leadership roles. It is important for an organization's future success and dealing with an aging workforce. The process involves identifying candidates, assessing their readiness, and developing plans to address weaknesses. Challenges include lack of job descriptions, priority from management, and retaining talent. The example describes how GE successfully planned the succession of its CEO role by grooming multiple internal candidates over time.
This document provides an overview of succession planning and human resource management. It discusses the importance of HRM in areas like recruitment, training, performance appraisals, and maintaining a positive work environment. It then defines succession planning as identifying and preparing potential leaders to replace key roles like the CEO. The document outlines the succession planning process, including identifying short and long-term successors, developing those individuals, and having backups in place. It notes that succession planning typically covers senior roles but some large organizations use a devolved model. Finally, it states that succession planning is led by line managers and CEOs but HR plays an important supporting role in the process.
Do you believe that your organization is developing the talent it needs to reach business objectives and meet future challenges? If not, you are not alone. This white paper will show you how successful succession plans are more than filling out forms. They are real, living programs that combine learning and development opportunities and experiential learning to prepare leaders at all levels for tomorrow’s business challenges.If you, as a learning and development professional, don’t have succession planning on your radar, you should.
The document summarizes the results of a survey of HR and talent professionals:
- Data was collected in February 2018 from over 40% directors/VPs/C-level executives, with over 50% from organizations with over 1,000 employees.
The document identifies challenges in talent acquisition, learning and development, succession planning, data analysis, career pathing, and leadership development. It discusses companies' approaches to these challenges and emerging leadership competencies needed to address a generational shift in the workforce.
This document discusses global talent management and the evolving role of human resource management (HRM). It notes that globalization has led companies to search worldwide for top talent. The roles of HRM include developing and retaining talented employees, anticipating change, and enabling the organization. It also discusses how talent management is evolving from an HR function into a business in itself, with talent segmentation and sustainability becoming important new areas. Finally, it examines some of the thought leaders who have helped establish talent management and HRM as strategic functions.
McKinsey on Organization CHROs and talent managementPeter Allen
This document discusses the future of performance management in organizations. It begins by noting that traditional annual performance evaluations are widely disliked but still commonly used. It then outlines some emerging trends in how top companies are rethinking performance management, such as focusing only on top and low performers rather than trying to differentiate average ones, providing continuous feedback instead of annual reviews, and basing compensation more on team performance and skills development than individual ratings. The document suggests the changes signal performance management practices are overdue for an update to better suit modern job roles and business needs.
This document defines succession planning and competency-based succession planning. It outlines the key elements of a good succession planning system including having qualified internal candidates identified for key jobs. It also discusses the steps to develop a competency-based succession planning project, which includes identifying key jobs, developing competency models, assessing candidates against competencies, and making decisions about placements. The goal is to select employees ready to move into vacant roles and ensure the organization has the necessary competencies.
Talent Management Principles In Performance ManagementLakesia Wright
This whitepaper discusses 12 fundamental principles for effective talent management based on scientific research on employee behavior. The four core principles, referred to as ROAD, are respecting employees, clarifying objectives, increasing awareness, and creating dialogue. Respect involves recognizing employees and their goals. Clarifying objectives means clearly defining job goals. Increasing awareness is providing feedback to help employees learn. Creating dialogue is open communication. The other eight principles relate to accountability, development, performance standards, visibility, career growth support, potential evaluation, goals, and strategic engagement. Understanding these principles can improve talent management programs and better influence employee behavior.
This document discusses talent management. It defines talent as a person's abilities, gifts, skills, knowledge, experience and more. Talent management is described as developing and retaining employees to meet an organization's needs. The document outlines the evolution and process of talent management, emphasizes its importance for performance, innovation and adapting to change. It lists nine best practices and discusses the strategic importance of talent management for revenue, costs, and having the right leaders. The conclusion states that talent management has become a key focus for human resources and success in today's complex global economy.
This document outlines a proposed talent management system for ABC Telecommunications. It begins with an introduction to talent management and the issues at ABC. The main components of the proposed talent management system include planning, sourcing and recruiting, performance management, learning and development, succession planning, and engagement and retention. Different levels of managers would play roles in implementing the system, with the HR manager responsible for attracting talent and developing the strategy. The goal is to solve problems through an integrated framework and best practices to retain top talent.
Aligning talent management and strategyElijah Ezendu
The document discusses aligning talent management strategies with organizational objectives. It provides several key points:
1) High performing organizations integrate talent management more than low performers. Learning executives play critical roles in integrated talent programs.
2) Effective talent strategies use tools like surveys to understand culture, and regularly review policies to support integration.
3) Aligning talent development with strategic objectives ensures resources invested in talent match needs. Competency frameworks can map objectives to standards and talent programs.
4) Questions during alignment include identifying talent requirements from strategies, growing existing talent, and designing leader development programs.
Humanika Institute: Humanika Development ProgramSeta Wicaksana
The document outlines SOBAT Humanika Development Program, which aims to develop talent and leadership through various competency and skills-based programs. The key programs discussed include Leadership, Sales and Marketing, Organizational Development, Data Science, and Strategic R&D Management. Each program focuses on developing relevant competencies, skills, and knowledge through classroom learning, role plays, apprenticeships, coaching and mentoring. The overall goal is to accelerate learning and growth to build a better future through developing talent and leadership.
