HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore human resource planning by outlining a three-step strategic process to meet your organization’s human resource needs. Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. The goals of human resource planning are to ultimately improve organizational outcomes. Human resource planning is used in and for all functional areas of human resource management. Although you might immediately think of workforce planning, human resource planning covers the brood spectrum of functional areas of human resource management. Human resource planning includes figuring out where you are, where you want to go, and how to get there. Using this process, you will develop the core elements of a human resource plan - strategy, goals, and actions. Strategy is an extension of an organization's mission, a bridge between the organization and it’s environment. Goals are a statement of desired outcomes toward which effort is directed, to realize your human resource plan. Actions are the most important things that can be done to reach stated goals. Planning is critical for each functional area of human resource management. Ask these three simple strategic questions – where are we now, where do we want to be, and how can we get there? - to frame your next human resource planning process. Doing so will ensure you develop the right human resource strategy, goals and action items to realize your plan.
Views: 11883 Gregg Learning
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Views: 12743 Angelo De Lima
This video is an example of our Performance Management Course for HR Professionals. Learn more at http://www.hrjetpack.com People are goal seeking animals. Their lives only have meaning if they are reaching out and striving for their goals, at least this is what Aristotle said sometime around 330 B.C. The notion of purpose is the origin of goal setting theory. Let’s start with the basics…what are goals? For our purposes, a goal is “the object of a person’s ambition, an aim or desired result.” Bottom line, it’s something we work towards, something we want to achieve and we put steps in place to do it. Almost an unlimited number of goal types exist. Your business environment and industry may dictate what type of goals your management team sets and flows down into the organization. For example, during a business strategy session, leaders may create long term goals with a typical target timeframe of 5 years or more. They’ll break these down to shorter term goals. Then, your organizations high level long term and short term goals will be broken down at a department level. Marketing/Sales, Finance, Production/Quality, Supply Chain, Human Resources! You got it. You’ll need to develop plans and objectives to support the business goals. That’s a whole other course. And finally, managers and employees can work together on building their goals.
Views: 2895 HR Jetpack
http://blog.hr360.com/hr-blog/setting-employee-goals-video-blog Video Highlights: 0:02 Every supervisor and employee should set goals. 0:42 Employees who set goals increase both their commitment and motivation, and they become more invested in their jobs and long-term career plans. 0:53 The goal-setting process allows employers to direct employees’ efforts toward maximizing accomplishments and toward supporting the company’s own long-term goals. 1:11 Goal setting will be most successful when you provide each employee with clear expectations regarding performance that are tied to an understanding of how his or her individual work contributes to the company’s overall goals. 1:26 There are seven key criteria that your goals should meet. 1:31 Be specific. Clearly communicate the tasks or behaviors employees must accomplish or demonstrate to achieve successful results. 1:47 Be realistic. Set goals that are challenging, but attainable based on your employee’s knowledge, skills, and resources. 2:09 Choose goals that can be measured, and make sure your employees understand exactly how they will be assessed. 2:27 Use your calendar – and set deadlines. 2:45 As you set goals, remember to prioritize. 3:05 Evaluating goals is also important. Since goals are designed to support both the company and the employee’s personal development, you should evaluate and update goals based on changing business needs and the employee's progress. 3:20 Coordinate your employees' goals so that they complement one another.
Views: 18412 HR360Inc
Human Resource Development (HRD) is a practice that combines training, organization development, and career development efforts to encourage improvement of individual, group, and organizational performance. Please visit www.eAdultEducation.org for more information on human resource development and information on adult learning theories and research in relation to practice in the field of human resource development.
Views: 99435 Shirley J. Caruso
HR is planning, which is frequently a direct consequence of implementing strategies to move the organization forward. HR planning deals with determining how many people will be needed to execute an organization’s specific functions, a key concern in both global and domestic firms. Human Resource planning is the process of analyzing and identifying the need for and availability of people so that the organization can meet its strategic objectives. The HR planning process includes four distinct steps. The focus of HR planning is ensuring that the organization has the right number of people with the right capabilities at the right times and in the right places. Human capital solutions are also available that enable HR managers to identify how to develop talent to allow the organization to reach its strategic goals.
