What is HR- Human Resources Strategy- HRS

Succeeding hard on the transformation of personnel management to human resources management we are now being exposed to another new concept: “Human Resources Strategy- HRS” & these four principle steps are the process of HRS; 1.Framework, 2.Statement 3. Analysis, 4.Planning. There is no doubt that organizations are managing tremendous change and uncertainty, most of the change factors are,

• Globalization of markets.
• Technological.
• Legal.
• Regulatory.
• Mergers and acquisitions.
• Demographic.
• Social and organization structural changes.

Proper practice of Human Resources Strategy can fueled the uncertainty of organizational goals; following questions we need to focus for organizational existences.

• What is the people contribution of our business?
• Why does our function exist?
• Who are our customers?
• What do our customers buy?
• What needs to happen in order for our function to be judged effective?

In developing a human resources strategy, need to develop the approach from the basis of “What we do must be relevant to our corporate objectives”. Consequently it helps if the organization knows its purpose. In developing any corporate strategy the approach is to begin by addressing these key strategic questions:

(1) Where are we now?
(2) Where do we want to be?
(3) How do we get there?
(4) What kinds of people skills will be needed to manage and sustain the organization in the future to meet strategic business objectives?
(5) What human resources programs and initiatives will be needed to deal effectively with the external pressures and demands affecting the organization?

Actually “A coordinated set of actions as HRS aimed at integrating an organization’s culture, organization, people and systems”, through the mentioned planning by conducting a careful SWOT analysis (strengths, weaknesses, opportunities and threats) of HR.

February 23, 2012 · admin · 32 Comments
Tags: HR, HRD, HRM, HRS, Human, Resources, Strategy · Posted in: Human Resources

What is HR- Appraisal through PMS

Managing Employee Performance- MEP every day is the explanation to an effective Performance Management System- PMS. Setting goals, making sure your opportunities are clear, and providing frequent feedback help employees perform most effectively. These are the ways of MEP- planning work and setting expectations, continually monitoring performance, developing the capacity to perform, periodically rating performance in a review & rewarding good performances.

Need to look some basic of organizational performance plans during PMS,

Establishes programs- performance goals; along-with purpose, methodical & measurable.
Describe the operational resources- needed to meet those goals.
Establishes performance indicators- in measuring the outcomes from the program.
Clear performance expectations in team building- use clear performance expectations to help your employees develop accountable, productive, meaningful, participatory teamwork.
Performance Management Strategies- you must begin by finding out why the employee is not meeting your expectations. This checklist for employee performance management will help.
Coaching for improved performance- looking for a step-by-step coaching approach you can use to help an employee improve his work performance? This approach avoids discipline and produces great results.
Manage systems to help people succeed & improved- Are you feed up with your current performance appraisal- you can improve productivity, motivation, and morale by handling performance management system and development in new ways.

Four postures are the result of effective PMS,

1. The customer’s viewpoint- Managers should know if their organization is satisfying customer needs.
2. The internal business outlook- Managers need to focus on those critical internal operations that enable them to satisfy customer needs.
3. The innovation and learning perception- An organization’s ability to innovate, improves, and learns ties directly to its value as an organization. Managers must act rightly.
4. The financial perspective- In the private sector, these measures has typically focused on profit and market share.

100 Hot Books

HRM Books

February 22, 2012 · admin · 50 Comments
Tags: career, HR, HRD, HRM, HRMS · Posted in: Human Resources

What are Human Resources – Be Employable

What is HR, want to share some core needs for to be employed & ways of achieving the desire goals at in employment & profession as well. Here What are Human Resources - Be Employable, you will find followings are needed to be practiced in our living life as well as professional life rightly.

Self-Reliance,

1. Self-awareness / confidence
2. Self-promotion skills
3. Initiative, pro-activity, self motivation
4. Networking skills
5. Willing to learn
6. Action planning and self-regulatory skills

Universal Skills for professionals,

Problem-solving / logical skills: ability to analyze & generate information in order to solve problems.
IT / computer literacy: ability to accept, learn and adapt to new technology and make the most of the opportunities it presents.
Flexibility and adaptability: ability to respond to change, to re-change & ultimately to lead change. Appreciative of work based culture.
Numeracy skills: ability to handle numbers includes basic math skills & interprets and presents them in a clear and accurate way.
Business acumen: use, observe and develop skills appropriate for a commercial environment.
Commitment: Showing an interest and dedication to a topic, subject, value or activity etc for the well-being of organization.

