Personnel management
Defined as the function of management concerned with promoting and enhancing the development of work effectiveness and advancement of human resources in the organization through proper planning, organizing, directing, coordinating, and controlling of activities related to procurement, development, motivation and compensation of employees to achieve goals of the enterprise. (Sison,1990:30)
Critique:
From the above definition, it is a significant part of management concerned with employees at work and with their relationship within the organization. It is very important to augment the different skills and working abilities of some workers because they are the ones liable for the growth of their respective company.
A code of the ways of organization and treating individual at work so that they well each get the greatest possible realization of their intrinsic abilities, thus attaining maximum efficiency for themselves and their group, and thereby giving to the enterprise of which they a part its determining competitive advantage and its optimum result. (Spates,1944:9)
Critique:
To all workers of a particular organization, they should be treated well for them to perform their assigned task in accordance with their working expertise. Through with this, they can feel the best atmosphere provided by their company.
The phase of management concerned with the engagement and effective utilization of manpower to obtain optimum efficiency of human resource. (Webster,1687)
Critique:
This is the integration and maintainance of people for the purpose of contributing to organizational, individual and societal goals. Skills in communicating effectively, developing teams, managing diversity, managing conflict, delegating responsibility, coaching and training, giving and receiving constructive feedback, and motivating and guiding either indivdiuals or groups to achieve specific goals.
Human resource management (HRM)
is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.
http://en.wikipedia.org/wiki/Human_resource_management
Critique:
In other words, HRM means utilizing people, mounting their wealth, make the most of that resources, preserveing and compensating their services in tune with the work and organizational obligation. We all know that human being (..I am refering to human resource) is the very significant tool for having a a successful ang progressive organization towards their unnecessary skills and working ablities.
“The people that staff and operate an organization … as contrasted with the financial and material resources of an organization. The organizational function that deals with the people ...” (William R. Tracey)
Critique:
It is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise. It relegates humans to the same category as financial and material resources, human resources will be replaced by more customer-friendly terms in the future. In an organization , an employee plays an important role in shaping and improving a particular company.
Showing posts with label Human Resource Manament. Show all posts
Showing posts with label Human Resource Manament. Show all posts
Saturday, October 17, 2009
♥♥Nature, Scope and Role of HRM♥♥
I have decided to interview Mr. Carlito S. Llano, the Human Resource Manager of my adopted company which is the LYR Marketing since I certainly know that he could share to me a lot of informations and his knowledge regarding human resource management. He is in the business for many years and has been a professor that's why I know that he can share to me according to what he learned and experienced.
Summing up all of the things he shared to me from the time I first interviewed him up to the time I asked him things merely on what are the human resource management role, scope and nature. I may say that human resource management includes the processes and practical techniques involved in managing people(workforce) in an organization. These normally refer to the relationship between management and workers and the behavior of workers in companies.
According to what I understood from the things Mr. Llano had shared to us, human resource management has two main goals. First of which is to effectively make use of the talents and abilities of employees which are related to the implementation of strategies directed towards creating and sustaining competitive advantage. And second is to enable employees to agree about the objectives and nature of their working environment and ensure them with their compensation and benefits he or she would receive for them to successfully accomplish their assignments.
Among the roles of a HR manager comprises planning and organizing for work and people, people acquisition and development, and administration of policies, programs and practices. Disciplinary procedures as well as procedures for recognizing employee for exemplary work also fall under the responsibilities of a human resource manager.
His concept is similar to that of his organization in which they give great value and importance to their greatest asset- their employees. They are willing to give and are bound to give more for their employees for they are the ones who had shared their talents and knowledge for the company. I agree with these concepts in that the main concerns are for the people who individually and collectively contribute to the achievement of the objectives of an organization. The benefits and compensations they acquire from being a member of the workforce gives them a greate usefulness, self-confidence, and respect from their fellow citizens as well s workers.
Summing up all of the things he shared to me from the time I first interviewed him up to the time I asked him things merely on what are the human resource management role, scope and nature. I may say that human resource management includes the processes and practical techniques involved in managing people(workforce) in an organization. These normally refer to the relationship between management and workers and the behavior of workers in companies.
According to what I understood from the things Mr. Llano had shared to us, human resource management has two main goals. First of which is to effectively make use of the talents and abilities of employees which are related to the implementation of strategies directed towards creating and sustaining competitive advantage. And second is to enable employees to agree about the objectives and nature of their working environment and ensure them with their compensation and benefits he or she would receive for them to successfully accomplish their assignments.
Among the roles of a HR manager comprises planning and organizing for work and people, people acquisition and development, and administration of policies, programs and practices. Disciplinary procedures as well as procedures for recognizing employee for exemplary work also fall under the responsibilities of a human resource manager.
His concept is similar to that of his organization in which they give great value and importance to their greatest asset- their employees. They are willing to give and are bound to give more for their employees for they are the ones who had shared their talents and knowledge for the company. I agree with these concepts in that the main concerns are for the people who individually and collectively contribute to the achievement of the objectives of an organization. The benefits and compensations they acquire from being a member of the workforce gives them a greate usefulness, self-confidence, and respect from their fellow citizens as well s workers.
♥♥SONA 2009 Related HRM♥♥
On the assumption that you heard/read the SONA of the President last month (July 2009), identify at least 3 areas related to Human Resource Mangement and explain how these areas can improve our quality of life. (2000words)
1. EduCaTioN and TraiNinG
Generally, at the start of a very young age, children learn to develop and use their mental, moral and physical powers, which they acquire through various types of education. Education is commonly referred to as the process of learning and obtaining knowledge at school, in a form of formal education. However, the process of education does not only start when a child first attend school. Education begins at home. One does not only acquire knowledge from a teacher, one can learn and receive knowledge from a parent, family member and even an acquaintance. In almost all societies, attending school and receiving an education is extremely vital and necessary if one wants to achieve success.
However, unfortunately we have places in the world, where not everyone has an opportunity to receive this formal type of education. The opportunities that are offered are greatly limited. Sometimes there are not enough resources to provide schooling. Furthermore because parents need their children to help them work in factories, have odd jobs, or just do farm work.
Since it is not traditional, in some places to receive a formal education, the one who receive a formal education, the one who receive an education is usually envied, praised and even admired by members of the community.
Learning subject in school is not enough. One can learn history, math, science in school, and be “book-smart”. In addition, one can learn how to live life by knowing what to say when, acting a certain way in a certain situations and be “street-smart”. These two types of education are extremely essential to be successful in life.
Education is the key that allows people to move up in the world, seek better jobs, and ultimately succeed fully in life. Education is very important, and no one should be deprived of it.
The President affirmed that one of the most difficult Millennium Development Goals (MDG) target is the "Education for All," or universal primary education by 2015.
Although most countries will not be able to achieve it, the President said, her administration is trying its best to improve its own education system.
She said her administration have cut the cost of going to school by building more classrooms in 1,000 barangays, stopping the collection of miscellaneous fees for primary school, and declaring school uniforms optional.
She added that 47 percent of students in private high schools have likewise been provided government assistance including the funding for technical education and skills training which is three times larger than the budget allocated to such training by previous administrations.
At the same time, the President noted that her government has also provided 600,000 college and post-graduate scholarships.
In this connection, she recognized and introduced one of the beneficiaries of the program, Mylene Amerol-Macumbal, the first Muslim woman bar top notcher who finished accounting in MSU-IIT, went to law school and placed second in the last bar exams.