Views: 142 Gregg Learning
A German Internet Marketer tells his secret - http://www.the-next-revolution.com/ Then we move onto human resources planning – another pivotal factor. Let’s look at how you can do this. If you are several people, you can make an organigram, so that everyone is able to gain an overview of who is already there and how the whole thing is structured. An organigram can be very easily produced with Powerpoint – we also have training for those wishing to learn how to do this. This is one of the really useful capabilities that Powerpoint offers you. Just a few clicks, and your organigram is on the screen. Then you should address the planning of staff – and it is very important that this covers the next three to five years. Why? Here is where you have to make a range of decisions: do I want to recruit staff? Do I want to have e.g. multiple locations with a larger number of staff? Do you want to build up a proper body of staff? If I’m going to be a sole trader the runs the business single-handedly online, am I aiming to grow the business to such an extent that I need to appoint staff in the future? Do I want that? Do I want to take on the responsibility? Do I want to build a company that has a hundred employees? Is that really my aim? Very clear questions, to be answered in the context of the next three to five years. If, for example, you say that in five years, you still want to be working alone, you must develop your business accordingly. This brings us neatly to the next point. If you say, “In five years, I want to have tripled my number of staff,” then you must also take appropriate action to make sure that this is the case. This is why human resources planning is such an important aspect of your business plan. Naturally, you’ll also want to think about the professional development of your staff. How will you train your staff to ensure that your business goals are reached? What should this professional development actually involve? What do you imagine it to consist of? In my opinion, professional development is a crucially important success factor. I can’t say it is success factor number one – that would be you yourself, who you are, your attitude. But essentially, professional development is what gets you where you want to be. When you undertake personal professional development, you get to brush away the mental cobwebs and eliminate unhelpful beliefs and associated worries. Many people fail to achieve any success because they are scared of being successful. This is too expansive a topic to delve into here. Just try to get started on your personal professional development, and then extend it to the rest of the firm. I used to be a very poor salesperson. I had a rate of 100% - meaning that 100% of the people who talked to me on the phone bought nothing afterwards. This was because I spouted a lot of jargon and gibberish, which I’m sure you can imagine. After that, I thought constantly about how important it is to be able to sell well. There is a saying – “One has to be born a salesperson.” This is a steadfastly held belief in business. Another is the image of salespeople as nothing but door-to-door sales representatives - the low lives of the business world. If you want to find yourself alone at a party, all you need to do is tell people that you are a salesman. This is a negative perception you’ll have to deal with. After my bad experience in sales, I sought out a couple of sales seminars, and that was the key. This is something I can whole-heartedly recommend: holding structured discussions about sales in order to really get to the bottom of what it’s about. You can learn some amazingly useful things by doing this. And to be very clear: if you are building a business which involves maintaining customer contact, where you are clearly focused on selling something, where you lead negotiations - send your staff to professional development courses and sales training seminars. You’ll be amazed at what you can gain. Naturally, this is something we also offer.
Views: 834 Henning Glaser
The old expression, “failing to plan is planning to fail" also applies to employee development. In my recent article (http://www.optimusperformance.ca/managing-employees-for-change-improved-productivity/) about a leaders' struggle to deal with employees being resistant to change, I wrote that strategic planning for employee development is a practice that a leader must undertake to avoid this dilemma. Developing a human resource or employee development plan is often the responsibility of the human resource department if there is one. From my perspective, it's the leader’s responsibility because the leader is accountable for the performance of the department and each employee. Here is my list of things for the leader or manager to do to develop a strategic plan for employee development..... Read full article here: A Leadership Job Description :http://www.forbes.com/sites/mikemyatt... How to set and achieve any goal using a goal planning worksheet: http://www.optimusperformance.ca/how-... Learn How to Write a Job Description including a downloadable template https://curious.com/stephengoldberg/j... Learn How to Set & Achieve Goals including Goal Setting Form for download https://curious.com/stephengoldberg/g... Take my lessons +20,000 more @Curious on anything from tennis, to test prep, to tango. As my student, get 20% OFF! http://curious.com?coupon=curiousteac...
Views: 20489 Stephen Goldberg
When writing goals for an employee's performance appraisal, it's important to understand and review the work that the employee was assigned to do. Find out why coming across as competent is important when writing goals for employee appraisals with help from a certified personnel consultant in this free video on human resources. Expert: Pat Goodwin Contact: www.PatGoodwinAssociates.com Bio: Pat Goodwin is a certified personnel consultant and a career transition consultant who has worked with hundreds of individuals over the past 20 years. Filmmaker: Todd Green
