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Strategic Role
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Staffing
Job Analysis Human Resource Planning Recruitment Selection
Staffing (Cont.)
Staffing - Process through which organization ensures it always has proper number of employees with appropriate skills in right jobs at right time to achieve organizational objectives
Job analysis - Systematic process of determining skills, duties, and knowledge required for performing jobs in organization
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Staffing (Cont.)
Human resource planning - Systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time . Recruitment - Process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization
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Staffing (Cont.)
Selection - Process of choosing from a group of applicants the individual best suited for a particular position and the organization
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Career
Feed Back
Career stages and Important needs Needs Safety, Security Physiological 20 Safety, Security 25 Achievement esteem, autonomy 30 Self Esteem actualization actualization 45 55 65
Exploration
Retirement
CAREER ANCHORS
Technical Competence Managerial competence Stability and Security Creativity and Challenge Freedom and Autonomy Dedication to a cause Lifestyle
Early Career
First 5 years of employment Management skills training Internal- short term placements Workshops Mentoring Aim Understanding of Business structure.
Mid Career
Team Management trainings Strategic leadership trainings International opportunities Ongoing career dialogues Aim Equip with capability to lead teams, develop and deliver business stratergies
Senior Level
Highest level Approximately 150 members globally Global leadership conference Executive development programme External expert coaching Aim Support personal leadership styles to set business strategies.
Performance appraisal - Formal system of review and evaluation of individual or team task performance
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Provides a chance for employees to ask questions and tell you their sense of what theyve accomplished Lets employee know his/her strengths and areas that need improvement Allows employees to take responsibility for their performance Lets employees know whats expected of them; creates mutual understand of job duties
Common Problems
Failure to prepare for the interview Failure to listen (80-20 ratio) Failure to maintain objectivity Failure to provide feedbackpositive and/or corrective Failure to follow-up Failure to document performance both good and bad
Common Problems
Misusing the performance evaluation process to address a disciplinary problem Element of surprise Relying on impressions/rumors, rather than facts Inconsistent application of performance evaluation criteria Interpersonal issues Holding employees responsible for events/problems beyond their control
Job Description
The Performance Appraisal Ongoing Feedback and Training
Step 3: Follow-up
Compensation
All rewards that individuals receive as a result of their employment
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Compensation
Direct Financial Compensation - Pay that person receives in form of wages, salaries, bonuses, and commissions. Indirect Financial Compensation (Benefits) - All financial rewards not included in direct compensation such as paid vacations, sick leave, holidays, and medical insurance. Nonfinancial Compensation - Satisfaction that person receives from job itself or from psychological and/or physical environment in which person works.
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Health - Refers to employees' freedom from illness and their general physical and mental well being
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Human Capital
The Changing Individual Work Paradigm The Workplace in next few years
Employee will go to the place of employment - some days they will work at home. The employee wont have a permanent desk. The employee will work collaboratively with a team. Each team will have a project manager. The employees team mates will all be professionals in a variety of fields. Some of the team will be focused on delivery and customer services. Others in the team are customers.
Some are permanent employees, some will be contractors. No one has a job or a job description. The team will have a sponsor who wont manage in the way of the nineties. Each team will have a developmental adviser.
The roles in the team will include technical expertise, some team facilitation, budgeting, purchasing, training, customer relations etc The individual is accountable for results and for their contribution to the team. Compensation will be variable. Based on: Is the employee achieving their goals, the teams contributions to the organisation profitability.
New Paradigm
Empowering A partnership for employee development Multiple ways to move, or grow in place All employees involved in own development Open information about company goals, needs and HR systems. Compensation rewards ones contribution
Job Analysis
Systematic Review of Jobs Within a Firm
Job Description
Responsibilities and working conditions, plus tools, materials and equipment to perform the job
Job Specification
Skills, abilities, and credentials needed to perform the job
Recruiting
Attracting Qualified Candidates to Apply for a Job
Internal Recruiting
Considering current employees for new positions
External Recruiting
Attracting outside candidates to apply for jobs
Performance Appraisal
Evaluating job performance
Salary
Money paid for accomplishing a specific job
Incentives
Incentive Programs
Money linked specifically to high performance
Bonuses
Benefits
Compensation Other Than Wages and Salaries
Optional Benefits
Retirement plans Health, life, & disability insurance Vacations & holidays Counseling services
Mandatory Benefits
Social security Workers compensation