SlideShare une entreprise Scribd logo
1  sur  26
M4
Company’s Needs
Determine Your Company's Needs
     Determining your company's health
and wellness needs is an essential
component of a successful workplace
wellness program. You may have many ideas
for programs and activities. Before jumping
ahead, you should first assess the needs of
your organization so you can tailor programs
to meet those specific needs.
 Define HR's role and pinpoint the
 organization's HR needs.
 Do strategic planning.
 Designate and select HR Staff.
 Implement a method for record keeping
 and HR systems management.
 Keep updated and abreast of
 employment laws.
STRATEGIC GOAL
Strategic goal is the milestone the
organization aims to achieve that evolves from the
strategic issues. They transform strategic issues
into specific performance targets that impact the
entire organization. They can be qualitative or
quantitative. Dependent upon usage, GOALS are
general in nature, while OBJECTIVES are specific,
measurable and time-based. In some
organizations, the meanings for GOAL and
OBJECTIVE are reversed.
A comprehensive Human Resource Strategy
plays a vital role in the achievement of an
organization’s overall strategic objectives and
visibly illustrates that the human resources
function fully understands and supports the
direction in which the organization is moving. A
comprehensive HR Strategy will also support
other specific strategic objectives undertaken by
the marketing, financial, operational and
technology departments.
In essence, an HR strategy should aim to capture
"the people element" of what an organization is
hoping to achieve in the medium to long
term, ensuring that:

it has the right people in place
it has the right mix of skills
employees display the right attitudes and
behaviors, and
employees are developed in the right way.
Making the HR Strategy integral to
the organization

     The human resources practitioner should
ensure that the HR Strategy is integrated with
broader organizational objectives. Above all, it
should ensure that the rest of the organization
accepts the Strategy.
M4
Competencies refer to capabilities, abilities, skills,
proficiencies, expertise and experience. There are
two types of competencies – technical and non-
technical.
These are the skills and experiences that you can
most often identify from an individual’s resume
(if speaking about a job candidate):
ACHIEVEMENTS, SKILLS, KNOWLEDGE,
EXPERTISE, RELATIONSHIPS.

Technical competencies are easily verify and
discussed. It’s either they have then or they
haven’t. Technical competencies should always be
verified.
These are professional and personal skills and
include both motivational values and behavior.
These competencies – more often than not – are the
accelerators of performance or – if lacking in
sufficient strength and quality – are the reason
people fail to excel in jobs. Examples of Non-
Technical Competencies we measure are
ACCOUNTABILITY FOR OTHERS, EMPATHETIC
LOOK, PERSONAL
RELATIONSHIPS, DEVELOPING
OTHERS, DESIRE TO LEAD, SELF-ESTEEM, and
JOB ETHICS.
Competencies are particular
strengths relative to other
organizations in the industry which
provide the fundamental basis for the
provision of added value.

Every organization is a victim of its
own success, so there is a need of
diversification, which creates a
different mix of talents and capabilities.
According to Michael Porter, the three methods for
creating a sustainable competitive advantage are through:


1.Cost Leadership
2.Differentiation
3.Focus
Marketing Changes
1.Customer Service Is the New Marketing
      In a world gone social and with hyper-
transparency, the No. 1 priority today for
companies is creating and delivering great
products and services.

2.Customers Become Your Marketing
Department
       Social media has changed marketing’s job
description. Your ability to grow your business
and acquire new customers begins with your
ability not just to satisfy your current customers
but also to “wow” them.
3. “Mobile Marketing” Simply Becomes
“Marketing”
      As more consumers spend more time
connected to the Internet and to each other via
portable devices, mobile’s distinction as a
unique, specialized communications channel
dissipates. It simply becomes the dominant way
we interact with brands beyond the physical
world.
4. Email Marketing: The Killer App
       With a seemingly never-ending flow of new
marketing channels, and social media and mobile
getting all the buzz these days, email sometimes
feels like the forgotten stepchild. In fact, email is
only getting stronger and more vital in its role as
marketing workhorse.
M4
What is Employee Turnover?

   Employee turnover is
the process of replacing
one worker with another
for any reason.
Importance to Businesses
 Companies often take a deep
interest in their employee turnover
rates because replacing workers
can be a costly part of doing
business.
High employee turnover hurts a company’s bottom line.
Experts estimate it costs upwards of twice an employee’s
salary to find and train a replacement. It can even damage
morale among remaining employees.

