KM and HR - The case for collaboration
•Download as PPT, PDF•
1 like•1,324 views
The document discusses the importance of collaboration in the workplace and how human resource practices can be reformed to promote a knowledge sharing culture. It suggests that HR policies related to hiring, training, performance reviews, incentives, promotions, job rotation, and retention should evaluate and reward employees based on their collaboration skills and contributions to sharing knowledge. The goal is to create an environment where employees feel a sense of belonging through collaborative learning and wins, leading to higher satisfaction and engagement.
Report
Share
Report
Share
![The Case for Collaboration Nirmala Palaniappan [email_address] May 2011 Employee Satisfaction Knowledge Culture](https://image.slidesharecdn.com/kmandhr-110518043057-phpapp02/85/KM-and-HR-The-case-for-collaboration-1-320.jpg)
![[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
Hrd strategies
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.
Career development
Hi guys..this presentation will surely help you in understanding the aspects of career development as an hr policy
Current Role Profile - Head of HR
The position of Manager Human Resource is responsible for managing all aspects of human resource functions including developing policies, programs for employment, compensation, training, health and safety. This position serves as the key advocate for employees and develops company talent. The manager reports to the Director of Human Resources and Administration and supervises the human resource staff. Specific responsibilities include strategic workforce planning, talent management, culture change initiatives, employee communication, and ensuring health and safety policies. The ideal candidate is an experienced HR leader with strong communication, change management, and business partnership skills.
human resource management
The document discusses the importance, role, and responsibility of an HR manager in a contemporary organization. It explains that an HR manager helps formulate policies, acts as an advisor to solve day-to-day problems, represents management, makes decisions about objectives and programs, mediates conflicts, provides leadership, acts as a welfare officer, and maintains employee records. The goal of HR management is to make workers more satisfied and productive by effectively managing people at work.
Changing role of personnel manager
The role of the HR manager is changing to parallel the evolving needs of organizations. HR professionals are now considered strategic partners who help develop business plans and objectives. They also act as employee advocates, creating an environment where people are motivated and happy, and as change mentors who champion organizational changes and link them to strategic needs to minimize resistance.
Career Development 101
This document provides an overview of an employee development program. It discusses the goals of developing employees to meet strategic business needs and stay competitive. The workshop objectives are to teach motivating employees to develop themselves and coach their development. Development is defined as planned, continuous learning to maximize strengths. The key aspects are development planning based around critical competencies and a partnership between employees, supervisors, and the organization to face future challenges through continuous learning.
HR FUNCTIONS
This document discusses human resource management. It begins by introducing the author and their institution. It then provides brief definitions of management and human resource management.
The document states that human resource management is an essential part of every manager's responsibilities, but many organizations find it advantageous to establish a specialist division to ensure the human resource function is performed efficiently.
It lists some of the basic functions of human resource management as staffing, training and development, motivation, and maintenance. The remainder of the document consists of questions related to various human resource management functions such as recruitment, performance management, industrial relations, compensation and benefits, training and development, health and safety, and equal employment opportunities.
Career development ppt
This document discusses career development and the roles of both employers and employees in the career development process. It outlines several methods that organizations can use to support career development, including career planning workshops, career counseling, mentoring, and personal development plans. Both employers and employees have important roles to play - employers should encourage and reward employees, while providing development opportunities. Employees are responsible for assessing their own skills and knowledge, seeking career information, and establishing goals. The document also presents five typical career stages from preparation for work to late career.
Recommended
Hrd strategies
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.
Career development
Hi guys..this presentation will surely help you in understanding the aspects of career development as an hr policy
Current Role Profile - Head of HR
The position of Manager Human Resource is responsible for managing all aspects of human resource functions including developing policies, programs for employment, compensation, training, health and safety. This position serves as the key advocate for employees and develops company talent. The manager reports to the Director of Human Resources and Administration and supervises the human resource staff. Specific responsibilities include strategic workforce planning, talent management, culture change initiatives, employee communication, and ensuring health and safety policies. The ideal candidate is an experienced HR leader with strong communication, change management, and business partnership skills.
human resource management
The document discusses the importance, role, and responsibility of an HR manager in a contemporary organization. It explains that an HR manager helps formulate policies, acts as an advisor to solve day-to-day problems, represents management, makes decisions about objectives and programs, mediates conflicts, provides leadership, acts as a welfare officer, and maintains employee records. The goal of HR management is to make workers more satisfied and productive by effectively managing people at work.
Changing role of personnel manager
The role of the HR manager is changing to parallel the evolving needs of organizations. HR professionals are now considered strategic partners who help develop business plans and objectives. They also act as employee advocates, creating an environment where people are motivated and happy, and as change mentors who champion organizational changes and link them to strategic needs to minimize resistance.
