1
Basically the idea behind ths question(what do know about HR?) is that they just wnted to know the interviwer mind set, that what he thing about the HR, ths is absolutely similar when in our childhood Teacher ask wt do you understand by the realation between Teacher and a student....But i dont thing any interviwer will give the correct answer,as he/she need a job so they never arguee with HR and for any point.
From India, Delhi
From India, Delhi
hello... to me, HR is employee management towards employer’s strategic business planning..
From Malaysia, Seri Kembangan
From Malaysia, Seri Kembangan
hi, In simple language, HR as a subject which teaches a person to provide right man power to right place and at a right time. Regards, Moumita
From India, Madras
From India, Madras
hi,
In simple language, HR as a subject which teaches a person to provide right man power to right place and at a right time. Not only this but it also teaches to manage the manpower in an organization.
HR can also be a person who not only perform the above mentioned tasks but also be a connector in between the employer and employee.
Regards,
Moumita
From India, Madras
In simple language, HR as a subject which teaches a person to provide right man power to right place and at a right time. Not only this but it also teaches to manage the manpower in an organization.
HR can also be a person who not only perform the above mentioned tasks but also be a connector in between the employer and employee.
Regards,
Moumita
From India, Madras
Dear Friends,
HR represents a "Social System" within an organization wherein "People" are paramount.
It is the management of "People" within the framework of the oragnzational "Beliefs" and " Value System".
HR Systems, Policies and Processes are so designed to meet the Corporate Objectives.
Cheers,
Vasant Nair
Director
Karma-HR
09717726667
From India, Mumbai
HR represents a "Social System" within an organization wherein "People" are paramount.
It is the management of "People" within the framework of the oragnzational "Beliefs" and " Value System".
HR Systems, Policies and Processes are so designed to meet the Corporate Objectives.
Cheers,
Vasant Nair
Director
Karma-HR
09717726667
From India, Mumbai
core competency which includes superior quality, superior innovation, superior customer responsiveness and superior efficiency.
Therefore none of the companies can copy the character and the power of the particular product of the company. This is called as "core competency".
From India, Madras
Therefore none of the companies can copy the character and the power of the particular product of the company. This is called as "core competency".
From India, Madras
Dear All, ''right staff in right place at right time with job satisfaction'' this employee management is HR. .... my opinion. Regards, Khurshidul
From Bangladesh, Dhaka
From Bangladesh, Dhaka
Human resources is a relatively modern management term, coined in the 1960s.[citation needed] The origins of the function arose in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. From these terms emerged a largely administrative management activity, co-ordinating a range of worker related processes and becoming known, in time as the 'personnel function'. Human resources progressively became the more usual name for this function, in the first instance in the United States as well as multinational corporations, reflecting the adoption of a more quantitative as well as strategic approach to workforce management, demanded by corporate management and the greater competitiveness for limited and highly skilled workers.
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
Setting up an HR team and defining company’s HR policies & practices and ensure that they are progressive and are in tune with the latest in the industry
Competence Mapping
Competence mapping is an utility to manage the competence of the employees. In todays corporate scenario competency mapping is very important tool in the hands of the HR Manager. Over the past 10 years, human resource and organizational development professionals have generated a lot of interest in the notion of competencies as a key element and measure of human performance. Competencies are becoming a frequently-used and written-about vehicle for organizational applications such as:
• Defining the factors for success in jobs (i.e., work) and work roles within the organization
• Assessing the current performance and future development needs of persons holding jobs and roles
• Mapping succession possibilities for employees within the organization
• Assigning compensation grades and levels to particular jobs and roles
• Selecting applicants for open positions, using competency-based interviewing techniques
1. How do competency-based human resource management methods of defining and measuring human performance impact individual workers? What impact does an organization’s use of competencies have on individual employees’ career management planning and actions in the long-term?
2. How can career management professionals help prepare their individual clients to identify and present their competency strengths in various work or job search situations?
Competencies include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization.
Competencies in organizations tend to fall into two broad categories:
- Personal Functioning Competencies. These competencies include broad success factors not tied to a specific work function or industry (often focusing on leadership or emotional intelligence behaviors).
- Functional/Technical Competencies. These competencies include specific success factors within a given work function or industry.
• Competency Map. A competency map is a list of an individual’s competencies that represent the factors most critical to success in given jobs, departments, organizations, or industries that are part of the individual’s current career plan.
