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					                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         Managing People
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             Planning, Development, Hiring, Retention, Appraisal, Compensation

                                                                                                                                                                                                                                                                                            people think twice of resigning if the employment in the company gives a high status

                                                                                                                                                                                                                                                                                                                 employee-manager relationship is a powerful factor in retaining people
                                                                                                                                                                                                                                                                                                                                                                                      money is a major factor        Important for retention is to find out why people do not want to leave a company. There are several reasons:
                                                                                                                                                                                                                                                                                                                                                                      people want to work in a good team
                                                                                                                                                                                                                                                                                                          good employees enjoy satisfying and stimulating work that interests them
                                                                                                                                                                                                                                                                                                      
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             The Big Idea       in order for a company to be effective, it is absolutely necessary for it and for everyone who works in it to focus on this element, or to at least not neglect it in the course of their work.
                                                                                                                                                                                                                                                                                                                                                                                                                           when the leader leaves, the teammates may also resign

                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                     provides its readers with necessary information regarding human resource management - knowledge essential not only for HR practitioners but also, for the reasons discussed above, for everyone in a company.
                                                                                                                                                                                                                                                                                                                                                                      employees may also leave if they find that the immediate boss is either a jerk or an incompetent fellow
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             Here are some common causes why people leave:                     Why You Need This Book                The author segregates the book into six general topics, namely Planning, Development, Hiring, Retention, Appraisal, and Compensation.
                                                                                                                                                                                                                                                                                                                                                                                                                     people also leave if someone to whom they are close leaves

                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                Facilitator.         An HR manager should be a facilitator of learning to provide a common focus for all trainer roles. Flexibility is essential in this role.
                                                                                                                                                                                                                                                                                                                                                                                                                                    a person may leave if his work profile is changed
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             Retention
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                Communicator.             Communication is the essence of managing persons. The success of an HR manager depends on acquiring good skill in delivering and interpreting both verbal and non-verbal communication. He or she should also be excellent in written communication.

                                                                                                                                                                                                                                                                                                                                                                                                                                         1. Select a suitable person for the job and give him a good beginning                                                                                                                                                                                                   Writer.          If communication is the essence of HRM, writing is the fabric that holds it together. So anyone who cannot write effectively is a bad communicator and cannot achieve the best possible results.

                                                                                                                                                                                                                                                                                                                                                                                                                 2. Develop a good corporate culture and generate good environment in all departments.                                                                                                                                                                                                          Analyst.          A good HR manager must have a macro view before breaking it into its components. Once the activity is over, it is to be analyzed whether or not the objectives have been achieved.

                                                                                                                                                                                                                                                                                                                                                                                                                                                     3. Business information should be shared with employees.                                                                                                                                                                                                    Behavioral Scientist.           Effective management of human beings needs an understanding of human behavior. Anthropology enables practitioners to understand the trends in human behavior as evidenced through the evolution of culture.
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                     eleven competencies to represent the major roles of an HR Manager:
                                                                                                                                                                                                                                                                                                                                                                                                                                                                         4. Avoid tight controls and supervision.                                                What Makes an HR Manager Good                                                                                                                   Leader.          It is better to be a leader than an officer. There is something ‘artistic’ about this particular function; getting people to get things done, willingly and without resistance, is no less than an art.
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                    RETENTION MANAGEMENT
                                                                                                                                                                                                                                                                                                                                                                                                                                          5. Give challenging jobs to employees so that they enjoy their work.                                                                                                                                                                                                  Organizer.           An HR manager should be able to plan, coordinate, direct, delegate, and control and deploy people and resources to get the desired results.

                                                                                                                                                                                                                                                                                                                                                                                                                                                                          6. Provide flexible work arrangements.                                                                                                                                                                                                 Market-Person.            Marketing involves several activities like advertising, selling, predicting consumer needs and trends, working towards the acceptance of an idea or programme or merely facilitating some type of exchange. An HR manager will perform any or all of these tasks, as they relate to human resources, in the course of his or her career.

                                                                                                                                                                                                                                                                                                                                                                                                                                     7. Identify possible defectors in time to take effective counter measures.                                                                                                                                                                                                  Knowledge of Finance.                HR managers need to have a good understanding of finance because companies are increasingly concerned with the “bottom line” (and rightly so – human resource related actions and decisions cost money just like any other company activity does).

                                                                                                                                                                                                                                                                                                                                                                                                                                 8. Be a retention-oriented manager and assure proper staffing in your unit.                                                                                                                                                                                                     Computer Savvy.              It goes without saying that he or she should know how to use the computer, understand some of the more common terminology and be able to put this versatile tool to the most beneficial use.




                                                                                                                                                                                                                                                                                                                          designing training and development programmes for their employees                                                                                                                                                                                                                                                                                                              1. It should ensure adequate staff for the various departments of the company. Overstaffing and understaffing should be avoided.

