Presentatie over de trends en ontwikkelingen in de arbeidsmarkt en de gemeenten en de doorvertaling ervan naar HRM bij gemeenten.
Meer info: Mark de Vries: devries@gs-hr.nl, 06-83526272
This document provides an overview of human resources functions for small businesses. It discusses establishing company culture, legal requirements for employers, managing the employee life cycle from recruitment to termination, performance management, and common HR challenges. The presentation encourages building trust and recognizing employees to motivate them. It also addresses compensation, benefits, discrimination laws, and terminating employees. Contact information is provided for Laura Jacob of Pro Way Development LLC to assist small businesses with their HR needs.
Presentatie over de trends en ontwikkelingen in de arbeidsmarkt en de gemeenten en de doorvertaling ervan naar HRM bij gemeenten.
Meer info: Mark de Vries: devries@gs-hr.nl, 06-83526272
This document provides an overview of human resources functions for small businesses. It discusses establishing company culture, legal requirements for employers, managing the employee life cycle from recruitment to termination, performance management, and common HR challenges. The presentation encourages building trust and recognizing employees to motivate them. It also addresses compensation, benefits, discrimination laws, and terminating employees. Contact information is provided for Laura Jacob of Pro Way Development LLC to assist small businesses with their HR needs.
The document discusses three key facets of managing human resources in startups: the impact of founders' characteristics, how new employees are onboarded and developed, and establishing HR structures and processes. It also examines how HR practices need to evolve over the stages of a company's growth from creativity to direction to delegation, and the challenges that come with managing family-owned firms. The stages of growth each present unique HR challenges around hiring, compensation, autonomy, documentation, and performance management.
Hoe ontwikkel je HR Metrics waarmee je de ontwikkeling van het personeel kunt monitoren en HR-beleid kunt ontwikkelen dat een positieve bijdrage levert aan de performance van de organisatie?
Change Management and HR Strategy for IT Scale-ups and Start-upsAnne Helena
The document outlines an outbound HR strategy and culture change initiative with the goals of attracting fresh talent and experienced hires while transforming the company culture. Key tactics included campus recruitment, technical symposiums, academic workshops, social media, and print ads to target students and professionals. Culture change efforts involved leadership training, newsletters, rewards, transparent communication, and town halls to promote new ideas, collaboration, and work-life balance. The goal was to make the company an employer of choice and reverse brain drain while establishing its culture as innovative. Potential challenges mentioned were lack of oversight, redundant programs, and budget constraints.
HR For Startups: Where To Start And Best Practice, Elrona D'SouzaThe HR Observer
The seminar will help the audience understand HR from a practitioner’s point of view as well as an entrepreneur or management team that is relevant to start-ups. It will help entrepreneurs who ‘don’t have time for HR’ as well as HR practitioners who have the task of promoting it to come together.
It will introduce:
- How to approach HR
- Best practices to consider
- Solutions based approach
- Strategic vs Operational Issues
- Basics to Systems, Policies, Procedures and practices
- Documentation and Recording
- Outsourcing HR
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
Presentatie Directeurendiner November 2009 SvRick Brugts
HRM in recension time. How HRM can be a part of an anti cyclic policy. A presentation with examples wich demonstrate how HRM can be arranged in crisis and in good times.
Workshop ten behoeve het jubileum van de Kwaliteitskring Noord Nederland en het Vrouwennetwerk Noord over het ontdekken en ontwikkelen van talent. Interactief.
The document discusses three key facets of managing human resources in startups: the impact of founders' characteristics, how new employees are onboarded and developed, and establishing HR structures and processes. It also examines how HR practices need to evolve over the stages of a company's growth from creativity to direction to delegation, and the challenges that come with managing family-owned firms. The stages of growth each present unique HR challenges around hiring, compensation, autonomy, documentation, and performance management.
Hoe ontwikkel je HR Metrics waarmee je de ontwikkeling van het personeel kunt monitoren en HR-beleid kunt ontwikkelen dat een positieve bijdrage levert aan de performance van de organisatie?
Change Management and HR Strategy for IT Scale-ups and Start-upsAnne Helena
The document outlines an outbound HR strategy and culture change initiative with the goals of attracting fresh talent and experienced hires while transforming the company culture. Key tactics included campus recruitment, technical symposiums, academic workshops, social media, and print ads to target students and professionals. Culture change efforts involved leadership training, newsletters, rewards, transparent communication, and town halls to promote new ideas, collaboration, and work-life balance. The goal was to make the company an employer of choice and reverse brain drain while establishing its culture as innovative. Potential challenges mentioned were lack of oversight, redundant programs, and budget constraints.
HR For Startups: Where To Start And Best Practice, Elrona D'SouzaThe HR Observer
The seminar will help the audience understand HR from a practitioner’s point of view as well as an entrepreneur or management team that is relevant to start-ups. It will help entrepreneurs who ‘don’t have time for HR’ as well as HR practitioners who have the task of promoting it to come together.
It will introduce:
- How to approach HR
- Best practices to consider
- Solutions based approach
- Strategic vs Operational Issues
- Basics to Systems, Policies, Procedures and practices
- Documentation and Recording
- Outsourcing HR
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
Presentatie Directeurendiner November 2009 SvRick Brugts
HRM in recension time. How HRM can be a part of an anti cyclic policy. A presentation with examples wich demonstrate how HRM can be arranged in crisis and in good times.
Workshop ten behoeve het jubileum van de Kwaliteitskring Noord Nederland en het Vrouwennetwerk Noord over het ontdekken en ontwikkelen van talent. Interactief.
4. HRM
Managen van de Human Resources (de mensen) op
zo’n manier dat hiermee de strategische doelen van de
organisatie worden behaald. De verantwoordelijkheid
voor het managen van de Human Resources ligt bij het
management.
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Bron: Nederlandse Vereniging voor P& riè
Personeelmanagement en car
organisatieontwikkeling (NVP)