Group Skills,

Team working: ability to work effectively in teams, often more than one team at once; and to be able to re-adjust roles from one project situation to another in an ever-shifting work situation.
Leadership: ability to take control of a situation and to lead by empowering others to follow.
Interpersonal skills: ability to relate to, and feel comfortable with, people at all levels and to be able to make and maintain relationships as circumstances change.
Patron direction: ability to establish a confident and flexible relationship with people important to the employer or company.
Oral / written communication: ability to communicate, formally and informally, verbally and in the written form, with a wide range of people both internal and external to the organization.
Cultural Awareness: ability to speak, write, understand more than one language; valuing languages; awareness of other cultures and how they impact upon career decisions and / or work environment.

Expert Skills,

Company-specific skills: Meeting the skill requirements of the company either on employment or on-the-job, being prepared to adapt and learn new skills to meet future “commercial” needs
Technical skills / knowledge: An understanding of basic principles rather than large stocks of specialist knowledge.
Understanding commercial goals of company: An understanding of the values of the company or organization; and the need to equilibrium needs of shareholders / owners with the needs of the market or individual.

From above, it’s showed as a summary that self-reliance is the vital skill of all other skills & obviously these are the result of exercises & What is HR is welcoming you for your truly efforts towards your employer or profession sincerely.

February 20, 2012 · admin · 55 Comments
Tags: career, Employment, HR, HRD, HRM, HRMS · Posted in: Human Resources

What is HR- Responsibilities to Organization

Everyone is responsible for his/her own tusk to do effetely & with efficiencies for own betterment in the broad sense achieving the organizational goals.

Responsibilities of yours towards your serving company,

1. Do Early Groundwork: You should talk with your superiors and get plans and guidelines for fulfilling the work allotted to you.
2. Plan with the Manager: When a new work is allotted take a proper work schedule & time table for the work allotted to you that will help you for time management and reaching the deadlines on time.
3. Take Responsibility and Use Available Resources: The employees should have sense of responsibility towards the resources of the Organization.
4. Participate: Whenever a new work is being allotted all the Employees should be eager enough to take the initiative rather than trying to avoid newer tasks. This will facilitate in employees learning new skills and reaching the Organizational goals with much effectiveness.
5. Be Punctual And Regular: The Prime responsibilities of every employee must be Punctuality and Regularity.
6. Cleanliness is Next To righteousness: One should maintain the cleanliness of their desk, and also premises of the Organization. If you and your premises are clean you will find it more encouraging to work and also it is suitable to work for other employees.
7. Washroom: Please use the washrooms bearing in mind that you are not the only person who is using it. Health and Hygiene of you and others should be your prime concern.

Some additional important responsibilities you need to aware- are,

Full cooperation with your employer in implementing and maintaining good Health & Safety practice at work, making sure you get proper training and you understand and follow the company’s health and safety policies.
Using equipment and tools correctly. Inform your employer of any dangers or issues that might jeopardize your work environment.
Know what action to take on discovering a fire, Familiarize yourself with all escape routes, Know the locations of Fire Extinguishers, their type and method of operation.
If possible avoid wearing jewelries or loose clothing if operating machinery, to report any injuries, strains or illnesses you suffer as a result of doing your job- your authority may need to change the way you work, to tell your supervisor if you take medication that makes you sleepy – they should temporarily move you to another job if they have one for you to do.

Please be planned and have a say to the growth of the Organization. Everyone grows with the Organization. So, Organizational Growth is our Growth.

February 17, 2012 · admin · 241 Comments
Tags: HR, HRD, HRM, Laws, Responsibilities · Posted in: Human Resources, Human Rights

What is HR- Rights,at your workplace

Rights need to know at your workplace, from your employer you deserve following rights since your first day of your employment through the service period & you have some obvious responsibilities towards your employer/company for enjoying the above rights,

From first day of being employed, you are allowed by law to the followings:

• A detailed pay statement
• Twenty six weeks’ maternity leave
• Equal pay
• No discrimination on the basis of sex, race, sexual orientation, religious beliefs and age
• Time off for public duties
• Time off for trade union duties
• No unfair treatment for trade union activities
• To be represented by a trade union in a disciplinary or criticism hearing
• A limit of forty-eight hours on the maximum average working week
• Twenty days of paid leave every year.
• One week’s notice of firing
• Payment if you are suspended on medical grounds
• Guaranteed payment if you are laid off.
• A written statement of your terms of employment
After six months of service:
• The right to an additional twenty-six weeks’ unpaid maternity leave
• The right to up to two weeks’ paternity leaves from the birth to within fifty-six days of the birth
• The right to apply for flexible working for people with parental responsibility for a child under
Six or a disabled child under eighteen.
After one year of service:
• The right to thirteen weeks’ unpaid parental leave
• Joblessness pay
• Protection against unfair dismissal
• A written statement from your employer giving reasons for dismissal. This must be provided
Within fourteen days of your request.
After two years’ of service:
• Statutory joblessness pay.

furthermore you should be remembered that without proper practice of your responsibilities, you aren’t eligible to benefit from your rights commencing your respective workplace.