Career Development 101
This document provides an overview of an employee development program. It discusses the goals of developing employees to meet strategic business needs and stay competitive. The workshop objectives are to teach motivating employees to develop themselves and coach their development. Development is defined as planned, continuous learning to maximize strengths. The key aspects are development planning based around critical competencies and a partnership between employees, supervisors, and the organization to face future challenges through continuous learning.
HR FUNCTIONS
This document discusses human resource management. It begins by introducing the author and their institution. It then provides brief definitions of management and human resource management.
The document states that human resource management is an essential part of every manager's responsibilities, but many organizations find it advantageous to establish a specialist division to ensure the human resource function is performed efficiently.
It lists some of the basic functions of human resource management as staffing, training and development, motivation, and maintenance. The remainder of the document consists of questions related to various human resource management functions such as recruitment, performance management, industrial relations, compensation and benefits, training and development, health and safety, and equal employment opportunities.
Career development ppt
This document discusses career development and the roles of both employers and employees in the career development process. It outlines several methods that organizations can use to support career development, including career planning workshops, career counseling, mentoring, and personal development plans. Both employers and employees have important roles to play - employers should encourage and reward employees, while providing development opportunities. Employees are responsible for assessing their own skills and knowledge, seeking career information, and establishing goals. The document also presents five typical career stages from preparation for work to late career.
HR functions
The document outlines the key functions of human resource management including planning, staffing, employee development, and employee maintenance. It discusses how these functions work towards effective utilization of human resources, desirable working relationships, and individual development. Some example functions are human resource planning, job analysis, staffing, orientation, training, performance appraisal, compensation, and benefits. The primary responsibilities of an HR manager are developing knowledge of corporate culture and policies, acting as an internal change agent, keeping communication lines open, identifying HR strategies, and evaluating the impact of HR interventions.
Role of hr
The document discusses different models of human resource management (HRM), including the contextual model, HR role framework, Michigan matching model, and Harvard model. It also examines the role of HR in different countries and contexts. Specifically, it explores the tensions between universal and country-specific approaches to HRM practices. Additionally, it analyzes the tradeoffs between centralized vs decentralized HR structures and the levels of integration with business strategy and devolvement to line managers.
HR 2020 - The future of HR Practices
Without a doubt, “TECHNOLOGY” is changing HR functions. This “PRESENTATION” lays out what will change and why, as well as how “HR" professionals can prepare FOR FUTURE i.e. 2020
Purposes and objectives of human resource mangement
purposes of hrm with bullets and objectives in details in context of management and education both.meaning of hrm with conclusion and references
HUMAN RESOURCE
This document provides an overview of human resource management (HRM). It discusses the key terms, functions, evolution and challenges of HRM. Specifically, it outlines the four main functions of HRM as staffing, training and development, motivation, and maintenance. For each function, it describes the objectives and components. It also discusses the roles of HR managers and common challenges faced, such as economic changes, workforce issues, and organizational restructuring.
Characteristics of HRM - human resource management
The document discusses several key characteristics of human resource management (HRM). It describes two models of HRM - the "hard" version which views people as resources for competitive advantage, and the "soft" version which focuses on motivation and communication. Additionally, it states that strategic integration of HRM issues, developing employee commitment, treating people as human capital, having a unitarist philosophy that employees share the organization's goals, managing HRM centrally at the senior level, and focusing on business values are all characteristics of HRM.
Principles of Human Resource Management
Human resource management is “ The planning, organizing, directing, and controlling of procurement, development, compensation, integration, maintenance, and separation of human resource to the end that individual, organizational and social objectives are accomplished”.
HRM Functions of Gul Ahmed Textile Company ,Naveed Khaskheli
Human resource management functions can be divided into managerial functions and operative functions. The managerial functions include planning, organizing, staffing, directing, and controlling. The operative functions involve procurement, development, compensation, maintenance and motivation, and integration. Procurement deals with activities like recruitment, selection, and placement. Development refers to training programs. Compensation determines pay scales and benefits. Maintenance aims to ensure a safe and healthy work environment. Integration works to align employee and organizational goals through programs like grievance resolution.
Profile - Muhammad Farhan -
Muhammad Farhan is a human resources professional with over 10 years of experience in areas such as organization development, human capital management, and performance management. He has an MBA in human resource management and has obtained several certifications including SHRM Senior Certified Professional, Certified HR Business Professional, and Certified HR Management Professional. Farhan has worked with multiple industries in Pakistan and the UAE and provided training to employees of various multinational and local companies.
Introduction,meaning,nature,scope of hrm
This document discusses the concept and scope of human resource management. It states that HR refers to the knowledge, skills, and abilities of an organization's members, and that HR is the most valuable asset of an organization. It also notes that while HR functions are managed by the HR department, all managers are responsible for managing human resources. The document then discusses the objectives of HRM, which include acting as a link between management and employees, maintaining an adequate workforce, and upholding ethics. Finally, it outlines the broad scope of HRM, noting that it encompasses personnel management, employee welfare, and industrial relations.