Power of empowerment the new normal leaders”Vivek743691
The document outlines a session on empowering new normal leaders. It discusses getting leaders up to speed on the current landscape and 3R strategy of respond, recover, and ready for navigating post-pandemic stages. It covers setting priorities by understanding self, leadership effectiveness, building winning teams, and creating a learning organization. Developing emotional intelligence, conflict management skills, and empowering others through various stages is emphasized for empowered people to sustain business.
While organizations have evolved substantially in how they develop a strong pipeline of leadership talent, some significant gaps still exist. The overall inability to discover and quantify the people-drivers of business outcomes continues to hinder the succession planning process within organizations. We provide you with an approach to create a succession planning process that assesses your talent based on the competencies, skills, experiences and other elements that affect business outcomes, while quantifying the quality of your talent pool. A customizable succession planning scorecard is provided to show you how to have the most impact on the business when planning your next talent moves. This presentation will show you a succession planning process that:,
• Focuses talent decisions on key drivers of business
• Incorporates analytics into talent assessments
• Creates metrics based on the overall quality of your talent pool
• Utilizes performance and potential reports that are business-focused
The document discusses succession planning, highlighting its importance for continuity of business operations and culture. It notes that effective succession planning involves identifying high-potential employees, assessing their performance and potential, providing development opportunities, and having measures to ensure qualified successors are in place for key roles over the short and long term. The document also discusses best practices for succession planning in family businesses and corporations.
One Page Talent Management and the 4 + 2 Model of Talent Manager ExcellencesThe Talent Strategy Group
This document discusses improving talent management through a simple one page approach. It advocates managing talent like a production line by establishing clear specifications for the desired talent, assessing the available raw materials, and implementing processes to develop the talent from materials to finished product. Executives are often unhappy with talent pipelines and managing talent is one of HR's lowest capabilities, so a focus on the proven science through easy to implement practices is recommended. Questions are posed to help assess current talent practices and how to make them more effective based on the talent production line framework.
This document provides a summary of a project report on succession planning in senior management. It includes an executive summary, introduction on human resource management and succession planning, importance of succession planning, the succession planning process, leadership competencies, advantages of succession planning, mistakes to avoid, and case studies on succession planning at Murugappa Group and Infosys. The project received certification from the project coordinator and the author acknowledges the coordinator for permitting the project work.
J.V.M.S is a management consulting firm that believes in utilizing the best industry practices for the development of world-class organizations that make the most of their resources, competency and skill force.
The document discusses the nine box grid or matrix, a tool used in talent management to evaluate employees on two dimensions: leadership performance and leadership potential. The grid places employees into nine categories based on their combination of potential and performance. These categories include enigma, dilemma, underperformer, growth employee, core employee, effective, future leader, high impact performer, and trusted professional. The nine box grid can help identify development needs, facilitate succession planning, and optimize employee performance through retaining and grooming top talent. However, names in the boxes should be regularly reviewed as potential and performance can change over time.
The document provides an overview of a webinar from CLC Human Resources on best practices for high-impact succession management, including frameworks for assessing vacancy risk, readiness risk, transition risk, and portfolio risk. It summarizes CLC's research on managing the four succession risks and translating them into strategic imperatives to safeguard critical capabilities, accelerate development, overcome executive derailment, and maximize talent leverage. The webinar outlines CLC's approach to moving from traditional succession planning to strategic executive talent management.
Using Competency Modeling to Enhance Leadership DevelopmentOnPoint Consulting
The document discusses using competency modeling to enhance leadership development. It provides an overview of how to develop competency models, integrate them into human resource processes like hiring, training, performance reviews, and promotion. It also presents a case study of how PepBoys updated their competency models to better reflect their focus on customer service, which improved customer satisfaction metrics.
The document discusses talent management and its importance for organizations. It covers topics such as the drivers of talent attraction and retention, defining talented people, key elements and principles of talent management, and benefits of talent management. It also discusses talent management tools, processes, and frameworks.
This document discusses talent management strategies used at Amazon. It begins with a definition of talent management as a comprehensive technique that contributes to competitive advantage by focusing on many business aspects through human resource management.
It then explains that to implement a talent management strategy at Amazon, workflows need to be redesigned, new software systems employed to guide workflows, training on systems and workflows, and metrics to monitor progress.
Specific talent management approaches discussed include employee resourcing to develop skills and encourage performance; workforce planning to efficiently grow the workforce through planning; and leadership development to target long-term programs and excellence through senior management strategies.
In today’s economic environment, identifying and attracting high-potential employees can give employers an edge on their competition and set up their organizations for future success. This white paper:
Provides background on high-potential talent.
Offers steps HR and talent management professionals can take to establish an effective high-potential talent identification program.
Identifies the competencies leading organizations are seeking in high-potential talent.
Discusses other factors HR and talent management professionals should consider when identifying high-potential talent.
