Hi, Please help me understand the Diagnostic model of HRM with examples. A quick response would be appreciated. Thanks, Sujani Nair.
From India, Bangalore
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From India, Bangalore
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Understanding Diagnostic Models
Diagnostic models are analytic frameworks designed to assist in the prediction and prevention of possible problems. These problems could arise from the external or internal environment. Therefore, you need to develop an intervention solution based on the following models: Acquire, Reward, Develop, Transition.
I hope this information is helpful.
Regards,
From India, Mumbai
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22Diagnostic models are analytic frameworks designed to assist in the prediction and prevention of possible problems. These problems could arise from the external or internal environment. Therefore, you need to develop an intervention solution based on the following models: Acquire, Reward, Develop, Transition.
I hope this information is helpful.
Regards,
From India, Mumbai
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The Diagnostics Model of HRM
The Diagnostics Model of HRM is a tool for gaining insight into the organization. Although it varies from organization to organization, there are common methods in every diagnostics study, such as:
• Studying the organization, including its systems, methods, policies, and procedures.
• Discussing with top management and key personnel.
• Conducting interviews with employees from each department, regardless of their designation or level.
• Identifying gaps.
• Discussing the gaps with key individuals.
• Finding solutions.
• Implementing and executing the solutions.
• Conducting periodic audits.
Hope this information is helpful!
Regards,
Vidisha Srivastava
PERCON The Strategic Interventionists
From India, New Delhi
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The Diagnostics Model of HRM is a tool for gaining insight into the organization. Although it varies from organization to organization, there are common methods in every diagnostics study, such as:
• Studying the organization, including its systems, methods, policies, and procedures.
• Discussing with top management and key personnel.
• Conducting interviews with employees from each department, regardless of their designation or level.
• Identifying gaps.
• Discussing the gaps with key individuals.
• Finding solutions.
• Implementing and executing the solutions.
• Conducting periodic audits.
Hope this information is helpful!
Regards,
Vidisha Srivastava
PERCON The Strategic Interventionists
From India, New Delhi
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Tangent HR Solutions.ppt
Model.zip
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