Sie sind auf Seite 1von 16

EMERGANCE OF

NEW PEOPLE MANAGEMENT


Knowledge
 Knowledge is nothing but a combination of
know how, know what and know why, as
consciously incorporated in people.
KNOWLEDGE WORKERS
 Basically anyone who makes a living out
of creating, manipulating or
disseminating knowledge is a
knowledge worker
IMPORTANCE OF PEOPLE
People are crucial because
 People are the exclusive source of knowledge for any
organisation.
 Individual knowledge is the starting point for organisational
knowledge.
 The knowledge pool of a person cannot be duplicated.
 Only people can spread knowledge resources across the
company.
 Only people can convert knowledge and wisdom into action.
 PRODUCTS = PEOPLE
(use people as the source for winning concepts)
 MANUFACTURING = PEOPLE
(Operators need to have thorough knowledge about the machinery)
 MARKETING = PEOPLE
(people with knowledge and skills are now becoming principal
instruments to offer delight to the customers)
 MANAGEMENT TECHNIQUES = PEOPLE
(Companies are realising that their core abilities lie not in particular
product, but in their unique expertise. New processes need to be
managed by people with the right skills)
 ORGANISATION STRUCTURE = PEOPLE
(New organisation forms depend on people to for their success)
NEW PEOPLE MANAGEMENT
 To leverage it’s people, the corporation
must integrate human resource
management into it’s business strategies.
 The individual and organisational goals
have to be united so that the employees put
in their best for the organisation.
STRUCTURE OF THE NEW
PEOPLE MANAGEMENT
 The old Human Resource Development is
being replaced by the New People
management.
 It would play a role much broader in scope,
much stronger in impact and much more
permanent in effect.
 The NPM makes the entire organisation its
area of operation.
RECRUITMENT
 This involves long-term vacancy filling measures.
 It translates strategies into a manpower plan and
develops a hiring programme accordingly.
 People with the right combination of knowledge,
experience, values , skills and behaviour are
absorbed to meet the corporate objectives.
PERFORMANCE MANAGEMENT
 To ensure that the talent they have attracted
achieve their goals, companies use NPM to
create appropriate working conditions.
 Jobs are evaluated so that the individuals best
suited to carry them out are assigned to it.
 Corporate and employee interests are balanced
by designing individual careers.
TRAINING & DEVELOPMENT
 The function of the NPM is to bridge the
gap between the abilities the individuals
possess and those, which they need to fulfil
those tasks, by training and development.
APPRAISAL & REWARD
 NPM successfully prevents people from
expanding their energies on activities that
bear no relationship to the organisation.
ORGANISATIONAL EXIT
 A planned separation from employees
whose contribution is no longer adds value
to the organisation.
EFFECTIVE
BUSINESS
STRATEGY
BEST PRODUCT AND THE NPM
 Offering the best product involves
continuous innovation within the company,
using knowledge and abilities of individuals.
 People with originality will be recruited.
Working conditions with few controls will be
created.
 Resources are provided for
experimentation.
BEST PRICE AND NPM
 In ensuring the lowest price for their products,
companies have to tailor their process as well.
 No compromise of value for price is acceptable.
However lowest cost can be ensured.
 Best man planning ensures minimum wage bill.
People who suit the organisation must be
recruited.
 Cost cutting technologies can be incorporated.
 A special mandate will be to link organisational
cost cutting to individual cost cutting goals and
reward employees accordingly.
BEST SERVICE AND NPM
 Individuals with the right mix of creativity,
initiative, values and skills will be able to provide
world-class service to the customers.
 A company can assist its people to solve
customer’s problems.
 The NPM binds the level of customer satisfaction
and delight achieved, directly by appraisal and
reward.