Here are some ways to lower turnover in your workplace:

– Hiring the right people from the start, most experts agree, is
the single best way to reduce employee turnover.

– Setting the right compensation and benefits is important too.
Work with human resources to get current data on industry
pay packages, and get creative when necessary with benefits,
flexible work schedules and bonus structures.
– Bolster employees’ engagement.

– Managers often overlook how important a
positive work environment is for staffers, and how
far meaningful recognition and praise from
managers can go to achieve that.
Awards, recognition and praise might just be the
single most cost-effective way to maintain a
happy, productive work force.

– Outline challenging, clear career paths.
Employees want to know where they could be
headed and how they can get there.
M4
Organizational Culture: Corporate
    Culture in Organizations
      Organizational culture is the workplace
environment formulated from the interaction of
the employees in the workplace. Organizational
culture is defined by all of the life experiences,
strengths, weaknesses, education, upbringing, and
so forth of the employees. While executive leaders
play a large role in defining organizational culture
by their actions and leadership, all employees
contribute to the organizational culture.
Thanks
     For
Listening!!!

Contenu connexe

Tendances

Session 3 & 4 role & challenges of hr professionals
Session 3 & 4   role & challenges of hr professionalsSession 3 & 4   role & challenges of hr professionals
Session 3 & 4 role & challenges of hr professionalsDelwin Arikatt
 
Need for Human Resources Development 2
Need for Human Resources Development 2Need for Human Resources Development 2
Need for Human Resources Development 2pascastpt
 
Changing Dimensions of Employee Engagement
Changing Dimensions of Employee EngagementChanging Dimensions of Employee Engagement
Changing Dimensions of Employee EngagementM Ravish Malgi
 
Motivation through total reward rbs- haleem sadrey 2010
Motivation through total reward rbs- haleem sadrey 2010Motivation through total reward rbs- haleem sadrey 2010
Motivation through total reward rbs- haleem sadrey 2010guest9de12d
 
hul reward and recognition
hul reward and recognitionhul reward and recognition
hul reward and recognitiontrupti soni
 
Techniques for employee retention
Techniques for employee retentionTechniques for employee retention
Techniques for employee retentionElijah Ezendu
 
Hr presentation
Hr presentationHr presentation
Hr presentationmcpiga
 
Human Resources Management (HRM)
Human Resources Management (HRM)Human Resources Management (HRM)
Human Resources Management (HRM)Rishabh M
 
Retention And Employee Engagement
Retention And Employee EngagementRetention And Employee Engagement
Retention And Employee EngagementAnkushYaduvanshi
 
Employee Engagement: How To Strengthen It
Employee Engagement: How To Strengthen ItEmployee Engagement: How To Strengthen It
Employee Engagement: How To Strengthen ItAcorn
 
CONCEPT OF HUMAN RESOUCE MANAGEMENT ppt
 CONCEPT OF HUMAN RESOUCE MANAGEMENT ppt CONCEPT OF HUMAN RESOUCE MANAGEMENT ppt
CONCEPT OF HUMAN RESOUCE MANAGEMENT pptJAANVIARORA1
 
HRM framework by Mahmood Qasim
HRM framework by Mahmood QasimHRM framework by Mahmood Qasim
HRM framework by Mahmood QasimMahmood Qasim
 
Employee Communication & Engagement (ECE)
Employee Communication & Engagement (ECE)Employee Communication & Engagement (ECE)
Employee Communication & Engagement (ECE)Richard Swartzbaugh
 

Tendances (20)

Hrm- EVP Twins
Hrm- EVP TwinsHrm- EVP Twins
Hrm- EVP Twins
 
Session 3 & 4 role & challenges of hr professionals
Session 3 & 4   role & challenges of hr professionalsSession 3 & 4   role & challenges of hr professionals
Session 3 & 4 role & challenges of hr professionals
 
Need for Human Resources Development 2
Need for Human Resources Development 2Need for Human Resources Development 2
Need for Human Resources Development 2
 
Changing Dimensions of Employee Engagement
Changing Dimensions of Employee EngagementChanging Dimensions of Employee Engagement
Changing Dimensions of Employee Engagement
 
