dear friends i wanted to know about people management and how it is differ from HRM
From India, Mangaluru
From India, Mangaluru
HRM IS THE MANAGEMENT OF THE TOTAL HUMAN
RESOURCES OF THE ORGANIZATION AND INCLUDES
THIS IS PERFORMED BY HR MANAGERS/EXECUTIVES.
HRM PROCESSES & SYSTEMS INCLUDE LIKE
-HR AUDITING
-HR BUDGETING
-Strategic HRM Planning
-HR Strategies and Policies.
-HR and change management.
-Competency-based HR
-Knowledge management
=============================
JOB DEVELOPMENT
-Job analysis
-job Role/
-Job Description.
-Job specifications
-Job enrichment
-Job rotation
=========================
RECRUITMENT/ SELECTION
-recruitment
-selection
-induction
-orientation
===========================
ORGANIZATIONAL BEHAVIOR PROGRAMS
-employee engagement
-motivation
-organization culture
-organization development
==============================
ORGANIZATION
-org. designing
-org. structuring
-org. development
-job / role structuring
=====================================
HUMAN RESOURCING
-HR planning
-manpower planning
-succession planning
-talent management
=============================
PERFORMANCE MANAGEMENT
-performance appraisals
-performance managing the processes.
================================
HR DEVELOPMENT
-org. learning
-training
-education
-development
-Training evaluation
-e learning
-management development
-career planning /development.
=============================
REWARD MANAGEMENT
-job evaluation
-managing reward process
-administration of rewards
-benefits
==============================
EMPLOYEE RELATIONS
-organization communications
-employee communications.
-staff amenities
=================================
HEALTH AND SAFETY.
-OHS
=================================
HUMAN RESOURCE INFORMATION SYSTEM.
================================================== ===
PEOPLE MANAGEMENT IS A PROCESS OF MANAGING
THE PEOPLE WITH KNOWLEDGE/SKILLS/ABILITIES
TO GET THE JOB DONE.
THIS IS PERFORMED BY THE LINE MANAGERS/SUPERVISORS/
FIRSTLINE MANAGERS/ FOREMEN ETC.
The People Management skills/knowledge/abilities
could include elements like
1 Analysing the subordinate's job.
What is a good job. What do you need to manage a team. Analysing the job. Developing the job profile. Developing the job specification and standards.
---------------------------------------------------------
2. Selection process.
Why improve the selection process. Job requirements and qualifications. Preparation for selection. Areas of probing. Planning for the interview. Conducting the interview. Rating the evaluation.
-------------------------------------------------------
3. Setting objectives.
Managing by objectives. Steps in managing by objectives. Establishing objectives. Developing measurable objectives. Written "objectives" statements. Conducting the objective setting interview.
--------------------------------------------------------------------------------------
4.Performance review and development plan.
Preparing for the interview. Importance of advance planning ‑ know you staffs performance ‑ positive feedback ‑ managing negative feedback. Causes of performance problems. Analysing performance problems and critical incidents. Conducting the development interview. Using probing questions. Handling the fear of change. Managing conflicts. Developing and negotiating a development plan.
----------------------------------------------------------------------------------
5.Counselling during the interviews communication skills.
-------------------------------------------------------------------------------
6.Managing by situational leadership influence.
Your leadership styles. Personal and individual factors. Situational factors. Assessing the various situations. Developing and adapting appropriate styles for effectiveness. Understanding staff readiness.
---------------------------------------------------------------------------
7.Managing by exception ‑ techniques.
--------------------------------------------------------------------
8.After performance review meeting.
Coaching for improved performance. Mentoring.
--------------------------------------------------------------------
9.Staff counselling and problem solving.
------------------------------------------------------------
10. Managing problem employees.
*Behaviours and intervention strategies.
-----------------------------------------------------------------
11. Motivating people through supporting communication.
*Praise. Positive reinforcement. Continuous feedback. Empowerment ‑ to spark exceptional performance. Enabling ‑ to bring out the best.
------------------------------------------------------------
12. Managing the change.
Changes in market, methods and organisation. Resistance to change. How to initiate change. Managers' roles in change. Communication in change.