Views: 9523 eHow
http://www.myhrpro.ca Improve your personal effectiveness with these goal setting tips and learn how to use techniques to create performance plans in your organization to elevate the performance management of your employees. In addition to our other HR videos in our series http://www.myhrpro.ca, here are some other resources from other sources. Goal Setting/Development Planning - Human Resources at MIT http://www.hrweb.mit.edu/performance.../goal-setting-developmental-plan... Performance Goals Are short-term objectives set for specific work in the employee's current position Relate to the department's overall goals Include clearly ... Performance Goal Setting and Performance Measurement http://www.humanresources.about.com › ... › Performance Management You can develop an effective performance goal setting and performance ... ThePerformance Development Planning (PDP) process enables you and the people ... Performance Goal Setting - Goal Setting Techniques http://www.slideshare.net/.../performance-goal-setting-goal-setting-te... Mar 15, 2010 -- All these will aid you towards higher standards of performance. In theplanning stages of performance goal-setting you should think carefully ... Performance Planning and Goal Setting: Half-Day Training Program http://www.wolfmotivation.com/.../performance-planning-and-goal-... Performance Planning and Goal Setting: What it is and what it is not! Clarifying performance expectations; Focusing work activities. Benefits of Performance ... Goal setting, planning, and organizational performance: An http://www.sciencedirect.com/science/article/pii/0749597890900255 by KG Smith - 1990 - Cited by 93 - Related articles This study is a preliminary attempt to bridge the gap between macro- and microlevel studies of the effects of goal setting and planning on performance. PERFORMANCE MANAGEMENT Planning & Goal Setting http://www.franciscan.edu/imagebase/hr/.../planningandgoalsetting.p... Personal Goal Setting - Goal Setting Tools from MindTools.com http://www.mindtools.com › Time Management Goal setting is a powerful process for thinking about your ideal future, and for ... The process of setting goals helps you choose where you want to go in life. Goal-Setting For Sport Performance Enhancement | The Extra Gear http://www.theextragear.com/goal-setting-for-sport-performance-en... In fact, I would go as far as to say that creating an effective goal-setting plan may give you the biggest performance bang for your buck of any mental skills ... Performance Appraisals: Evaluation & Goal-Setting Review Year ... http://www.udel.edu/.../performance/2012PATraining.pdf File Format: PDF/Adobe Acrobat - Quick View Apr 1, 2011 -- Goal Setting and Goal Alignment ... Tips for Interactive Goal Setting ....Employee, Aimee has initiated a Performance Planning and Appraisal ... Management Training - Performance Planning and Goal Setting http://www.lsaglobal.com/.../Performance-management-goal-setting.... Managers need to be able to hold skillful, timely, difficult conversations. For life to proceed with minimal disruptions and maximum input from its stakeholders, the ... (goal setting)(setting goals)(performance management)(hr consulting Edmonton)(calgary human resources)(human resources company)(human resources consulting company)(performance plans)(performance plan)(performance plans)(job descriptions)(job description Performance Management System)(performance planning)(hr forms)(hr articles)(human resource articles)(resource management)(goal setting worksheets)
Views: 5854 myHRpro
https://ayoubhr.com/ SWOT is a structured planning tool that helps you assess Strengths, Weaknesses, Opportunities, and Threats. Our goal is to help make your business as efficient and profitable as possible. We will work with you to help solve your problems, while understanding that you have limited resources and budget. Upon completion, we will present to you a written assessment of your business and recommendations for improving inefficiencies and cost. Sign up today.
Views: 1291 Aline Ayoub
When working through a performance management plan with employees, make sure the goals you set are SMART. What are "SMART" goals? Lori breaks it down in this short video. For more on Lori's Book "HR Hacks": https://hrtopics.com/shop-online/ Looking for a few tips, tricks, shortcuts to help you tackle HR without reinventing the wheel? Lori Kleiman's latest book "HR Hacks" helps you do exactly that! With the book, you also get exclusive access to even more content, webinars, videos, and more! Lori Kleiman is an accomplished businessperson, entrepreneur and leader. In her most recent corporate role, Lori orchestrated a group of 18 HR consultants nationally. She brought cutting edge HR techniques to the group, and fostered a practical sense of HR to small businesses. Lori conducts dozens of seminars each year to business people and HR professionals sharing best practices and new initiatives to bring to small businesses throughout the United States. With a Master of Human Resources and the highest level of certification available in HR, a SPHR designation, Lori has the depth of knowledge needed to provide her clients with the foundation of traditional study.
Views: 4 Lori Kleiman HR Topics
At MasterCard Worldwide, where diversity management reports to the legal department, diversity, legal and HR all work together to achieve company goals. MasterCard's diversity leader Donna Johnson details at our diversity event how the company works with HR, legal and diversity to improve its talent-development efforts. Get more talent-development best practices at: http://www.DiversityInc.com/diversity-management http://www.DiversityInc.com/top50 http://www.DiversityInc.com/events
Views: 537 DiversityInc
Sooky Lee, vice-president of HR at ADP Canada, talks about how metrics are helping HR departments do more with less, become more proactive in problem solving and free up time to focus on strategic goals that help drive the business.
