Concept of potential appraisal system
Need of a potential appraisal system
Process of evaluating employee potential
Methods of evaluating employee potential
Concept of potential appraisal system
Need of a potential appraisal system
Process of evaluating employee potential
Methods of evaluating employee potential
Discipline, Grievance and Industrial Relations.Anubha Rastogi
Grievance is the first requisite that leads to indiscipline. Effective grievance handling is not only crucial to maintain harmony but also employee satisfaction.
Training - Human Resource Management HRMDeva Pramod
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
the slide describes the various approaches of human resource development such as human capital appraisal approach, integrated system approach, integrated framework approach, etc.
Grid organizational development - comprehensive OD interventions - Organiza...manumelwin
Designed by Robert R. Blake and Jane S. Mouton.
Six phase program lasting about 3-5 years.
An organization can move systematically from the stage of examining managerial behavior and style to the development and implementation of an ideal strategic corporate model.
Performance-linked compensation (PLC) is a form of payment from an employer to an employee, which is directly related to the performance output of an employee and which may be specified in an employment contract.
human resource development and human resource management, and its concept, meaning characteristics and significance in service organizations. it is very useful and resourceful to those who are searching information about the significance of hard and hrm in the service sector.
Discipline, Grievance and Industrial Relations.Anubha Rastogi
Grievance is the first requisite that leads to indiscipline. Effective grievance handling is not only crucial to maintain harmony but also employee satisfaction.
Training - Human Resource Management HRMDeva Pramod
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
the slide describes the various approaches of human resource development such as human capital appraisal approach, integrated system approach, integrated framework approach, etc.
Grid organizational development - comprehensive OD interventions - Organiza...manumelwin
Designed by Robert R. Blake and Jane S. Mouton.
Six phase program lasting about 3-5 years.
An organization can move systematically from the stage of examining managerial behavior and style to the development and implementation of an ideal strategic corporate model.
Performance-linked compensation (PLC) is a form of payment from an employer to an employee, which is directly related to the performance output of an employee and which may be specified in an employment contract.
human resource development and human resource management, and its concept, meaning characteristics and significance in service organizations. it is very useful and resourceful to those who are searching information about the significance of hard and hrm in the service sector.
Systematical process for applying Behavioral science principles (psychology, Sociology,cultural anthropology) and practices in organizations to increase individual & organizational effectiveness.
career development- definitions, characteristics, objectives, theories of career development, importance of career development, principles of career development, stages of career development, factors affecting career development,
Strengthen on-boarding process for new employees and create deeper engagement with new employees right in the beginning. Check the pulse and significantly reduce cause and cost of early attrition.
Similar to hrd systems, processes, outcomes and organizational effectiveness (20)
2. According to T.V Rao,
"HRD is the process of enabling people to make
thing happen. It deals both with the process of
competency development in people and
creation of conditions to help people apply
these competency development in people and
the creation of conditions to help people apply
these competencies for their own benefit and
for that of others."
3. HRD SYSTEMS
• HRD functions are carried out through its systems
and sub systems.
• HRD has five major systems
• each of the systems has sub systems
1.Career system
2.Work system Individual And Team Oriented
3. Development system
4. Self renewal system
5. Culture System
organization based
5. Work system
Subsystems :
• Role analysis
• Role efficacy
• Performance plan
• Performance feedback and guidance
• Performance appraisal
• Promotion
• Job rotation
• Reward
6. Development system
Subsystems :
• Induction
• Training
• Job enrichment
• Self-learning mechanisms
• Potential appraisal
• Succession Development Counseling
• Mentor system
8. Culture system
Subsystems :
• Vision, Mission and Goal
• Values
• Communication
• Get-togethers and celebrations
• Task forces
• Small Groups
9. HRD PROCESSES
• HRD - a process-oriented function
• HRD functions - fail because the processes
involving the systems are not adequately
addressed.
• concerns the question of “how”& “why ”
• emphasizes - behavioral &interactional
dimensions.
10. • HRD processes centered around :
1. Employee
2. Role
3. Teams
4. Organization
11. 1. Individual: Individual is the basic constituent
of an organization. All the behavioral pattern
and dynamisms emerge from individuals.
o Efficacy
o Effectiveness
o Styles
o Leadership
12. 2. Role: Role is a dynamic entity which involves
the expectations of significant others and self
from the position of the role holder.
Role related HRD processes in organizations.
o Competencies for job performance
o Commitment
o Motivation
o Frustration
o Stress & Burnout
13. 3. Teams: When individuals begin to work in
team, behavioral patterns and dynamisms
emerge.
o Communication
o Feedback
o Conflict resolution
o Collaboration
14. 4. Organization: A large number of HRD processes
are organization related.
oOrganizational Climate
oCommunication
oLearning Organization
o Organizational Change
oOrganizational Development
15. HRD Outcomes
HRD outcomes provide the ground rules to build an
organization excelling in people, processes, products
and profits.
Outcomes :
• Training makes people more competent.
They develop new skills, knowledge and attitudes.
• There is greater clarity of norms and standards.
People become better aware of the skills required for
job performance.
• People become more committed to their jobs
because there comes greater objectivity in the
administration of reward.
16. • People develop greater trust and respect for each
other. They become more open in the behavior and the
new outcome like values are generated.
• There is great collaboration and team work which
produces synergy effect.
• There is greater readiness on the part of employees to
accept change. They find themselves better equipped
with problem solving capabilities.
• Lot of useful and objective data on employees are
generated which facilitate human resource planning.
• Participation develops in works a sense of
achievement and pride.
• HRD helps inducing multi skills to the employees.
17.
18. Organizational Effectiveness
• Organizational effectiveness is the concept of
how effective an organization is in achieving
the outcomes the organization intends to
produce. The idea of organizational
effectiveness is especially important for
nonprofit organizations as most people who
donate money to nonprofit organizations and
charities
19. Effectiveness is a function of:
•Higher productivity
•Cost reduction
•More profits
•Growth and diversification
•Better image