This document discusses resource development. It begins with an introduction stating that resource development focuses on awareness and relationships. The objectives of resource development are then outlined, including developing team spirit and employee capabilities. Various resource development services are described such as employee relations and benefits. Case studies on organizational resource development are provided, with a focus on strengthening relationships and developing constructive employee mindsets. The conclusion reiterates that resource development matches business and employee needs by helping individuals work together strategically.
As a new generation HRs, we should know the new critical roles of a Human Resource practitioner. You should view this one to change the perception of many about HRs.
Recruitment and selection in talent managementSeta Wicaksana
“People decisions are the most difficult decisions in organisations. The ability to make the right decisions about people represents the most reliable source of competitive advantage because few organisations have it” Peter Drucker
This presentation is based on my readings, listenings and practical experiences about talent management field.
I hope you enjoy and learn something about talent management.
And do not forget sharing.
Talent management refers to the skills of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.
As a new generation HRs, we should know the new critical roles of a Human Resource practitioner. You should view this one to change the perception of many about HRs.
Recruitment and selection in talent managementSeta Wicaksana
“People decisions are the most difficult decisions in organisations. The ability to make the right decisions about people represents the most reliable source of competitive advantage because few organisations have it” Peter Drucker
This presentation is based on my readings, listenings and practical experiences about talent management field.
I hope you enjoy and learn something about talent management.
And do not forget sharing.
Talent management refers to the skills of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.
6.18.pdfChapter 1 TopicsThe Next Generation HRCorey .docxevonnehoggarth79783
6.18.pdf
Chapter 1 Topics
The Next Generation HR
Corey Wicks
Sara Elnour
MGMT 3010
Summer 2014
Virg
HR Fundamentals (Corey)
• HR (Human Resource) function- Window through which to observe a
business.
Approach: “Tell us about your business”
• Translate external issues into internal actions.
• HR is not the business, HR supports the business (creates value).
• HR professionals need to understand the business.
HR Stage 1-
Administrative duties (Employee Compensation, Attendance,
Pension/Retirement, Employee Recruitment)
HR Stage 2-
Sourcing, Rewards, Training, Communication
HR Stage 3-
Integration (Simultaneously work with different functions
such as Finance, Marketing, Operations).
Heightened Individual Attention (Work Place Environment,
Personality Screening-Myers Briggs)
HR Stage 4-
Realize External Business Conditions “HR from the outside
in”
HR working from the outside, in (Corey)
• Employee Placement/ Promotion- Based on customer expectations
“employees our customers want to work with”
• Training from the outside- customers, suppliers, investors, regulators help
design training programs
• Rewards from the outside- customers (determine best performing
employees) & investors
• Performance Review- customers & investors asses performance standards
• Communication from the outside- Employee messages shared with
customers & investors
• Culture from the outside- identity of business from customer’s perspective
Macro-environment that affects HR (Corey)
• Society (changing LGBT policies)
• Technology (Electric Vehicles, Solar power)
• Economies (U.S. Housing Bubble)
• Politics (Arab Spring 2011)
• Environment (Hurricane Katrina-Damage businesses, affect business
suppliers)
• Demographics (China’s one Child Policy-population control)
Business Stakeholders (Corey)
• Definition: Those that have an interest or concern in a business.
• HR Function: Create and deliver expectations to each stakeholder
http://www.bing.com/images/search?q=business+stakeholders&FORM=HDRSC2#view=detail&id=5C7DAB2DDB20BC5F3666B8959CBB75DF47EF7AE6&selectedIndex=3
Business Strategies (Sara)
• managing risk-operational, strategic and financial
• global positioning- conducting business worldwide
• managing a globally diverse workforce- increase culture, increase
the ideas
• adapting or change
• collaborating across boundaries- increase product ideas and
innovation
HR Transformation (Sara)
• HR is now focusing more on customers, suppliers, managers,
owners and the community
• HR is now more integrated in many business support functions
• HR is focusing more in delivering value to the company
Concl.
Management Concepts & Framework in EducationTimothy Wooi
Goal / Purpose
To critically review essential Management Concepts and Framework anchored on Planning, Organizing, Leading and Controlling.