This document discusses human resource interventions in projects. It outlines several key stages of project management where HR plays an important role, including project planning, orientation, execution, staff development, and managing the project team. The HR administrator works closely with managers at each stage to resolve issues, review performance, ensure compliance, and facilitate recruitment and transitions. Developing a cohesive team is also important to project success, and the document discusses techniques for team building.
HR project managers work across many fields and sectors to ensure human resources programs support long-term goals of both HR and project teams. HR project managers juggle many projects while meeting needs of individuals. They are tasked with developing new HR programs and initiatives, including training seminars. HR project managers require strong communication, analytical, leadership, and relationship management skills. Employers seek candidates with a bachelor's degree in HR or related field and around four years of experience.
This document discusses global talent management and the evolving role of human resource management (HRM). It notes that globalization has led companies to search worldwide for top talent. The roles of HRM include developing and retaining talented employees, anticipating change, and enabling the organization. It also discusses how talent management is evolving from an HR function into a business in itself, with talent segmentation and sustainability becoming important new areas. Finally, it examines some of the thought leaders who have helped establish talent management and HRM as strategic functions.
McKinsey on Organization CHROs and talent managementPeter Allen
This document discusses the future of performance management in organizations. It begins by noting that traditional annual performance evaluations are widely disliked but still commonly used. It then outlines some emerging trends in how top companies are rethinking performance management, such as focusing only on top and low performers rather than trying to differentiate average ones, providing continuous feedback instead of annual reviews, and basing compensation more on team performance and skills development than individual ratings. The document suggests the changes signal performance management practices are overdue for an update to better suit modern job roles and business needs.
This document defines succession planning and competency-based succession planning. It outlines the key elements of a good succession planning system including having qualified internal candidates identified for key jobs. It also discusses the steps to develop a competency-based succession planning project, which includes identifying key jobs, developing competency models, assessing candidates against competencies, and making decisions about placements. The goal is to select employees ready to move into vacant roles and ensure the organization has the necessary competencies.
Talent Management Principles In Performance ManagementLakesia Wright
This whitepaper discusses 12 fundamental principles for effective talent management based on scientific research on employee behavior. The four core principles, referred to as ROAD, are respecting employees, clarifying objectives, increasing awareness, and creating dialogue. Respect involves recognizing employees and their goals. Clarifying objectives means clearly defining job goals. Increasing awareness is providing feedback to help employees learn. Creating dialogue is open communication. The other eight principles relate to accountability, development, performance standards, visibility, career growth support, potential evaluation, goals, and strategic engagement. Understanding these principles can improve talent management programs and better influence employee behavior.
This document discusses talent management. It defines talent as a person's abilities, gifts, skills, knowledge, experience and more. Talent management is described as developing and retaining employees to meet an organization's needs. The document outlines the evolution and process of talent management, emphasizes its importance for performance, innovation and adapting to change. It lists nine best practices and discusses the strategic importance of talent management for revenue, costs, and having the right leaders. The conclusion states that talent management has become a key focus for human resources and success in today's complex global economy.
This document outlines a proposed talent management system for ABC Telecommunications. It begins with an introduction to talent management and the issues at ABC. The main components of the proposed talent management system include planning, sourcing and recruiting, performance management, learning and development, succession planning, and engagement and retention. Different levels of managers would play roles in implementing the system, with the HR manager responsible for attracting talent and developing the strategy. The goal is to solve problems through an integrated framework and best practices to retain top talent.
Aligning talent management and strategyElijah Ezendu
The document discusses aligning talent management strategies with organizational objectives. It provides several key points:
1) High performing organizations integrate talent management more than low performers. Learning executives play critical roles in integrated talent programs.
2) Effective talent strategies use tools like surveys to understand culture, and regularly review policies to support integration.
3) Aligning talent development with strategic objectives ensures resources invested in talent match needs. Competency frameworks can map objectives to standards and talent programs.
4) Questions during alignment include identifying talent requirements from strategies, growing existing talent, and designing leader development programs.
Humanika Institute: Humanika Development ProgramSeta Wicaksana
The document outlines SOBAT Humanika Development Program, which aims to develop talent and leadership through various competency and skills-based programs. The key programs discussed include Leadership, Sales and Marketing, Organizational Development, Data Science, and Strategic R&D Management. Each program focuses on developing relevant competencies, skills, and knowledge through classroom learning, role plays, apprenticeships, coaching and mentoring. The overall goal is to accelerate learning and growth to build a better future through developing talent and leadership.
Power of empowerment the new normal leaders”Vivek743691
The document outlines a session on empowering new normal leaders. It discusses getting leaders up to speed on the current landscape and 3R strategy of respond, recover, and ready for navigating post-pandemic stages. It covers setting priorities by understanding self, leadership effectiveness, building winning teams, and creating a learning organization. Developing emotional intelligence, conflict management skills, and empowering others through various stages is emphasized for empowered people to sustain business.