The President mentioned the accomplishments of the Presidential Task Force on Education headed by Jesuit educator Father Bienvenido Nebres that came out with the Philippine Main Education Highway Towards Knowledge-based Economy.
"Our educational system should make the Filipino fit not just for whatever jobs that happen to be on offer today, but also for whatever economic challenge life will throw them," she said. (PND)
2. HeALTh
“Mula pa noong 2001, nanawagan na tayo ng mas murang gamot. Nagbebenta tayo ng gamot na kalahating presyo sa libu-libong Botika ng Bayan at Botika ng Barangay sa maraming dako ng bansa. Our efforts prodded the pharmaceutical companies to come up with low-cost generics and brands like RiteMed. I supported the tough version of the House of the Cheaper Medicine law. I supported it over the weak..”
This is very essential to us as Filipino people to take good care of our heath. It is more advantageous on our part if the government will give us cheapest cost but high quality medicine in order for us to function and manage well especially in performing our daily routine. It gives huge help most especially for us Filipino to become active and aware in the different activities on our community.
Health is one of those things that people tend to take for granted. Until you are facing disease or injury, your good health, like a clean house, greatly goes unnoticed. When all your body parts are working properly, there is no pain to grab your attention, no chronic illness to debilitate your daily life. Health is a state of mental and physical well-being in which everything is functioning properly and you experience a general feeling of vitality. Good health allows you to perform the tasks necessary and desirable to your daily life. Work, family, home and pastimes can be enjoyed and conducted without pain or interruption.
Good health is important because it allows people to focus on their interests and obligations. Poor health, in the form of injuries, disabilities, chronic pain, mental illness or disease, prevents millions of people from supporting, caring for or expressing themselves effectively. Anyone who has lived with chronic pain can tell you how the condition clouds every aspect of your life, making even the most mundane tasks into ordeals of suffering and despair.
3. OFW's
“Our vigorous international engagement has helped bring in foreign investment. Net foreign direct investments multiplied 15 times during our administration. Together with our OFWs, they more than doubled our foreign exchange reserves. Pinalakas ang ating piso at naiwasan ang lubhang pagtaas ng presyo. They upgraded our credit because while the reserves of our peers have shrunk this past year, ours reserves grew by $3 billion.”
An Overseas Filipino is a person of Philippine origin who lives outside of the Philippines. This term applies both to people of Filipino ancestry who now live and reside as citizens of a different country, and those who continue to be Filipino citizens and those supporting their families back in the Philippines. It may also extend to Filipinos having extended holidays abroad, however, common usage does not usually include this group.
The term Global Filipino is now also being used to refer to a Filipino citizen who lives and works abroad. The performance of the Philippine economy over recent decades, combined with a widespread knowledge of English, a legacy of the Philippines' position as a former United States colony, have made Filipinos one of the most internationally mobile nationalities. Filipino workers greatly contribute to this, as they need to support their families back at home. As a result, many countries around the world have a substantial Filipino community.
Overseas Filipino Workers contribute huge help especially to our country as well as to their respective family. We can’t deny the fact that there are maximum numbers of workers here in the Philippines but are opting to work in a foreign country. Obviously, maybe we had already the hint, why is that so. Fortunately for our OFW’s they just receive large amount of salaries and because of them also this primarily reason why they more than doubled our foreign exchange rates. The value of peso increases and the cost of daily necessity decreases.
4.MiCroFinAnCe
“Nakinabang ang pitong milyong entrepreneurs sa P165 billion na microfinance. Nakinabang ang 1,000 sa economic resiliency plan. Kasama natin ngayon ang isa sa kanila, si Gigi Gabiola. Dating household service worker sa Dubai, ngayon siya ay nagtatrabaho sa DOLE.”
Microfinance refers to the provision of financial services to low-income clients, including consumers and the self-employed.
More broadly, it refers to a movement that envisions “a world in which as many poor and near-poor households as possible have permanent access to an appropriate range of high quality financial services, including not just credit but also savings, insurance, and fund transfers. Those who promote microfinance generally believe that such access will help poor people out of poverty.
1.Poor people need not just loans but also savings, insurance and money transfer services.
2. Microfinance must be useful to poor households: helping them raise income, build up assets and/or cushion themselves against external shocks.
3. “Microfinance can pay for itself.” Subsidies from donors and government are scarce and uncertain, and so to reach large numbers of poor people, microfinance must pay for itself.
4. Microfinance means building permanent local institutions
5. Microfinance also means integrating the financial needs of poor people into a country’s mainstream financial system.
6. “The job of government is to enable financial services, not to provide them.”
7. “Donor funds should complement private capital, not compete with it.”
8. “The key bottleneck is the shortage of strong institutions and managers.” Donors should focus on capacity building.
9. Interest rate ceilings hurt poor people by preventing microfinance institutions from covering their costs, which chokes off the supply of credit.
10. Microfinance institutions should measure and disclose their performance – both financially and socially.
This one also is very much helpful to those Filipino people who are scarcity in terms of food medicine, shelter and other primarily needs. In this way, they can quickly face against economic crisis. This may serve as their tool in moving forward especially o the victims of different calamities like typhoon, flood, earthquake and many more
References:
http://www.op.gov.ph/index.php?option=com_content&task=view&id=25755&Itemid=2
http://jlp-law.com/blog/state-of-the-nation-address-sona-2009/
http://www.helium.com/items/1373827-importance-of-good-health
1. EduCaTioN and TraiNinG
Generally, at the start of a very young age, children learn to develop and use their mental, moral and physical powers, which they acquire through various types of education. Education is commonly referred to as the process of learning and obtaining knowledge at school, in a form of formal education. However, the process of education does not only start when a child first attend school. Education begins at home. One does not only acquire knowledge from a teacher, one can learn and receive knowledge from a parent, family member and even an acquaintance. In almost all societies, attending school and receiving an education is extremely vital and necessary if one wants to achieve success.
However, unfortunately we have places in the world, where not everyone has an opportunity to receive this formal type of education. The opportunities that are offered are greatly limited. Sometimes there are not enough resources to provide schooling. Furthermore because parents need their children to help them work in factories, have odd jobs, or just do farm work.
Since it is not traditional, in some places to receive a formal education, the one who receive a formal education, the one who receive an education is usually envied, praised and even admired by members of the community.
Learning subject in school is not enough. One can learn history, math, science in school, and be “book-smart”. In addition, one can learn how to live life by knowing what to say when, acting a certain way in a certain situations and be “street-smart”. These two types of education are extremely essential to be successful in life.
Education is the key that allows people to move up in the world, seek better jobs, and ultimately succeed fully in life. Education is very important, and no one should be deprived of it.
The President affirmed that one of the most difficult Millennium Development Goals (MDG) target is the "Education for All," or universal primary education by 2015.
Although most countries will not be able to achieve it, the President said, her administration is trying its best to improve its own education system.
She said her administration have cut the cost of going to school by building more classrooms in 1,000 barangays, stopping the collection of miscellaneous fees for primary school, and declaring school uniforms optional.
She added that 47 percent of students in private high schools have likewise been provided government assistance including the funding for technical education and skills training which is three times larger than the budget allocated to such training by previous administrations.
At the same time, the President noted that her government has also provided 600,000 college and post-graduate scholarships.
In this connection, she recognized and introduced one of the beneficiaries of the program, Mylene Amerol-Macumbal, the first Muslim woman bar top notcher who finished accounting in MSU-IIT, went to law school and placed second in the last bar exams.
The President mentioned the accomplishments of the Presidential Task Force on Education headed by Jesuit educator Father Bienvenido Nebres that came out with the Philippine Main Education Highway Towards Knowledge-based Economy.