                                                                                                                                                                                                                                                                                                                                rewards and punishments can be linked to performance appraisal                                                                                                                                                                                                                                                                                                           2. The HR planning should see that the company recruits the right people with the right skills who work at the right place at the right time.
                                                                                                                                                                                                                                                                                                                                                                                                                        The company can use the performance management system for several purposes:
                                                                                                                                                                                                                                                                                                             performance evaluation can be used to motivate employees to work better                                                                                                                                                                                                                     Planning for human resource management must achieve certain objectives.                         3. It is to ensure that the company is responsive to changes in its environment.

                                                                                                                                                                                                                                                                                                                                employees performing poorly can be eased out of the company                                                                                                                                                                                                                                                                                                              4. The HR planning should give direction and coherence to all other HR activities and systems.
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                          5. The perspectives of line and staff managers should be linked.
A multirate system or '360-degree' feedback system is quite popular now, and with good reason. In addition to the supervisor, those included in the evaluation process are peers, subordinates, customers and other employees of the company. A wide range of evaluators is ideal as it is more comprehensive than a more narrow range. Plus it reduces the effect any single person’s or group’s bias may have upon the evaluation.                                                          WHO SHOULD EVALUATE                                                Human Resource Planning                                                Aggregate Planning.      An essential requirement for aggregate planning is to find out the manpower demand in advance. The major factor to determine this is the market demand for the product. All factors that affect the demand for the product, like change in technology, fashion and even weather if it is significant enough, should be taken into consideration.
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                               TYPES OF PLANNING
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                        Succession Planning.     The succession planning aims at identifying those important positions that are vital for the smooth functioning of the company. It helps to ensure that key management positions do not remain vacant even for a single day. It ensures the availability of at least one individual to assume every critical position whenever the person working in that position leaves.
                                                                                                                                                                                                                                                                                               The employees should be evaluated on the quality of their characteristics, their behavior patterns and what they have been able to achieve.                                           WHAT NEEDS TO BE EVALUATED


                                                                                                                                                             The employees can be evaluated on two bases – absolute or relative. In the absolute basis, the employee is evaluated strictly according to the performance requirements of the work the person is performing. In the relative basis, he is assessed in comparison to other employees.                                                   HOW TO EVALUATE                                                                                                                                                                                                                                              1. Know-what or cognitive knowledge. This is the basic mastery of the discipline that a person imbibes through extensive training and certification.
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                           Performance Appraisal
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                  2. Know-how or advanced skills. This is how the knowledge acquired during the training is applied in solving problems and executing jobs.
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 The Professional Intellect (PI) of a company depends on the total PI of its workers. It operates on four levels:
                                                                                                                                                                                                                                                                                                                                    graphing of rating scales                                                                                                                                                                                                                                                                                                                                                                                                    3. Know-why or understanding the system. Determines the depth of knowledge in a person. This skill provides the person with a highly trained intuition with which he can anticipate subtle interactions and unintended consequences.
                                                                                                                                                                                                                                                                                                                                             weighted check list
                                                                                                                                                                                                                                                                                                                                         
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                               Developing Professional Intellect                                                                                                                                                                  4. Care-why is self-motivated creativity consisting of will, motivation and adaptability for successful operations.
                                                                                                                                                                                                                                                                                                         behav iorally anchored rating scale (BA RS)
                                                                                                                                                                                                                                                                                                                                                                          The last step in performance appraisal is the measurement of performance. Several methods are used:                   MEANS OF EVALUATION
                                                                                                                                                                                                                                                                                                                     behav ioral observ ation scale (BOS)

                                                                                                                                                                                                                                                                                                                                    critical incident measures                                                                                                                                                                                                                                                                               1. Defining job requirements. Understand fully the purpose for which a person is being hired and what package of skills, experience, attitude, and personal characteristics are required in the person to be selected. After job definition, the education and experience essential for the job are to be finalized. Next come the characteristics required in the person. If the person's motivation level can be matched with the job, the company will have an excellent addition to the existing team.
                                                                                                                                                                                                                                                                                                                     measurement by objectiv es (MOB)                                                                                                                                                                                                                 The whole process of hiring people can be divided into five steps:     2. Interview. The selected candidates are to be interviewed by experts and those responsible for getting work from him. The interviewer has to decide the type of interview he wants to conduct. It could be either structured or unstructured.
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                              Hiring
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                              3. The offer. An offer letter has to be sent to the selected candidate. It indicates the designation at which the person would be appointed, what the responsibilities would be, what salary and other benefits would be provided, the date by which the consent is to be given, and the date when he or she is expected to join the organization formally.




                                                                                                                                                                              Adequate and decent compensation is a key strategic area in HR management. It determines the company's ability to attract good persons, retain them and get them to produce the best performance on a daily basis in order to achieve the objectives and mission of the company.
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         Compensation




                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                           By
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                       Y.C. Halan
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                               New Dawn Press Group, 2005
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                   ISBN 1 84557 434 6
                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                        96 pages

				
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