While organizations have evolved substantially in how they develop a strong pipeline of leadership talent, some significant gaps still exist. The overall inability to discover and quantify the people-drivers of business outcomes continues to hinder the succession planning process within organizations. We provide you with an approach to create a succession planning process that assesses your talent based on the competencies, skills, experiences and other elements that affect business outcomes, while quantifying the quality of your talent pool. A customizable succession planning scorecard is provided to show you how to have the most impact on the business when planning your next talent moves. This presentation will show you a succession planning process that:,
• Focuses talent decisions on key drivers of business
• Incorporates analytics into talent assessments
• Creates metrics based on the overall quality of your talent pool
• Utilizes performance and potential reports that are business-focused
The document discusses succession planning, highlighting its importance for continuity of business operations and culture. It notes that effective succession planning involves identifying high-potential employees, assessing their performance and potential, providing development opportunities, and having measures to ensure qualified successors are in place for key roles over the short and long term. The document also discusses best practices for succession planning in family businesses and corporations.
One Page Talent Management and the 4 + 2 Model of Talent Manager ExcellencesThe Talent Strategy Group
This document discusses improving talent management through a simple one page approach. It advocates managing talent like a production line by establishing clear specifications for the desired talent, assessing the available raw materials, and implementing processes to develop the talent from materials to finished product. Executives are often unhappy with talent pipelines and managing talent is one of HR's lowest capabilities, so a focus on the proven science through easy to implement practices is recommended. Questions are posed to help assess current talent practices and how to make them more effective based on the talent production line framework.
This document provides a summary of a project report on succession planning in senior management. It includes an executive summary, introduction on human resource management and succession planning, importance of succession planning, the succession planning process, leadership competencies, advantages of succession planning, mistakes to avoid, and case studies on succession planning at Murugappa Group and Infosys. The project received certification from the project coordinator and the author acknowledges the coordinator for permitting the project work.
J.V.M.S is a management consulting firm that believes in utilizing the best industry practices for the development of world-class organizations that make the most of their resources, competency and skill force.
The document discusses the nine box grid or matrix, a tool used in talent management to evaluate employees on two dimensions: leadership performance and leadership potential. The grid places employees into nine categories based on their combination of potential and performance. These categories include enigma, dilemma, underperformer, growth employee, core employee, effective, future leader, high impact performer, and trusted professional. The nine box grid can help identify development needs, facilitate succession planning, and optimize employee performance through retaining and grooming top talent. However, names in the boxes should be regularly reviewed as potential and performance can change over time.
The document provides an overview of a webinar from CLC Human Resources on best practices for high-impact succession management, including frameworks for assessing vacancy risk, readiness risk, transition risk, and portfolio risk. It summarizes CLC's research on managing the four succession risks and translating them into strategic imperatives to safeguard critical capabilities, accelerate development, overcome executive derailment, and maximize talent leverage. The webinar outlines CLC's approach to moving from traditional succession planning to strategic executive talent management.
Using Competency Modeling to Enhance Leadership DevelopmentOnPoint Consulting
The document discusses using competency modeling to enhance leadership development. It provides an overview of how to develop competency models, integrate them into human resource processes like hiring, training, performance reviews, and promotion. It also presents a case study of how PepBoys updated their competency models to better reflect their focus on customer service, which improved customer satisfaction metrics.
The document discusses talent management and its importance for organizations. It covers topics such as the drivers of talent attraction and retention, defining talented people, key elements and principles of talent management, and benefits of talent management. It also discusses talent management tools, processes, and frameworks.
This document discusses talent management strategies used at Amazon. It begins with a definition of talent management as a comprehensive technique that contributes to competitive advantage by focusing on many business aspects through human resource management.
It then explains that to implement a talent management strategy at Amazon, workflows need to be redesigned, new software systems employed to guide workflows, training on systems and workflows, and metrics to monitor progress.
Specific talent management approaches discussed include employee resourcing to develop skills and encourage performance; workforce planning to efficiently grow the workforce through planning; and leadership development to target long-term programs and excellence through senior management strategies.
In today’s economic environment, identifying and attracting high-potential employees can give employers an edge on their competition and set up their organizations for future success. This white paper:
Provides background on high-potential talent.
Offers steps HR and talent management professionals can take to establish an effective high-potential talent identification program.
Identifies the competencies leading organizations are seeking in high-potential talent.
Discusses other factors HR and talent management professionals should consider when identifying high-potential talent.
This document discusses human resource interventions in projects. It outlines several key stages of project management where HR plays an important role, including project planning, orientation, execution, staff development, and managing the project team. The HR administrator works closely with managers at each stage to resolve issues, review performance, ensure compliance, and facilitate recruitment and transitions. Developing a cohesive team is also important to project success, and the document discusses techniques for team building.
HR project managers work across many fields and sectors to ensure human resources programs support long-term goals of both HR and project teams. HR project managers juggle many projects while meeting needs of individuals. They are tasked with developing new HR programs and initiatives, including training seminars. HR project managers require strong communication, analytical, leadership, and relationship management skills. Employers seek candidates with a bachelor's degree in HR or related field and around four years of experience.
