ple help me finding these question: i) Strategies for HRD ii) HRD infrastructure & role of quality circle in HRD
From India, New Delhi
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From India, New Delhi
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Hi Dipti,
As we move steadily into the millennium, the need for human resources to become a strategic business partner for the organization is imperative. Organizations face a challenging economic climate, changing demographics, constant regulatory oversight, shifting employee values, and advancing technology, all impacting the ability of organizations to compete and succeed in a global environment. HRD provides a variety of services designed to assist organizations in the ever-changing scope of the business environment.
- Human Resource Audits
- Employee Handbooks/Policy Manuals
- Outsourcing of Human Resources
- HRIS/HR Administration
- Employment Law Compliance
- Compensation Development and Management
- Payroll Services
- Broad Banding
- Benefits Administration
- Affirmative Action Programs
Cheers,
Hanuma
From India, Kakinada
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19As we move steadily into the millennium, the need for human resources to become a strategic business partner for the organization is imperative. Organizations face a challenging economic climate, changing demographics, constant regulatory oversight, shifting employee values, and advancing technology, all impacting the ability of organizations to compete and succeed in a global environment. HRD provides a variety of services designed to assist organizations in the ever-changing scope of the business environment.
- Human Resource Audits
- Employee Handbooks/Policy Manuals
- Outsourcing of Human Resources
- HRIS/HR Administration
- Employment Law Compliance
- Compensation Development and Management
- Payroll Services
- Broad Banding
- Benefits Administration
- Affirmative Action Programs
Cheers,
Hanuma
From India, Kakinada
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Quality circle........
It's a small group comprising of 6 to 12 employees doing similar work They meet together voluntarily on a regular basis for identifying improvements in their respective work areas.
Their aim to achieve and so also to sustain excellence towards mutual upliftment of employees as well as the organization.
The objectives of Quality Circles are multi-faced.
a) Change in Attitude.
-From "I don't care" to "I do care"
-Continuous improvement in quality of work life through humanization of work.
b) Self Development
-Bring out 'Hidden Potential' of people
-People get to learn additional skills.
c) Development of Team Spirit
-Individual Vs Team – "I could not do but we did it"
-Eliminate inter departmental conflicts.
d) Improved Organizational Culture
- Positive working environment.
-Total involvement of people at all levels.
-Higher motivational level.
Hanuma
From India, Kakinada
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It's a small group comprising of 6 to 12 employees doing similar work They meet together voluntarily on a regular basis for identifying improvements in their respective work areas.
Their aim to achieve and so also to sustain excellence towards mutual upliftment of employees as well as the organization.
The objectives of Quality Circles are multi-faced.
a) Change in Attitude.
-From "I don't care" to "I do care"
-Continuous improvement in quality of work life through humanization of work.
b) Self Development
-Bring out 'Hidden Potential' of people
-People get to learn additional skills.
c) Development of Team Spirit
-Individual Vs Team – "I could not do but we did it"
-Eliminate inter departmental conflicts.
d) Improved Organizational Culture
- Positive working environment.
-Total involvement of people at all levels.
-Higher motivational level.
Hanuma
From India, Kakinada
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HR is a vast field, and there is no single author who can be considered the guru of the entire field. However, the following books can definitely be helpful. It's important to note that these are academic journals that can truly make a difference. The list is as follows:
1. HRM, 10th ed, by Michael Armstrong
2. Remuneration and Performance Management by Michael Armstrong & Helen Murlis
3. Strategic Safari by Henry Mintzberg, 2004/05
4. HRM: Theory & Practice by John Bratton & Jeff Gold, 4th ed, 2007
5. HRM (Australian Ed) by Kramar et al.
6. Strategic Marketing Management by David Aaker, 8th ed, 2007
7. Org. Behaviour by Robbins et al, 4th ed, 2004
From India, Kakinada
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1. HRM, 10th ed, by Michael Armstrong
2. Remuneration and Performance Management by Michael Armstrong & Helen Murlis
3. Strategic Safari by Henry Mintzberg, 2004/05
4. HRM: Theory & Practice by John Bratton & Jeff Gold, 4th ed, 2007
5. HRM (Australian Ed) by Kramar et al.
6. Strategic Marketing Management by David Aaker, 8th ed, 2007
7. Org. Behaviour by Robbins et al, 4th ed, 2004
From India, Kakinada
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Quality Circles.doc
TEI-Quality Circles-Aug 11.pdf
HRD Strategies.ppt