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Humans, most intriguing and less explored in the fields of latent advancement of mankind. Human resource is the most valuable and ubiquitous power but not fully harnessed. If human resources are fully harnessed in the right directions, like symphony notes coherent, then advancement in every sphere of human lives changes in tachyon speed. Knowledge, skillset, abilities & adaptabilities and Can-do-attitude can live changing features but the main element is Know-how, which is always a chasm between signs of progress and breakthrough.
๐๐ฎ๐ฆ๐๐ง ๐๐๐ฌ๐จ๐ฎ๐ซ๐๐ ๐๐๐ง๐๐ ๐๐ฆ๐๐ง๐ญ
The Pattern of planned human resource deployments and activities intended to enable an organization to achieve its goal describes the theory and practices relating to the way people are managed at work.
๐๐ญ๐ซ๐๐ญ๐๐ ๐ข๐ ๐๐ฎ๐ฆ๐๐ง ๐๐๐ฌ๐จ๐ฎ๐ซ๐๐ ๐๐๐ง๐๐ ๐๐ฆ๐๐ง๐ญ
An approach to the management of human resources that provides a strategic framework to support long-term business goals and outcomes. The approach is concerned with long-term people issues and macro-concerns about structure quality, culture, values, commitment, and matching resources to the future need.
Human capital has been defined as the knowledge, skills, abilities, and other characteristics of individuals, which can contribute to a firm competitive advantage due to difficulty in imitation by other firms. Human capital can contribute to competitive advantage, and these contributions are not simply through individual contributions but high levels.
๐๐๐๐ง๐ญ๐ข๐๐ข๐๐๐ญ๐ข๐จ๐ง ๐๐ง๐ ๐๐๐ญ๐๐ฅ๐จ๐ ๐ฎ๐ข๐ง๐ ๐จ๐ ๐ฉ๐ซ๐๐๐ญ๐ข๐๐
Target setting
The use of incentives
Monitoring of performance, and talent management
Achieving managerial competence
Requires sizable investments in people and processes
Achieving more value from people will call human resources strategy
Maximize the value of your organization by maximizing the value of your people- human capital.
I ๐๐๐ซ๐ ๐๐ญ ๐ฌ๐๐ญ๐ญ๐ข๐ง๐ I
Target setting is seen as a means of helping all employees to pull in the same direction with a view to gaining a competitive advantage. Target setting provides the vehicle for the achievement of individual ambitions and dreams, for organizational competitiveness.
Context โ trends-development
New normal its disruptor and integrator [change new norm]
Method of training [up-skilling is the new norm of training]
Training & development have moved back to the workplace
Increased competition
Shrinking markets
Collaboration with competitors, customers,s, and suppliers;
Advancing technology and convergence of technologies
Goals, targets, and objectives are ideal ways to stretch individuals and develop an organization. A misconception however is that it is very difficult, if not impossible, to set targets for certain jobs roles. Firmly based on leading-edge research, very highly practical in focus it is possible to set targets in all functions of an organization and in all sectors.
Use visualization techniques to help targets achievement
Integrated targets within competency systems
Make use of progressive approaches such as 360 feedback
Differentiate targets from job descriptions, and use targets to assist change.
I ๐๐ก๐ ๐ฎ๐ฌ๐ ๐จ๐ ๐๐ง๐๐๐ง๐ญ๐ข๐ฏ๐๐ฌ I
Incentives are above take-home pay and benefits. The main reason for exploring what reorganization and non-cash incentives bring to any organization is to produce higher performance. Hedonism-that humans are motivated by their desire to behave in a particular way has attracted many theories.
๐๐ฆ๐ฉ๐ซ๐จ๐ฏ๐๐ฆ๐๐ง๐ญ๐ฌ
We need to do some R&D to understand what is different about our own organization before imposing another new program on unsuspecting employees and that R&D must include ROI.
People do not change their behavior without understanding the need for change and the consequences of not changing. So there is a place for skills development within the performance improvement model.
Should think about incentive media or rewards and learn how to apply them and budget for them for the various employee audiences.
Most important of all is devising the communication plan post Programme surveys almost always reveal the end result.