"Our educational system should make the Filipino fit not just for whatever jobs that happen to be on offer today, but also for whatever economic challenge life will throw them," she said. (PND)
2. HeALTh
“Mula pa noong 2001, nanawagan na tayo ng mas murang gamot. Nagbebenta tayo ng gamot na kalahating presyo sa libu-libong Botika ng Bayan at Botika ng Barangay sa maraming dako ng bansa. Our efforts prodded the pharmaceutical companies to come up with low-cost generics and brands like RiteMed. I supported the tough version of the House of the Cheaper Medicine law. I supported it over the weak..”
This is very essential to us as Filipino people to take good care of our heath. It is more advantageous on our part if the government will give us cheapest cost but high quality medicine in order for us to function and manage well especially in performing our daily routine. It gives huge help most especially for us Filipino to become active and aware in the different activities on our community.
Health is one of those things that people tend to take for granted. Until you are facing disease or injury, your good health, like a clean house, greatly goes unnoticed. When all your body parts are working properly, there is no pain to grab your attention, no chronic illness to debilitate your daily life. Health is a state of mental and physical well-being in which everything is functioning properly and you experience a general feeling of vitality. Good health allows you to perform the tasks necessary and desirable to your daily life. Work, family, home and pastimes can be enjoyed and conducted without pain or interruption.
Good health is important because it allows people to focus on their interests and obligations. Poor health, in the form of injuries, disabilities, chronic pain, mental illness or disease, prevents millions of people from supporting, caring for or expressing themselves effectively. Anyone who has lived with chronic pain can tell you how the condition clouds every aspect of your life, making even the most mundane tasks into ordeals of suffering and despair.
3. OFW's
“Our vigorous international engagement has helped bring in foreign investment. Net foreign direct investments multiplied 15 times during our administration. Together with our OFWs, they more than doubled our foreign exchange reserves. Pinalakas ang ating piso at naiwasan ang lubhang pagtaas ng presyo. They upgraded our credit because while the reserves of our peers have shrunk this past year, ours reserves grew by $3 billion.”
An Overseas Filipino is a person of Philippine origin who lives outside of the Philippines. This term applies both to people of Filipino ancestry who now live and reside as citizens of a different country, and those who continue to be Filipino citizens and those supporting their families back in the Philippines. It may also extend to Filipinos having extended holidays abroad, however, common usage does not usually include this group.
The term Global Filipino is now also being used to refer to a Filipino citizen who lives and works abroad. The performance of the Philippine economy over recent decades, combined with a widespread knowledge of English, a legacy of the Philippines' position as a former United States colony, have made Filipinos one of the most internationally mobile nationalities. Filipino workers greatly contribute to this, as they need to support their families back at home. As a result, many countries around the world have a substantial Filipino community.
Overseas Filipino Workers contribute huge help especially to our country as well as to their respective family. We can’t deny the fact that there are maximum numbers of workers here in the Philippines but are opting to work in a foreign country. Obviously, maybe we had already the hint, why is that so. Fortunately for our OFW’s they just receive large amount of salaries and because of them also this primarily reason why they more than doubled our foreign exchange rates. The value of peso increases and the cost of daily necessity decreases.
4.MiCroFinAnCe
“Nakinabang ang pitong milyong entrepreneurs sa P165 billion na microfinance. Nakinabang ang 1,000 sa economic resiliency plan. Kasama natin ngayon ang isa sa kanila, si Gigi Gabiola. Dating household service worker sa Dubai, ngayon siya ay nagtatrabaho sa DOLE.”
Microfinance refers to the provision of financial services to low-income clients, including consumers and the self-employed.
More broadly, it refers to a movement that envisions “a world in which as many poor and near-poor households as possible have permanent access to an appropriate range of high quality financial services, including not just credit but also savings, insurance, and fund transfers. Those who promote microfinance generally believe that such access will help poor people out of poverty.
1.Poor people need not just loans but also savings, insurance and money transfer services.
2. Microfinance must be useful to poor households: helping them raise income, build up assets and/or cushion themselves against external shocks.
3. “Microfinance can pay for itself.” Subsidies from donors and government are scarce and uncertain, and so to reach large numbers of poor people, microfinance must pay for itself.
4. Microfinance means building permanent local institutions
5. Microfinance also means integrating the financial needs of poor people into a country’s mainstream financial system.
6. “The job of government is to enable financial services, not to provide them.”
7. “Donor funds should complement private capital, not compete with it.”
8. “The key bottleneck is the shortage of strong institutions and managers.” Donors should focus on capacity building.
9. Interest rate ceilings hurt poor people by preventing microfinance institutions from covering their costs, which chokes off the supply of credit.
10. Microfinance institutions should measure and disclose their performance – both financially and socially.
This one also is very much helpful to those Filipino people who are scarcity in terms of food medicine, shelter and other primarily needs. In this way, they can quickly face against economic crisis. This may serve as their tool in moving forward especially o the victims of different calamities like typhoon, flood, earthquake and many more
References:
http://www.op.gov.ph/index.php?option=com_content&task=view&id=25755&Itemid=2
http://jlp-law.com/blog/state-of-the-nation-address-sona-2009/
http://www.helium.com/items/1373827-importance-of-good-health
♥♥"Human beings are the most important, potent and critical, resource of any organization, and yet the least understood and the worst managed...♥♥
In every organization, there are three major resources to be managed if the organization wants to achieve its objectives and goals. These resources are Humans, materials and financial resources. And out of these three, human resource management is the most important and difficult to manage. The reason being that every human being is born unique and therefore is bound to have different characteristics-- that is, the ways they think feel reason and act. Secondly, human beings control and coordinate the other resources. They constitute the workforce of an organization and are referred to as personnel. Since human nature plays a very major part in the overall success of an organization, it is therefore important to have an effective working relationship between the employee and the manager as this is essential for the success of the organization.
Human Resource Management, which involves the efficient and effective management within an organization, is one of the vital functions of Educational Administrators. This is because every administrator has a function to perform through his staff and his own abilities. Every university like other formal organizations needs human beings to execute its programmes and achieve educational goals and objectives. To be able to achieve this, the Registrar who is the ‘chief of administration’ has to ensure that personnel with whom he works knows what to do, when to do it and how to do it. Another name for human resource management is personnel management. No matter the name we chose to call it, its basic function is to deal with people who make up an organization. And these people have diverse interest, goals and values.
Personnel management is the proper utilization of the people in an organization towards achieving their needs and organizational goals. To this extent, it involves understanding the nature of people in an organization, their needs and aspiration and evolving the necessary strategies to accomplish these needs and aspirations. It also involves identifying the objectives of the organization and creating a conducive atmosphere towards leading staff to achieving the goals of the organization. Personnel management as the process of obtaining, organizing and motivating the human resources needed in by an organization. He advocated for the creation of a very conducive and cordial environment in order to satisfy the needs of the workers and achieve organizational goals.
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
The primary responsibility of a human resource manager is to ensure that human resources are utilized and managed as efficiently and effectively as possible. To this end, the university chief administrator is required meet the following objectives:
1. Recruitment and selection
2. Helping in creating a working environment
3. Ensuring that the abilities and skills of the workforce
4. Ensuring a fair balance
Other human resource management functions include:
1. Recruitment and Selection
2. Training and Education
3. Wages and salary Administration
4. Staff Appraisals
5. Welfare
6. Trade Union Relations
ORGANIZATIONAL BEHAVIOUR
All organizations including educational institutions are made up of people who chose to work in it primarily because it enables them to satisfy at least some of their personal needs. Virtually everybody works, plays or is educated in an organization. Attempt must be made to define what an organization is. Organization is a system of consciously coordinated activities which are deliberately structured for the purpose of realizing specific goals. “Whenever several people are working together for a common end, there must be some form of organization: that is the task must be divided among them and the work of the group must be coordinated. Dividing the work and arranging for coordination make up the process of organization and once that is completed, the group may be described as an organization.”