Views: 1309 Canadian HR Reporter
Here i teach Introduction to Human resource Development, relationship between HRM & HRD Personnel management Link to lecture in English: https://goo.gl/Xm5smr Subscribe Nav Classes for regular lectures Ask you doubts here in comment box Nav Online Classes for all commerce Lectures All carve for Knowledge ends here Here you will get all possible help and personal assistance Procedure 1. Subscribe https://goo.gl/r6rSqV and Ring Bell with it to get all lectures in your inbox 2. New lecture on every Monday wednesday Friday 3. Google Group for more interaction: https://groups.google.com/d/forum/navclasses 4 Like Facebook page: https://www.facebook.com/navclassesonline/ Subscribe to http://navclasses.blogspot.in/ for written notes and MCQs HRD lectures in Hindi: https://goo.gl/MiPZLF HRD lectures in English: https://goo.gl/Hg7cWg CBSE UGC NET: https://goo.gl/j4qvzZ Human resource management in English: https://goo.gl/2E4Py8 Human resource management in Hindi: https://goo.gl/v96yPm
Views: 34020 Nav classes
FREE HRM Course: We would like to offer you 100% off our online HRM course. Use the discount code: potentialchannel when you get to the checkout. Human Resource Development deals with training and developing employees with the aim to improving their performance levels across the organization. Job requirements are continuously changing so staff in an orgnisation should be continuously developed to stay relevant to the job needs. Here are 4 essential Human Resource Development (HRD) functions in any business: 1. Training and development (T&D) is the heart of a continuous effort to improve employee skills, knowledge and organizational performance. Training is providing workers with knowledge and skills needed for their present jobs, while development is learning beyond today’s job. Employees need to be prepared to cope with the organization as it changes and grows. 2. Performance Management and Appraisal: Performance Management is a goal-oriented process used to maximize the productivity of employees, teams, and the overall organization while performance appraisal is a formal system of reviewing and evaluating the individual’s and team’s performance. 3. Career Planning and development: an ongoing process whereby an individual sets career goals and identifies the means to achieve them. Career development is a formal approach used by the organization to ensure that employees with the proper qualifications and experiences are available for promotion or reassignment when needed. 4. Organization development: is a planned and systematic attempt to make the organization more effective by creating a more positive behavioral environment. Human resource development should involve training an employee after he/she is hired, providing opportunities to learn new skills, distributing resources that are beneficial for the employee's tasks, and other developmental activities. Remember, there is only one thing worse than training employees and losing them, and that’s not training them and leaving them employed within the organization. Transform your thinking and look forward. For more practical learning and real-world education check out https://www.potential.com/
Views: 6549 Potential
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore performance improvement plans, discussing best practices for both process and management. A performance improvement plan (PIP) is a great way to give struggling employees the opportunity to succeed while still holding them accountable for past performance. There may come a time when an employee’s performance is not meeting expectations. When performance is lacking, a Performance Improvement Plan (PIP) can provide a helpful step in the coaching and counseling process. A performance improvement plan is a critical tool and process for managing employee performance. Performance Management refers to the processes to ensure the organization connects mission with the work of employees. The success of a performance improvement plan depends on effective process and management. Process refers to the appropriate steps to design and execute a performance improvement plan. Management refers to the planning, leadership and direction provided by a supervisor through the process. Careful planning through the performance improvement process coupled with sound management practices – especially in documentation and feedback – create the best possibilities for improved employee performance.
Views: 419 Gregg Learning
Interested in human resource management, but not sure what it's all about? Human resource professionals are typically responsible for making sure a workplace is productive, harmonious and safe. To find out more, go to http://business.monash.edu/programs/undergraduate-programs/study-areas/management
Views: 712086 Monash Business School
By Sally Elatta You might have heard of Agile methods but thought it was for IT/Technology BUT what if you could learn how to make YOUR own HR team work faster, better and in a healthier fashion? The goal of Agile methods is enabling business agility for the entire organization, so watch this presentation I delivered during the HR Reinvention Conference and have fun and learning practical ways of bringing agility to your own HR team!
Views: 3041 Agile Training Videos
The strategy an organization follows is its plan for how to compete successfully, survive, and grow. Many organizations have a relatively formal process for developing a written strategy encompassing a certain period of time, with objectives and goals identified for each business unit. Strategic planning is the process of defining organizational strategy, or direction, and allocating resources (capital and people) toward its achievement. The strategic planning cycle typically covers a three-to-five-year time frame, although some firms conduct long-term planning that can cover 10 years or more. Effective strategy often relies on managers who are willing to closely assess current conditions and develop a game plan that enables the firm to overcome obstacles and sustain success.
Views: 87 Gregg Learning
Here is the section strategy for Human Resource Development Section of RBI Grade B Exam by Radhey S Baid who is a topper in RBI Grade B Phase 2 Examination ( AIR 13). In this video, he mentioned the important information related to RBI Grade B Exam for Human Resource Development Section. Along with the important info, he explained about how to get maximum marks in Human Resource Development section so that you crack the exam. Please watch the video and comment if in case you have any doubts related to Human Resource Development Section of RBI Grade B Examination. 1) Get free mock test on RBI Grade B Exam here (https://gradeup.co/banking-insurance/rbi-grade-b-phase-i-ii-test-series-zj2hcf073) and check where you stand out among all the aspirants. 2) Click here (https://gradeup.co/banking-insurance/...) to visit gradeup website to get all the information related to RBI Grade B officer exam. You can post a query and get them resolved by your peers and mentors also. Practice unlimited questions on RBI Grade B Exam and maximize your chances of scoring high in the exam. 3) Download gradeup app here (https://play.google.com/store/apps/de...) to get all the latest information, tips and tricks and other important information related to RBI Grade B Examination.
Views: 3056 gradeup
-If effective utilization of human resources is not a significant goal for the organization: Employment planning is likely to be informal and slipshod -If top management values stable growth: HR planning will be less important than if the goals include rapid expansion or diversification
Views: 2739 edu wala
Stemming from her time as Chief Talent Officer at Netflix, Patty McCord knows innovative, unconventional startup cultures. In this keynote from Goal Summit 2016, she challenges you to rethink how you approach HR and change the ways you motivate people, develop talent, build trust and connect business objectives to your people in order to create a dynamic, thriving company.
