Professional Documents
Culture Documents
HR
HR
RESOURCES
DEVELOPMENT
A METHODOLOGY FOR
ORGANISATIONAL
CLIMATE ESTIMATION
OFTEN ASKED QUESTIONS ?
ARE WE IN THE RIGHT BUSINESS ?
DO WE HAVE THE RIGHT PEOPLE ?
ARE WE IN THE RIGHT INDUSTRIES ?
ARE WE IN THE RIGHT STATES ?
GIVEN THE SAME COUNTRY CLIMATE, WHY ARE
WE WHERE WE ARE ?
IS IT BECAUSE WE HAVE/LACK
PURPOSE VALUES
STANDARDS OF BEHAVIOUR STRATEGY
ORGANISATIONS ARE DRIVEN BY
HUMAN CAPITAL AND IT IS
CRUCIAL TO HAVE A SCIENTIFIC
LOOK AT THIS FACTOR OF
PRODUCTION
HRM & HRD
HRM
- DEALS WITH OPTIMUM
UTILISATION OF HUMAN CAPITAL
- INTEGRATIVE & SUPPORTIVE
HRD
- DEALS WITH DEVEOPMENT AND
UPGRADATION OF HUMAN CAPITAL
- INDEPENDENT
HRM TAKES THE STOCK OF HUMAN
CAPITAL AS GIVEN AND TRIES TO
OPTIMALLY ALLOCATE IT AMONG
DIFFERENT PROCESSES/ACTIVITIES SUCH
THAT OUTPUT IS MAXIMISED.
HRD TRIES TO BRING ABOUT
QUALITATIVE CHANGES IN THIS STOCK
OF HUMAN CAPITAL IN ACCORDANCE
WITH THE NEEDS OF THE ORGANISATION
AND CORPORATE OBJECTIVES. IT TRIES
TO MOULD THE STOCK AS PER
REQUIREMENTS.
AN ILLUSTRATION
COMPENSATION
EMPLOYMENT HR DEV MGT
HUMAN RELATIONS
JOB SATISFACTION
SELF ESTEEM
RECRUITMENT
NEGOTIATING SKILLS
PEOPLE MANAGEMENT
PERFORMANCE MANAGEMENT
PROCESS
TRAINING EFFECTIVENESS
TAKE THE ENTIRE WORK FORCE OF
AN ORGANISATION
BREAK IT DOWN AGE-WISE,
DESIGNATION-WISE, EXPERIENCE-
WISE ETC.
DESIGN PSYCHOMETRIC TESTS
PERFORM NON-PARAMETRIC TESTS
& HYPOTHESIS TESTING
Allocate Manage the Project planning
Budget Implement
Budget
Schedule of
Appraisal implementation
Get strategy
Move the Committee
vetted by Board
Manager’s Mind Map
Sanction
Monitoring Report
Processing preparation
Outgo of funds Manage enquiries
INTEGRATIVE HRM
INDEPENDENT HRM
REACTIVE AND SUPPORTIVE HRM
- ADMINISTRATIVE EXPERT
MANAGEMENT OF EMPLOYEE
CONTRIBUTION/PERFORMANCE APPRAISAL –
JOB DEFINITION
LISTENING AND RESPONDING TO EMPLOYEES
RECRUITMENT, SALARIES AND REMUNERATION,
RETRAINING, SUSTAINANCE, GROWTH
UNION/ASSOCIATION NEGOTIATIONS
DATA BASE, COMPENDIUM
THE 7 S’s
STRATEGY, SYSTEMS, STAFF, SKILLS, STYLE,
STRUCTURE, SHARED VALUES
Y = HRM(t)F(K,L)
KEY RESULT AREAS (KRAs)
Output Delegation
Technical Knowledge Profitability
Career Development Quality
Customer Service Business development
Product Development
Teamwork
Time Management
Budget
Business Volume
Performance
Personal
Development Management
ENERGY
H L
L Distress Recharge
Boredom time
MANAGING STRESS
Challenge & Development
H L
Delegate Beware of
Dumping Tasks
H
Urgency
Long term Leave
projects
L
L LISTENING
E EMPOWERING
A ADAPTING
D DELIVERING
S SELF-
UNDERSTANDING
GROW MODEL
G GOALS
R REALITY
O OPTIONS
W WILL
BOOST MODEL
B BALANCE
O OBSERVE
O OWNERSHIP
S SPECIFIC
T TIME
AN EXAMPLE
EMOTIONAL INTELLIGENCE OF THE
POPULATION IN TERMS OF HH,HL,LH & LL
HH
LL
28% 19%
HL
19%
LH
34%