The more complex an organization is, the more difficult it is to coordinate activities, predict events or phenomena and attain set objectives maximally. We can therefore view organizational behavior as the systematic study of the nature of organizations; how they begin, how they develop and their effects on individual members. It is also a systematic attempt to understand the behavior of people in an organization; not just human behavior but structural behavior, elements behavior, systems behavior and even policy behavior. Thus for staff in the registry department of the university to function efficiently and effectively, the Registrar must understand the nature of people he is working with and be able to interpret their behaviors. Organizational behavior follows the principle of human behavior: People in an organization are governed by the same psychological mechanisms both on the job and outside the job. Organizational behavior is human behavior in a particular setting. The behavior of an individual in an organization is determined to some extent by internal and external factors. These include learning ability, motivation, perception, attitude, emotions, frustration etc. while the external factors include stress, reward system, degree of trust, group cohesiveness, social factors, office policies etc. Organizational behavior can also be situational.
. An individual’s behavior cannot be disassociated from the situation he finds himself. For example, a normally calm individual is forced into constant close physical aggressiveness with some other people. The behavior of that individual is therefore a function of interaction between his characteristics and other environmental variables. Organizations are seen as complex systems consisting of interrelated subsistence. Changes or alteration in any part of the system have consequences on other part of the system. Modification in the system leads to desired positive changes called functions. Negative consequences in response to alteration or change in the system are called dysfunction. Therefore the behavior of an individual is borne out of the decisions that have been taken in an organization.
Organizations represent constant interaction between structure and process. To get an assignment accomplished in an organization, we need to define who does what. Structures refer to organizational shapes, definitions and rules. It is what binds an organization together. Process is the sequence of activity in the system. Decision Making, Communication, Leadership and Conflict are few examples of the many processes that take place within an organization.
HUMAN RELATIONS APPROACH TO MANAGEMENT
Good human relations in an organization, for it to function effectively and efficiently cannot be over-emphasized. It provides knowledge on how people interact and respond in different organizational situations in an effort to satisfy their needs and in the process meet organizational goals. The chief administrator’s ability to understand his staff and their problems, and his belief in and the practice of democratic leadership will go a long way to make him succeed in his supervisory and administrative task. The effective operation of any organization depends on the Human Resources in that organization. Educational Administration is concerned with the mobilization of the efforts of people for the achievement of educational objectives. It is therefore imperative that the Registrar cultivates the habits of Human Relations in his odious administrative task. The difference between the ideas of the Efficiency movement and those of the Human Relations movement was that of the former emphasizing getting most out of the worker, even to the extent of requiring him to subordinate his interest and needs of those in the organization, while the latter emphasized the humanitarian aspects which sought to satisfy the needs of the worker, minimize his frustrations and increase the level of job satisfaction.
The real service for business men is no t just the production and distribution of manufactured articles, but to give an opportunity for individual development and self-actualization through better organization of human relationships. The process of production is as important for the welfare of society as the product of production. Administration as a shared responsibility, asserting that organizational structures should permit a free interplay of ideas in order to minimize the rigidity of hierarchical structures; but warned that shared responsibility should not be construed as being synonymous with laissez-faire and absence of focal points of reference.
MOTIVATION AND ORGANIZATIONAL BEHAVIOUR
Without human resource, there can be no organization. These human resources are in two categories: Management and Subordinates.
Workers and their needs should be uppermost in the minds of the leadership of any organization. In other words, poor management of human resources in an organization will lead to ineffectiveness or collapse of the organization. The Barnard-Simon theory of motivation recognizes the relationship between the satisfaction by organizations of the needs of workers and the workers productivity. The theory assumes that workers will perform satisfactorily well if their needs are met. The more the needs of workers are satisfied within the organization, the more they are motivated to work and thus satisfy the needs of the organization. To motivate a worker therefore is to propel, impel and energize him into action that will lead eventually to the achievement of organizational goals.
Human resources are the most important assets a modern organization has because only human beings can make, transfer and exercise knowledge. And also only human being s can create the holistic values by planning all the other resources as a whole. So, human beings are the key roles organization, organization should pay more efforts on HRD. Moreover, organizations should conform to the new environment of the strategic plans. And the strategic plans of HRD must relate with the organization's mission and objectives. All in all, people are an organization's most precious resource, so, organization must attach importance to HRD.
References:
http://www.cheathouse.com/essay/essay_view.php?p_essay_id=78887
http://www.blurtit.com/q377061.html
http://en.oboulo.com/the+important+departments+in+an+organization_10\
http://www.articlesbase.com/college-and-university-articles/human-resource-management-and-organizational-behaviour-in-the-university-system-the-registry-experience-236599.html
Human Resource Management, which involves the efficient and effective management within an organization, is one of the vital functions of Educational Administrators. This is because every administrator has a function to perform through his staff and his own abilities. Every university like other formal organizations needs human beings to execute its programmes and achieve educational goals and objectives. To be able to achieve this, the Registrar who is the ‘chief of administration’ has to ensure that personnel with whom he works knows what to do, when to do it and how to do it. Another name for human resource management is personnel management. No matter the name we chose to call it, its basic function is to deal with people who make up an organization. And these people have diverse interest, goals and values.
Personnel management is the proper utilization of the people in an organization towards achieving their needs and organizational goals. To this extent, it involves understanding the nature of people in an organization, their needs and aspiration and evolving the necessary strategies to accomplish these needs and aspirations. It also involves identifying the objectives of the organization and creating a conducive atmosphere towards leading staff to achieving the goals of the organization. Personnel management as the process of obtaining, organizing and motivating the human resources needed in by an organization. He advocated for the creation of a very conducive and cordial environment in order to satisfy the needs of the workers and achieve organizational goals.
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
The primary responsibility of a human resource manager is to ensure that human resources are utilized and managed as efficiently and effectively as possible. To this end, the university chief administrator is required meet the following objectives:
1. Recruitment and selection
2. Helping in creating a working environment
3. Ensuring that the abilities and skills of the workforce
4. Ensuring a fair balance
Other human resource management functions include:
1. Recruitment and Selection
2. Training and Education
3. Wages and salary Administration
4. Staff Appraisals
5. Welfare
6. Trade Union Relations
ORGANIZATIONAL BEHAVIOUR
All organizations including educational institutions are made up of people who chose to work in it primarily because it enables them to satisfy at least some of their personal needs. Virtually everybody works, plays or is educated in an organization. Attempt must be made to define what an organization is. Organization is a system of consciously coordinated activities which are deliberately structured for the purpose of realizing specific goals. “Whenever several people are working together for a common end, there must be some form of organization: that is the task must be divided among them and the work of the group must be coordinated. Dividing the work and arranging for coordination make up the process of organization and once that is completed, the group may be described as an organization.”