------------------------------------------------------------
13. Managing diversity--------------------------------------------------------
14. Assertiveness.
-------------------------------------------------------------
15. Delegation
----------------------------------------------------
ETC ETC ETC
REGARDS
LEO LINGHAM
From India, Mumbai
260RESOURCES OF THE ORGANIZATION AND INCLUDES
THIS IS PERFORMED BY HR MANAGERS/EXECUTIVES.
HRM PROCESSES & SYSTEMS INCLUDE LIKE
-HR AUDITING
-HR BUDGETING
-Strategic HRM Planning
-HR Strategies and Policies.
-HR and change management.
-Competency-based HR
-Knowledge management
=============================
JOB DEVELOPMENT
-Job analysis
-job Role/
-Job Description.
-Job specifications
-Job enrichment
-Job rotation
=========================
RECRUITMENT/ SELECTION
-recruitment
-selection
-induction
-orientation
===========================
ORGANIZATIONAL BEHAVIOR PROGRAMS
-employee engagement
-motivation
-organization culture
-organization development
==============================
ORGANIZATION
-org. designing
-org. structuring
-org. development
-job / role structuring
=====================================
HUMAN RESOURCING
-HR planning
-manpower planning
-succession planning
-talent management
=============================
PERFORMANCE MANAGEMENT
-performance appraisals
-performance managing the processes.
================================
HR DEVELOPMENT
-org. learning
-training
-education
-development
-Training evaluation
-e learning
-management development
-career planning /development.
=============================
REWARD MANAGEMENT
-job evaluation
-managing reward process
-administration of rewards
-benefits
==============================
EMPLOYEE RELATIONS
-organization communications
-employee communications.
-staff amenities
=================================
HEALTH AND SAFETY.
-OHS
=================================
HUMAN RESOURCE INFORMATION SYSTEM.
================================================== ===
PEOPLE MANAGEMENT IS A PROCESS OF MANAGING
THE PEOPLE WITH KNOWLEDGE/SKILLS/ABILITIES
TO GET THE JOB DONE.
THIS IS PERFORMED BY THE LINE MANAGERS/SUPERVISORS/
FIRSTLINE MANAGERS/ FOREMEN ETC.
The People Management skills/knowledge/abilities
could include elements like
1 Analysing the subordinate's job.
What is a good job. What do you need to manage a team. Analysing the job. Developing the job profile. Developing the job specification and standards.
---------------------------------------------------------
2. Selection process.
Why improve the selection process. Job requirements and qualifications. Preparation for selection. Areas of probing. Planning for the interview. Conducting the interview. Rating the evaluation.
-------------------------------------------------------
3. Setting objectives.
Managing by objectives. Steps in managing by objectives. Establishing objectives. Developing measurable objectives. Written "objectives" statements. Conducting the objective setting interview.
--------------------------------------------------------------------------------------
4.Performance review and development plan.
Preparing for the interview. Importance of advance planning ‑ know you staffs performance ‑ positive feedback ‑ managing negative feedback. Causes of performance problems. Analysing performance problems and critical incidents. Conducting the development interview. Using probing questions. Handling the fear of change. Managing conflicts. Developing and negotiating a development plan.
----------------------------------------------------------------------------------
5.Counselling during the interviews communication skills.
-------------------------------------------------------------------------------
6.Managing by situational leadership influence.
Your leadership styles. Personal and individual factors. Situational factors. Assessing the various situations. Developing and adapting appropriate styles for effectiveness. Understanding staff readiness.
---------------------------------------------------------------------------
7.Managing by exception ‑ techniques.
--------------------------------------------------------------------
8.After performance review meeting.
Coaching for improved performance. Mentoring.
--------------------------------------------------------------------
9.Staff counselling and problem solving.
------------------------------------------------------------
10. Managing problem employees.
*Behaviours and intervention strategies.
-----------------------------------------------------------------
11. Motivating people through supporting communication.
*Praise. Positive reinforcement. Continuous feedback. Empowerment ‑ to spark exceptional performance. Enabling ‑ to bring out the best.
------------------------------------------------------------
12. Managing the change.
Changes in market, methods and organisation. Resistance to change. How to initiate change. Managers' roles in change. Communication in change.
------------------------------------------------------------
13. Managing diversity--------------------------------------------------------
14. Assertiveness.
-------------------------------------------------------------
15. Delegation
----------------------------------------------------
ETC ETC ETC
REGARDS
LEO LINGHAM
From India, Mumbai
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