The role of the human resource manager
The role of the human resource manager is to:
1) Ensure employees work in environments that optimize performance for both the employee and organization.
2) Develop new ways to enhance productivity and ensure organizational readiness for future competition.
3) Make sure all employees feel secure and safe on the job as part of understanding the workplace culture.
Assignment on business analytics
Human resource management deals with recruiting, training, and administering benefits for employees. It focuses on staffing, compensation, training, labor relations, and organizational development. The human resources department is responsible for job recruitment and selection, developing employee benefits programs, personnel policies, employee development, and addressing issues like disciplinary actions and workplace injuries. Human resource management aims to address employee concerns, acquire new employees, manage employee separations, and improve workplace morale. The goals of today's HR teams are to define organizational purpose, recruit the best talent, focus on employee strengths, ensure organizational alignment, and accurately measure organizational metrics.
What is HR management?
The presentation gives a short overview about Diploma in HR management is a necessity today because of the ever-evolving role of HR executives in an organization.
Introduction to Human Resource Management
This document provides an overview of human resource management (HRM). It discusses key concepts like the definition of HRM, its objectives and functions. Some key points discussed include:
- HRM involves planning, organizing, directing and controlling activities related to procuring, developing and maintaining a competent workforce.
- Major functions of HRM include managerial functions like planning and organizing as well as operative functions like recruitment, development and compensation.
- Objectives of HRM are to help the organization achieve its goals by ensuring effective utilization of human resources and maintaining high employee morale and satisfaction.
Hrm ppt - 2021
The document discusses human resource management (HRM) and performance appraisal. It defines HRM as the process of planning, acquiring, training, appraising, and compensating employees while also addressing labor relations, health, safety, and fairness concerns. HRM aims to match an organization's needs with the skills of its employees. Performance appraisal is defined as a system to review and evaluate an individual's or team's performance over a period of time in order to identify gaps and help organizational control. The document outlines various HRM functions including recruitment, training, development, and compensation as well as methods for performance appraisal.
The changing role of hr manager
The document discusses the changing role of the HR manager in organizations. It describes the HR manager's roles as an information source, specialist, service provider, strategist, change agent, controller, and problem solver. As a strategist, the HR manager contributes to organizational objectives and ensures HR objectives align with business goals. As a specialist, the HR manager identifies capability gaps and works to fill them through training and resources. As a change agent, the HR manager champions change, adapting the organization and minimizing employee dissatisfaction. The document also discusses the HR manager's roles as an internal consultant, developing employee growth and relations, and as a facilitator between employees and management.
Human resource management,
The document outlines the key functions of human resource management (HRM). It discusses both the managerial functions of HRM including planning, organizing, directing, and controlling as well as the operative functions such as staffing, development, compensation, and maintenance. Under operative functions, it provides further details on activities like recruitment, selection, training, performance appraisal, benefits administration, and employee welfare. It also notes emerging issues in HRM like HR audit, HR accounting, and international HRM.
Introduction to Human Resource Management
Meaning of HRM, Importance of HRM, Objectives and Functions, process of HRM, Systems and Techniques, Role of human resource manager, duties and responsibilities of human resource manager, typical organization set up of human resource department.
BBA-SEM-3-HRM-Development
The document discusses various methods for developing managers, including understudy assignments, committee assignments, role playing, in-basket exercises, and transactional analysis. Understudy assignments involve subordinates learning directly from senior managers. Committee assignments develop decision-making skills through group deliberations. Role playing allows trainees to develop different perspectives by taking on roles of various managers. In-basket exercises present typical managerial situations for trainees to respond to. Transactional analysis examines interactions between people's child, adult, and parent ego states.
Strategic HRM
This document discusses strategic human resource management (HRM). It defines strategic management as formulating, implementing, and evaluating business strategies to achieve organizational objectives. Strategic HRM requires focusing on strategic issues rather than operational issues and aligning programs, policies, and practices with organizational strategies. The document provides examples of companies like Coca-Cola, Colgate-Palmolive, and LG that take strategic approaches to HRM. It also outlines possible roles, barriers, outcomes, and a model for strategic HRM. Finally, it discusses the support and changes required for HR to help deliver organizational excellence.
Human capital management
The document discusses several principles and programs related to human resources management. It outlines the importance of aligning HR programs with organizational objectives and strategies. It also describes programs for staffing assessment, job descriptions, recruitment, training, and developing career paths. Critical success factors for implementing new programs include leadership, communication, and change management.
Draft proposal
The document outlines a draft proposal for a music magazine targeting young adults aged 18-25. The main feature article will profile an up-and-coming artist, discussing their influences, previous work, and including quotes from the artist and people who know them. The purpose of the magazine is to have a lighthearted yet sophisticated tone to engage readers through the use of photos, bold text, and profiles of both emerging and established artists from genres like electronic music. The business model aims to create a visually striking magazine using a red, black, and white color scheme and distinctive font, similar to an example magazine that provides extra content for readers.