The more complex an organization is, the more difficult it is to coordinate activities, predict events or phenomena and attain set objectives maximally. We can therefore view organizational behavior as the systematic study of the nature of organizations; how they begin, how they develop and their effects on individual members. It is also a systematic attempt to understand the behavior of people in an organization; not just human behavior but structural behavior, elements behavior, systems behavior and even policy behavior. Thus for staff in the registry department of the university to function efficiently and effectively, the Registrar must understand the nature of people he is working with and be able to interpret their behaviors. Organizational behavior follows the principle of human behavior: People in an organization are governed by the same psychological mechanisms both on the job and outside the job. Organizational behavior is human behavior in a particular setting. The behavior of an individual in an organization is determined to some extent by internal and external factors. These include learning ability, motivation, perception, attitude, emotions, frustration etc. while the external factors include stress, reward system, degree of trust, group cohesiveness, social factors, office policies etc. Organizational behavior can also be situational.
. An individual’s behavior cannot be disassociated from the situation he finds himself. For example, a normally calm individual is forced into constant close physical aggressiveness with some other people. The behavior of that individual is therefore a function of interaction between his characteristics and other environmental variables. Organizations are seen as complex systems consisting of interrelated subsistence. Changes or alteration in any part of the system have consequences on other part of the system. Modification in the system leads to desired positive changes called functions. Negative consequences in response to alteration or change in the system are called dysfunction. Therefore the behavior of an individual is borne out of the decisions that have been taken in an organization.
Organizations represent constant interaction between structure and process. To get an assignment accomplished in an organization, we need to define who does what. Structures refer to organizational shapes, definitions and rules. It is what binds an organization together. Process is the sequence of activity in the system. Decision Making, Communication, Leadership and Conflict are few examples of the many processes that take place within an organization.
HUMAN RELATIONS APPROACH TO MANAGEMENT
Good human relations in an organization, for it to function effectively and efficiently cannot be over-emphasized. It provides knowledge on how people interact and respond in different organizational situations in an effort to satisfy their needs and in the process meet organizational goals. The chief administrator’s ability to understand his staff and their problems, and his belief in and the practice of democratic leadership will go a long way to make him succeed in his supervisory and administrative task. The effective operation of any organization depends on the Human Resources in that organization. Educational Administration is concerned with the mobilization of the efforts of people for the achievement of educational objectives. It is therefore imperative that the Registrar cultivates the habits of Human Relations in his odious administrative task. The difference between the ideas of the Efficiency movement and those of the Human Relations movement was that of the former emphasizing getting most out of the worker, even to the extent of requiring him to subordinate his interest and needs of those in the organization, while the latter emphasized the humanitarian aspects which sought to satisfy the needs of the worker, minimize his frustrations and increase the level of job satisfaction.
The real service for business men is no t just the production and distribution of manufactured articles, but to give an opportunity for individual development and self-actualization through better organization of human relationships. The process of production is as important for the welfare of society as the product of production. Administration as a shared responsibility, asserting that organizational structures should permit a free interplay of ideas in order to minimize the rigidity of hierarchical structures; but warned that shared responsibility should not be construed as being synonymous with laissez-faire and absence of focal points of reference.
MOTIVATION AND ORGANIZATIONAL BEHAVIOUR
Without human resource, there can be no organization. These human resources are in two categories: Management and Subordinates.
Workers and their needs should be uppermost in the minds of the leadership of any organization. In other words, poor management of human resources in an organization will lead to ineffectiveness or collapse of the organization. The Barnard-Simon theory of motivation recognizes the relationship between the satisfaction by organizations of the needs of workers and the workers productivity. The theory assumes that workers will perform satisfactorily well if their needs are met. The more the needs of workers are satisfied within the organization, the more they are motivated to work and thus satisfy the needs of the organization. To motivate a worker therefore is to propel, impel and energize him into action that will lead eventually to the achievement of organizational goals.
Human resources are the most important assets a modern organization has because only human beings can make, transfer and exercise knowledge. And also only human being s can create the holistic values by planning all the other resources as a whole. So, human beings are the key roles organization, organization should pay more efforts on HRD. Moreover, organizations should conform to the new environment of the strategic plans. And the strategic plans of HRD must relate with the organization's mission and objectives. All in all, people are an organization's most precious resource, so, organization must attach importance to HRD.
References:
http://www.cheathouse.com/essay/essay_view.php?p_essay_id=78887
http://www.blurtit.com/q377061.html
http://en.oboulo.com/the+important+departments+in+an+organization_10\
http://www.articlesbase.com/college-and-university-articles/human-resource-management-and-organizational-behaviour-in-the-university-system-the-registry-experience-236599.html
♥♥21st Century Corporation♥♥
I believe
“In every society some men are born to rule,
And some to advise…
A new environment of business has been emerging over the last decade of the 20th century and it has been accelerating in the 21st century, stimulated by a new economy, new technologies and new understanding about business processes. In today’s interconnected, technology driven world, selling typically takes place in physical, virtual and remote places. It’s now more important than ever that selling environments make the paradigm shift towards 21st century successful business.
There’s low-tech. And there’s high-tech. And then there’s real-tech - businesses that earn a crust by taking ideas from labs and turning them into incredible, world-beating products and services.
“There is one key ingredient that separates the great salespeople from the good ones: the ability to build relationships.
By Jason Karem, sales manager
We know that it costs, on average, six to ten times more to get a new customer than to keep an old customer. Yet most fortune 500 companies lose 50 percent of their customers in five years. Furthermore, the average company communicates only four times per year with current customers and six times per year with prospects. Most people think this the common sense, and it really is, but the problem is that managers get caught between two places: they are so either desperate for business that they become manipulate and pushy, or they are doing so well that they become complacent. Both are dangerous state of mind. When they fail you tend to blame external factors. It must be the competition, the economy, or the weather; people rarely look inward for faults. Then the simple solution seems to be to pour more and info selling and advertising. The reverse is true for managers who are succeeding. No matter which situation you are in, the same arguments exists. To make money you have to have sales that outweigh your expenditures. To have success in the long term, you have to continue either bring in new customers or keep your old customers, or preferably both.
The quality movement has taken business, industry, government and education to new levels of performance and awareness. Once they were accepted as tools that could improve profitability, quality teachings and practices have shown us that believing in separation can be a dangerous thing. Separation from the customer and the awareness of customer needs is disastrous. Believing that the marketing department is separate from new product design and engineering has driven companies out of business. When labor and management see themselves on different sides of the fence with antagonistic interests, both sides inevitably lose. With the quality movement emphasizing cooperation with suppliers, consultation with customers, breaking down barriers between departments, and participative management by employees, it has ushered in a new awareness and a new style which has forever changed the way we know that business must be done.
Quality thinking has paved the way to systems thinking. Concurrent engineering, customer focus groups that included designers before the design have all been major quality contributions. Seeing this kind of interconnectivity and interdependence has turned many business around in the last decade of the 20th century. But for success in the 21st century, for organizations to actually thrive in the new millennium, it will be up to the quality movement to provide leadership once again for making the next crucial steps.
Leaving the rigid metaphor of the machine behind, what can we learn from this new metaphor from the natural world? Organizations which will survive and thrive in the 21st century will have many of the same characteristics as organisms which survive and thrive. What are these, and what will they look like in organizations?
We can do this in a number of ways. We must align the policies and practices of our organization so that people and processes operate for the survival and benefit of the whole organization. Viewing departments as "cost centers" or "profit centers" ignores the actual role the department ought to play in the success of the whole organization, just as requiring the liver to have as much muscle as the stomach. Common practices and policies which seem sensible and effective can also backfire. For instance, the practice of rewarding salespeople on a commission basis can lead in many directions. It might cause salespeople to sell customers more expensive equipment than they need--in the short term--and ruin a company's mid-range product development, as it has for at least one prominent computer corporation. On the other hand, at a prominent copier manufacturer, the policy led salespeople to supply equipment which was less than the customer needed, but seemed to meet competitors prices. Either of these situations lead to customer dissatisfaction and net losses for the company.