Objectives
To understand Management concepts of POLC in School Management and Operations.
To explore opportunities of applying Management Concepts functions in school Human
Resource Management & Professional
Development
Issues in hrm - Employers Branding, Knowledge managementDr. Laxmikant Soni
An employer brand is a company’s reputation as an employer and the value that it offers to employees. It is a company’s reputation as a place to work, as well as your employees' perception about the company.
The Bounce is our guide to maximizing career trajectories. The Business Learning Institute has researched the competencies needed for career success as a CPA, CGMA, and Finance / Accounting Professionals. The Bounce serves as a framework that builds a career ladder that shows the transition from technical mastery to leadership proficiency.
We start with a simple 5 x 5 matrix of competencies and job levels, adjust for specific needs and priorities of the organization and customize a curriculum that offers a blended approach to talent development. This can be expanded based on the sophistication and needs of the individual or organization.
The Bounce framework shows the progression of a career and helps answer the two biggest questions raised by top talent: 1) What does my career look like in your organization? 2) How will you help me advance in my career?
BLI can help design a curriculum based on competencies mapped to the job titles and progression along the bounce trajectory. Contact us for more information tom@macpa.org or pam@macpa.org
For more information visit us at http://www.blionline.org
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
3. 3Customers FirstESL
INTRODUCTION
The concept of effective resource development is fairly simple and
straightforward. Implementation can sometimes be a challenge but the concept and
approach itself is fairly simple. Organizations, consultants, businesses, etc…spend
quite a bit of time and intellectual energy on creating super fancy and complicated
theories, strategies, assumptions, conclusions and solutions regarding the
acquisition and development of resources.
In other words, a great deal of time, effort, energy and money is spent on
figuring out the newest, greatest and most successful way to raise revenue. At the
end of the day it all boils down to awareness and relationships with the emphasis
on relationships.
4. 4Customers FirstESL
OBJECTIVES OF THE RESOURCE DEVELOPMENT
1- To generate info about HR for manpower planning, placement, successive
planning and like
2- To strengthen superior-subordinate relationship
3- To develop a sense of team spirit, team work & inter team collaboration.
4- To develop the original health, culture & climate
5- To increase the capabilities of an organization to recruit, select, retain and
motivate talented employees
6- To develop constructive mind in employees
7- Develop high motivation level
8- Performance Development Process Overview
5. 5Customers FirstESL
RESOURCE DEVELOPMENT SERVICES
Resource Growth
Office of the Assistant Administrative
Staff & Administrative Employment
Employee Relations Equal Opportunity
Area HR Consultants
Benefits
Awards & Recognition
8. 8Customers FirstESL
ORGANIZATIONAL RESOURCE DEVELOPMENT - CASE STUDIES
Some of the range of services offered are:
Recruitment and Selection
Training Needs Analysis & Personal Development Planning
Performance Review Systems
Range of training programmers' including Team Leader, Management &
Leadership Development
Coaching of leaders, managers and supervisors
Communication Strategy
Culture Change
Succession Planning and Exit Strategies
Today, companies recognize that in order to grow and enhance their
businesses, they must devote time and resources to meeting employees’
needs and aspirations.
RD provides a range of services that can be termed as contributing to
the organizational development of a business in three core areas:
11. 11Customers FirstESL
TASK THAT NEEDS TO BE PERFORMED
Identify clearly task that has to be performed, the
environment, & the psychological characteristics of the
individual under consideration.
Head of functional area.
Does he or she want to serve.
12. 12Customers FirstESL
PERFORMANCE DEVELOPMENT PROCESS OVERVIEW
The Performance Development and Accountability Review process is
essentially a year-long process.
The goals of this system include improving organizational
performance by focusing on those issues that are most important to the
College and employees.
14. 14Customers FirstESL
CONCLUSION
Resource Development focuses on matching the needs of the
business with the needs and development of employees.
Organization depends on its people because their skills
contribute to achieving its business objectives.
Every employee has a valuable role to play. The emphasis is on
helping individuals to work together. Workforce planning is
part of this strategic process, which looks at the long-term
needs across the organization.