More Related Content
What's hot
HR functions
The document outlines the key functions of human resource management including planning, staffing, employee development, and employee maintenance. It discusses how these functions work towards effective utilization of human resources, desirable working relationships, and individual development. Some example functions are human resource planning, job analysis, staffing, orientation, training, performance appraisal, compensation, and benefits. The primary responsibilities of an HR manager are developing knowledge of corporate culture and policies, acting as an internal change agent, keeping communication lines open, identifying HR strategies, and evaluating the impact of HR interventions.
Role of hr
The document discusses different models of human resource management (HRM), including the contextual model, HR role framework, Michigan matching model, and Harvard model. It also examines the role of HR in different countries and contexts. Specifically, it explores the tensions between universal and country-specific approaches to HRM practices. Additionally, it analyzes the tradeoffs between centralized vs decentralized HR structures and the levels of integration with business strategy and devolvement to line managers.
HR 2020 - The future of HR Practices
Without a doubt, “TECHNOLOGY” is changing HR functions. This “PRESENTATION” lays out what will change and why, as well as how “HR" professionals can prepare FOR FUTURE i.e. 2020
Purposes and objectives of human resource mangement
purposes of hrm with bullets and objectives in details in context of management and education both.meaning of hrm with conclusion and references
HUMAN RESOURCE
This document provides an overview of human resource management (HRM). It discusses the key terms, functions, evolution and challenges of HRM. Specifically, it outlines the four main functions of HRM as staffing, training and development, motivation, and maintenance. For each function, it describes the objectives and components. It also discusses the roles of HR managers and common challenges faced, such as economic changes, workforce issues, and organizational restructuring.
Characteristics of HRM - human resource management
The document discusses several key characteristics of human resource management (HRM). It describes two models of HRM - the "hard" version which views people as resources for competitive advantage, and the "soft" version which focuses on motivation and communication. Additionally, it states that strategic integration of HRM issues, developing employee commitment, treating people as human capital, having a unitarist philosophy that employees share the organization's goals, managing HRM centrally at the senior level, and focusing on business values are all characteristics of HRM.
Principles of Human Resource Management
Human resource management is “ The planning, organizing, directing, and controlling of procurement, development, compensation, integration, maintenance, and separation of human resource to the end that individual, organizational and social objectives are accomplished”.
HRM Functions of Gul Ahmed Textile Company ,Naveed Khaskheli
Human resource management functions can be divided into managerial functions and operative functions. The managerial functions include planning, organizing, staffing, directing, and controlling. The operative functions involve procurement, development, compensation, maintenance and motivation, and integration. Procurement deals with activities like recruitment, selection, and placement. Development refers to training programs. Compensation determines pay scales and benefits. Maintenance aims to ensure a safe and healthy work environment. Integration works to align employee and organizational goals through programs like grievance resolution.
Profile - Muhammad Farhan -
Muhammad Farhan is a human resources professional with over 10 years of experience in areas such as organization development, human capital management, and performance management. He has an MBA in human resource management and has obtained several certifications including SHRM Senior Certified Professional, Certified HR Business Professional, and Certified HR Management Professional. Farhan has worked with multiple industries in Pakistan and the UAE and provided training to employees of various multinational and local companies.
Introduction,meaning,nature,scope of hrm
This document discusses the concept and scope of human resource management. It states that HR refers to the knowledge, skills, and abilities of an organization's members, and that HR is the most valuable asset of an organization. It also notes that while HR functions are managed by the HR department, all managers are responsible for managing human resources. The document then discusses the objectives of HRM, which include acting as a link between management and employees, maintaining an adequate workforce, and upholding ethics. Finally, it outlines the broad scope of HRM, noting that it encompasses personnel management, employee welfare, and industrial relations.
The role of the human resource manager
The role of the human resource manager is to:
1) Ensure employees work in environments that optimize performance for both the employee and organization.
2) Develop new ways to enhance productivity and ensure organizational readiness for future competition.
3) Make sure all employees feel secure and safe on the job as part of understanding the workplace culture.
Assignment on business analytics
Human resource management deals with recruiting, training, and administering benefits for employees. It focuses on staffing, compensation, training, labor relations, and organizational development. The human resources department is responsible for job recruitment and selection, developing employee benefits programs, personnel policies, employee development, and addressing issues like disciplinary actions and workplace injuries. Human resource management aims to address employee concerns, acquire new employees, manage employee separations, and improve workplace morale. The goals of today's HR teams are to define organizational purpose, recruit the best talent, focus on employee strengths, ensure organizational alignment, and accurately measure organizational metrics.
What is HR management?
The presentation gives a short overview about Diploma in HR management is a necessity today because of the ever-evolving role of HR executives in an organization.
Introduction to Human Resource Management
This document provides an overview of human resource management (HRM). It discusses key concepts like the definition of HRM, its objectives and functions. Some key points discussed include:
- HRM involves planning, organizing, directing and controlling activities related to procuring, developing and maintaining a competent workforce.