This document discusses management skills and theories. It defines management as achieving goals through people and outlines management's key functions: planning, organizing, staffing, leading, and controlling. The document also discusses the objectives of management to meet goals, ensure staff welfare, and protect resources. Additionally, it explains that managers require different skills depending on their level in the organizational hierarchy, including technical, human, conceptual, and design skills. Coordination is emphasized as essential for managers to harmonize individual and organizational goals.
This document summarizes a panel discussion on project management. Some key points made:
- Project managers should provide opportunities for employees to grow their skills and abilities. Managing people is a major challenge.
- Program managers create an environment that allows project managers to succeed efficiently by finding synergies between projects and shared resources.
- Understanding individuals and motivating them is a challenge, especially on large projects. Project managers must get to know employees' skills, interests, and future potential to align them with roles where they can grow.
- Balance is important for employee commitment and dedication. Project managers should accommodate reasonable work-life balance needs when possible.
Dealing with Difficult People By Amir ParekhAmerParekh
The project manager is in charge of ensuring that the project runs smoothly. They have to deal with a lot of individuals in this position. Some people are easygoing, while others can
be difficult at times, according to Amir Parekh.
Management Functions, Skills and Roles.pptxzulfiquer1
This document discusses management functions, skills, and roles for healthcare managers. It covers key concepts such as the definition of management, the main management functions of planning, organizing, staffing, directing, controlling, and the skills required of managers including conceptual, human, and technical skills.
It describes different types of plans like strategic, tactical, operational, and contingency plans. It also outlines different ways of organizing like line, staff, functional, matrix and project structures.
The directing function involves communication, supervision, motivation, leadership, and coordination. The roles of managers are discussed including figurehead, leader, liaison, monitor, disseminator, spokesperson, entrepreneur, disturbance handler, and resource allocator.
Management Functions, Skills and Roles.pptxzulfiquer1
This document discusses management functions, skills, roles and attributes of good healthcare managers. It defines management as getting things done through people, and outlines key functions like planning, organizing, staffing, directing, controlling. It describes different types of plans, organization structures, and skills including conceptual, human and technical. Managerial roles are categorized as interpersonal, information processing and decision making. Attributes of good healthcare managers are discussed at personal, professional, institutional and psychological levels. The conclusion emphasizes that hospital management requires assimilating these concepts and skills to ensure patient satisfaction and organizational success.
This document discusses management functions, skills, and roles for healthcare managers. It covers key concepts such as the definition of management, the main management functions of planning, organizing, staffing, directing, controlling, and the skills required for managers.
The main management functions discussed are planning (strategic, tactical, operational, contingency), organizing (line, line-staff, functional, matrix, project structures), staffing, directing (communication, supervision, motivation, leadership, coordination), and controlling (monitoring, evaluation).
Conceptual, human/interpersonal, and technical skills are identified as important managerial skills. Managerial roles like figurehead, leader, liaison, monitor, disseminator, spokesperson, entrepreneur
Project Management Project Manager ProjectErin Moore
Project 2010 is a useful tool for project management that allows users to create, schedule, arrange, and link tasks. It provides structure for managing projects through outlines and connected tasks. Users can easily create new projects, tasks, and establish relationships between tasks. Project 2010's ease of use makes it suitable for project management in healthcare and other fields.
The document discusses the importance of change management for project managers. It states that project managers must effectively manage both the intentional and unintentional changes that result from projects. This involves integrating human aspects like change impact, acceptance, and resistance into the project plan. The document also cautions that projects should not be viewed in isolation, but as part of a larger organizational change program to avoid potential failure if the new project is not properly integrated. Project managers are responsible for competently managing the changes that projects introduce.
IMPACT OF PERFORMANCE MANAGEMENT ON SUCCESSION PLANNINGindexPub
Motivation: HR in an organization faces various challenges in business environment, such as Building Capabilities, Improving Productivity, Building Performance Culture, Talent Management, Succession Planning for Key Leadership and Critical Roles, Developing Accountability and Ownership, Human Capital Management and transforming HR function into developmental Role from the legacy driven HR, etc. Succession Planning is the process of identifying and developing individuals, who have potential to hold the key leadership position in an Organization, whereas Performance Management includes assessing and improving upon the performance of an employee to meet the organizational goals. There are several Management Practices, which are adopted widely in Industry to make a successful Succession Planning. Workforce and Talent Management is one of them. The health of an organization majorly depends on the proper placement of people, which is a combined outcome of Talent Identification, Talent Development and Talent Retention. Performance Management plays a vital role in Talent Identification. It also has an impact on Talent Development and Talent Retention. The key idea of succession planning suggests that the right person to be placed at the right position at the right time. Succession planning is becoming a challenge these days in the corporate world. Organizations are often not found prepared with their successors to occupy the key positions as and when required. The positions are either kept vacant for a substantial period or more than one role is assigned to a single person. Identifying the right talent for the key positions from outside the organization and recruiting them is a much more difficult task at the eleventh hour. This has a significant impact on organizational health and in turn to organizational sustainability. Organizations must last longer than people. Role of organization continues even when the people move out. Employees must superannuate after attaining a certain age. Also, organizations must have a contingency plan for sudden vacancy arises out of attrition, health hazards and death of employee. Succession planning is the strategy to ensure that a suitable person is made available during exigencies. Employees are developed for taking on higher responsibilities and for the new roles that may emerge in future. The placement of Key Leadership positions can be executed either by inviting the talent from outside or developing the talent in-house. The latter is always in demand keeping in view the core values of the organization and the impact on loyalty and organizational culture in a long run. It is preferable to develop the in-house talent pool to reduce dependency on recruitment of experienced people from outside for the critical roles. It brings the talent acquisition cost low and contributes as a motivating factor for the team as well. The acceptability of a person placed at Top / Key Leadership Positions is high when these are occupied
This document discusses the roles and skills of managers and leaders. It defines a manager as someone who coordinates and oversees the work of others to accomplish organizational goals. Managers can be classified as first-line, middle, or top managers. The key functions of management are planning, organizing, leading, and controlling. Henry Mintzberg identified 10 common managerial roles grouped into interpersonal, informational, and decisional categories. Leadership is defined as influencing a group towards achieving a goal. The document contrasts managers, who maintain the status quo, with leaders, who challenge it and do the right thing. Qualities of good leaders include a positive focus, continuous learning, strong self-esteem, and avoiding negative influences.
