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OUR
ORGANIZATION
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Profile :
This organization was establis
h
ed wit h
apurpose to provide strategic services in
Construction and related areas to
competing companies in an uncertain future
market, to enhance value to t he clients andconsequently facilitate to build resilience
and to succeed in the turbulent times ahead.
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ENHANCING PRODUCTIVITY:
Create bench
mark in terms of determiningoptimum levels of productivity. Identify
improvement areas in terms of methods,
process improvements and automation on a
cost effective basis.
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Evaluate and recommend taking in to
confidence the operating team work station
wise manning to meet various standards of
process and achieve production as per plan.
Evaluate and recommend taking in to
confidence the operating team work station
wise manning to meet various standards of
process and achieve production as per plan.
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Study skill set requirement and prepare a
skill matrix.
This will provide the current standing
point on available skills andhighlight areas
for improvement.
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DYNAMIC SKILL
DEVELOPMENT PLAN
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Assessment ofSkill requirement vis--vis
the current standing point of the individual
and an established Multi Skill Levels to
draw an individual specific skill/skills
improvementScheme and accordingly
design a TrainingSchedule with a periodicreview and an InternalEvaluation.
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Separate documentation to access any
information in this regard from the system
to have continuity and future data based
action.
DSDP may be further expanded to the areas
of Skills inventory, individual Progress /Growth, Build Flexibility in the system and
so on.
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Evolve team reward system like t heincentive scheme, Bonus scheme, individual
reward scheme based on significant parameters as may be t he focus for t heBusiness to nurture, inculcate behaviourwhich will ultimately improve collective
discipline, establish required standards andwork practices consequently resulting in acollaborative culture.
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COLLECTIVE BARGAINING
PROCESS Enhanced Productivity Plan and Implementation.
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Undertake Hays Module processes of Job
description and relateddocumentation by activity
Mapping and evolve an organization structurerelevant for the time to give opportunity to t hose
willing to take more responsibility and deliver as
perSet Goals of the Organization.
Take care of t he Hiring t he rig ht person for t hejob.
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Process /Activity Mapping exercise where
a profiling is carried out in terms of the
position covering reporting structure, role,
responsibility, authority, Job dimensions
and specific accountability.
The assessment is also carried out todetermine the knowledge and skill sets
required for the position
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Work Flow Analysis Work Flow document
to measure and to identify areas of
duplication and NVAs in t he system.
Areas of computerization and
determination of effective utilization of
computerization and systems as per testedmodel with customizing provision / Option.
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ERP
ALIGNMENT
STUDIES
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It is seen t hat post implementation ofERP
th
ere is ah
igh
reliance on manual systemsand duplication of work is very high.
The study will highlight such areas and
align to optimally utilize the ERP systems.
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Most Organization are faced with the
problem of getting the candidate appropriate
to the position in their perspective and adopt
scientific processes for various reasons like
pre-occupation on other focus areas, lack of
time to go through set procedures, urgencyfor positioning in certain sensitive /
mandatory slots and so on.
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in any required area to t he
client to make t he rig ht choice in all respects. The new H R agenda is based on
Human Resources Competency Michigan
Study. (HRCMS).
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Evaluate the current standing point (CSP) in
terms of competence of the Job holder vis--vis
the requirement of the position. Map a competency model and do a gap analysis
exercise for the present position and in potential
cases for t he next higher level and evolve a
dynamic development plan to implement on a timeframe resulting in an over allhigher standards of
competence.
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There are a set of sub systems t hat ensurean objective functioning of all HR activities
namely, periodical evaluation of t hePerformance AppraisalSystem and modifydepending on t he observations,Performance Counseling at Periodic
intervals and Documentation of Proceedings for follow up, preparation ofManuals like HR/IR/Delegation of authorityetc.,)
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for effective delegation at action point
resulting speedy disposal of issues,
Structured Business Communication to
demonstrate transparency and ent huse
participation at all levels, new initiatives as
may be required. Preparation of Manualslike (HR/ IR/ Delegation of authority etc.)
and undertake OUTSOURCING.
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Trust t he above is an indicator, providing
you a base to specify your interests to
further discuss in detail when we meet
resulting in mutual benefit. Awaiting your
early response.
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A WINNER
OR
A LOSERWhatmakesa winnerora loser?
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Some people get where they want to bewithout effort.
Other people never seem to get started nomatterhow muchhelp they have.
Chances and opportunities exist for every
one. Some grab with bothhands, but others let
them drop through their fingers.
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Works harder andhas more
time
Goes straight to the problem
Make a commitment
Knows when to fighthard and
when to go in
Feels strong enough to be
friendly
Listens
Respects the strengths of other
people.
Always busy andhas less time
Goes around the problem and
never solves it
Promises too readily
Gives away on important issues
Rarely friendly
Waits for turn to talk
Focuses on oth
ers weakness
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Own doubt about oneself.
Lack of confidence
You are your worst enemy in any given
situation.
You put obstacles in the way your own
progress.
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Before the match the two players - one is
enthusiastic and another is totally dull.
I AM WHAT I SEE MYSELF TO BE.
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WINNER SAYS
Life is good time
Yes I will
I will find time to do it.
Lets get into theheart of t
he matter /problem.
Ihave not expressed myself.
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Your subconscious mind tapes. You are a loser
Youcant win
It cannot be done
Dont tryyou will fail
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The problem is yours, You own it and it iseasy to be Winner when sun shines. But
when you face pain-stacking problems anddifficulties, the trend is to blame anyt hingand everything.
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PURPOSE OF THIS NOTE IS TO CLARIFY
THE NATURE & ROLE OF HRD, ITS AIM &THE PROCESS INVOLVED. TO ENSURE
THAT ACTIVITIES UNDERTAKEN BY THE
HRD FUNCTION ARE FOCUSSED ON WELL
CONCEIVED OBJECTIVES in line with thegoals of the company.
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We need to consistently scan our
operating system to identify
opportunities and threats and theirimpact on the organization, so that we
can ensure pro action as well as
adaptation through development of HR.
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Role analysis and
development exercises
Performance planning Performance analysis and
review
Performance counseling
and interpersonal
feedback.
Induction training
Training
Job rotation
Potential appraisal and
development Career Planning and
development
Self renewal and
institution building
exercises.
Stress audit and stress
management
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MANAGEMENT THOUGHTS
Self control will placea man among the
gods;- the want of itwill drive him into thethickest darkness (ofhell). Let self control
be guarded as a
treasure, there is nogreater source of goodfor man than that
Though you guard
nothing else, guard
your tongue, as for those who do not
guard it, their words
will be drawn into evil
and they will suffer distress.
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Those who undertake
to speak withoutknowing the nature of
the court are ignorant
of the quality of words
as well as devoid of the power of learning.
Let the good who
know the uses of
words speak with a
clear knowledge after
ascertaining the time.
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KSARAVANA
KUMAR
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