How to Conduct Effective Performance Management

Performance-Management2

In running a business or a business, one way that is powerful enough to have an effective performance management. However, not all companies are able to perform properly and effectively because of limitations or the emergence of some bottlenecks particularly related to human resources owned by the company. To be able to do an effective performance management is urgently needed recruitment of human resources that have the best quality as well as skilled. Thus, the company will be able to walk with a more developed and effective.

A company must have a very require the presence of one or a group of people who can organize and manage the company’s operations. Just as in a motor vehicle, the vehicle driver management is a run and steer the direction where to go or driving. When you look at this story, the role and tasks in the management is quite heavy so the management is usually run by a few people in a company. Surely, the people in charge of the management should have competence in these areas so that they are able to take a strategic policy for the company. Management also has the responsibility for the success or failure of a company’s operations. People who work in the field of management in the company will certainly be held accountable by the owner of the company.

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Strategies in Recruitment of Employees to Get the Best Human Resources

Employee Recruitement

Recruitment is a series of activities that aim to find potential employees by giving them some motivation to be able to demonstrate their skills and knowledge needed to fill positions in the planning of employment at a company. Of course, recruitment into the initial stages of the company’s human resources selecting will work and achieve the target company so effective recruitment process is very important to do.

The main purpose of the recruitment process is not only to produce a certain number of people, but also to lure the applicants were competent for the company with reference to the ability, the match between the requirements of the job with the knowledge, and motivation refers to the match between the characteristics of the job applicant’s personality. By looking at these objectives, the company should conduct the recruitment stage right and effective employees so that employees obtained also the appropriate people.

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Understanding Definition and Function of Human Resource Management

Human-Resource-Management

Human resource management is a process consisting of planning, organizing, leadership, and control activities associated with job analysis, job evaluation, acquisition, sale, or otherwise. In human resource management are integrated set of decisions about labor relations affect the effectiveness of the employee and the organization. In addition, human resource management is also an activity that is done so that the human resources within the organization can be used effectively to achieve various objectives. The main objective of human resources management is to improve the constribution for employees of the company or organization in order to achieve the productivity of the company concerned. The success of the company to achieve the targets and objectives is highly dependent on how the management of human resources in the company.

Human resource management has the following functions:

Staffing

In this case, human resources management has three essential activities such as planning, withdrawal, and selection of human resources. Human resources are an important asset for the company’s life sustainability that needs to be managed properly. When a company is growing, resource management of the human family will gather some relevant information about the composition and skills of the manpower needed company. Although the recruitment of employees in the company are conducted in full activity by human resources department, other departments in the company also remains engaged to provide descriptions and job specifications to facilitate the process of withdrawal. Continue reading

Amazing Powerpoint Presentation Slides on HR Scorecard and HR Management

We provide excellent HR presentation topics that you can download for FREE.

1) Fundamentals of HR Management Slides which comprehensively describe key elements of human capital management and strategy.

2) HR Scorecard Slides which describe key steps to develop performance scorecard and KPIs for HR Managers.

Free Download – Amazing Powerpoint Slides on Fundamentals of HR Management and HR Scorecard

 

10 Powerful Business Strategy and Marketing Slide Series

In this page, you will find 10 excellent powerpoint slides on marketing and business strategy. All slides are designed in powerpoint files (ppt) so that you can modify and immediately use for your own learning process.

You can immediately use these excellent slides to train your marketing team. Or you can share these brilliant slides to your Marketing Manager or Corporate Planning Manager in your company.

There are 10 excellent topics on Marketing and Business Strategy :

1. Blue Ocean Strategy
2. Essentials of Marketing Management
3. Marketing Plan
4. Marketing Strategy
5. Digital and Social Media Marketing
6. Managing Service Excellence
7. Strategic Planning and Business Strategy
8. Marketing Communication Strategy
9. Managing Brand Equity
10. New Product Development Strategy
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4 Key Principles of HR Management and Human Capital Strategy

Human resource management is the formal system that is in place in an organization in which they employ it to handle and manage the employees of the organization.

In a human resource management, there are 4 elements that outline the key principles. Each of these elements requires careful planning and close maintenance to ensure a seamless operation throughout the organization.

The 4 key principles are:
Acquisition – The manpower planning and employee recruitment are categorized under acquisition where a close assessment and consideration on candidate’s profile needs to be done in order to ensure relevance to the organization’s goals and requirement

Development – There are many training plans and modules that are used under the development aspect of Human Resource Management. Through these, the employees are constantly provided with skills and capabilities to increase their value to the organization Continue reading

Smart Strategies to Maintain Employee Motivation and Loyalty

Keeping the employees of an organization positively motivated is arguably the most important aspect of a company. With motivated employees, many organizations have found that the company can be switched on “auto-pilot” mode, where there is no need for extreme supervision and/or monitoring, as each and every employee is driven to success and determine to strive for the best both for themselves and also the company.

However, keeping the employees motivated is only half the job done. As mentioned earlier, it’s still very crucial to hire the right employees with the right attitude so that there will be less constant need for instructions, directions, and supervision.

One of the ways to keep an employee motivated is through performance management, where the employees are given a chance to evaluate their performance with their team leaders and discuss for ways to improve. Continue reading

Key Performance Indicators For HR Management

Key Performance Indicators are alternatively known as Key Success Indicators (or KSI). They help organizations define together with measuring their overall progress to the aims determined by the organizational.

KPI are quantifiable measurements as we agreed on ahead. They represent the grave success factors in an organization.

However, they tend to differ a great deal as matters dependent on what sort of organizations they’re used with. A business might have ‘income’ as a KPI. A college, on the other hand, might focus its KPI about the number of graduate students.

As a performance measurement theory, KPI entails controlling and the measurement of the performance of the company by focusing completely on these crucial indicators that contribute directly to the companies’ overall success and failure concerning performance.

It might be used among varied organization degrees though there’re many thoughts encircling the entire notion. As an example, a CEO could make use of the KPI for quantifying and controlling the business. Continue reading

Employee Performance Management Methods

Employee Performance Management is a procedure for establishing a common workforce understanding in what will be performed at an organization level. It is all about aligning the organizational goals with the employees’ measures that are established, development strategies, competence requirements, skills and the delivery of results. The emphasis is on progress, learning and development to make a high-performance workforce and as a way to reach the general company strategy.

Performance Management started around 60 years past as a supply of income justification and was utilized to determine an employee’s wage predicated on performance. Organizations used Performance Management to drive behaviors from the employees to get particular outcomes. For individual workers who were solely motivated by fiscal rewards, this worked well in practice.

But where workers were driven by learning and development of their abilities, it failed miserably. The difference between the development of skills and knowledge and reason of pay became a massive difficulty in the usage of Performance Management. This became clear in the late 1980s; the realization that a complete way of handle and reward performance was needed. Continue reading