Unisource HR Procedure v1
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The document outlines the recruitment, selection, training and development process at Unisource HR. It includes determining job requirements, drafting postings, prescreening candidates, conducting interviews using standardized evaluations, making hiring decisions, onboarding new employees with training in job duties, rules and goals, and ongoing performance management and team building activities.
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The document discusses performance appraisals, including what they are, why they are conducted, who should conduct them, who should be appraised, what should be appraised, when they should be conducted, how they can be conducted, essential steps in an appraisal program, the appraisal process, and potential problems with appraisals. Performance appraisals are used to evaluate employee performance and potential over a fixed period of time in order to provide feedback, determine training needs, make promotion and compensation decisions, and improve communication between managers and employees.
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The document discusses succession planning at SouthWest Water Company. It outlines the benefits of succession planning such as having a pipeline of future leaders and retaining institutional knowledge. It also discusses challenges like inconsistent training programs. The company's approach involves understanding business strategy, determining core competencies, analyzing employee performance and potential, and creating and executing development plans.
MBA MCO101 Unit 7 Lecture 6 200806 Xx
The document discusses key aspects of human resource management including human resource planning, employment laws, recruiting qualified employees, selection techniques, training methods, performance appraisal, compensation, and employee separation. It provides details on topics such as internal and external forecasting for human resource planning, federal employment laws, recruiting through job postings and external sources, selection tools like interviews and tests, common training methods, evaluating training programs, addressing errors in performance appraisal, types of compensation, and managing turnover.
Job analysis and job description
The document discusses job analysis which involves reviewing job requirements, tasks, duties, skills, and equipment needed. The objectives are to determine the relative worth of jobs, assign compensation, facilitate categorization, set performance standards, and identify training gaps. The process involves planning, obtaining current job information, conducting research, establishing priorities, collecting job data, and redesigning jobs if needed. Techniques for analysis include job performance reviews, observation, critical incident reports, questionnaires, expert panels, and interviews. Benefits are matching the right people to the right jobs, developing job standards, estimating pay, and identifying development needs. Job descriptions define duties, relationships, results and components include the title, summary, location, responsibilities, tools, conditions
Process of training
This document discusses the process of assessing training needs for an organization. It explains that the training needs assessment involves analyzing the organization's objectives, jobs and tasks, and individuals. The process includes determining competencies and skills required for roles, identifying gaps, and developing individualized training plans. Key steps involve analyzing the organization, tasks, and people to understand current states and desired future states to effectively plan training interventions.
9566798 performance-management
Performance management involves evaluating an employee's performance and communicating the results to help reward and develop the employee. The objectives include setting goals, evaluating performance, identifying training needs, rewarding performance, and improving performance. The appraisal process determines standards, decides on a measurement method, measures performance, and communicates results. Appraisers can include the employee, supervisor, peers, customers, subordinates. Common performance appraisal methods are MBO, graphic rating, work standards, essays, critical incidents, forced choice, and point allocation. Challenges include relationships, biases, and inexperience, while pitfalls include halo effect, leniency, stringency, recency, and primacy biases. Performance appraisals are used for training,
9566798 performance-management
Performance management involves evaluating an employee's performance and communicating the results to help reward and develop the employee. The objectives include setting goals, evaluating performance, identifying training needs, rewarding performance, and improving performance. The appraisal process determines standards, decides on a measurement method, measures performance, and communicates results. Appraisals can come from self, supervisor, peers, customers, subordinates, and use methods like essays, checklists, and 360 reviews. Challenges include relationships, biases, and organizational culture, while pitfalls include biases in halo, leniency, and central tendency effects. Appraisals are used for training, compensation, career planning, succession, and HR purposes.
Recruitment flow chart
Recruitment flowchart
Its an just an slide show to understand & may changes will do accordingly
Competency Based Selection Presentation
The document discusses competency-based selection for workforce planning. It defines technical and personal/interpersonal competencies and how they are measured through job analysis, examinations, interviews, reference checks, and probation periods. The objectives are to streamline organizations, improve workforce planning, better match jobs to people, and reduce turnover through selecting candidates based on competencies rather than just qualifications.
Professional Profile
I love using models and here is a model of my professional profile. Also attached is how I see the world of Talent Management.
Competency mapping 1
1. The document discusses competency-based human resource management (HRM) frameworks, where competencies form the basis for all HR functions and link individual performance to business results.
2. Key aspects include defining competencies, identifying competencies required for jobs, and using competencies in recruitment, training, performance management, and career development.
3. Competency frameworks assess behaviors rather than just skills and knowledge, allow distinguishing outstanding from adequate performance, and facilitate transferring abilities across areas.
Performance Appraisal
Performance appraisal involves setting work standards, assessing employee performance against those standards, and providing feedback to help employees improve and inform career planning and compensation decisions. The process should be designed to limit rater biases, involve employees, use objective performance measures, and provide ongoing feedback to motivate employees and support their development goals. Common challenges include subjective evaluations, a lack of transparency, and failure to link appraisals to rewards or development opportunities.
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Greater than the sum of the parts: using the CPD Framework for transformation...
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Youth Career Development, Skill Building, And Credentialing
Youth Career Development, Skill Building, And Credentialing
Succession planning & employee development south west water company
Succession planning & employee development south west water company
Unisource HR Procedure v1
- 1. Recruitment Unisource HR Procedure Job Analysis Determine KSA Job Description Draft Recruitment Material Posting through known channels Selection Prescreen Go through checklist Phone/Skype-interview Structured Interview General Questions Job-specific Questions Standardized Evaluation Forms/Rating Guide Rater Training Decision HR Assessment Project Manager Assessment CEO final approval Compensation Benchmark ResearchJob Classification Part-time/Internship Full-time/Perm CEO approval Discuss with HQ Decision CEO approval Decision Training & Development Onboarding Training in Specific Job-related Areas Rules Strategies & Goal-setting Roles & Organizational Structure Performance Management Weekly Commitment List & Progress Report Private Feedback Meeting Team based overall performance feedback meeting Motivation Annual Satisfaction Survey Grievance Procedures Team Building Recreational Activities Weekly Idea Sharing Sessions