What is the future for Project leadership? - APM Project ArticleDonnie MacNicol
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The document discusses plans for a new ISKCON temple in Kanpur, India that will be the second largest in the organization. It details the temple's history and long-planned development. Construction began in 2011 on a 15-acre site and includes a 100,000 square foot main temple, guest houses, gardens, and other facilities. The temple is expected to draw thousands of visitors daily and help spread Krishna consciousness in the region, as envisioned by ISKCON's founder Srila Prabhupada.
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1. 1
HR Leadership & Risk Mitigation between the PM and HRPM
( in Project Management)
Pic by Ivan Bandura
Karan Dokras
Product Development || Sales || Core Team || AKIVA, Gurgaon, Haryana, India
Dr. UdayDokras
B.Sc.,B.A. (Managerial Economics) LL.B. Nagpur University, INDIA
Graduate Studies, Queen’s University, Kingston, CANADA
MBA CALSATATE USA
Graduate Diploma in Law,Stockholm University, SWEDEN
Ph.D. Stockholm University, SWEDEN
CONSULTANT HR & Administration, FDCM ESSELWORLD GOREWADA ZOO Pvt
Ltd.
A B S T R A C T
Moving beyond the traditional view of risk as a value destroyer to seeing risk as a potential value
enhancer requires creativity and vision, as well as a management control system within which this
creativity can flourish and lead to market success. Here the role of human resource is vital. HR
practices will contribute to creating risk as well as mitigating them. Herein lies the double edged
character of people management. How one can be reduced to enhance the contribution of the other is
what this article deals with.
2. 2
Abbreviations
PM - Project Manager
PHRM-Project Human Resource Manager
Key words
Mitigation strategies, hazard, risk management and strategy, HR, Motivation of employees
Introduction:Right from our school days, we have been hearing about projects (Science projects, Math
projects, group projects?). Then you have something as big as DRDO’s CHANDRAYANMission (To
study the Moon by landing on it). This is also called a project.
So, how exactly does one define a project?
Though there are innumerable variations within, a project is a task that needs to be completed.
If DRDO calls its mission a project, it is because it wants to achieve a certain goal.
If a teacher gives a project to a student, he/she wants the student to complete an assignment.
When we hear about projects in the context of companies, it has the similar meaning. It is that
of accomplishing a defined goal.
Projects don’t get done by themselves. They need people to carry them out. This is where project
managers and project management team come into the picture. When we look at the project
management life-cycle, there are many people and groups involved. They help in designing, developing
and delivering the goals set out in the project. The objective of this article is to define the roles and
responsibilities of a project HR manager in the project management team.
A project consists of a diversity of individual’s movements and organizations which are all congregated
to attain a definite task in an unambiguous time. Leadership is an important characteristic for manager
in managing projects. Leadership skills can improve productivity, which results in effectiveness,
satisfaction, and extra effort. Managing a project is not an easy job. Moreover making sure that the
project is successfully completed within the allotted budget and time frame, with the intended results,
is even more difficult. A project manager has to undertake huge responsibilities on his shoulders. Even
the experienced project managers at times find it difficult to keep control on all the aspects of a project.
This clearly indicates that the job of a first time project manager would be all the more difficult.
A key element in the success of a company is good leadership skills of a project manager and a project
can be managed with minimal problems occur. Apart from that, interpersonal skills are also needed in
order to reflect the project manager's ability to bring workers involved in a project. The goal of the
research is to delineate project leadership as a managerial function in order to provide comprehensive
3. 3
insight needed for garnering success. The foundation of the problem domain is in the setting that the
person performing the function of project management is expected to manage a complex system, steer
it towards a purpose, continuously facing limitations and changes in the resources and environment.