"measure what should be measured, not just what can be measured"--and we would like to add "or what HAS BEEN measured in the past." Measuring the wrong thing is often worse than no measurement at all. It shown us how misleading "productivity" measures can be, especially when workers are building up excess inventory just to keep busy.
Organizations must nurture adaptivity not "adaptedness". Past success is a poor predictor of future performance in a changing world. Most Fortune 500 companies are out of business in five to ten years. Using our organism metaphor, we could say that "knowledge and memory" is usually found in the experience of individuals and teams in the organization. "Thinking" corresponds to coordinating memories and experiences among different parts of the organization -- usually known as team problem-solving and simultaneous engineering or concurrent design.
Currently, the most common forms of this sort of activity include profit-sharing, stock options, employee owned corporations, ESOPs, employee benefits packages and voluntary service to local communities. Many areas have cooperative programs with schools and community colleges. We will be called to go much further. The economy is rapidly becoming truly global. The ability to share wealth and improve the standard of living around the world, and benefit as an international community will be a great challenge. Our stability and survival depends on it.
The lesson of the current era is that "Everything is connected to everything else." To survive in this environment with these realizations we need to see HOW things are connected and incorporate the values which support our survival. Success in the 21st Century is truly dependent upon implementation of a very old adage "what goes around, comes around." If we value that understanding, it will change the way we perform in society. So what does this mean for us and our performance in our organizations?
Those who have stirred the quality pot must keep stirring. Quality has served as our springboard into the new age but a great deal more thinking and effort will be required for 21st century success. The quality movement is in the position of being able to lead the charge, and is in a unique position of having the experience to perceive the nature of the changes which must happen. We cannot stop at "quality." We must enter the millennium ready for an even more complete transformation. And quality professionals must be ready to lead the way.
a. 21st Century HRM
B. 21st Century Leadership
c. Change Management
d. Competencies for Competitive Advantage
e. Competitive Advantage
f. Corporate Governance
g. Efficiency and Values
h. Targeting the Gap
I. Globalized Production
j. Information and Knowledge Entrepreneurs
k. Information and Knowledge Entrepreneurs
l. Power Principle
m. Reinventing the Corporation
o. Redesigning the Organization
p. Rethinking Processes
“In every society some men are born to rule,
And some to advise…
A new environment of business has been emerging over the last decade of the 20th century and it has been accelerating in the 21st century, stimulated by a new economy, new technologies and new understanding about business processes. In today’s interconnected, technology driven world, selling typically takes place in physical, virtual and remote places. It’s now more important than ever that selling environments make the paradigm shift towards 21st century successful business.
There’s low-tech. And there’s high-tech. And then there’s real-tech - businesses that earn a crust by taking ideas from labs and turning them into incredible, world-beating products and services.
“There is one key ingredient that separates the great salespeople from the good ones: the ability to build relationships.
By Jason Karem, sales manager
We know that it costs, on average, six to ten times more to get a new customer than to keep an old customer. Yet most fortune 500 companies lose 50 percent of their customers in five years. Furthermore, the average company communicates only four times per year with current customers and six times per year with prospects. Most people think this the common sense, and it really is, but the problem is that managers get caught between two places: they are so either desperate for business that they become manipulate and pushy, or they are doing so well that they become complacent. Both are dangerous state of mind. When they fail you tend to blame external factors. It must be the competition, the economy, or the weather; people rarely look inward for faults. Then the simple solution seems to be to pour more and info selling and advertising. The reverse is true for managers who are succeeding. No matter which situation you are in, the same arguments exists. To make money you have to have sales that outweigh your expenditures. To have success in the long term, you have to continue either bring in new customers or keep your old customers, or preferably both.
The quality movement has taken business, industry, government and education to new levels of performance and awareness. Once they were accepted as tools that could improve profitability, quality teachings and practices have shown us that believing in separation can be a dangerous thing. Separation from the customer and the awareness of customer needs is disastrous. Believing that the marketing department is separate from new product design and engineering has driven companies out of business. When labor and management see themselves on different sides of the fence with antagonistic interests, both sides inevitably lose. With the quality movement emphasizing cooperation with suppliers, consultation with customers, breaking down barriers between departments, and participative management by employees, it has ushered in a new awareness and a new style which has forever changed the way we know that business must be done.
Quality thinking has paved the way to systems thinking. Concurrent engineering, customer focus groups that included designers before the design have all been major quality contributions. Seeing this kind of interconnectivity and interdependence has turned many business around in the last decade of the 20th century. But for success in the 21st century, for organizations to actually thrive in the new millennium, it will be up to the quality movement to provide leadership once again for making the next crucial steps.
Leaving the rigid metaphor of the machine behind, what can we learn from this new metaphor from the natural world? Organizations which will survive and thrive in the 21st century will have many of the same characteristics as organisms which survive and thrive. What are these, and what will they look like in organizations?
We can do this in a number of ways. We must align the policies and practices of our organization so that people and processes operate for the survival and benefit of the whole organization. Viewing departments as "cost centers" or "profit centers" ignores the actual role the department ought to play in the success of the whole organization, just as requiring the liver to have as much muscle as the stomach. Common practices and policies which seem sensible and effective can also backfire. For instance, the practice of rewarding salespeople on a commission basis can lead in many directions. It might cause salespeople to sell customers more expensive equipment than they need--in the short term--and ruin a company's mid-range product development, as it has for at least one prominent computer corporation. On the other hand, at a prominent copier manufacturer, the policy led salespeople to supply equipment which was less than the customer needed, but seemed to meet competitors prices. Either of these situations lead to customer dissatisfaction and net losses for the company.
"measure what should be measured, not just what can be measured"--and we would like to add "or what HAS BEEN measured in the past." Measuring the wrong thing is often worse than no measurement at all. It shown us how misleading "productivity" measures can be, especially when workers are building up excess inventory just to keep busy.
Organizations must nurture adaptivity not "adaptedness". Past success is a poor predictor of future performance in a changing world. Most Fortune 500 companies are out of business in five to ten years. Using our organism metaphor, we could say that "knowledge and memory" is usually found in the experience of individuals and teams in the organization. "Thinking" corresponds to coordinating memories and experiences among different parts of the organization -- usually known as team problem-solving and simultaneous engineering or concurrent design.
Currently, the most common forms of this sort of activity include profit-sharing, stock options, employee owned corporations, ESOPs, employee benefits packages and voluntary service to local communities. Many areas have cooperative programs with schools and community colleges. We will be called to go much further. The economy is rapidly becoming truly global. The ability to share wealth and improve the standard of living around the world, and benefit as an international community will be a great challenge. Our stability and survival depends on it.
The lesson of the current era is that "Everything is connected to everything else." To survive in this environment with these realizations we need to see HOW things are connected and incorporate the values which support our survival. Success in the 21st Century is truly dependent upon implementation of a very old adage "what goes around, comes around." If we value that understanding, it will change the way we perform in society. So what does this mean for us and our performance in our organizations?
