Career Planning and Career Awareness

Career Planning. Career planning is the process of setting individual career objectives and creatively developing activities that will achieve them.

Career planning can also be seen as a personal process, consisting of three criteria: (1) broad life planning, (2) development planning, and (3) performance planning. The HRD practitioner has an obligation to encourage as well as provide for the utilization of career planning on the part of employees. Career planning is the employee’s counterpart to the organization’s overall human resource planning activity.

Career planning plays a crucial role particularly because it can assist an individual to manage the direction he/she aspires his/her career to take, the know-how and job skills you will require and how you can achieve them. Moreover, to aid you in planning your career, you can consider self-assessment for this will assist you to understand your personal as well as your career goals, strengths and weaknesses, your preferences and interests. Continue reading

Career Management Initiatives and Career Path

Organizational Initiatives of Career Management : These refer to the reality that it is the employees within the organization that make initiatives prosper. When their performance objectives are identical to that of their organization’s initiatives and when they perfectly meet their performance objectives, then, the organization’s initiatives flourish.

Some Examples of Career Initiatives :

1) A Job Posting System
• Job posting is an organized process that allows employees to apply for open positions within the organization.
• They can respond to announcements and postings of positions and then be considered along with external candidates.
Job Posting System is the arrangement wherein a company privately posts a list of open positions (which include the job requirements as well as their descriptions) in order for the current employees who aspire to shift to different functional areas or positions may apply. Continue reading

The Essential Steps in Measuring ROI of Training

Identifying your goals or objectives. In this step, you determine the goals and reasons for training. Usually, the objectives for training projects are diversified and may compose of maximized productivity, minimized errors and enhanced worker retention. With or without identified goals, several firms or organizations hardly communicate the first phase of evaluation- depending on delighting sheets to enable them to know if the course worked well and leaving it at that.

A representative who obtains a high score instantly following a training session might well be the type of individual who finds it complicated to transform what they learned to the actual workplace or might just forget all the things after a short period away from their work desk. So, what did their representatives really obtain from the course or training session? And, how much of what was discussed by the instructor, read and practiced through the training system was absorbed or understood? Continue reading

The Four Levels of Training Effectiveness

Level 1 Reaction: This level evaluates the reactions of trainees to the program. Here, you consider if they liked the program and if they find it meaningful, if they like the facilitators and the training facilities and accommodations.

Guidelines for Evaluating Training Reaction
• Identify what you like to find out.
• Formulate a form which will quantify reactions.
• Encourage written suggestions as well as comments.
• Obtain 100% instant response.
• Obtain honest response.
• Ensure to cultivate acceptable standards.
• Measure reactions counter to standards and take suitable action.
• Communicate response or feedback as appropriate. Continue reading

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The Key Steps in Implementing Human Resource Management

Founded on the different functions of the human resource management, it is feasible to be led to the following benefits of human resource management to nearly all businesses:

Employee Productivity. Recruitment ensures that your enterprise is staffed with the suitable individuals with the required skills and expertise so they may contribute positively to the company or organization.

Staff training is considered as one of the most valuable benefits of human resource management function mainly because it ensures that workers are better prepared for their jobs. Furthermore, training could be soft skill training or specific training like communication and leadership plus other fields that make a big difference to the overall worker productivity.

Employee Satisfaction. Money or salary is a critical factor in guaranteeing worker satisfaction. When workers receive their salary or wages on time and are ensured of appropriate benefits as applicable, the worker satisfaction, level goes up. This translates into more fruitful work which actually brings profitability to the business. Continue reading

Career Stage and Career Planning

Career Planning and Development- this refers to offering employees the guidance to formulate opportunities and realistic career goals in order to realize them.

Career Stage
• Trial Stage. This is the time from approximately age 25 up to 30 during which an individual identify whether or not the selected field is appropriate and if it is not, tries to alter it.

• Stabilization Stage. this is the period in which approximately from the age 30 up to 40, during which occupational objectives are set and clearer career planning is established in order to identify the progression of obtaining goals.

• Mid Career Crisis Stage. This refers to the period taking place between mid-30s and mid-40s during which individuals usually make a major re-evaluation of their progress comparative to their original goals and aspirations. Continue reading

Key Success Factors in Implementing Human Resource Management

Businesses depend on human resources departments to manage key functions related with employee relations, hiring and compensation. In order to add support and value to the advancement of the firm, Human Resources professionals should have deeper understanding of the business so to serve as in-house consultants to management, enhance and perform functional competencies.

Human Resources Departments cover staffing, workforce planning, performance management, handling indirect or direct compensation strategies, training and legal compliance and employee relations.

Sourcing and Consulting. The right job placement is a vital part if any firm’s success. Hiring highly-skilled people is only part of the equation. Positioning the appropriate individuals in the right position is valuable as well. Screening and recruiting highly-qualified workers is a core responsibility of the Human Resource department.

To appropriately determine the potential candidates, Human Resource professionals must have deeper understanding of the organization’s needs. This only means to say that your business must come up with precise job descriptions and determine the experience level, skills and knowledge of the required personnel. The Human Resource department’s job is to optimize firm funds through recruiting new hires and guiding line managers in the assessment of present staff for lateral movement and promotions. Continue reading

Great Soft Skills for Managing HR Departement or HR Division

Leadership. This can be identified as the capability of a person to improve the potential of a team in pursuit of mutual interest. There are various leadership styles such as consultative, participatory, authoritarian etc.) Each style can be suitable to the attributes and contexts of workers. The source of leadership may be the hierarchical power, charisma, the power of behavior and knowledge.

Through proper education and adequate training, individuals who have responsibility for other people may develop optimum leadership style. It is vital to consider that a leader does not command, it seeks consensus, it runs, it does not impose and does not divide but intends to unite.

Mentoring. This is a process wherein a mentor advises, instructs and directs the mentee in their professional and personal development. This is the conventional sponsorship which is presently utilized particularly in high positions in companies or organizations.

Mentoring must not be invented, it requires careful planning, setting goals and keeping track of results. even though there are similarities, mentoring varies from coaching since the mentor should possess expertise in the area in which you prefer to begin the mentee, on the other hand, the coach does not need to possess an experience in this area. Continue reading