dear friends i wanted to know about people management and how it is differ from HRM
From India, Mangaluru
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From India, Mangaluru
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HRM is the management of the total human resources of the organization and includes tasks performed by HR managers/executives. HRM processes & systems include:
- HR auditing
- HR budgeting
- Strategic HRM planning
- HR strategies and policies
- HR and change management
- Competency-based HR
- Knowledge management
Job development includes:
- Job analysis
- Job role
- Job description
- Job specifications
- Job enrichment
- Job rotation
Recruitment/selection involves:
- Recruitment
- Selection
- Induction
- Orientation
Organizational behavior programs cover:
- Employee engagement
- Motivation
- Organizational culture
- Organization development
Organizational aspects include:
- Organizational designing
- Organizational structuring
- Organizational development
- Job/role structuring
Human resourcing comprises:
- HR planning
- Manpower planning
- Succession planning
- Talent management
Performance management encompasses:
- Performance appraisals
- Managing the performance processes
HR development involves:
- Organizational learning
- Training
- Education
- Development
- Training evaluation
- E-learning
- Management development
- Career planning/development
Reward management consists of:
- Job evaluation
- Managing the reward process
- Administration of rewards
- Benefits
Employee relations entail:
- Organization communications
- Employee communications
- Staff amenities
Health and safety considerations include OHS.
Human resource information systems are essential for managing HR data.
People management is a process of managing individuals with knowledge/skills/abilities to accomplish tasks, performed by line managers/supervisors/foremen, etc. People management skills/knowledge/abilities could include elements such as:
1. Analyzing the subordinate's job, developing job profiles, specifications, and standards.
2. Improving the selection process, conducting interviews, and rating evaluations.
3. Setting objectives, managing by objectives, and developing measurable objectives.
4. Conducting performance reviews, preparing development plans, and managing feedback effectively.
5. Counselling during interviews, communication skills.
6. Managing by situational leadership influence.
7. Managing by exception techniques.
8. Coaching and mentoring for improved performance.
9. Staff counselling and problem-solving.
10. Managing problem employees.
11. Motivating people through communication and positive reinforcement.
12. Managing change effectively.
13. Managing diversity.
14. Assertiveness.
15. Delegation.
ETC ETC ETC
Regards,
Leo Lingham
From India, Mumbai
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270- HR auditing
- HR budgeting
- Strategic HRM planning
- HR strategies and policies
- HR and change management
- Competency-based HR
- Knowledge management
Job development includes:
- Job analysis
- Job role
- Job description
- Job specifications
- Job enrichment
- Job rotation
Recruitment/selection involves:
- Recruitment
- Selection
- Induction
- Orientation
Organizational behavior programs cover:
- Employee engagement
- Motivation
- Organizational culture
- Organization development
Organizational aspects include:
- Organizational designing
- Organizational structuring
- Organizational development
- Job/role structuring
Human resourcing comprises:
- HR planning
- Manpower planning
- Succession planning
- Talent management
Performance management encompasses:
- Performance appraisals
- Managing the performance processes
HR development involves:
- Organizational learning
- Training
- Education
- Development
- Training evaluation
- E-learning
- Management development
- Career planning/development
Reward management consists of:
- Job evaluation
- Managing the reward process
- Administration of rewards
- Benefits
Employee relations entail:
- Organization communications
- Employee communications
- Staff amenities
Health and safety considerations include OHS.
Human resource information systems are essential for managing HR data.
People management is a process of managing individuals with knowledge/skills/abilities to accomplish tasks, performed by line managers/supervisors/foremen, etc. People management skills/knowledge/abilities could include elements such as:
1. Analyzing the subordinate's job, developing job profiles, specifications, and standards.
2. Improving the selection process, conducting interviews, and rating evaluations.
3. Setting objectives, managing by objectives, and developing measurable objectives.
4. Conducting performance reviews, preparing development plans, and managing feedback effectively.
5. Counselling during interviews, communication skills.
6. Managing by situational leadership influence.
7. Managing by exception techniques.
8. Coaching and mentoring for improved performance.
9. Staff counselling and problem-solving.
10. Managing problem employees.
11. Motivating people through communication and positive reinforcement.
12. Managing change effectively.
13. Managing diversity.
14. Assertiveness.
15. Delegation.
ETC ETC ETC
Regards,
Leo Lingham
From India, Mumbai
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