Views: 4165 BetterWorks
Watch this video for ten best practice HR tips from the world's leading HR experts. The HR landscape is changing, and human resource best practices need to be adhered to so that the organization can achieve its goals year-after-year. From a safe and happy workplace, to 360-degree performance management systems -- what are the key attributes that define HR success? For more best practice HR videos visit MeetTheBoss Human Resource channel http://www.meettheboss.tv/channel/CXO Did you enjoy this video? Use the buttons above to share it, give it a thumbs up or leave comments below. We'd love to hear your thoughts.
Views: 155998 MeetTheBoss
Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning. As defined by Bulla and Scott, human resource planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. Reilly defined workforce planning as: ‘A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand.’ Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy. This video is targeted to blind users. Attribution: Article text available under CC-BY-SA Creative Commons image source in video
Views: 5773 Audiopedia
Learn how to create SMART goals and appropriate job responsibilities for your ePDP Annual Plan.
Views: 626 GVSU Human Resources
Held in observance of International Women's Day, the 2016 WEPs Annual Event, Business Partners for Gender Equality: Multipliers for Development, brought together inspirational business leaders, including innovative female entrepreneurs, with civil society, the UN and Government, to scale-up business action and unleash the full potential of women and girls. Through high-level panels and interactive sessions, participants dove into how diverse companies around the world are implementing the Women’s Empowerment Principles (WEPs) and helping to achieve the new Sustainable Development Goals (SDGs), set forth in the 2030 Agenda for Sustainable Development. Day 2 was held at the Wyndham New Yorker Hotel. With the adoption of the SDGs, and in particular SDG 5, Governments are looking to the private sector to help meet national and global goals. In order to do its part, business will need to set ambitious goals and identify targets to track and report on progress. For over five years, the WEPs have served as comprehensive guidance to help business shape gender inclusive strategies and many companies can now offer vital lessons on how to track and measure results. Opening Discussion: Moderated by Rini Simon Khanna, Media Person, Anchor/Moderator. Speakers include: Amanda Ellis, Special Advisor to the President, East-West Center Debra Cammer Hines, Principal, Ernst&Young Panel Discussion: Moderated by Aditi Mohapatra, Lead, Global Women’s Empowerment, Business for Social Responsibility (BSR). Speakers include: Rohini Anand, Senior Vice President, and Chief Diversity & Corporate Responsibility Officer, Sodexo • Angela Guy, Senior Vice President, Diversity and Inclusion, L’Oréal USA Rafael Carbonell Blanco, Vice President, Human Resources, Emgesa – Codensa İdil Türkmenoğlu, Human Resources & Sustainability Vice President, Boyner Group
Views: 720 TheUNGlobalCompact
This Video contains information about "Recruitment" which is very important topic in MBA HR curriculum. This video contains following topic: 1) What is Recruitment? 2) Importance of recruitment 3) Recruitment process 4) Sources of recruitment This video is made by Shalu Pal. Hope you will like it and share it!!
Views: 102932 Learn By Watch
Lets see the fundamentals of Strategic HRM and HRM as a whole. Human resource management (HRM) focuses on recruiting and hiring the best employees and providing them with the compensation, benefits, training, and development they need to be successful within an organization. However, strategic human resource management takes these responsibilities one step further by aligning them with the goals of other departments and overall organizational goals. HR departments that practice strategic management also ensure that all of their objectives are aligned with the mission, vision, values, and goals of the organization of which they are a part. If you have watched my earlier videos you may have noticed that I prefer to explain the concepts using an example. Let’s take an example for Starbucks ====================================================== SUBSCRIBE TO MY YOUTUBE CHANNEL https://www.youtube.com/Can-Indian channel.. ====================================================== TO FIND OUT MORE about me please visit www.I-CanIn.com Follow me on Facebook @yesIcanandIwill Follow me on Twitter @CanindianM Follow me on Instagram @CanindianM
Views: 3140 Can-Indian Channel
Go Premium for only $9.99 a year and access exclusive ad-free videos from Alanis Business Academy. Click here for a 14 day free trial: http://bit.ly/1Iervwb View additional videos from Alanis Business Academy and interact with us on our social media pages: YouTube Channel: http://bit.ly/1kkvZoO Website: http://bit.ly/1ccT2QA Facebook: http://on.fb.me/1cpuBhW Twitter: http://bit.ly/1bY2WFA Google+: http://bit.ly/1kX7s6P Listen to Alanis Business Academy on the go by downloading our new podcast: iTunes: http://bit.ly/1dwKyWi Stitcher: http://bit.ly/PvPjoa Tunein: http://bit.ly/1gLsDH4 Human Resource Management (HRM) is described as the process of developing the policies, practices, and systems designed to influence employee motivation, behavior, and performance. In this video, we'll take a closer look at human resource management and specifically talk about the different functional areas of HRM.
