Strategic HR Management Fundamentals

1. Fundamentals of Human Resources Management

2. This is just sample version. To download full version, please visit : www.HR-Management-Slides.com

3. Training Agenda • HR Management : An Overview • HR Planning and Recruitment • Employee Selection • Training and Development • Performance Management • Career Management

4. Human Resource Management : An Overview

5. HR Management Cycle Performance Management Training & Development Recruitment & Selection Reward Management Career Management

6. HR Strategy and Business Result Recruitment & Selection Training & Development Performance Management Business Result Business Strategy HR STRATEGY Reward Management Career Management

7. Manpower Planning & Employee Recruitment

8. Manpower Planning Company Strategy Job Analysis • Performance appraisal • Company data banks • Training • Employee management and development What staff do we need to do the job? What staff is available within our organization? Is there a match? What is impact on wage and salary program? If not, what type of people do we need, and how should we recruit them?

9. Manpower Planning Factors in Forecasting Personnel Requirements • Quality and nature of your employees (in relation to what you see as the changing need of your organization) • Projected turnover (as a result of resignation and terminations) • The financial resources available to your organization

10. Training & Development

11. Training Process Training Need Analysis Training Evaluation Training Objectives Training Delivery What are the training needs for this person and/or job? Objective should be measurable and observable Techniques include on-the-job-training, action learning, etc. Measure reaction, learning, behavior, and results

12. Assessing Training Needs • A detailed analysis of a job to identify the skills required, so that an appropriate training program can be instituted Task Analysis Competency Analysis • Careful study of competency level to identify a deficiency and then correct it with a training program, or some other development intervention.

13. Competency Analysis Current competency level of the employee Competency Gap Required competency level for certain position Training and Development Program Competency Assessment

14. Competency Profile Per Position Score Required Competency Type

15. Competency Profile Per Position

16. Training Matrix for Competency Development Training Title V = compulsory training

17. Enhance Training Effectiveness Make the material meaningful Training Effectiveness Provide for transfer to learning Motivate the trainee

18. Enhance Training Effectiveness • At the start of training, provide the trainees with a bird’s-eye view of the material to be presented. Knowing the overall picture facilitates learning. • Use a variety of familiar examples when presenting material • Organize the material so that it is presented in a logical manner and in meaningful units • Try to use terms and concepts that are already familiar to trainees • Use as many visual aids as possible Make the material meaningful

19. Enhance Training Effectiveness • Maximize similarity between the training situation and the work situation • Provide adequate training practice • Identify each feature of the step in the process Provide for transfer to learning

20. Enhance Training Effectiveness • People learn best by doing. Try to provide as much realistic practice as possible • Trainees learn best when correct response on their part are immediately reinforced. • Trainees learn best when they learn at their own pace. If possible, let trainees pace themselves. Motivate the trainee

21. Type of Training Program OFF THE JOB • Does not interfere with job • Provides for fact learning Formal course Simulation • Helps transfer of learning • Creates lifelike situations Wilderness Trip • Builds teams • Builds self-esteem

22. Type of Training Program ON THE JOB • Facilitates transfer of learning • Does not require separate facilities Job instruction training Apprenticeship training • Does not interfere with real job performance • Provides extensive training Job rotation • Gives exposure to many jobs • Allows real learning Mentoring • Is informal • Is integrated into job

23. Evaluation of Training Effectiveness Level 1 - Reaction Level 2 - Learning Four Levels of Training Effectiveness Level 3 – Behavior Application Level 4 – Business Impact

24. Evaluation of Training Effectiveness Evaluate trainees’ reactions to the program. Did they like the program? Did they think it worthwhile? Level 1 - Reaction Test the trainees to determine if they learned the principles, skills, and facts they were to learn. Level 2 - Learning

25. Evaluation of Training Effectiveness Ask whether the trainees’ behavior on the job changed because of the training program. For example, are employees in the store’s complaint department more courteous toward disgruntled customers than previously? Level 3 – Behavior Application What final results were achieved in terms of the training objectives previously set? Did the number of customer complaints about employee drop? Did the reject rate improve? Was turnover reduced, and so forth. Level 4 – Business Impact

26. Employee Performance Management

27. Performance Management Cycle Performance Planning (Setting Performance Targets) Regular Review and Monitoring Feed back Corrective Action • Training & Development Plan • Salary/Bonus Adjustment • Career Development Performance Appraisal and Evaluation

28. Performance Appraisal Element 1. Competencies: It represents soft or qualitative aspects of performance (process) Performance appraisal elements has two main categories: 2. Performance Result: Hard or quantitative aspects of performance (result)

29. Performance Appraisal Element • Competencies Score Overall Score 2. Performance Result Score Will determine the employee’s career movement, and also the reward to be earned

30. Element # 1 : Competencies Competency : Collaboration

31. Element # 2 : Performance Results Target should be measurable and specific

32. This is just sample version. To download full version, please visit : www.HR-Management-Slides.com