logging in or signing up HR strategy doctorsarma Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 4298 Category: Business & Fin.. License: All Rights Reserved Like it (2) Dislike it (0) Added: April 14, 2009 This Presentation is Public Favorites: 2 Presentation Description strategy,hr,branding, Comments Posting comment... By: yasso_a1 (11 month(s) ago) good , need to download it Saving..... Post Reply Close Saving..... Edit Comment Close By: mpaxo (18 month(s) ago) Hi, Really good, could i download it please? thanks Saving..... Post Reply Close Saving..... 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See all Premium member Presentation Transcript Building a strong HR strategy : Building a strong HR strategy This presentation is all bout creating an effective strategy for HR How to focus on vital few 6 things to focus : Dr.Sarma 2 6 things to focus Pay benefits Pride in work /company Opportunities for growth Openness and fairness Camaraderie/friendly culture Health/safety 8 things to do well : Dr.Sarma 3 8 things to do well Safe, Healthy And Happy Workplace Open Book Management Style Performance Linked compensation 360-Degree Performance Management Feedback System Fair Evaluation System For Employees High Performers Retention competency enhancement Reward Ceremonies Slide 4: Dr.Sarma 4 1. Safe, Healthy and Happy Workplace Creating a safe, healthy and happy workplace will ensure that employees feel homely and stay with us for a very long time. Constantly Capture their pulse through pulse surveys. 2. Open Book Management Style-abundant downward communication : Dr.Sarma 5 2. Open Book Management Style-abundant downward communication Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data etc. ensures that the employees are as enthusiastic about the business as the management. Through this open book process we can create a culture of participative management and ignite the creative endeavor of our work force.. It involves making people an interested party to strategic decisions, thus aligning them to business objectives.. It helps in building trust & motivates employees. HR on-line can be the new tool available to practice this style 3. Performance linked compensation : Dr.Sarma 6 3. Performance linked compensation Variable compensation plan can be both an incentive and a disillusionment, based on how it is administered and communicated. Variable Bonus to be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team's success and the individual's performance. 4. 360 Degree Performance Management Feedback System : Dr.Sarma 7 4. 360 Degree Performance Management Feedback System This system, which solicits feedback from seniors (including the boss), peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the opinions of all matter, especially if in a leadership role (at any level). Every person in the team is responsible for giving relevant, positive and constructive feedback. Such systems also help in identifying potential leaders for higher level positions in the organization. Middle and Senior managers will receive this feed back for self development. 5. Evaluation System for Employees : Dr.Sarma 8 5. Evaluation System for Employees This will enhance the evaluation system that clearly links individual performance to corporate business goals and priorities. Self rating as a part of evaluation process empowers employees. Evaluation becomes fairer if it is based on the records of periodic counseling & achievements of the employee, tracked over the year. For higher objectivity, besides the immediate boss, each employee will be screened by the next higher level (often called a Reviewer). 6. competency enhancement : Dr.Sarma 9 6. competency enhancement systematic approach to ensure that knowledge management is linked to both technical and soft skills enhancement Enhancing communication skills is one area that is must for all 7. High Performers : Dr.Sarma 10 7. High Performers Identify consistent top performers and make efforts to retain 8. . Reward Ceremonies : Dr.Sarma 11 8. . Reward Ceremonies Merely recognizing talent does not work, we need to couple it with ceremonies where recognition is a broadcast. Looking at the Check is often less significant than seeing and hearing the thunderous applause by colleagues in a public forum. Rewards programme must be made memorable events You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.
HR strategy doctorsarma Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 4298 Category: Business & Fin.. License: All Rights Reserved Like it (2) Dislike it (0) Added: April 14, 2009 This Presentation is Public Favorites: 2 Presentation Description strategy,hr,branding, Comments Posting comment... By: yasso_a1 (11 month(s) ago) good , need to download it Saving..... Post Reply Close Saving..... Edit Comment Close By: mpaxo (18 month(s) ago) Hi, Really good, could i download it please? thanks Saving..... Post Reply Close Saving..... Edit Comment Close By: mpaxo (18 month(s) ago) Hi, Really good, could i download it please? thanks Saving..... Post Reply Close Saving..... Edit Comment Close By: chethan.ballachanda (20 month(s) ago) Nice presentation.. gotta download help Saving..... Post Reply Close Saving..... Edit Comment Close By: vish134 (21 month(s) ago) can i have this plz? Saving..... Post Reply Close Saving..... Edit Comment Close loading.... See all Premium member Presentation Transcript Building a strong HR strategy : Building a strong HR strategy This presentation is all bout creating an effective strategy for HR How to focus on vital few 6 things to focus : Dr.Sarma 2 6 things to focus Pay benefits Pride in work /company Opportunities for growth Openness and fairness Camaraderie/friendly culture Health/safety 8 things to do well : Dr.Sarma 3 8 things to do well Safe, Healthy And Happy Workplace Open Book Management Style Performance Linked compensation 360-Degree Performance Management Feedback System Fair Evaluation System For Employees High Performers Retention competency enhancement Reward Ceremonies Slide 4: Dr.Sarma 4 1. Safe, Healthy and Happy Workplace Creating a safe, healthy and happy workplace will ensure that employees feel homely and stay with us for a very long time. Constantly Capture their pulse through pulse surveys. 2. Open Book Management Style-abundant downward communication : Dr.Sarma 5 2. Open Book Management Style-abundant downward communication Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data etc. ensures that the employees are as enthusiastic about the business as the management. Through this open book process we can create a culture of participative management and ignite the creative endeavor of our work force.. It involves making people an interested party to strategic decisions, thus aligning them to business objectives.. It helps in building trust & motivates employees. HR on-line can be the new tool available to practice this style 3. Performance linked compensation : Dr.Sarma 6 3. Performance linked compensation Variable compensation plan can be both an incentive and a disillusionment, based on how it is administered and communicated. Variable Bonus to be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team's success and the individual's performance. 4. 360 Degree Performance Management Feedback System : Dr.Sarma 7 4. 360 Degree Performance Management Feedback System This system, which solicits feedback from seniors (including the boss), peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the opinions of all matter, especially if in a leadership role (at any level). Every person in the team is responsible for giving relevant, positive and constructive feedback. Such systems also help in identifying potential leaders for higher level positions in the organization. Middle and Senior managers will receive this feed back for self development. 5. Evaluation System for Employees : Dr.Sarma 8 5. Evaluation System for Employees This will enhance the evaluation system that clearly links individual performance to corporate business goals and priorities. Self rating as a part of evaluation process empowers employees. Evaluation becomes fairer if it is based on the records of periodic counseling & achievements of the employee, tracked over the year. For higher objectivity, besides the immediate boss, each employee will be screened by the next higher level (often called a Reviewer). 6. competency enhancement : Dr.Sarma 9 6. competency enhancement systematic approach to ensure that knowledge management is linked to both technical and soft skills enhancement Enhancing communication skills is one area that is must for all 7. High Performers : Dr.Sarma 10 7. High Performers Identify consistent top performers and make efforts to retain 8. . Reward Ceremonies : Dr.Sarma 11 8. . Reward Ceremonies Merely recognizing talent does not work, we need to couple it with ceremonies where recognition is a broadcast. Looking at the Check is often less significant than seeing and hearing the thunderous applause by colleagues in a public forum. Rewards programme must be made memorable events