Human Resources - Presentation
Transcript: Evaluate training and development programs to ensure they are meeting employee and company needs. Training and development opportunities typically lead to increased job satisfaction and motivation. Employee efficiencies result in operational cost savings and increased capacity, resulting in company financial gains. Learning new technologies and techniques for getting work done also improves operational metrics. Training activities can also increase employee retention rates. The outplacement has three main steps; a)the organization has to decide about the new targets b)the organization chooses the employees to be outplaced c)it invites the outplacement consultant and announces the downsizing to employees. Thank you for listening Training&Development Outplacement Activities and recognition that cost money are welcomed by employees as part of the motivation mix Promotion Advantages of Training&Development The organization makes a decision about decreasing the personnel expenses and the number of employees. The Recruitment Process Important people in Recruitment Increasingly important aspect of the HRM role Wide range of areas for attention Adds to the cost of the business Human Resources Stages Process of deciding what positions the firm will have to fill, and how to fill them Involve mainly strategy and forecasting techniques Forecasting techniques are highly emphasised and important To forecast the employer’s demand for labor and supply of labor. Next, identify supply-demand gaps and develop action plans to fill the projected gaps The advancement of an employee from one job position to another job position that has a higher salary range, a higher level job title, more and higher level job responsibilities. Decision making authority tends to rise with a promotion as well. Viewed as desirable by employees because of the impact a promotion has on pay, authority, responsibility, and the ability to influence broader organizational decision making. Employers are challenged to provide alternative career paths for employees who deserve the benefits and recognition provided by a promotion, but do not aspire to manage the work of other employees. Why we need planning ? Motivation Structure your training and development department to support your associates. Offer training opportunities to those who fail performance appraisals. Encourage employees to develop their professional skills by offering courses at work. Actively solicit information from the employees who report to you and from your coworkers about what motivates them. Company can fill open positions while their competitors may have missed solid opportunities For eg ; If you fill open positions 50% faster than industry average, you are more likely to get better talent onboard more quickly. Manage the recruitment sources Find the best talents for the vacancies Manage the vacancies in the organization Run the internal recruitment process Building the strong HR Marketing platform Co-operation with local and international universities Provide feedback about the trends in the job market The need for the job Job definition&Planning Recruitment Training&Development Performance Motivation Promotion Cross responsibilities Outplacement The process of establishing career objectives and determining appropriate educational and developmental programs to further develop the skills required to achieve short- or long-term career objectives. Company Website Newspapers and Magazines Refferalls Providing an environment at work that is conducive to and supportive of employees choosing to become motivated about issues related to work. In the field of human resource management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including human resource development, and learning and development The imporant points are; Steps in Training&Development Human resource departments typically conduct activities designed to train and develop company personnel, whether to address performance problems or help prepare an employee for a management role. In addition to formal training courses (such as instructor-led sessions, web-based training and seminars), you should offer flexible alternatives such as coaching, mentoring and job-rotation experiences. Developing employee capacity involves managing programs such as employee orientation sessions, policy and procedure awareness sessions, leadership development workshops and other options designed to enable your company (and employees) to succeed. Career Planning Recruitment Sources Select the recruitment source: The simplest recruitment source is the corporate website. The corporate website usually attracts potential employees, who know the company. The other source can be the employee referrals Equal opportunities Discrimination Contract Health and Safety Recruitment Stages Job opening: The
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