Views: 36128 Alanis Business Academy
Regardless of which specific strategies are adopted for guiding an organization, having the right people is necessary to make the strategies work. Strategic HR management refers to the appropriate use of HR management practices to gain or keep a competitive advantage. Strategic HR management (HRM) provides input for strategic planning and develops specific HR initiatives to help achieve organizational goals. Getting HR involved is the key, with one study finding that the participation of HR in strategic processes is enhanced as HR’s service quality and the expectations of the contributions of HR increase. The strategies developed by HR managers depend heavily on the plans and objectives created within an organization. HR departments need to be involved in strategic planning so that HR executives are aware of the overall strategic direction of a firm. An important way HR professionals can contribute to strategy is by introducing high-performance approaches into the workplace that lead to increased performance.
Views: 83 Gregg Learning
Our clients tell their story when using Meta4 HR Software: http://www.meta4.com/success-stories In this case, César Rovegno Ornano, Human Resources Manager at ISIL.
Views: 54 Meta4
CHECK OUT A NEW EDITION OF THIS VIDEO | https://youtu.be/oobsCZS5okY Talent Management is a set of integrated organizational Human Resource processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. Professional perspectives on talent management vary dramatically. In fact, Human Resource professionals respond in a myriad of ways. Let’s take a look at one comprehensive model defining talent management.
Views: 41533 Gregg Learning
This video offers self-study training designed to help prepare managers and employees to write SMART goals as part of the performance management planning process. Takes approximately 20-25 minutes to complete.
Roles And Responsibilities Of HR Manager - Design Career Path For Employees http://www.hrcrest.com/hr-manager/human-resource-manager-job-description-smart-goal-setting-for-employees/ It may not come as a surprise to you that, part of your work as an HR manager is to coordinate goal setting across the organization. The HR manager's responsibilities in goal setting for employees may be misplaced to a strategic manager, or to supervisors. HR Manager's role is to add depth to the Goal setting process in the organization. The focus that strategic management received in the eighties made it appear as if all goal related issue need to be coordinated by the manager of a strategic business unit. Granted, such a manager has a direct interest in the goals set everywhere in the organization, but the HR manager is better placed to coordinate that effort in the existing changing times in business. HR Manager needs to handhold employees to frame SMART Goals for themselves such that employees' performance is adequately measured and rewarded. http://www.hrcrest.com/hr-manager/human-resource-manager-job-description-smart-goal-setting-for-employees/
Views: 1196 HRCrest
Human Resource Management; Management; Performance Appraisal l Human Resource Management 1. Performance Management Vs Performance Appraisal - 00:01:23 - 00:03:10 2. Who is involved : 00:03:13 - 00:06:06 3. Performance Management Goals : 00:06:09 - 00:08:17 4. Performance Management Process : 00:08:19 - 00:15:19 5. Performance Assessment & Appraisal Methods : 00:15:20 - 00:22:29 6. Potential Appraisal Problems : 00:22:33 - 00:26:42 7. Conducting Performance Interview : 00:26:42 - 00:31:17 8. Disadvantages of Appraisal System : 00:31:20 - 00:35:30 Video by Edupedia World (www.edupediaworld.com), Free Online Education; Click here (https://youtu.be/iNvsTU__ANo) for more videos on Subject name (Human Resource Management); All Rights Reserved
Views: 28654 Edupedia World
If an organization has a formal HR department or group, there are typically three different roles these individuals might play in the organization. Which human resource role dominates or whether all three roles are performed, depends on what management wants HR to do and what competencies the HR staff members possess. The potential mix of roles is shown here, as is the emphasis on the different roles. Administrative: Focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation. Operational: Managing HR activities based on the strategies and operations that have been identified by management and serving as “champion” for employee issues and concerns. Strategic: Helping define and implement the business strategy relative to human capital and its contribution to the organization’s results The opportunity for the HR department to adopt a strategic role exists in many firms. Overall, instead of just understanding HR issues and concerns, HR staff should have a broad business focus to help companies reach their strategic goals.
Views: 80 Gregg Learning
Career and succession planning is very important for every individual, here, students will study about in what stage of life they should lead to the career growth path.
Views: 7099 Rai University Ahmedabad
Is an HR Audit on your to-do list? It should be! Per the Society for Human Resource Management (SHRM), an HR Audit involves “an objective look at the company’s HR policies, practices, procedures and strategies to protect the company, establish best practices and identify opportunities for improvement”. An audit will help identify and evaluate the current state of the company, to determine if common practices are compliant, and effective. From there, decision-makers can use audit findings to streamline processes and develop plans for improvement. Join HR Options and Employment Law expert Jeanine DeBacker, Partner, Employment and Employee Benefits Lawyer at McPharlin, Sprinkles & Thomas, LLP, on Thursday, August 22nd, for expert advice on how to: Asses your company’s compliance and best practice risks to determine what the focus of your should include; Determine whether your company would be best served by an in-house review, outside consultant, or a combination of both; Learn which practices, or lack of practices, might place your organization at risk for compliance or regulatory violations; and Be mindful of recent trends in privacy, immigration, employment law, class action avoidance, and workplace crisis management - crucial updates to consider prior to conducting the audit. We will provide you with a checklist you can follow to audit your company’s HR practices. The checklist will walk you through the examination of your written and unwritten HR policies and procedures, with the goal of ensuring that your company is legally compliant and properly functioning. We will review issues that are often raised in an audit, including the most important concern: “Now that we found that, what do we do about it?” Arm yourself with the best practices to assess your company’s current HR practices and procedures, so that you can move forward, correct and compliant.