Those who have stirred the quality pot must keep stirring. Quality has served as our springboard into the new age but a great deal more thinking and effort will be required for 21st century success. The quality movement is in the position of being able to lead the charge, and is in a unique position of having the experience to perceive the nature of the changes which must happen. We cannot stop at "quality." We must enter the millennium ready for an even more complete transformation. And quality professionals must be ready to lead the way.
a. 21st Century HRM
B. 21st Century Leadership
c. Change Management
d. Competencies for Competitive Advantage
e. Competitive Advantage
f. Corporate Governance
g. Efficiency and Values
h. Targeting the Gap
I. Globalized Production
j. Information and Knowledge Entrepreneurs
k. Information and Knowledge Entrepreneurs
l. Power Principle
m. Reinventing the Corporation
o. Redesigning the Organization
p. Rethinking Processes
♥♥Company Undergone HR Downsizing♥♥
Downsizing ----In a business enterprise, downsizing is reducing the number of employees on the operating payroll. Some users distinguish downsizing from a layoff , with downsizing intended to be a permanent downscaling and a layoff intended to be a temporary downscaling in which employees may later be rehired. Businesses use several techniques in downsizing, including providing incentives to take early retirement and transfer to subsidiary companies, but the most common technique is to simply terminate the employment of a certain number of people.
Righting downsizing in Asia
Although the global economic meltdown has roots in the United States, virtually every developed or developing economy across the globe is now caught up in this unprecedented crisis. While nauseated watchers of the NASDAQ, Hang Seng, BSE and other indexes experience the highs and lows of the daily tumult, the stakes are higher and more painful for employees who have been laid off or fear for their future prospects. For the Asian economies which have enjoyed rapid growth in recent years, particularly China and India, the crisis has been hard-felt. Today, nearly every industry has been affected in some way. Although specific details can be hard to come by, reasonable estimates indicate that literally thousands of Chinese factories have been closed, scattering displaced workers throughout the country. For many of those that remain open, layoffs are inevitable. In India, the fear of a global slowdown affecting India is worrying. People have not been exposed to an environment of global repercussions.
What does this mean to the employees that remain behind? If engaged workers are the key to a variety of important business outcomes, what sort of a toll do downsizings have on the morale of its survivors? We will take a look at layoff survivors in Asia to see how they view the workplace. What can organizations do to re-engage the survivors of layoffs, strengthening their workforce for the eventual but inevitable economic revival?
The walking wounded
Whether we use the term layoff, downsizing, or right-sizing, the outcome and the pain for workers is the same. Although still employed, employees who have survived layoffs could be described as the walking wounded. Survivors can carry a heavy burden, having to cover for lost friends and colleagues while wondering about their own security and possibly a loss of trust in senior leaders. Amidst this bleak scenario, managers must rally the remaining troops while dealing with similar issues.
To discover the effects of layoffs on employee engagement and turnover intent, and to identify the work characteristics most important to layoff survivors’ engagement with work, and to the organization—the most effective way to emerge from downsizing unscathed, the Kenexa Research Institute (KRI) utilized the WorkTrends™ data to explore employee opinions and engagement drivers in Asia, specifically Australia, China (including Hong Kong), and India. For the sake of data robustness, we combined the data for the countries, though we acknowledge that there are differences between countries in terms of the drivers of engagement and absolute magnitude of favorability scores.
The negative impact of downsizing
As the graph clearly shows, members of organizations that have undergone layoffs in the past 12 months are less positive on every WorkTrends dimension, most notably with regard to confidence and security (i.e. confidence in the organization’s future) by a difference of 16 percentage points. Perhaps this explains Trevor and Nyberg’s (2008) finding that voluntary turnover rates increase within the calendar year of, and 24 months following the downsizing event.
Maintaining engagement
Conventional wisdom maintains that initial layoffs target poor performers and redundant positions while subsequent events more often result in regrettable losses. Regardless of whether your organization is into the first or second round, WorkTrends can provide some insight into the key factors that promote engagement among layoff survivors. By focusing on these areas, organizations should be better positioned to rebound with the economy but perhaps more importantly, retain those key employees who will be so critical to your organization’s future.
A key driver analysis conducted on layoff survivors reveals the following as the key drivers of employee engagement:
* Confidence in the future of my company
* A promising future for me at my company
* All employees have equal opportunities for advancement, regardless of gender, ethnicity, religion, sexual orientation and culture
* Satisfaction with recognition for the work I do
* Excitement about my work
Taken together, these five items explain roughly 40% of the reasons for layoff survivors’ engagement, and therefore leaders can start here in their efforts to improve employee engagement and retain key personnel. While these are also drivers of engagement in organizations that have not downsized, they take on greater importance in the aftermath of layoffs. Scores on all of these items are significantly lower for layoff survivors than employees whose organization has not downsized, suggesting that the need to respond is much greater. In addition, the order of importance of the drivers is different for layoff survivors. For example, feeling that there is a promising future is much more important to layoff survivors suggesting that organizational efforts to improve confidence and the sense of security would be time well spent in a post-layoff environment; a finding which is substantiated by the 15-point difference on the confidence and security dimension between the groups.
Finally, the top drivers for layoff survivors show a greater preponderance of layoff survivors on employee-centric questions. In other words, items that have to do with “my experience” and “how I feel” move up in rank compared with employees in non-layoff organizations. Drivers of engagement in non-layoff organizations include items that ask about innovation, ethics, social responsibility. For layoff survivors, these issues are further down the list of engagement drivers and take a back-seat to the more personal matters.
Turning survive into thrive
If your organization has undergone trauma in the form of layoffs as a result of economic conditions or other reasons (e.g. M&A-induced redundancies), what should HR practitioners and organizational managers and leaders do? The WorkTrends results suggest a number of important steps that can be taken to enhance future levels of engagement and mitigate the potential of regrettable turnover.
---Confidence is key
---Recognition and opportunity
---Turn ‘me’ into ‘we’
---Prepare for the rebound
Righting downsizing in Asia
Although the global economic meltdown has roots in the United States, virtually every developed or developing economy across the globe is now caught up in this unprecedented crisis. While nauseated watchers of the NASDAQ, Hang Seng, BSE and other indexes experience the highs and lows of the daily tumult, the stakes are higher and more painful for employees who have been laid off or fear for their future prospects. For the Asian economies which have enjoyed rapid growth in recent years, particularly China and India, the crisis has been hard-felt. Today, nearly every industry has been affected in some way. Although specific details can be hard to come by, reasonable estimates indicate that literally thousands of Chinese factories have been closed, scattering displaced workers throughout the country. For many of those that remain open, layoffs are inevitable. In India, the fear of a global slowdown affecting India is worrying. People have not been exposed to an environment of global repercussions.
What does this mean to the employees that remain behind? If engaged workers are the key to a variety of important business outcomes, what sort of a toll do downsizings have on the morale of its survivors? We will take a look at layoff survivors in Asia to see how they view the workplace. What can organizations do to re-engage the survivors of layoffs, strengthening their workforce for the eventual but inevitable economic revival?
The walking wounded
Whether we use the term layoff, downsizing, or right-sizing, the outcome and the pain for workers is the same. Although still employed, employees who have survived layoffs could be described as the walking wounded. Survivors can carry a heavy burden, having to cover for lost friends and colleagues while wondering about their own security and possibly a loss of trust in senior leaders. Amidst this bleak scenario, managers must rally the remaining troops while dealing with similar issues.
To discover the effects of layoffs on employee engagement and turnover intent, and to identify the work characteristics most important to layoff survivors’ engagement with work, and to the organization—the most effective way to emerge from downsizing unscathed, the Kenexa Research Institute (KRI) utilized the WorkTrends™ data to explore employee opinions and engagement drivers in Asia, specifically Australia, China (including Hong Kong), and India. For the sake of data robustness, we combined the data for the countries, though we acknowledge that there are differences between countries in terms of the drivers of engagement and absolute magnitude of favorability scores.