- Major functions of HRM include managerial functions like planning and organizing as well as operative functions like recruitment, development and compensation.
- Objectives of HRM are to help the organization achieve its goals by ensuring effective utilization of human resources and maintaining high employee morale and satisfaction.
Hrm ppt - 2021
The document discusses human resource management (HRM) and performance appraisal. It defines HRM as the process of planning, acquiring, training, appraising, and compensating employees while also addressing labor relations, health, safety, and fairness concerns. HRM aims to match an organization's needs with the skills of its employees. Performance appraisal is defined as a system to review and evaluate an individual's or team's performance over a period of time in order to identify gaps and help organizational control. The document outlines various HRM functions including recruitment, training, development, and compensation as well as methods for performance appraisal.
The changing role of hr manager
The document discusses the changing role of the HR manager in organizations. It describes the HR manager's roles as an information source, specialist, service provider, strategist, change agent, controller, and problem solver. As a strategist, the HR manager contributes to organizational objectives and ensures HR objectives align with business goals. As a specialist, the HR manager identifies capability gaps and works to fill them through training and resources. As a change agent, the HR manager champions change, adapting the organization and minimizing employee dissatisfaction. The document also discusses the HR manager's roles as an internal consultant, developing employee growth and relations, and as a facilitator between employees and management.
Human resource management,
The document outlines the key functions of human resource management (HRM). It discusses both the managerial functions of HRM including planning, organizing, directing, and controlling as well as the operative functions such as staffing, development, compensation, and maintenance. Under operative functions, it provides further details on activities like recruitment, selection, training, performance appraisal, benefits administration, and employee welfare. It also notes emerging issues in HRM like HR audit, HR accounting, and international HRM.
Introduction to Human Resource Management
Meaning of HRM, Importance of HRM, Objectives and Functions, process of HRM, Systems and Techniques, Role of human resource manager, duties and responsibilities of human resource manager, typical organization set up of human resource department.
BBA-SEM-3-HRM-Development
The document discusses various methods for developing managers, including understudy assignments, committee assignments, role playing, in-basket exercises, and transactional analysis. Understudy assignments involve subordinates learning directly from senior managers. Committee assignments develop decision-making skills through group deliberations. Role playing allows trainees to develop different perspectives by taking on roles of various managers. In-basket exercises present typical managerial situations for trainees to respond to. Transactional analysis examines interactions between people's child, adult, and parent ego states.
Strategic HRM
This document discusses strategic human resource management (HRM). It defines strategic management as formulating, implementing, and evaluating business strategies to achieve organizational objectives. Strategic HRM requires focusing on strategic issues rather than operational issues and aligning programs, policies, and practices with organizational strategies. The document provides examples of companies like Coca-Cola, Colgate-Palmolive, and LG that take strategic approaches to HRM. It also outlines possible roles, barriers, outcomes, and a model for strategic HRM. Finally, it discusses the support and changes required for HR to help deliver organizational excellence.
What's hot (20)
Purposes and objectives of human resource mangement
Purposes and objectives of human resource mangement
Characteristics of HRM - human resource management
Characteristics of HRM - human resource management
HRM Functions of Gul Ahmed Textile Company ,Naveed Khaskheli
HRM Functions of Gul Ahmed Textile Company ,Naveed Khaskheli
Viewers also liked
Human capital management
The document discusses several principles and programs related to human resources management. It outlines the importance of aligning HR programs with organizational objectives and strategies. It also describes programs for staffing assessment, job descriptions, recruitment, training, and developing career paths. Critical success factors for implementing new programs include leadership, communication, and change management.
Draft proposal
The document outlines a draft proposal for a music magazine targeting young adults aged 18-25. The main feature article will profile an up-and-coming artist, discussing their influences, previous work, and including quotes from the artist and people who know them. The purpose of the magazine is to have a lighthearted yet sophisticated tone to engage readers through the use of photos, bold text, and profiles of both emerging and established artists from genres like electronic music. The business model aims to create a visually striking magazine using a red, black, and white color scheme and distinctive font, similar to an example magazine that provides extra content for readers.
Human Capital (Literature Review)
The document discusses methods for calculating the rate of return to education including the full method, basic earnings function method, and extended earnings function method. The full method calculates the discount rate that equates lifetime education benefits to costs. The basic earnings function method uses a semi-log regression with earnings as the dependent variable and years of schooling as an independent variable. The extended method uses dummy variables for different levels of completed education.
A study on job rotation on employees at syndicate bank
A study on job rotation on employees at syndicate bank
Job rotation
Job rotation is a technique where employees are shifted between two or more jobs at regular intervals to expose them to different areas of an organization. It is designed to promote flexibility, keep employees interested, test employee skills, and help discover talents. Job rotation provides benefits like exploring hidden talents, identifying knowledge and skills, motivating employees, increasing satisfaction, and aligning competencies with requirements. It reduces boredom, gives employees wider experience, allows employers to learn about employee strengths, and creates a more versatile and knowledgeable workforce.