Views: 2563 HR Options Inc.
DNA succeeded in the Great Place To Work Institute's survey, and was ranked 2nd in the series of major corporations. "Our employees work together for a common goal and they are committed team players", tells DNA's SVP, Human Resources Marko Rissanen.
Views: 54 DNA
Careers in Human Resources - Focus on Best HR Practices http://www.hrcrest.com/hr-solutions/effective-hr-practices-hr-manager-can-introduce-part-1/ As HR professionals, our primary objective of all interventions and services is to create an impact on the business performance by keeping the employees motivated enough to give their best to achieve the business goals/targets. And to deliver this objective as an HR leader/HR manager it is imperative to design effective HR practices that foster achievement of such objective. There are many best HR practices across industries and organisations that have worked and often we tend to adopt such best HR practices in our respective organisations as well. Well it is a great idea to that but I advice that one needs to spa Want To Know About Effective HR Practices?Suggestions and Tips to Introduce Best HR Practices and more at HRCrest http://www.hrcrest.com/hr-solutions/effective-hr-practices-hr-manager-can-introduce-part-1/ Careers in Human Resources - Focus on Best HR Practices
Views: 4296 HRCrest
During the last three quarters of a century, Myanmar has undergone three major transitions: from colonial rule to independence in 1948, from parliamentary democracy to military dictatorship in 1962, and still in progress today since 1988, still incomplete, is the transition from dictatorship to democracy. The first transition was a straight forward culmination of a hard and costly struggle: a clean-cut change from the status of colonial subject country to that of sovereign independent nation. The second transition too was sharp and clearly placed in time: tanks on the streets of the capital one morning, a crisp declaration on the radio. Our present transition is the most complex, the most challenging, of all. The very beginning was amorphous. There was nothing so definite as the lowering of one flag and the raising of another, no brief, staccato announcement, to mark the completion of one phase and the beginning of another, in the life of our country. Several incidents, each in itself seemingly, at the time, of minor importance, fused together to become the force that launched a nationwide uprising for democracy. The uprising was put down quickly but nevertheless, it opened the gates to the rocky, protean, transit path that we continue to tread today. The Myanmar Sustainable Development Plan, which could also be seen as a roadmap for our transition, identifies five goals, supported by three pillars. Goal 1 is Peace, National Reconciliation, Security and Good Governance and Goal 2 is Economic Stability & Strengthened Macroeconomic Management. These rest on the pillar of Peace & Stability. Goal 3 is Job Creation & Private Sector-led Growth, held up by the pillar of Prosperity & Partnership. The third pillar, People and Planet, supports Goal 4, Human Resources & Social Development for 21st Century Society and Goal 5, Natural Resources & the Environment for Prosperity of the Nation. Goals 1 and 2 are interdependent and impossible to sustain without a solid pillar of peace and stability. Building this pillar we saw as the first task we had to address as we embarked on the path of transition. At the very commencement of our new administration on 30 March 2016, we took steps to implement our plans for taking forward the peace process that had been initiated by the previous government. The Twenty-first Century Panglong Conference seeks to put an end to the armed strife that has ravaged Myanmar since its birth as an independent nation, and to construct a strong democratic federal union founded on a lasting unity created out of diversity. Addressing destabilizing issues in Rakhine State was a fundamental part of building our Pillar 1. The recommendations of Dr. Kofi Annan’s Commission, 88 in all, of which we have to date implemented 81, aim at the establishment of lasting peace and stability in Rakhine. But the challenges there are multi-faceted and require multi-tasking. Resettlement of displaced persons now in Bangladesh has to be effected through the implementation of the Agreement signed between Myanmar and Bangladesh last November. The Government of Myanmar also signed with the UNDP and the UNHCR an MOU that aims at assisting speedy and efficient resettlement and rehabilitation. We have already mapped out potential sites for the resettlement of returnees. UN officials have been granted access to 23 villages in 13 village tracts, selected as part of a pilot assessment programme and an additional five villages have also been marked out for the resettlement of IDPs residing near the borderline. Our new investment and company laws have been carefully crafted to promote best business practices as well as good governance. Procedures have been streamlined to remove bottlenecks and accelerate the implementation process. The new chair of the Myanmar Investment Commission is here with us today and he is ready to assure those who are interested that he is willing and able to facilitate business ventures. I shall not usurp his prerogatives. However, there are certain things he would like me to tell you. Among the fundamental infrastructure requirements identified by our new administration in 2016 were roads and electrification, not only because these are among the basic requirements of potential investors but because they are also essential to our investment in human resources. Better roads mean better access to health and education facilities, and lighting provides new opportunities for our people to achieve their potential. Full text available at - https://www.facebook.com/state.counsellor/posts/1376813352452877?__xts__=68.ARABRGMmgon6rXbtwGILP2aiB1TcG7Hb4punafKMLyvsWE74_8HPDXRJSVe32qmw0Z_jPE8XYxWY_VLaD_lYZFK-WcSfELlRfXC0jdHtPzHVvlSH7S4kdDreiHU4cXSAw4z83nokFEbx&__tn__=C-R Credit : - Channel News Asia FB Live - Myanmar State Counsellor Office FB