For a project to be successful, it requires a complete team effort. The roles and responsibilities assigned
to the team members could be small or huge. But, at the end of the day, every role and responsibility
matters as it’s a collective team effort. It is this effort that drives project on the success path. Project
manager and project management team are like two facets of a coin. Hence, for the project to be
successful, both project manager and the team need to work as an efficient team.
The issue of project leadership needsmore attention in project management literature, eventhough calls
have been made for more research on project leadership1. It is apprehended on the basis of literature
that there is a vital need of effective role which must be able to lead and manage simultaneously in
complex and challenging working environment. Project leadership is critical to overcome this
challenge, which has been cultivated as a brainchild of leadership and management in last decade.
Therefore, it becomes important to understand the differences between project leadership and project
management,to determine the effect of project leadership performance on success or failure of project2
.
Human Resource Paradigms
Organizations face a constantly evolving risk management landscape. Employee training and shared
information are essential to mitigate risk. An effective HR system can be very useful for supporting
compliance throughout your organization. How the management team views and feels about human
resources directly affects human resource management. Like risk, human resources are pervasive in the
business. Human resource management is most effective when integrated with decision making
throughout the business. This leads to recognition that each production, financial, and marketing
decision has a human component or influence. Which choice is made, how the decision is carried out,
the follow-up and monitoring depend on people. Isolating management team and employee issues from
production, financial, and marketing management frustrates people and creates unnecessary risk in a
business.enterprise.
To understand fully how human resource management and risk management are interrelated, one must
understand human resource management. It is the staffing, training, development, motivation, and
maintenance of employees to help accomplish organizational goals. Effective human resource
management also helps employees accomplish their careergoals. HR,asa process,canbe broken down
into specific activities: job analysis, writing job descriptions, hiring, orientation, training,
employer/employee interactions, performance appraisal, compensation, and discipline. Understanding
these activities helps explain the relationship between human resources and risk. Failure to successfully
4. 4
carry out these activities increases risk and penalizes the business by not taking advantage of what its
people.could.be.contributing.
Who is a Project HR Manager?
A project HR manager is a person who is responsible for leading the human resources in a project. In
other words, project HR managers are the spearheads employees of a project. They ensure that the
project is completed within the specified deadline by assisting the project managers and gets delivered
to the client without any flaws. If the PM handles all the aspects of the project from project initiation
to project delivery all the human relations issues and risk mitigation is managed by the project HR
manager.
To put it simply, he is the champion of the project. He provides the vision of the project to his team
members and keeps their focus firmly fixed on the same. He/she is that person who ultimately gets
praised for the success of the project or discredited for the failure of it. The project manager is
accountable for the fate of a project and the project HR manager for that too but more so for the fate
of the humans.
What is a Project Team?
A project team is a group of individuals teamed together. Their purpose is to achieve a specific
business task or goal. The project teams can be created on a temporary basis or for a very long
duration. The duration can range from a week to few years. These skilled individuals can be either
from different functional areas or a similar one. Further, a company can create a team out of the
existing employees or can hire new people to manage the project. A project manager is also an
integral part of the project team and the project HR manager is above them all as far as non-
materialistic aspect of the project goes. The team and the manager collectively together contribute to
the success of the project.
5. 5
Howdoes a project manager handle risk?
Managing risk involves identifying potential threats or positive developments. The risks could be in the
form of a probability of a key team member resigning from the job or a sponsor suddenly pulling out
of the project. Next is the job of developing a course of action in case the risk plays out. It involves
various responses such as looking for alternatives, estimating the cost of other solutions etc. The HR
function has a critical role to play in risk management. HR needs to identify and manage its
people risks effectively if it is to contribute to an organization’s success. There are many
people-related risk exposures that can have a significant impact on an organization’s objectives
and reputation.Managing risk begins with managing culture, and culture is inevitably shaped
and shepherded by the men and women in executive leadership. Negligent hiring and retention
are at the top of the risk stack when it comes to curtailing effects on a company. People are
sources of risk, and any time a company makes an improper hiring decision, the company
potentially opens itself up to negative consequences.
Risk comes in many shapes and sizes, and can come from many directions, both internally and
externally. Much time and energy is spent managing risk presented by economic and commercial
forces to ensure sustainable profitability and growth, but we shouldn’t forget the significant risks that
relate to maintaining the internal capabilities of an organization - its people or human resources (HR).
And while risk is inevitable, there is a critical need for organizations to identify, understand, prioritize
and manage key risks with a pragmatic, integrated and coordinated approach. The long-term and
sustained success of an organization relies on the recruitment, training, development, motivation,
behavior, intentions and retention of employees with sufficient skills that help accomplish
organizational goals. The two key factors,both closely aligned with strategic objectives are an
effective Enterprise-wide Risk Management (ERM) framework, and HR Management. All
management inputs and interventions have a significant human component and can all adversely
affect an organization’s performance and future. In fact,the HR component is critical to risk
management because not only are the people actions are the key risk areas but also because people are
also critical in managing risk. In short, people actions cause risk but other people resolve these risks
by their temperate,remedial actions. Human resources have two roles in risk management. First,
people are a source of risk, e.g.,shortage of employees, people doing sloppy work, an employee
refusing to take on additional responsibility, or a key employee leaving two months after completion
of a one-year training program.
