human resource planning
DESCRIPTION
TRANSCRIPT
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Consulting | Training | Staff Training | Placement Services
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Key concepts:
• Human resource planning.
• Hiring.
– How to recruit?
• Induction.
• Performance measurement/ Appraisal.
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Human resource planning
• Objective:
– Identify bride for your loved one.
– To manage crunch of manpower and achieve desired/decided goals.
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Human resource planning
• What is Planning: – Analyze our Organization.
• For Current Problem Solutions: (SW)• For Expansion: (OT)• Clear job profile based on customer profile (Whom you
want to Hire?) – Skills, education, experience, age, Results Expected , Salary etc..
• Planning is required. – Promoting current manpower?
• Check capabilities.
– Going to recruit someone new? • Hiring.
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Importance of Hiring
• Selecting right bride.
• Getting
– Right manpower
– On right place
– At right time.
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Hiring:- Hire for expansion not for managing current requirements
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How to recruit?
• Share company profile with candidates.
• Take minimum two round of interviews – Technical or skill based interview(Must be taken
by functional head/Owner OR expert of this field)
– Key things need to be check • Field related technical know how and knowledge
• Experience is real or not
• Provide clarity of work he/she has to do and how
• Background check.
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• Attitude related interview
– Family (earning, Members, who is doing what)
– Why left/leaving previous company (Check his work attitude and ethics)
– Why our company/ what you know about our company (Check his preparation for interview and seriousness)
– Personal strengths and weaknesses.
• Habits.
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Induction
• Objective: welcome new bride in family and assist in settling down.
• Minimize training and adjustment time of employee in organization.
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Induction
• Introduction of new joinee. – His work area/department and expertise – Other department/ same department employees with
whom he need to be in communication while performing his work
• Individually sharing information – Company profile and products – His job profile in detail and touch points (whom to meet
for what) – Company expectations – Trainings need to be taken – Terms of employment (Rules and regulations)
• Growth opportunities (After Probation)
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Training:- For current job and future job
• Skill based training:- (Through expert or functions head)
– Product training (company broacher, product detail catalogs and other product related material, show actual product and share technical specifications)
– Product of our and competitors product knowledge
– Market opportunities (Untapped, Major selling etc..)
– Future planning of our company
• Sales training/ In house training:-
– Key objections by customers and minimum 3 answer for one objection
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Coaching
• On job training through:-
– I do you see
– You do I see if needed assist or come in between
– You do I see (if face any problem will not solve on the spot)
– You do I don’t see (if face any problem ask for solution)
– You update me (if got new ways of doing your job teach me)
• Motivational training.
• Mentoring (Guidance for faster Growth)
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Performance measurement/ Appraisal
• Objective:
– Clear process of salary growth so that increment conflicts can be reduced.
– Let them decide salary growth with set transparent system.
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Measure the right things
• An ideal performance management system is one that energizes the people in an organization to focus effort on
• Improving things that really matter –
• One that gives people the information and freedom that they need to realize
• Their potential within their own roles and that aligns their contribution with the success of the enterprise.
• Activity.
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Separation
• Exit interview:
– Why want to leave
– Areas of improvement in his work and over all organization
– Good things about our company
• Out placement
• Appreciation letter for whatever contribution he/she given to our company
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Consulting | Training | Staff Training | Placement Services