Viewers also liked (7)
A study on job rotation on employees at syndicate bank
A study on job rotation on employees at syndicate bank
Similar to KM and HR - The case for collaboration
Hr trends for 2019
The document discusses innovative trends in HR for 2019, including:
1. The rise of AI and data analytics to improve workforce performance and HR functions through data analysis while balancing machine and human elements.
2. Retention strategies such as effective onboarding, empathetic leadership, performance management, work-life balance benefits, training, monetary and non-monetary benefits, and an open door policy.
3. The importance of organizational culture in attracting and retaining employees and customers through periodic surveys, streamlined processes, loyalty programs, empathetic communication, learning and development, data-driven decision making, and strong policy awareness.
Chapter 8 : Introduction to the Different Functional Areas of Management
Chapter 8 : Introduction to the Different Functional Areas of Management : Human Resource Management, Marketing Management, operations Management, Financial Management, Material & Procurement Management, Office Management and Information & Communication Technology Management
A project report on training and development in sahara india
The document discusses training and development in organizations. It covers key topics like the importance of training, models of training, the training process, and training evaluation. Specifically, it outlines the systems model, instructional systems development model, and transitional model of training. It also describes the typical phases of training including needs analysis, design, implementation, and evaluation. Overall, the document provides an overview of training concepts and frameworks.
How to Create a Culture of Learning in Your Organization? - By PrepAI
Learn how to create a culture of learning and develop a supportive and collaborative work environment that encourages professional growth.
To Read the Full Article: https://www.prepai.in/blog/create-a-culture-of-learning/
Process or Practice led HR transformation: insights from trenches ......
HR transformation can be pursued by two broad approaches: process or practice. In process led HR transformation, the emphasis is to align the HR process to best-in class benchmark process. In practice led HR transformation the emphasis is on building HR process in an organic evolutionary way. In this presentation, Parjanya and Indu Priya share their insights on how companies can create HR transformation using the two approaches, the frameworks and difference in approaches and what considerations must be borne while choosing any one of these approaches.
HR for Non HR_Learning and Development.
This PowerPoint presentation, titled "HR for Non HR: Learning & Development (L&D)," is designed to provide non-HR professionals with an understanding of the significance and components of L&D in the workplace. The deck covers topics such as the importance of acquiring new skills, the ongoing process of enhancing individual and organizational performance, and key facts highlighting the value of L&D. It also delves into the components of learning and development, including learning, development, training, and education. The presentation emphasizes the need for organizations to prioritize L&D to foster a culture of continuous learning, innovation, and adaptability.
Human Resource Management - Training and Development.pptx
This document discusses human resource development (HRD) in organizations. It defines HRD as a continuous, planned process of developing employee competencies to contribute to organizational goals. HRD aims to develop employee potential, improve performance, and foster organizational culture and relationships. It assists in utilizing human resources productively and bringing about better planning and evaluation. HRD outcomes include more competent employees, role clarity, trust, collaboration, problem-solving skills, and useful data for planning. Training is a key HRD function involving needs analysis, program design, implementation, and evaluation. Various on-the-job and off-the-job training methods are described.
Sample outline of a companies hr policy
This document provides guidance and sample policies for developing a career pathing and development program. It discusses the importance of aligning such a program with company objectives and strategies. Sample policies cover topics like recruitment, induction, performance appraisal, recognition, training, and variable compensation. Additional resources are provided on developing career bands based on competencies, succession planning, and integrating career planning into performance management. The document aims to help companies create effective programs that support employees' professional growth while helping the organization meet its goals.
Training Functions, Training Needs Assessment, Action Research, Organizationa...
Training Functions, Training Needs Assessment, Action
Research, Organizational Objectives and Training
Concept of training.pptx
Training involves teaching employees skills and knowledge to perform their jobs effectively. It is a planned effort to help employees acquire and apply required competencies like knowledge, skills, and attitudes. Training methods include on-the-job and off-the-job techniques and aim to bridge gaps in existing versus required skills and knowledge. The goal of training is to improve employee and organizational performance.
Resume
This document is a curriculum vitae for Anand Sanand S. It summarizes his professional experience and qualifications. He has over 5 years of experience in human resources roles, currently working as Assistant Manager of HR at Mandovi Motors Pvt Ltd. Previously he held an HR role at Lahoti Motors Pvt Ltd. His responsibilities have included recruitment, compensation, performance management, training, and employee relations. He holds an MBA in HR and marketing and has experience with HR systems and processes.
AHRI Talent Presentation
Clayton Timms, the director of Symerge & People Software, presented on addressing the "talent conundrum". He discussed trends in talent management based on research from organizations like Boston Consulting Group and the importance of defining, attracting, engaging, and retaining talent. Timms proposed a holistic talent management model and process that involves assessing an organization's performance in attracting, engaging and retaining talent in order to develop a strategic talent plan to address any gaps. Implementing talent management software and interventions based on the strategic plan could help organizations solve the talent conundrum.