Motivation through total reward rbs- haleem sadrey 2010
Motivation through total reward rbs- haleem sadrey 2010Motivation through total reward rbs- haleem sadrey 2010
Motivation through total reward rbs- haleem sadrey 2010
 
hul reward and recognition
hul reward and recognitionhul reward and recognition
hul reward and recognition
 
Performance ReNEW training brochure
Performance ReNEW training brochurePerformance ReNEW training brochure
Performance ReNEW training brochure
 
Techniques for employee retention
Techniques for employee retentionTechniques for employee retention
Techniques for employee retention
 
Hr presentation
Hr presentationHr presentation
Hr presentation
 
Human Resources Management (HRM)
Human Resources Management (HRM)Human Resources Management (HRM)
Human Resources Management (HRM)
 
Concept of hrm
Concept of hrmConcept of hrm
Concept of hrm
 
Retention And Employee Engagement
Retention And Employee EngagementRetention And Employee Engagement
Retention And Employee Engagement
 
Human resource management assignment
Human resource management assignmentHuman resource management assignment
Human resource management assignment
 
Employee Engagement: How To Strengthen It
Employee Engagement: How To Strengthen ItEmployee Engagement: How To Strengthen It
Employee Engagement: How To Strengthen It
 
159908873 jay-deep
159908873 jay-deep159908873 jay-deep
159908873 jay-deep
 
Hrm concept
Hrm conceptHrm concept
Hrm concept
 
CONCEPT OF HUMAN RESOUCE MANAGEMENT ppt
 CONCEPT OF HUMAN RESOUCE MANAGEMENT ppt CONCEPT OF HUMAN RESOUCE MANAGEMENT ppt
CONCEPT OF HUMAN RESOUCE MANAGEMENT ppt
 
BBA-SEM-3-HRM-Development
BBA-SEM-3-HRM-DevelopmentBBA-SEM-3-HRM-Development
BBA-SEM-3-HRM-Development
 
HRM framework by Mahmood Qasim
HRM framework by Mahmood QasimHRM framework by Mahmood Qasim
HRM framework by Mahmood Qasim
 
Employee Communication & Engagement (ECE)
Employee Communication & Engagement (ECE)Employee Communication & Engagement (ECE)
Employee Communication & Engagement (ECE)
 

Similaire à M4

HUMAN RESOURCE MANAGEMENT.docx
HUMAN RESOURCE MANAGEMENT.docxHUMAN RESOURCE MANAGEMENT.docx
HUMAN RESOURCE MANAGEMENT.docxTaani Tharumal
 
Shrm role in creating value
Shrm role in creating valueShrm role in creating value
Shrm role in creating valuePreeti Bhaskar
 
Training and development (HR).docx
Training and development (HR).docxTraining and development (HR).docx
Training and development (HR).docxSurekhaSrinivas1
 
2 HRM in Operations Management.pptx
2 HRM in Operations Management.pptx2 HRM in Operations Management.pptx
2 HRM in Operations Management.pptxjo bitonio
 
Best practices in recruitment that every company should follow
Best practices in recruitment that every company should followBest practices in recruitment that every company should follow
Best practices in recruitment that every company should followKannan G S
 
Analysis Of Personal And Professional Goals As HR Management
Analysis Of Personal And Professional Goals As HR ManagementAnalysis Of Personal And Professional Goals As HR Management
Analysis Of Personal And Professional Goals As HR ManagementNicole Jones
 
Latest trends in human resource management (By- Ravi Thakur from CMD)
Latest trends in human resource management  (By- Ravi Thakur from CMD)Latest trends in human resource management  (By- Ravi Thakur from CMD)
Latest trends in human resource management (By- Ravi Thakur from CMD)Ravi Thakur
 
HRM & ITS FUNCTIONS.pptx
HRM & ITS FUNCTIONS.pptxHRM & ITS FUNCTIONS.pptx
HRM & ITS FUNCTIONS.pptxtabusam1
 
Financial management & HR strategy tayeeb ahmed khan
Financial management & HR strategy tayeeb ahmed khanFinancial management & HR strategy tayeeb ahmed khan
Financial management & HR strategy tayeeb ahmed khantayeeb khan
 
Hrm as a source of shareholder value
Hrm as a source of shareholder valueHrm as a source of shareholder value
Hrm as a source of shareholder valueAdvait Bhobe
 
talentmanagement-131005132409-phpapp01.pdf
talentmanagement-131005132409-phpapp01.pdftalentmanagement-131005132409-phpapp01.pdf
talentmanagement-131005132409-phpapp01.pdfLanaSami2
 
Finding and Keeping Motivated Employees Essay
Finding and Keeping Motivated Employees EssayFinding and Keeping Motivated Employees Essay
Finding and Keeping Motivated Employees EssayJayson French, M.B.A.
 

