Method of training and staff development (HumanResourceManagement). Anyone know about this??
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Sorry I saw it just now! Writing some methods I know......may be it helps\n\n\nClassroom lectures\nOn Job training\nVestibule training\nPresentations
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apparently there is a theory for change..\n\nNoone likes change at first .. \n\nThey say you ask for suggestions from the two team leaders to reslove the staffing problem.. People feel better when they are involved in a process\n\nThen you sell it as being a trial of an idea not a permanent change...
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Software that is used to train people or software that allows people to create programs to train people.
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soft-Q Human Resources Suite 2.0\n\nManage employees, evaluations, assign vacation time off, track wages, highlight absenteeisms, organize your business contacts, generate custom reports and more - all with one human resource software system. \n\n\nDownload a Risk Free, 15 day Trial!
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I'm glad you included the term "effectively."  I think this is another area where academic training is less important than on-the-job training.  It may be the case that large corporations are looking for an academic degree to go into their human resources department, but certainly small companies cannot afford to be so picky.  You might try the management training programs in a retail company (a department store or a fast food outlet or something, which has a fast enough turn-over to need a very active human resources department), and see if you can't get a job just on the basis of your good record in high school, and perhaps a willingness to do some time in retail sales to learn what it's all about.\n\nIt's an important field that has a lot of pretty mediocre people cluttering it up.  Good luck!
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For the above question answered by usdollars.\n\nOf late now some of the consultancy following  "OUTSOURCING OF HUMAN RESOURCES" in  a business oriented which is explained in detailed below:\n\nDuring 1990's to 2000 all the consultancies were deemed to be a searching of manpower and provided manpower to organisation, and the organisation will arrange/organise interwiew,placement, induction.\nNow the consultancies searching manpower in respective field such as accounts dept, HR dept etc and they provide manpower to organisation on contract basis say for one year. The organisation pay the salaries of the personnel to manpower agencies and in turn they pay to staffs placed in the organisation.\nAll statutory benefits will be look after by the placement agencies.\n\nSince I have no time to explain in detail and have lot of work I close this topic.
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Your Human Resources Department.\n\nIf YOU are the HR Department, you can go to the link below.
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I'm not entirely sure I know what the question is... it's very short, but here's a shot:\n\n1) Computer training (like a register POS system or a CD rom that works you through a practice or Q and A training sessin)\n2) On-the-job training (usually peer-to-peer, but sometimes manager-to-peer).\n3) Mentorship training sessions\n4) Role-playing sessions (peer-to-peer or manager-to-employee). \n5) Training manuals and memos. \n\nAnd, as a bonus, there are training seminars and retreats.
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Personnel management is about making sure organisations get the best from the people who work for them. Professionals in this role are involved in selecting the right sort of staff and promoting practices which ensure they are managed effectively.\n\nThe terms ‘personnel’ and ‘human resources’ are largely interchangeable, although the latter does imply more of a strategic approach. There are a range of specialisms but those starting out often take generalist roles assisting with all aspects and may move into specialist areas after a promotion.\n\nThe main areas of work are:\n\nRecruitment and selection\n\nWorking alongside staff in the various departments, drawing up job descriptions, preparing advertisements, checking application forms, interviewing and sometimes testing applicants. There may also be involvement in redeployment and redundancy programmes.\n\nEmployee development\n\nThis includes induction for new staff, developing appraisal systems, analysing training needs and evaluating the effectiveness of what is delivered. Some personnel staff are involved in producing and presenting training materials.\n\nEmployee relations\n\nDealing with all the tricky bits like grievances, disciplinary proceedings, redundancy programmes and resolving differences between staff members. This can also include responsibility for developing equal opportunities policies, writing staff handbooks and advising on contractual issues\n\nEmployee services\n\nPutting together staff perks and benefits - anything from private health cover or cheap holidays to social events or stress counselling services.\n\nPay and benefits\n\nJob evaluation is a significant part of the role, ensuring salaries are a fair reflection of demands of a job.\n\nHuman resource planning\n\nPredicting future staffing needs and ensuring development and training policies reflect the long term needs of the organisation.