Views: 360 ႏိုင္ငံေရး ေဟာေျပာပြဲ
Free download - Performance Management Best Practice - http://www.nttdatasolutions.com.my/budget-estimator/#perfmgmt Weekly Transformation Tips HR transformation is the process of implementing change to the way in which the organisation as a whole delivers HR. As companies grow, it seems that both business leaders and HR professionals seem to agree on a common need to implement HR Transformation strategies. Mukaran Uddin, NTT Data HR Transformation Specialist shares some tips for transforming HR. These ideas revolve around setting the proper transformation content and organizing the work so that the transformation can be successful. For more information, please visit us @ http://www.nttdatasolutions.com.my
Views: 2372 NTT DATA
http://www.myhrpro.ca Learn how to get maximum performance improvement with performance plans and effective performance appraisal techniques. This hr video provides a performance management overview that will improve productivity and team performance in your organization. In addition to our other HR videos in our series http://www.myhrpro.ca, here are some other resources from other sources. Performance management - Wikipedia, the free encyclopedia http://www.en.wikipedia.org/wiki/Performance_management Jump to Organizational Development: In organizational development (OD),performance can be thought of as Actual Results vs Desired Results. Organizational Performance Management -- Evaluating and - Free http://www.managementhelp.org/organizationalperformance/ind... ORGANIZATIONAL PERFORMANCE MANAGEMENT - OEI http://www.oei-edu.com/m241.htm Nov 11, 2011 -- Organizations large and small, private and public, in all endeavors, face increasing pressures to improve their effectiveness. Organizations that ... The process of managing organizational performance - Safari Books http://www.my.safaribooksonline.com/...managing-organizational-perfor... 219 17 Managing Organizational Performance The management of organizational performance is the continuing responsibility of top man- ageement who plan, ... Organizational Performance Management - Office of Personnel http://www.opm.gov › Agency Services › Performance Management Performance Management focuses not only on individual employees, but also on teams, programs, processes and the organization as a whole. Organizational Effectiveness & Performance Management | The http://www.performancegroup.com/.../... Organizational Effectiveness refers to how effective the organization's processes are.Performance Management refers to how the individual within the company ... Organizational Performance Management - Antwerp Management http://www.antwerpmanagementschool.be/.../organizational-perform... Organizational performance management is about delivering performance or effectively implementing an appropriate strategy. This program enlarges the ... Organizational Performance Management | Skills | LinkedIn http://www.linkedin.com/.../Organizational_Performance_Managem... DEMITRY BARNSE. strategic planning,performance & Organizational Policy Specialist at McKinsey & Company. As per as my schedules and commitments, I will... Making Organizations Better with Performance Management http://www.minnesotanonprofits.org/.../management.../making-orga... The term performance management is used to describe the activities and methods of helping businesses, government agencies, and nonprofit organizations ... Performance Management http://www.siop.org/business/performance.aspx Well-developed performance management programs benefit organizations by: Aligning employee performance with the organization's strategic goals. Ensuring ... (Performance Appraisal)(Performance Management)(Performance Measurement)(human resource services Calgary)(hr consultant)(human resources consultants)(human resources companies)(human resources consulting)(Employee,Employee Performance Reviews)(Employee Performance Evaluations)(Employee Reviews)(Goal Setting)(Performance Planning)(Performance Plans)(Writing Performance Appraisals)(job descriptions)(360 Assessment)(720 Edge Assessment)(Key Performance Indicators)(Organization Performance Management)(Performance Appraisal System)(Performance Assessments)(Performance Management Process)
Views: 12704 myHRpro
In this tutorial we will go over the basics of Human Resource Management with special reference to International HRM and how proper IHRM practices help to achieve the goals of internationalization of an organization. This also tells us about the main influencing factors in International Human Resource Management practices. Check it out to learn more about IHRM. Read more at: https://managementpaper.com/human-res...
Views: 706 Management Paper
https://advisory.com/Research/HR-Advancement-Center/Multimedia/Video/2015/Employee-performance-goals Best in class organizations don't let staff write their own goals—they give them a defined list of goals to choose from.
Views: 955 Advisory Board