Similaire à M4 (20)

Chapter 2 hr challenges
Chapter 2 hr challengesChapter 2 hr challenges
Chapter 2 hr challenges
 
HUMAN RESOURCE MANAGEMENT.docx
HUMAN RESOURCE MANAGEMENT.docxHUMAN RESOURCE MANAGEMENT.docx
HUMAN RESOURCE MANAGEMENT.docx
 
Shrm role in creating value
Shrm role in creating valueShrm role in creating value
Shrm role in creating value
 
Training and development (HR).docx
Training and development (HR).docxTraining and development (HR).docx
Training and development (HR).docx
 
2 HRM in Operations Management.pptx
2 HRM in Operations Management.pptx2 HRM in Operations Management.pptx
2 HRM in Operations Management.pptx
 
Best practices in recruitment that every company should follow
Best practices in recruitment that every company should followBest practices in recruitment that every company should follow
Best practices in recruitment that every company should follow
 
Analysis Of Personal And Professional Goals As HR Management
Analysis Of Personal And Professional Goals As HR ManagementAnalysis Of Personal And Professional Goals As HR Management
Analysis Of Personal And Professional Goals As HR Management
 
Reliance
RelianceReliance
Reliance
 
Employee Engagement
Employee EngagementEmployee Engagement
Employee Engagement
 
Unit 1
Unit 1Unit 1
Unit 1
 
HRM Final Exam-1.doc
HRM Final Exam-1.docHRM Final Exam-1.doc
HRM Final Exam-1.doc
 
HRM new.pptx
HRM new.pptxHRM new.pptx
HRM new.pptx
 
Latest trends in human resource management (By- Ravi Thakur from CMD)
Latest trends in human resource management  (By- Ravi Thakur from CMD)Latest trends in human resource management  (By- Ravi Thakur from CMD)
Latest trends in human resource management (By- Ravi Thakur from CMD)
 
HRM & ITS FUNCTIONS.pptx
HRM & ITS FUNCTIONS.pptxHRM & ITS FUNCTIONS.pptx
HRM & ITS FUNCTIONS.pptx
 
HR lecture 1.pptx
HR lecture 1.pptxHR lecture 1.pptx
HR lecture 1.pptx
 
Financial management & HR strategy tayeeb ahmed khan
Financial management & HR strategy tayeeb ahmed khanFinancial management & HR strategy tayeeb ahmed khan
Financial management & HR strategy tayeeb ahmed khan
 
Hrm as a source of shareholder value
Hrm as a source of shareholder valueHrm as a source of shareholder value
Hrm as a source of shareholder value
 
Week One HRM B.COM.pptx
Week One HRM B.COM.pptxWeek One HRM B.COM.pptx
Week One HRM B.COM.pptx
 
talentmanagement-131005132409-phpapp01.pdf
talentmanagement-131005132409-phpapp01.pdftalentmanagement-131005132409-phpapp01.pdf
talentmanagement-131005132409-phpapp01.pdf
 
Finding and Keeping Motivated Employees Essay
Finding and Keeping Motivated Employees EssayFinding and Keeping Motivated Employees Essay
Finding and Keeping Motivated Employees Essay
 