Second, people are important in handling risk, e.g., people using their ingenuity to solve unexpected
problems, employees going the extra mile for the good of the organization, a key employee
6. 6
redesigning her own job to avoid unnecessary delays in getting work done, or an employee persuading
a talented friend to apply for a position in the business. Human resources include more than regular
full-time employees. They include all management and labor personnel, owner family and non-family
members, full-time and part-time people, and seasonaland year-round employees.
Human resources play important roles in businesses of all sizes. Orientation and training matter as
much for one employee as for 20 employees. A business with just two people can have serious
conflicts that jeopardize the business’ continuity and success. No team of people is so small as to
avoid the need for leadership or so large as to make leadership impossible.
Risk management also involves communicating. The project manager needs to inform the team
members and other stakeholders about the risks. It also includes, in some cases,assigning the task of
handling a specific risk to a certain team member. If he/she doesn’t optimize the risk, it is the job of
the project manager to hold the person responsible. Finally, the role of the project manager is to make
sure that the risk response is implemented as envisioned.
Responsibilities ofa Project Management Team
The members of the project management team also have certain responsibilities. The priority is to
carry out the tasks assigned to them by their project manager. Further, the members need to
communicate to the project manager the task progress. In case,there are any changes/issues, they are
expected to immediately inform their leader.
In case,the team member has been taken into the team as an ‘expert’ in some area. Then,he or she is
expected to show initiative and not wait for the project manager to guide them even on small tasks.
What if the team members do not get along with each other? It can lead to delays and, in worst case
scenarios, to the failure of the entire project. Hence,they need to work with the other team members
and treat them with cordial respect.
If it is a huge project, then some members act as team leads and provide help to the team members. In
this way, there would be better coordination among team members. Also, the project can be delivered
to the client on time without any delays.
The issue of project leadership needs more attention in project management literature, even though
calls have been made for more research on project leadership1. It is apprehended on the basis of
literature that there is a vital need of effective role which must be able to lead and manage
simultaneously in complex and challenging working environment. Project leadership is critical to
overcome this challenge, which has been cultivated as a brainchild of leadership and management in
7. 7
last decade. Therefore,it becomes important to understand the differences between project leadership
and project management, to determine the effect of project leadership performance on success or
failure of project 2.
What is Risk Management?
Effective risk management is essential for the success of large projects, particularly for the one-of-a-
kind projects that characterize much of its mission. Risk mitigation is an outline of steps to minimize
or eliminate a hazard or dangerous situation. Emergency preparedness for the following risks:
weather,fire, hazardous material and violence. Risk mitigation strategies are designed to eliminate,
reduce or control the impact of known risks intrinsic with a specified undertaking, prior to any injury
or fiasco. With these strategies in place, risks can be foreseen and dealt with. Fortunately, today’s
technology allows businesses to formulate their risk mitigation strategies to the greatest capacity yet.
While every organization needs to identify the strategies that are most appropriate for them, here are a
few simple strategies to perfect the process.
In the end, that’s what project managers and HR project people do. They mitigate risk in the release of
projects by managing the entire process from ideation 1
to planning to creation to execution and
rollout. Put simply HR mitigate people-related risks to ensure everyone at the organization is set up
for a successful, supported, and happy career.
Human resources have two roles in risk management. People are the main sources of „competencies‟
and „capabilities‟ of the firm that leads to profitability.2
First,people are a source of risk, e.g., shortage of employees, people doing sloppy work, an employee
refusing to take on additional responsibility, or a key employee leaving two months after completion
of a one-year training program. 3
8. 8
Second,people are important in handling risk, e.g.,people using their ingenuity to solve unexpected
problems, employees going the extra mile for the good of the organization, a key employee
redesigning her own job to avoid unnecessary delays in getting work done, or an employee persuading
a talented friend to apply for a position in the business.
Human resources,especially key-persons, are so important within the business. A key employee is
someone who cannot be easily. The most common of the reasons people leave is the competence of
the managers that leads to a bad work atmosphere and push the employee to quit the company.4
It’s an exciting and challenging time to be in HR leadership. Elemental forces are driving HR out of
its long-established functional orbit around the business and pulling it into the core value drivers.
Leaders who can effectively navigate this positional shift will have an unprecedented opportunity to
bolster business outcomes and worker productivity as well as their own careers.
REFERENCES
1. See Ideation in Architecture by Srishti Dokras, research paper in academia.edu
2. 360-degree feedback was collected on 2,187 HR leaders spread across hundreds of different
organizations with 68% of those leaders located in the US, 11% in Asia, 8% in Europe, 7% in
Latin America,4% in Canada,and 1% in Africa,Zenger Folkman collected
3. Competing for the Future, Gary Hamel,C.K. Prahalad, Harvard Business Review, August 1994
4. The Loss of A "Key Person": Risk To The Enterprise; How To Manage It? R.M.A.
Zhongnan, University of Economics and Law Wuhan China, IOSR Journal of Business and
Management , Volume 17, Issue 2.Ver. III (Feb. 2015), PP 38-44