Beruflich Dokumente
Kultur Dokumente
Kamalanabhan
MODULE 4
• Introduction
• Dynamics
• Challenges
• Conclusion
Introduction
Dynamics
Challenges
• HR Departments
• Doing HR work
• Aggressiveness of HR
• “The Hub”
– reshape boundaries
– education programme
• Tenure of industry
• Administrative vs strategic
− Evolution to Strategic
− Contemporary orgn - any part that does not add real value can be
downsized, de-layered and outsourced
• HR departments
− 3 schools of thought
• Doing HR work
Aggressiveness of HR
− Advocacy Vs Acquiescence
− Proactive Vs Reactive
• The “HUB”
Reshape Boundaries
♠ Education
♠ Economic Challenges
− Human element will ensure the built in of quality into the products
and services
Conclusion
• Information Technology
• Flexibility
• Integration
• Pragmatic Approaches
• Challenges Ahead
Staffing
Selection
Placement
• Placement
• Person-job fit
Orentation
• Job-specific information.
• Overview of company
• Mission statement
• Employee relations
• Company facilities
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rg n. g &
n ce O i n
ma r nin
g
h t siz nt
fo r Le a Rig oyme
Per raisal l
de p
Ap p
From
PERFORMANCE
EVALUATION
To
PERFORMANCE
MANAGEMENT
From
An MBO Approach
To
A Balanced Scorecard
Approach
–customers
• Links performance results with the processes which drive those results
COMPENSATION
TRAINING
& REWARD
APPRAISAL
From
Open Programmes,
In Company Training
To
The
Corporate
University
To
• 360 degrees
• Potential Appraisal
• Performance Counselling
To
A Pay for Performance
A Team Rewards
A ESOP
Exceed investor
Shareholder
Operating unit expectation
value added
executives
Support
achievement
Leading of superior
Frontline employees
indicators shareholder
& managers
of value value added
Above All
A change in culture,
to acquire the new paradigm
Performance Appraisal
– Individual
– Team
– Organization
• Development of staff
• Culture building
• Leadership development
• Potential appraisal
• Career planning
• Succession planning
• Team building
Advantages to managers
• Improve Performance
Advantages to employees
Introduction
Translates the vision and strategy of a business unit into objectives and
measures in 4 distinct areas
Financial
Customer
Strategy
Balance in a BSC
Maintain infrastructure
Measures related to success in producing
needed for long-term growth
new products, projects and services.
Organization and improvement.
Innovation
and Learning Maintain staff competence. Measures not specifically defined.
STEPS IN LEARNING
1. Stimulus
2. Response
3. Motivation or drive
4. Reward or incentive
1. Declarative Knowledge
2. Knowledge compilation
• Workplace changes
Competitive advantage!
¾ Job Training – for new employees and for present employees who
are deficient in job performance.
¾ Personal Development
Methods of training
• Lectures
• Audiovisual material
• Conferences
• Case studies
• Computer-aided instruction
• Simulations
• Role Playing
• Vestibule training
• Brain-storming
• Sensitivity Training
Outside training :
Orientation training :
Training in practice
IBM UK:
Self-study
SAIL:
Regular environmental courses in-house every year, for middle and senior
level executives.
¾ Adult Basic Education and Training (ABET) : for employees without formal
education. Aids them with various skills.
¾ Classroom sessions
¾ Life Skills.
Wipro
¾ e-learning initiatives
learning experience.
¾ Cultural diversity
¾ Sexual harassment
¾ Mentoring process
Cultural diversity training : for countries having cultural homogeneity and diversity
and multinational companies
Problems in diversity :
¾ Difficulty in communication
360-Degree feedback :
2. Overrating oneself
Mentoring :
Older and more experienced individuals advice and shepherd new people
in formative years of their careers.
Transfer of training
The extent to which trainees effectively apply knowledge, skills, and attitudes
gained in a training context back to the job is called as transfer of training.
Increasing transfer :
What to do:
Evaluation of training
Research designs : How can we measure these outcomes? (i.e., was there
a change and was it caused by the training program?)
¾ Training validity : Did the trainees match the criteria established for them
in the training programme?
Train or select?
Training – develop the person for the job, selection of trainable applicants
(availability presumed)
• Individual
• Team
• Organization
– Development of staff
• Culture building
• Leadership development
• Potential appraisal
• Career planning
• Succession planning
• Team building
Indian Institute of Technology Madras
Management Science I Dr. T. J. Kamalanabhan
Advantages to managers
• Improve Performance
Advantages to employees