M4

  • 3. Determine Your Company's Needs Determining your company's health and wellness needs is an essential component of a successful workplace wellness program. You may have many ideas for programs and activities. Before jumping ahead, you should first assess the needs of your organization so you can tailor programs to meet those specific needs.
  • 4.  Define HR's role and pinpoint the organization's HR needs.  Do strategic planning.  Designate and select HR Staff.  Implement a method for record keeping and HR systems management.  Keep updated and abreast of employment laws.
  • 6. Strategic goal is the milestone the organization aims to achieve that evolves from the strategic issues. They transform strategic issues into specific performance targets that impact the entire organization. They can be qualitative or quantitative. Dependent upon usage, GOALS are general in nature, while OBJECTIVES are specific, measurable and time-based. In some organizations, the meanings for GOAL and OBJECTIVE are reversed.
  • 7. A comprehensive Human Resource Strategy plays a vital role in the achievement of an organization’s overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organization is moving. A comprehensive HR Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments.
  • 8. In essence, an HR strategy should aim to capture "the people element" of what an organization is hoping to achieve in the medium to long term, ensuring that: it has the right people in place it has the right mix of skills employees display the right attitudes and behaviors, and employees are developed in the right way.
  • 9. Making the HR Strategy integral to the organization The human resources practitioner should ensure that the HR Strategy is integrated with broader organizational objectives. Above all, it should ensure that the rest of the organization accepts the Strategy.
  • 11. Competencies refer to capabilities, abilities, skills, proficiencies, expertise and experience. There are two types of competencies – technical and non- technical.
  • 12. These are the skills and experiences that you can most often identify from an individual’s resume (if speaking about a job candidate): ACHIEVEMENTS, SKILLS, KNOWLEDGE, EXPERTISE, RELATIONSHIPS. Technical competencies are easily verify and discussed. It’s either they have then or they haven’t. Technical competencies should always be verified.
  • 13. These are professional and personal skills and include both motivational values and behavior. These competencies – more often than not – are the accelerators of performance or – if lacking in sufficient strength and quality – are the reason people fail to excel in jobs. Examples of Non- Technical Competencies we measure are ACCOUNTABILITY FOR OTHERS, EMPATHETIC LOOK, PERSONAL RELATIONSHIPS, DEVELOPING OTHERS, DESIRE TO LEAD, SELF-ESTEEM, and JOB ETHICS.
  • 14. Competencies are particular strengths relative to other organizations in the industry which provide the fundamental basis for the provision of added value. Every organization is a victim of its own success, so there is a need of diversification, which creates a different mix of talents and capabilities.
  • 15. According to Michael Porter, the three methods for creating a sustainable competitive advantage are through: 1.Cost Leadership 2.Differentiation 3.Focus
  • 17. 1.Customer Service Is the New Marketing In a world gone social and with hyper- transparency, the No. 1 priority today for companies is creating and delivering great products and services. 2.Customers Become Your Marketing Department Social media has changed marketing’s job description. Your ability to grow your business and acquire new customers begins with your ability not just to satisfy your current customers but also to “wow” them.
  • 18. 3. “Mobile Marketing” Simply Becomes “Marketing” As more consumers spend more time connected to the Internet and to each other via portable devices, mobile’s distinction as a unique, specialized communications channel dissipates. It simply becomes the dominant way we interact with brands beyond the physical world. 4. Email Marketing: The Killer App With a seemingly never-ending flow of new marketing channels, and social media and mobile getting all the buzz these days, email sometimes feels like the forgotten stepchild. In fact, email is only getting stronger and more vital in its role as marketing workhorse.
  • 20. What is Employee Turnover? Employee turnover is the process of replacing one worker with another for any reason.
  • 21. Importance to Businesses  Companies often take a deep interest in their employee turnover rates because replacing workers can be a costly part of doing business.
  • 22. High employee turnover hurts a company’s bottom line. Experts estimate it costs upwards of twice an employee’s salary to find and train a replacement. It can even damage morale among remaining employees. Here are some ways to lower turnover in your workplace: – Hiring the right people from the start, most experts agree, is the single best way to reduce employee turnover. – Setting the right compensation and benefits is important too. Work with human resources to get current data on industry pay packages, and get creative when necessary with benefits, flexible work schedules and bonus structures.
  • 23. – Bolster employees’ engagement. – Managers often overlook how important a positive work environment is for staffers, and how far meaningful recognition and praise from managers can go to achieve that. Awards, recognition and praise might just be the single most cost-effective way to maintain a happy, productive work force. – Outline challenging, clear career paths. Employees want to know where they could be headed and how they can get there.
  • 25. Organizational Culture: Corporate Culture in Organizations Organizational culture is the workplace environment formulated from the interaction of the employees in the workplace. Organizational culture is defined by all of the life experiences, strengths, weaknesses, education, upbringing, and so forth of the employees. While executive leaders play a large role in defining organizational culture by their actions and leadership, all employees contribute to the organizational culture.
  • 26. Thanks For Listening!!!