February 16, 2012 · admin · 422 Comments
Tags: HR, HRD, HRM, Rights, Workplace Laws · Posted in: Human Resources, Human Rights

File on Steve Jobs

The Federal Bureau of Investigation’s 191-page file on Steve Jobs- at large Thursday, discloses numerous animated details about the Apple co-founder’s personal life and professional past, as reported to FBI agents by his colleagues, neighbors and friends.

The document confirms much of what is already known about Jobs, including his drug use, simple lifestyle and the forceful managerial style that created resistance between him and some of his colleagues. Yet it also drops light on Jobs’ relationship with the government, enlightening that he was given top secret clearance between 1988 and 1990 and was being considered by President George H. W. Bush’s administration for a position on the president’s Export Council. Much of the file consists of the 1991 background check the FBI performed in light of this prospective appointment. At least 29 people were interviewed for the FBI’s background check, and although their names have been redacted, there are several clues hinting at their identities. For example, the FBI notes that it interviewed a “roommate” and attempted to contact a woman who “had a baby born out of wedlock,” most probably Chris-Ann Brennan, Jobs’ ex-girlfriend and the mother of his daughter Lisa. Several pages of memos and handwritten notes also provide a glimpse into a $1 million bomb threat that was made against Apple on Feb. 7, 1985, several months before Apple fired Jobs. Several individuals cast doubt on Jobs’ technical qualifications. One described Jobs as “technically oriented but [...] in the opinion of many, not an engineer,” and another commented he was not “a deeply technical individual.”Jobs had a 2.65 high school GPA, according to the documents.

According to the FBI’s notes, another individual “believed the appointee has what it takes to assume a high level political position within the government, which in his opinion, honesty and integrity is not prerequisites to assume such a position.” The FBI writes that one interviewee “added that although the Appointee [Jobs] is basically an honest and trustworthy person, he is a very complex individual and his moral character is suspect.” Another characterized Jobs as “not totally outspoken and honest,” and as someone who “has a tendency to distort reality in order to achieve his goals.”

February 11, 2012 · admin · 193 Comments
Tags: career, current events, Human, news, Rights · Posted in: Current Events

What is Leadership

Leadership is a method by which an individual controls others to achieve an objective and express the organization in a way that makes it more organized and sound. If you have the desire and determination, you can become a successful leader. Good leaders develop through a never ending process of self-study, education, training, and experience.

Principles of Leadership

1. Know yourself & seek self-improvement
2. Be technically proficient
3. Seek responsibility & take responsibility for your actions
4. Make sound & timely decision
5. Set an example
6. Know you flowers & look out for their well-being
7. Keep your workers informed
8. Develop a sense of responsibility in your workers
9. Ensure that tasks are understood, supervised & accomplished
10. Train as a team
11. Use the full capabilities of your organization

Victorious leaders break-up the following qualities:

1. Mission
2. Vision
3. Goal
4. Competency
5. A strong team
6. Communication skills
7. Interpersonal skills
8. A “CAN DO, GET IT DONE” attitude
9. Inspiration
10. Ambition
The fundamental message in the process of leadership is that you as the entrepreneur/ professional need to “brainwave” for your followers. Frequently demonstrate to them why and how you earned the position you are now enjoying. Communicate with them using any of existing variety methods & develop anything new that show them you are admirable of being followed. Make that process exciting and positive and you can almost guarantee that your results will be consistent with your efforts.

February 9, 2012 · admin · 340 Comments
Tags: Goals, HR, HRD, HRM, Leader, Leadership · Posted in: Human Resources

Online Single- Online Date

“Online dating does present people with tremendous opportunities for dating that have not been available in the past, but there are several drawbacks and limitations that people need to be aware of when they use it,” says researcher Harry T. Reis, PhD, a professor of psychology at the University of Rochester, in New York. The first limitation, Reis says, is that “the kind of mentality people use when they browse through various sites can really affect the value of what they get. The second is that sites that offer costly matching algorithms probably aren’t giving people value.”

A new study on February 6, 2012 finds that Internet dating sites help us dig up together, but the sites also reduce daters into two-dimensional outlines and often devastate them with possible choices. Some sites claim to have developed scientific algorithms that can help people find soul mates, a statement by the study’s five authors say- is not possible and could be damaging. “Online dating is good. I’m very, very glad it exists. It gives opportunities to singles that otherwise wouldn’t have them,” says Eli J. Finkel, an associate professor of social psychology at Northwestern University and the study’s lead author. “The problem is that the way online dating is implemented undermines some amount of its goodness.”

The arrival of the Internet and start of Match.com in 1995 provoked a sea change & by 2005, 37 percent of single, US internet users had used online dating sites- Pew Research Center. And US couples who formed relationships between 2007 to 2009, 22 percent of them met online- academic study found. But the process is like as- “It really feels like a full-time job sometimes,” says Frances Correa, a 24-year-old reporter, who lives in Northwest Washington and stopped online dating after four years. “Maybe after 50 different guys you’ve been conversing with, one might be worth a date.”