The new performance evaluation 2011
conducting a performance review, or getting a performance review, has you feeling a bit out of sorts, this overview provides a new paradigm in conducting a review that
L&D Strategy V1
The document outlines Kout Food Group's (KFG) learning and development strategy for 2011-2012. Key points include:
1) The strategy aims to make learning and development available to all employees through an annual appraisal process, equitable access, and flexible learning methods including e-learning and on-the-job training.
2) Core principles are equitable access, measurement of progress, flexibility, protected learning time, partnerships between employees and managers, and sharing knowledge within KFG.
3) Learning needs will be identified through annual appraisals and personal development plans, with managers trained to conduct effective appraisals.
4) Capacity for teaching and learning will be developed by promoting coaching skills
Human Resource Business Partner Updated 2012
The human resource business partner acts as a key member of a business leadership team, accountable for all human capital matters while sharing responsibility for business goals. The partner uses HR expertise and business knowledge to identify opportunities and provide HR solutions that drive performance. Responsibilities include developing an HR strategy to support business objectives, leading organization design, ensuring effective reward systems, and coaching leaders. The partner must have experience leading teams, developing talent, implementing strategy, and measuring performance.
Orientaion, motivation, performance, compensation
Orientation: Physical Working Condition
-Motivation and Performance
-Evaluation Compensation Administration
by: Rachel T. Hermosilla
Human resource development
The document discusses the history and concepts of human resource development (HRD). It traces HRD back to 1969 when Leonard Nadler formally introduced the concept. Nadler defined HRD as organized learning experiences designed to bring about behavioral change. The document then examines various HRD processes like training, career development, performance appraisal, and succession planning and how they are used to develop employees and achieve organizational goals.
Developing People
A planned process to modify attitude , knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization.
Employees engagement activities
The document discusses strategies for improving employee engagement. It provides an employee engagement framework that focuses on engagement with the organization and with one's direct manager. It also discusses the importance of strategic alignment and competency beyond just engagement. The document then lists 14 best practices for engagement, which include employee focus groups, stay surveys, banning emails for a day, and conducting hackathons/ideathons. It concludes by providing additional tips for improving engagement such as conducting remote work surveys, organizing regular sync-ups, establishing fair goals, and promoting organizational values.
Similar to KM and HR - The case for collaboration (20)
Chapter 8 : Introduction to the Different Functional Areas of Management
Chapter 8 : Introduction to the Different Functional Areas of Management
A project report on training and development in sahara india
A project report on training and development in sahara india
How to Create a Culture of Learning in Your Organization? - By PrepAI
How to Create a Culture of Learning in Your Organization? - By PrepAI
Process or Practice led HR transformation: insights from trenches ......
Process or Practice led HR transformation: insights from trenches ......
Human Resource Management - Training and Development.pptx
Human Resource Management - Training and Development.pptx
Training Functions, Training Needs Assessment, Action Research, Organizationa...
Training Functions, Training Needs Assessment, Action Research, Organizationa...
HrM sjs sdsj xjskasj sahs saasjh sahj sajhasjsa jhsahj
HrM sjs sdsj xjskasj sahs saasjh sahj sajhasjsa jhsahj
More from Nirmala Palaniappan
Paradox Thinking
This document contains snippets of information on various topics including the definition of a paradox, theories about why aliens haven't contacted us, the paradox of time, psychology and spirituality, art, fitness and health, advertising, learning and education, quotes, and inspiration. The snippets range from a few sentences to a short paragraph and cover unrelated subjects in a non-linear fashion.
CII KM India Summit - SMAC and KM
This is the presentation I made at the CII KM India Summit, at BHU, Varanasi. Feb 26th and 27th, 2016
Knowledge Management and Social Networking
The document discusses knowledge management and social networking. It describes how social inputs are becoming more important than traditional knowledge management in some situations. It also discusses how social networking tools can improve information quality, increase social capital within an organization, and reinforce positive culture when they are integrated properly. Finally, the document introduces K-Book, a knowledge management application developed by Oracle that aims to facilitate knowledge sharing and discovery through social networking features.
Types Of KM Strategies
The document discusses different knowledge management (KM) strategies that organizations can adopt based on factors like business, culture, technology and the KM team. It identifies strategies like the dictator, broker, psychologist, peace-maker and doctor models. The document concludes that organizations typically use a combination of strategies and the list of strategies may not be exhaustive. It emphasizes understanding the context, adopting and modifying strategies based on monitoring.
Communities For Innovation - Presentation @ Unisys
Material collated from various sources, including Slideshare, on the basics of Communities with focus on Innovation as their purpose.