I ๐๐จ๐ง๐ข๐ญ๐จ๐ซ๐ข๐ง๐ ๐จ๐ ๐ฉ๐๐ซ๐๐จ๐ซ๐ฆ๐๐ง๐๐ ๐๐ง๐ ๐ญ๐๐ฅ๐๐ง๐ญ ๐๐๐ง๐๐ ๐๐ฆ๐๐ง๐ญ I
Monitoring mechanism there must be a monitoring mechanism for proving the CEO with information on the implementation status of the plan on regular basis. Generally, the implementation of monitoring talent management plan should focus on
๐๐๐ฏ๐๐ฅ๐จ๐ฉ๐ฆ๐๐ง๐ญ ๐๐ซ๐จ๐ ๐ซ๐๐ฆ๐ฆ๐
Development Programme should be based on the principle that success in every managerial position requires the possession of certain leadership competencies and that, if a gap exists between what managers can do and what they will be required to do, a development Programme must be crafted to bridge the gap. Development Programme
Is not in terms of high-end gadget classroom training sessions, especially at A-list Institutions. However, development is a process and not an event. It is integrated learning experiences such as leadership development Programme, coaching, job rotation, Assignment to special projects, international posting, and mentorship. This makes โThe Complete manโ.
๐๐ซ๐จ๐ฆ๐จ๐ญ๐ข๐จ๐ง
Promotion should be based on readiness, willingness, and adaptability at the next higher level. Itโs should be purely passed by willingness, otherwise, depending upon context there should be a dual career path, One for management-inclined people and the other for technocrats and specialists.
I ๐๐๐ก๐ข๐๐ฏ๐ข๐ง๐ ๐ฆ๐๐ง๐๐ ๐๐ซ๐ข๐๐ฅ ๐๐จ๐ฆ๐ฉ๐๐ญ๐๐ง๐๐ I
So much of what we call management consists in making it difficult for people to work โ Peter Drucker.
The word โcompetentโ suffers from the connotation of bare sufficiency or adequacy, as opposed to expertise. It sounds somewhat out of place today when the call is for โexcellenceโ.
Threshold level: the minimum necessary to perform effectively.
The Best: Usually, arrived at by studying outstanding performers.
Be directed towards the companyโs goals.
Be adequately resources
Possess suitable systems and procedures
Have good team working and communication
Provide relevant information and feedback
The difference between a successful person and others is not a lack of strength, not a lack of knowledge, but rather a lack of will. Management development with the culture and problems of the organization to generate performance-enhancing action, how to treat the organization as partners in the development process. Integrating capability with a receptive organizational climate that encourages and applies to learning.
How have you become so successful in this organization?
Who fails and who succeeds in this organization and why?
If you had to train someone to take your place, what knowledge and skills would you make certain that person possessed in order to perform successfully as your success?
If you could design ideal courseware or training program to teach you to be better managers, what would it contain?
Think of other effective managers you know. What skills do they demonstrate that explain their success?
I ๐๐ง๐ฏ๐๐ฌ๐ญ๐ฆ๐๐ง๐ญ๐ฌ ๐ข๐ง ๐ฉ๐๐จ๐ฉ๐ฅ๐ ๐๐ง๐ ๐ฉ๐ซ๐จ๐๐๐ฌ๐ฌ๐๐ฌ I
Egg or chicken conundrum, are we losing productivity because we have underinvested in human capital? Or are we unable to invest in human capital because of structural factor productivity? We could improve productivity if we stopped systematically under-investing in human capital.
Employee satisfaction enhancement will improve in vertical limitation when the Organisation keeps investing in human capital rather than in ad hoc systems Investment in professional development Programme will yield the desired result for employee retention and seize the attrition rate in positive figures. Investing in human capital attracts the potential candidates for the organization and will create value-based loyal employees to the organization and it gives a sense of confidence that leads to job stability.
ROI always increases if an organization keeps increasing its tab on human capital investment. A Good investment motivates employees towards commitment and motivated employees are always committed to achieving the organizationโs goals. Remember the adage โMotivated men are too marvelous machines as 10 is to oneโ.
๐๐ข๐ณ๐ฆ๐ฏ๐ต๐ฉ๐ฆ๐ต๐ช๐ค๐ข๐ญ ๐๐ฆ๐ฎ๐ข๐ณ๐ฌ๐ด
Globalization has changed us into a company that searches the world, not just to sell or to source, but to find intellectual capital-the world's best talents and greatest ideas ~ Jack Welch ~
Appreciating your reading Skills!
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