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Good companies have realized that its major assets are the competent human assets that it holds.\n\nA focussed and well defined HR Policy, covering from recruiting the right people, to training, development and reciprocating HR will ensure success for any company.\n\nWhat you have asked is a complete semester study program and is too vague to comment in such a short space but nevertheless, in a nut shell:\n\n1. Focussed, clear and objective job descriptions is a start.\n\n2. The advancement levels and pre-requisites for each job.\n\n3. Basic ingredients required by the successful candidate.\n\n4. Recruiting the right candidate.\n\n5. Providing adequate training and support.\n\n6. Provide opportunties for HR growth and polishing skills.\n\n7. A clear and healthy compensation plan.\n\n8. A clear and conducive serevence policy.\n\n9. A well-defined reward and accountability policy.\n\n10. Clearly understand, IT IS PEOPLE WHO MAKE COMPANIES BIG OR SMALL & IT IS PEOPLE WHO HELP COMPANIES ACHIEVE OBJECTIVES.\n\nThink of it this way: Your best friend is your body, if you look after it well, you can do what you want, if your body gives way then it is all a dream that remains. But for the body to function well, you should sharpen your mental skills, improve your health conditions, employ discipline etc.
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Contact their human resources department
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Thats what every corporate units in the world are trying to do.\nHuman resources has nothing to do with the technical knowledge a person knows. Its something to do with testing a persons skill at how well he/she can stand out in the society.\none can improvise on his/her HR skills by keeping himself/herself updated with the everyday news.
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The main tasks are planning, managing and developing the human resources of that organization.\n\nPlannng includes recruitment, interviewing, and selection of best employees.\n\nDeveloping defines as career path design and skill development for employees.\n\nManaging could be about employee administration, absence, motivation and compensation.
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I noticed most people seemed to answer with personality traits, but you asked about skills. That's what I'll discuss, then.\n\n1) Listening ability. A good leader/manager knows to keep their mouth shut when someone is talking. Most people are terrible listeners, and rather than actually listening to what the other person is saying, they are thinking about what they want to say. You learn nothing that way, and will never understand the situation being discussed. Listen first, think second, then speak. \n\n2) Method. Gut feelings are for frontline soldiers (I've been one, so I know) and parents (I'm one now). In business there is method. A good leader looks at problems as an opportunity and then applies a method of problem solving to improve things (including Root-Cause Analysis techniques). A good leader sets goals for their department/company with a methodical approach rather than 'instinct' and 'emotions'. Learn which methods work and which don't. Cling to (and develop) the former and run away from the latter.\n\n3) Feedback, feedback, feedback. This goes both ways. First, a good leader/manager asks for feedback from below and above...constantly. Where can the leader/manager improve? Where can their department/company improve? What is broke? What works? What can be done? What is being done that doesn't need to be done? Secondly, a good leader/manager provides feedback to his employees on a regular basis (even weekly, in my case) to help develop them into stronger, autonomous thinking persons who can solve their own problems and make the leader/manager look like a demi-god.\n\n4) Continue to develop leadership/management skills. Books, seminars, podcasts, and especially discussions with peers can make this goal happen.\n\nThis is a start. Hope it helps.
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HR management is simply managing the functions (recruitment, performance development/evaluation, payroll, record keeping etc) relating to the people in the org'n; whereas HR development is more focused on development of people via tools such as training, career management, succession planning etc.
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This link will take you to a HR page explaining how a Hay Grade is established.  http://www.lafarge.com/lafarge/PUBLICATION/20040921/09212004-publication_group-Human_ressources_policy-uk.pdf\n\nIn short according to:\n\nhttp://support.hr.wayne.edu/cac/faq.htm,\n\n The Hay system of job evaluation is a point factor method of job evaluation that measures three factors common to all jobs – know-how, problem solving and accountability. The classification system focuses on internal job relationships and maintaining internal equity.
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There is a PFD on WDWR that has some information on this topic. (see first link below)\n\nThe second link is from the WDWR Human Resource Management Course.