The Long Tail of KM
Contains some thoughts and ideas on what could constitute the long tail of KM - the non-hits, the aspects that aren't discussed at KM-Forums - those aspects that get neglected at the cost of the chart-busters aka Culture, Business Alignment and Tech is only an Enabler...
The Case For KM
The document discusses the benefits of knowledge management (KM) in organizations. It states that KM helps organizations increase revenue by providing an environment for employees to learn. It also claims that decisions made with collective knowledge have the greatest advantage. Capturing lessons learned, thoughts in blogs and forums sows the seeds for new ideas. Sharing knowledge through repositories and expertise utilization is a key factor in new knowledge creation. Working together to pool perspectives can be an effective innovation tool. Practices like documentation, mentoring and teaching can spread knowledge far and wide. Routine knowledge sharing can be made engaging through storytelling. Well-designed portals and workspaces provide a melting pot of knowledge. But the foundation of KM lies in listening,
Creativity - A Perspective
-Random thoughts on Creativity
-Some examples of Creativite Pursuits and Creative People
-Being Creative...
More from Nirmala Palaniappan (8)
Communities For Innovation - Presentation @ Unisys
Communities For Innovation - Presentation @ Unisys
Recently uploaded
Best practices for project execution and delivery
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
The Genesis of BriansClub.cm Famous Dark WEb Platform
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
How HR Search Helps in Company Success.pdf
HR search is critical to a company's success because it ensures the correct people are in place. HR search integrates workforce capabilities with company goals by painstakingly identifying, screening, and employing qualified candidates, supporting innovation, productivity, and growth. Efficient talent acquisition improves teamwork while encouraging collaboration. Also, it reduces turnover, saves money, and ensures consistency. Furthermore, HR search discovers and develops leadership potential, resulting in a strong pipeline of future leaders. Finally, this strategic approach to recruitment enables businesses to respond to market changes, beat competitors, and achieve long-term success.
The Steadfast and Reliable Bull: Taurus Zodiac Sign
Explore the steadfast and reliable nature of the Taurus Zodiac Sign. Discover the personality traits, key dates, and horoscope insights that define the determined and practical Taurus, and learn how their grounded nature makes them the anchor of the zodiac.
Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdf
Pridesys Garments ERP is one of the leading ERP solution provider, especially for Garments industries which is integrated with
different modules that cover all the aspects of your Garments Business. This solution supports multi-currency and multi-location
based operations. It aims at keeping track of all the activities including receiving an order from buyer, costing of order, resource
planning, procurement of raw materials, production management, inventory management, import-export process, order
reconciliation process etc. It’s also integrated with other modules of Pridesys ERP including finance, accounts, HR, supply-chain etc.
With this automated solution you can easily track your business activities and entire operations of your garments manufacturing
proces
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
9356872877Sattamatka.satta.matka.satta matka.kalyan weekly chart.kalyan chart.kalyan jodi chart.kalyan penal chart.kalyan today.kalyan open.fix satta.fix fix fix Satta matka nambar.Industrial Tech SW: Category Renewal and Creation
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Innovative Uses of Revit in Urban Planning and Design
Discover innovative uses of Revit in urban planning and design, enhancing city landscapes with advanced architectural solutions. Understand how architectural firms are using Revit to transform how processes and outcomes within urban planning and design fields look. They are supplementing work and putting in value through speed and imagination that the architects and planners are placing into composing progressive urban areas that are not only colorful but also pragmatic.
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & InnovationOperational Excellence Consulting
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentationsThe Most Inspiring Entrepreneurs to Follow in 2024.pdf
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSSBest Competitive Marble Pricing in Dubai - ☎ 9928909666
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
Presentation by Herman Kienhuis (Curiosity VC) on Investing in AI for ABS Alu...
Presentation by Herman Kienhuis (Curiosity VC) on developments in AI, the venture capital investment landscape and Curiosity VC's approach to investing, at the alumni event of Amsterdam Business School (University of Amsterdam) on June 13, 2024 in Amsterdam.
Recently uploaded (20)
The Genesis of BriansClub.cm Famous Dark WEb Platform
The Genesis of BriansClub.cm Famous Dark WEb Platform
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
The Steadfast and Reliable Bull: Taurus Zodiac Sign
The Steadfast and Reliable Bull: Taurus Zodiac Sign
Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdf
Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdf
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Innovative Uses of Revit in Urban Planning and Design
Innovative Uses of Revit in Urban Planning and Design
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Registered-Establishment-List-in-Uttarakhand-pdf.pdf
Registered-Establishment-List-in-Uttarakhand-pdf.pdf
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Presentation by Herman Kienhuis (Curiosity VC) on Investing in AI for ABS Alu...
Presentation by Herman Kienhuis (Curiosity VC) on Investing in AI for ABS Alu...
KM and HR - The case for collaboration
- 1. The Case for Collaboration Nirmala Palaniappan [email_address] May 2011 Employee Satisfaction Knowledge Culture
- 11. Nirmala Palaniappan KM Lead – Asia Pacific Business, Oracle [email_address]