• Competency Mapping. Competency mapping is a process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role.
• Top Competencies. Top competencies are the vital few competencies (four to seven, on average) that are the most important to an individual in their ongoing career management process.
Research is ongoing about the nature of competencies that are important for success across many organizations. There are a number of sources that describe some very common personal functioning competencies found to be important for employees at all levels across organizations. 6 competencies would differentiate the top quartile of performers from the rest in most positions in an organization: Initiative, Influence, Results Orientation, Teamwork, Service Orientation, and, Concern for Quality.”
Key Behaviors [Behavioral Indicators]:
• Empowers others by inviting input to decisions and requesting appropriate assistance.
• Acknowledges the effort, achievements and contributions of others.
• Uses active listening skills regularly.
• Assesses each person’s hot buttons and adjusts style to get the best out of them.
• Encourages others to set challenging goals, give their best efforts and work to their potential.
• Helps others to feel important and respected.
Notice that the behavioral statements all begin with an action verb worded in present tense. This format is important for completing the implied-but-not-written beginning to each statement, “The superior performer…”.
How Do Competencies Relate to Individual Career Development?
First and foremost, competencies must be demonstrated by individuals. Perhaps the most common place where they are demonstrated is within the scope of a particular job or project involvement. However, competencies are also developed and demonstrated by individuals in the following settings: volunteer roles in the community, professional associations, school projects, sports participation settings, and even within one’s own home life.
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
Setting up an HR team and defining company’s HR policies & practices and ensure that they are progressive and are in tune with the latest in the industry
Competence Mapping
Competence mapping is an utility to manage the competence of the employees. In todays corporate scenario competency mapping is very important tool in the hands of the HR Manager. Over the past 10 years, human resource and organizational development professionals have generated a lot of interest in the notion of competencies as a key element and measure of human performance. Competencies are becoming a frequently-used and written-about vehicle for organizational applications such as:
• Defining the factors for success in jobs (i.e., work) and work roles within the organization
• Assessing the current performance and future development needs of persons holding jobs and roles
• Mapping succession possibilities for employees within the organization
• Assigning compensation grades and levels to particular jobs and roles
• Selecting applicants for open positions, using competency-based interviewing techniques
1. How do competency-based human resource management methods of defining and measuring human performance impact individual workers? What impact does an organization’s use of competencies have on individual employees’ career management planning and actions in the long-term?
2. How can career management professionals help prepare their individual clients to identify and present their competency strengths in various work or job search situations?
Competencies include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization.
Competencies in organizations tend to fall into two broad categories:
- Personal Functioning Competencies. These competencies include broad success factors not tied to a specific work function or industry (often focusing on leadership or emotional intelligence behaviors).
- Functional/Technical Competencies. These competencies include specific success factors within a given work function or industry.
• Competency Map. A competency map is a list of an individual’s competencies that represent the factors most critical to success in given jobs, departments, organizations, or industries that are part of the individual’s current career plan.
• Competency Mapping. Competency mapping is a process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role.
• Top Competencies. Top competencies are the vital few competencies (four to seven, on average) that are the most important to an individual in their ongoing career management process.
Research is ongoing about the nature of competencies that are important for success across many organizations. There are a number of sources that describe some very common personal functioning competencies found to be important for employees at all levels across organizations. 6 competencies would differentiate the top quartile of performers from the rest in most positions in an organization: Initiative, Influence, Results Orientation, Teamwork, Service Orientation, and, Concern for Quality.”
Key Behaviors [Behavioral Indicators]:
• Empowers others by inviting input to decisions and requesting appropriate assistance.
• Acknowledges the effort, achievements and contributions of others.
• Uses active listening skills regularly.
• Assesses each person’s hot buttons and adjusts style to get the best out of them.
• Encourages others to set challenging goals, give their best efforts and work to their potential.
• Helps others to feel important and respected.
Notice that the behavioral statements all begin with an action verb worded in present tense. This format is important for completing the implied-but-not-written beginning to each statement, “The superior performer…”.
How Do Competencies Relate to Individual Career Development?
First and foremost, competencies must be demonstrated by individuals. Perhaps the most common place where they are demonstrated is within the scope of a particular job or project involvement. However, competencies are also developed and demonstrated by individuals in the following settings: volunteer roles in the community, professional associations, school projects, sports participation settings, and even within one’s own home life.