HR PPT

HUMAN HUMAN RESOURCES RESOURCES

DEVELOPMENTDEVELOPMENT

A METHODOLOGY FOR ORGANISATIONAL

CLIMATE ESTIMATION

OFTEN ASKED QUESTIONS ?

ARE WE IN THE RIGHT BUSINESS ? DO WE HAVE THE RIGHT PEOPLE ? ARE WE IN THE RIGHT INDUSTRIES ? ARE WE IN THE RIGHT STATES ? GIVEN THE SAME COUNTRY CLIMATE, WHY ARE

WE WHERE WE ARE ?

IS IT BECAUSE WE HAVE/LACK

PURPOSE VALUES

STANDARDS OF BEHAVIOUR STRATEGY

ORGANISATIONS ARE DRIVEN BY HUMAN CAPITAL AND IT IS CRUCIAL TO HAVE A SCIENTIFIC LOOK AT THIS FACTOR OF PRODUCTION

HRM & HRD

HRM - DEALS WITH OPTIMUM

UTILISATION OF HUMAN CAPITAL - INTEGRATIVE & SUPPORTIVE

HRD - DEALS WITH DEVEOPMENT AND

UPGRADATION OF HUMAN CAPITAL - INDEPENDENT

HRM TAKES THE STOCK OF HUMAN CAPITAL AS GIVEN AND TRIES TO OPTIMALLY ALLOCATE IT AMONG DIFFERENT PROCESSES/ACTIVITIES SUCH THAT OUTPUT IS MAXIMISED.

HRD TRIES TO BRING ABOUT QUALITATIVE CHANGES IN THIS STOCK OF HUMAN CAPITAL IN ACCORDANCE WITH THE NEEDS OF THE ORGANISATION AND CORPORATE OBJECTIVES. IT TRIES TO MOULD THE STOCK AS PER REQUIREMENTS.

EMPLOYMENT HR DEV

COMPENSATIONMGT

HUMAN RELATIONS

Org design

Job design

Job analysis

Perf. app

Training

Career pl

Job eva

Wage

Perks

Motivaton

Morale

Job satisfaction

Communication

Grievance

Discp. action

Planning

Recruitment

Selection

Induction

Placement

Quality of life

AN ILLUSTRATION

OBJECTIVES & POLICIES OF HRM

OPERATIVE FUNCTIONS OF HRM

MANAGERIAL FUNCTIONS OF HRM

THE PROPOSED METHODOLOGY FOR ORGANISATIONAL CLIMATE ESTIMATION WOULD DETERMINE THE EXTENT OF HRM AND ITS EFFECTIVENESS

THIS WOULD THEN FORM THE BASIS FOR HRD STRATEGIES

METHODOLOGY FOR CLIMATE ESTIMATION

TEST FOR

JOB AFFECTED REALATIVE WELL BEING SCALE

ORGANISATIONAL CONSTRAINTS QUANTITATIVE WORK LOAD INVENTORY LOCUS OF CONTROL EMOTIONAL AWARENESS EMPATHY NETWORKING SKILLS

CONTD

JOB SATISFACTION SELF ESTEEM RECRUITMENT NEGOTIATING SKILLS PEOPLE MANAGEMENT PERFORMANCE MANAGEMENT

PROCESS TRAINING EFFECTIVENESS

TAKE THE ENTIRE WORK FORCE OF AN ORGANISATION

BREAK IT DOWN AGE-WISE, DESIGNATION-WISE, EXPERIENCE-WISE ETC.

DESIGN PSYCHOMETRIC TESTS PERFORM NON-PARAMETRIC TESTS

& HYPOTHESIS TESTING

Manager’s Mind Map

Get strategyvetted by Board

Schedule ofimplementation

Project planning

Liaise with Other Depts.

Implement

Monitor expenses

Allocate Budget

Manage the Budget

Manage the team

Appraisal

Development

Manage enquiries

Deal with customers

Design appropriateInstruments

Processing

Detailing

Reportpreparation

Move the Committee

Sanction

Outgo of funds

Monitoring

THE BUILDING BLOCKS

REACTIVE AND SUPPORTIVE HRM

INTEGRATIVE HRM

INDEPENDENT HRM

REACTIVE AND SUPPORTIVE HRM- ADMINISTRATIVE EXPERT

MANAGEMENT OF EMPLOYEE CONTRIBUTION/PERFORMANCE APPRAISAL – JOB DEFINITION

LISTENING AND RESPONDING TO EMPLOYEES RECRUITMENT, SALARIES AND REMUNERATION,

RETRAINING, SUSTAINANCE, GROWTH UNION/ASSOCIATION NEGOTIATIONS DATA BASE, COMPENDIUM

Y = F(INPUTS, PROCESSES, HRM) – The partial derivative will give rise to HRM audit

INTEGRATIVE HRM - STRATEGIC PARTNER

WHAT WAS A FINE SOLUTION YESTERDAY MAY NOT BE VALID TOMORROW.

THE 7 S’s STRATEGY, SYSTEMS, STAFF, SKILLS, STYLE,

STRUCTURE, SHARED VALUES

GENERATE A LEARNING ORGANISATION WITH KNOWLEDGE WORKERS

Jth. process = f(j)(inputs J, HRM)- Pecuniary benefit

INDEPENDENT HRM- CHANGE AGENT/CONSULTANT

OBSERVE THE ORGANISATION’S MOVEMENT OVER TIME AT A CERTAIN LEVEL OF ABSTRACTION AND PROVIDE INPUTS FOR CHANGE – CORRECT AGE/SKILL DISTRIBUTION

Y = HRM(t)F(K,L)

KEY RESULT AREAS (KRAs)

Output Technical Knowledge Career Development Customer Service Product Development Time Management Business Volume Personal

Development

Delegation Profitability Quality Business development Teamwork Budget Performance

Management

Peak Performance

DistressBoredom

H

ENERGY

CHALLENGE

L

H

L

Burnt outExhausted

Recharge time

MANAGING STRESS

Delegate Beware of Dumping Tasks

Long term projects

Leave

Urgency

Challenge & Development

H L

H

L

ANALYSING THE TASK

LEADS MODEL

L E A D S

LISTENING EMPOWERING ADAPTING DELIVERING SELF-

UNDERSTANDING

GROW MODEL

G R O W

GOALS REALITY OPTIONS WILL

BOOST MODEL

B O O S T

BALANCE OBSERVE OWNERSHIP SPECIFIC TIME

AN EXAMPLE

JAWS Scale Emotion

High High (HH) energetic, excited, ecstatic, enthusiastic, inspired

High Low (HL) at-ease, calm, content, satisfied, relaxed

Low High (LH) angry, anxious, disgusted, frightened, furious

Low Low (LL) bored, depressed, discouraged, gloomy, fatigued

RESULT

EMOTIONAL INTELLIGENCE OF THE

POPULATION IN TERMS OF HH,HL,LH & LL

HH

19%

HL

19%LH

34%

LL

28%