February 7, 2012 · admin · 326 Comments
Tags: Dating, Human, Online, Relations, Resources, Social · Posted in: Human Relations & Conflicts, Social Networking

Loans

A loan is simply a type of debt/ liability, in a loan, a party known as the borrower- borrows money from a lender, with the obligation to pay the equal amount of the borrowed money at an afterward time, the lender charges interest on the borrowed money. This interest is the price paid by borrower to lender for the use or enjoyment of the borrowed money & interest rates are usually computed base on the annual price charge to a specific principle amount.
Some basic types of loans,
1. Salary Loan – This is a type of short-term loan payable mostly in 6-60 months wherein an individual borrows money from his/her employer or from other financial institutions, the maximum loan-able amount is equal or 4 to 6 times more to his/her monthly salary, for any use the borrower wants it to.
2. Housing/ Home loan- A type of loan by meant for the repair or construction of a house. This is usually payable in aggregate payments for a period of 5, 10, 20, to 25 years or more depending on the agreed payment scheme by borrower and lender.
3. Emergency Loan – This is a type of loan for the purpose of meeting any emergency financial needs or purchase.
4. Student loan- A student loan is a type of loan generally applicable to any loan procured by a student or learner in the course of his/her studies for the purpose of reaching his academic goals and pursuits.
5. Capital Loan – This is a type of loan which sometimes entails large amounts of borrowed money. This loan is meant, basically, for use as capital for any business venture, or to meet the expenses to be incurred in setting up an industry.
6. Some additional loans are- Personal loans, College Grant & Scholarships, Mortgage loans.
Different Types of Interest Rates,
1 Simple interest rate- this is applied to the borrowed amount & period is less than a year.
2. Compound interest rate- this is calculated each period of time on the original principle the accumulated interests from past periods & period can be yearly, semi-yearly even continuously.
3. Floating interest rate- this is variable & adjustable, depends on debt instrument.
4. Nominal interest rate- this is effect of inflation & applied on the above basic.
5. Real interest rate- as like as nominal interest minus inflation.
Lenders take variable degrees of risk when extending loans to borrowers. When a loan is secured, such as a home mortgage, lenders risk having to exclude on the home and find a new buyer to get back their loss. If the loan is unsecured, lenders risk losing the entire amount of the loan, or having to go through a collections process – which may or may not recover all of their money.

For these above reasons, a lender is looking for a borrower who gives every indication that he can repay the loan. So, as a borrower, you want to appear trustworthy and financially prepared to repay your loan in a timely manner.
One of the main ways you can establish a lender’s confidence is to present them with a strong credit history. Your credit history doesn’t need to show large credit limits or buying power, just consistent payment. Even if you only have a history of paying off small amounts and keeping small balances, this shows financial discipline and trustworthiness. In the eyes of a lender, good credit has more to do with habits and practices than credit limits and account sizes. If you have a history of paying off your credit card on time, and a steady income, you can expect to receive a loan up to the limit your income supports.
The second major factor in a lender’s decision to grant you a loan is your income. Most lenders work on a percentage of monthly income versus monthly payment size in determining whether a loan is right for you, such as, if your monthly income is $3,000, and the potential mortgage payment on a new home would be $2,000 per month, you are unlikely to have the income to support that mortgage. On the other hand, if you can show a potential for growth in your income, such as a pending promotion or obtaining an advanced degree, you may be able to convince a lender to bank on your bright future.

February 5, 2012 · admin · 217 Comments
Tags: Capital, Credit, Debt, Finance, HR, Laws, Loans · Posted in: Finance

Insurance

What is insurance? We can start by an example, suppose in a community- they have a school with 100 students, each year for the past 10 years, one student has broken an arm in the schoolyard, resulting in about $3,000 in medical expenses. Without insurance- each family would have to save $3,000 to manage with the likelihood that would be the one with the broken arm. At the end of the year, 99 families would have paid nothing, have $3,000 left in savings, but one family would have paid $3,000 & have nothing left.

With insurance, these families can join together to stretch out the risk. If they created an insurance fund, all 100 families would pay $30 at the start of the school year. This $3,000 total would then go to the family of the child with the broken arm. By spreading the risk, each family only has to save $30 instead of $3,000. Sure, that $3,000 is gone if it’s not your child who breaks his/her arm, but for most people, that’s an acceptable trade. Instead of having to scrape together the full $3,000, they’d rather risk losing $30 for a chance to avoid $3,000 in medical bills. Yes there is a smell of gambling but in a whole it’s an appreciable step of finance.

Types of Insurance,