bonny
Hi i wanted to know about the human resource aspect of any company. right from job design.... to ....recruitment....to.... performance appraisals.....everything...... Any company info will do... Thx.
From India, Bangalore
leolingham2000
260

Based on your requests, HRM activities include

HRM PROCESSES

-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.

etc etc

A LOT DEPENDS ON THE CORPORATE MISSION / OBJECTIVES/

AND STRATEGIES OF THE COMPANY.

YOU MUST GET HOLD OF THE ABOVE DOCUMENT, BEFORE

YOU START ANY HRM ACTIVITIES.

REGARDS

LEO LINGHAM

From India, Mumbai
RakhiD
6

HI Leo,
That was a nice summary. We have recently completed the Performance Evaluation Process, could you tell me how do you go about preparing a report after the PE is done? what should an HR report include, should that be a collective departmental report of individual report?

From India, Pune
preethy
hi leo
this is first time iam accessing this site and im really excited about it.i just came cross a reply on the topic human resource management in a company.
could you please explain how jobevaluation comes under reward management.im planning to do my summuer project in reliance infocomm and i propose take the topic jobevaluation
Preethi


leolingham2000
260

The job evaluation assesses each job by examining three main elements of job content which are common to all jobs to one extent or another:

1. Know How – the levels of knowledge, skill and experience (gained through job experience, education and training) which are required to perform the job successfully

2. Problem Solving – the complexity of thinking required to perform the job when applying Know How

3. Accountability – the impact the job has on the organisation and the constraints the job holder has on acting independently



The aim of job evaluation is to provide a systematic and consistent approach to defining the relative worth of jobs within a workplace, single plant or multiple site organisation. It is a process whereby jobs are placed in a rank order according to overall demands placed upon the job holder. It therefore provides a basis for a fair and orderly grading structure.

JOB EVALUATION HELPS TO DETERMINE THE REWARD RANGE.

IT ALSO PROVIDES OTHER KEY POINTS

* It can be beneficial when the existing grading structure is in need of review

* It can help establish or maintain the credibility and acceptability of a grading system

* Job evaluation facilitates the accommodation of new or revised jobs into the grading structure

* It can be used by organisations as a basis for job matching and external pay comparisons

Job evaluation helps many other aspects in the organization, but reward management

is the major areas.

================================================== ============

regards

LEO LINGHAM

From India, Mumbai
joseph
Hi Leo,
Your description about HR activities is complete as far as HR business is concerned. Based on my experience during reengineering activities in a multinational oil company, I would like to intrduce the principle we used. We call it PSPM framework which was was applied at the time we built a new organization as a result of restructuring process. PSPM stands for
P (rocess)
S (structure)
P (eople)
M (etrics)
The first 2 activities will rpobably be included in your ORGANIZATION designing steps. While the last two activities in the HR Planning & Performance management. The point is we have to design and develop business processes before we can create structure and other acivities.
Thanks and best regards,
Joseph


leolingham2000
260

JOSEPH,
YES , I AGREE WITH YOU.
THE QUESTION THAT WAS POSTED REFERRED TO
REGULAR BUSINESS / HR ACTIVITIES.
HR ACTIVITIES ARE A BY-PRODUCT ANNUAL CORPORATE
PLANNING/ OBJCTIVES/ STRATEGIES.
WHEN WE DO A STRATEGIC PLANNING, WHICH OFTEN REQUIRES
CHANGE OF PROCESSES/ SYSTEMS,
WE DO ACT ON
P
S
P
M
ETC
REGARDS
LEO LINGHAM

From India, Mumbai
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