Professional Documents
Culture Documents
Management
Human resources development
can be defined as a set of
systematic and
planned
activities designed by
organaization to provide it,s
members with the opportunities to
learn necessary skills to meet
current and future job demands
The HRDSF was prompted by, the low priority given to HRD in
organizations as well as the fact that many HRD professionals did not
seem to be able to strategically integrate the wide variety of policies
and regulations which affect their field, with core business needs;
Vision
To create a campus culture that values all
employees. This culture encourages and
rewards exceptional performance and
continuous improvement, fosters
teamwork, and supports balanced
attention to work and personal life issues.
We provide services of the highest quality
in a cost-effective manner while creating
a healthy professional environment that
fosters respect for both diverse
perspectives and a service orientation.
Mission
Human
Resources advances
workplace solutions and services
throughleadership,excellence,
innovation,
andengagement, to enrich the
work and learning environment for
our faculty and staff.
Importance of Hrm
Human
resource management
consists of performance.
review details and notifications.
training and certifications.
position control budgeting.
HRD function
Roles of HRD
Needs Assessment
Organizational Analysis
Organizational
Task Analysis
Overall
job description
Task identification
Areas that can benefit from
training
Priority Of training needs
Person Analysis
Performance
deficiency
Is
performance substandard?
Are current employees capable of
training?
Can performance be improved
through training
Issue
HRM Practices
1. Culture and HR practices.
National cultural profile: Definitions of
Implications of national culture for HR
management.
19
Human Resource
Practicess
Old Thinking
New Thinking
Process requires
external control
Managers have to
control what
people do
20
Definition of PM
1.
Continuous Process of
Identifying
Measuring
Developing
or informal
HR Strategy Is Business Strategy
Implementing HRD
Programs
Training
Classroom
Training
Self-Paced
Training
the worker
Present the task
Practice the task
Follow-up
Job Rotation
Train
on different tasks/positions
Often
Also
Mentoring
HR
PCMM
e-HR
HR Portals
e-learning
HR Score Card
Knowledge Management
Mergers and acquisitions- HR issues
and challenges
Career
Anchors
and
Career
Development
HRM Potal
Benchmarking
Introduction
Book
definition: Benchmarking is
a systematic method by which
organizations can measure
themselves against the best
industry practices
Benchmarking is a standard that
companies compare themselves to
and strive to be that good
Benchmarking Concept
What is our
performance level?
How do we do it?
Benchmarking Concept
Concept
Reasons to Benchmark
Promotes
continuous improvement
Makes companies search for the best
practices, innovative ideas, and highly
effective operating procedures
Can notify a company if it has fallen
behind the competition
Inspires managers to compete
Allows goals to be set objectively
Reasons to Benchmark
Weaknesses
Organizations
must continue to
innovate as well as imitate.
6 General Steps to
Benchmarking
1) Decide what to
benchmark
2) Understand current
performance
3) Plan
4) Study others
5) Learn from the data
6) Use the findings
Understanding Current
Performance
Understand
processes
Form a benchmarking team
Decide on a way to numerically
measure findings
Planning
Identify which
organizations to use
as your benchmarks
Make a timetable to
adhere to for each
task
Have a desired
output for the study
Studying Others
Use
internal sources
Apply data in the public domain
Utilize original research
Combining all or some of these
DEFINITION-HR AUDIT
The
PURPOSE-HR AUDIT
How should it be
conducted?