The negative impact of downsizing
As the graph clearly shows, members of organizations that have undergone layoffs in the past 12 months are less positive on every WorkTrends dimension, most notably with regard to confidence and security (i.e. confidence in the organization’s future) by a difference of 16 percentage points. Perhaps this explains Trevor and Nyberg’s (2008) finding that voluntary turnover rates increase within the calendar year of, and 24 months following the downsizing event.
Maintaining engagement
Conventional wisdom maintains that initial layoffs target poor performers and redundant positions while subsequent events more often result in regrettable losses. Regardless of whether your organization is into the first or second round, WorkTrends can provide some insight into the key factors that promote engagement among layoff survivors. By focusing on these areas, organizations should be better positioned to rebound with the economy but perhaps more importantly, retain those key employees who will be so critical to your organization’s future.
A key driver analysis conducted on layoff survivors reveals the following as the key drivers of employee engagement:
* Confidence in the future of my company
* A promising future for me at my company
* All employees have equal opportunities for advancement, regardless of gender, ethnicity, religion, sexual orientation and culture
* Satisfaction with recognition for the work I do
* Excitement about my work
Taken together, these five items explain roughly 40% of the reasons for layoff survivors’ engagement, and therefore leaders can start here in their efforts to improve employee engagement and retain key personnel. While these are also drivers of engagement in organizations that have not downsized, they take on greater importance in the aftermath of layoffs. Scores on all of these items are significantly lower for layoff survivors than employees whose organization has not downsized, suggesting that the need to respond is much greater. In addition, the order of importance of the drivers is different for layoff survivors. For example, feeling that there is a promising future is much more important to layoff survivors suggesting that organizational efforts to improve confidence and the sense of security would be time well spent in a post-layoff environment; a finding which is substantiated by the 15-point difference on the confidence and security dimension between the groups.
Finally, the top drivers for layoff survivors show a greater preponderance of layoff survivors on employee-centric questions. In other words, items that have to do with “my experience” and “how I feel” move up in rank compared with employees in non-layoff organizations. Drivers of engagement in non-layoff organizations include items that ask about innovation, ethics, social responsibility. For layoff survivors, these issues are further down the list of engagement drivers and take a back-seat to the more personal matters.
Turning survive into thrive
If your organization has undergone trauma in the form of layoffs as a result of economic conditions or other reasons (e.g. M&A-induced redundancies), what should HR practitioners and organizational managers and leaders do? The WorkTrends results suggest a number of important steps that can be taken to enhance future levels of engagement and mitigate the potential of regrettable turnover.
---Confidence is key
---Recognition and opportunity
---Turn ‘me’ into ‘we’
---Prepare for the rebound
♥♥My Future♥♥
Education is central to development and a key to attaining Millennium Development Goals.
People decide to go to college or university for many reasons. For some people, a certificate, diploma or degree is a stepping stone to a job or career. That is what I directly chose USEP as my home in my college life. I consider an education as an important part of my personal growth. Going to college or university is a chance to learn new things, meet new people, and challenge myself with new experiences and ideas. How can the University help what you want in the future? Bluntly speaking this was the query I considered and the reason why I chose to enroll here in USEP. We do have a lot of expectations in life. University teaches me some values as a student to endeavor especially in achieving my dreams. It gives me lot of knowledge to become hard working. My school plays a very important role in shaping up myself to be successful and efficient in my dream career. A lot of factors to consider on how USeP can help me to cope with necessary requirements with the job I preferred and maybe one of these factors is having a competent and qualified teachers. They teach me to become conscientious in studying my lesson which I believed through with this, I can reach my dreams.
USEP(University of Southeastern Philippines)is a globally competitive that can provide best and standard education to me as an IT student. USEP is a public school. Therefore there should be deficiency in terms of school facilities and equipment. Well, although there is an insufficient in equipments still the university produce competitive graduates. It also educates and cultivates my persona, mentally and even in social aspect. The obvious reason why demand remain high is the known quality education the University provides at affordable cost. Quality education in as a tool in molding and developing knowledge and skills of students is and should be the basic foundation of an academic institution’s existence. As what I observed the University of Southeastern Philippines’ Administration is firm with its contention that the state university has never ignored this function. USEP is very much committed to maintain a high level of quality standards given the institution’s record of performance.
Well, I believed that modern graduate is expected to be equipped with relevant skills, abilities and personal qualities, in addition to good academic qualifications when entering the workplace. I knew that USEP can provide me these qualities. At USEP I can take advantage of the opportunities that the University provides to help gain the type of skills that employers look for in especially graduates– employability skills that include effective communication and analytical skills and IT competence.
People decide to go to college or university for many reasons. For some people, a certificate, diploma or degree is a stepping stone to a job or career. That is what I directly chose USEP as my home in my college life. I consider an education as an important part of my personal growth. Going to college or university is a chance to learn new things, meet new people, and challenge myself with new experiences and ideas. How can the University help what you want in the future? Bluntly speaking this was the query I considered and the reason why I chose to enroll here in USEP. We do have a lot of expectations in life. University teaches me some values as a student to endeavor especially in achieving my dreams. It gives me lot of knowledge to become hard working. My school plays a very important role in shaping up myself to be successful and efficient in my dream career. A lot of factors to consider on how USeP can help me to cope with necessary requirements with the job I preferred and maybe one of these factors is having a competent and qualified teachers. They teach me to become conscientious in studying my lesson which I believed through with this, I can reach my dreams.
USEP(University of Southeastern Philippines)is a globally competitive that can provide best and standard education to me as an IT student. USEP is a public school. Therefore there should be deficiency in terms of school facilities and equipment. Well, although there is an insufficient in equipments still the university produce competitive graduates. It also educates and cultivates my persona, mentally and even in social aspect. The obvious reason why demand remain high is the known quality education the University provides at affordable cost. Quality education in as a tool in molding and developing knowledge and skills of students is and should be the basic foundation of an academic institution’s existence. As what I observed the University of Southeastern Philippines’ Administration is firm with its contention that the state university has never ignored this function. USEP is very much committed to maintain a high level of quality standards given the institution’s record of performance.
Well, I believed that modern graduate is expected to be equipped with relevant skills, abilities and personal qualities, in addition to good academic qualifications when entering the workplace. I knew that USEP can provide me these qualities. At USEP I can take advantage of the opportunities that the University provides to help gain the type of skills that employers look for in especially graduates– employability skills that include effective communication and analytical skills and IT competence.
♥♥Five Different Online Jobs♥♥
This is my selected jobs that I want when I'm blessed to graduate in this course. I’ve met a lot of obstacles and I know it’s just a part of being a successful one someday. I know God is always there.
1. IT Consultant
An IT consultant works in partnership with clients, advising them how to use information technology in order to meet their business objectives or overcome problems. Consultants work to improve the structure and efficiency and of an organization’s IT systems.
IT consultants may be involved in a variety of activities, including marketing, project management, client relationship management and systems development.
They may also be responsible for user training and feedback. In many companies, these tasks will be carried out by an IT project team. IT consultants are increasingly involved in sales and business development, as well as technical duties.
Typical work activities
Tasks typically involve:
• meeting with clients to determine requirements;
• working with clients to define the scope of a project;
• planning timescales and the resources needed;
• clarifying a client's system specifications, understanding their work practices and the nature of their business;
• traveling to customer sites;
• liaising with staff at all levels of a client organization;
• defining software, hardware and network requirements;
• analyzing IT requirements within companies and giving independent and objective advice on the use of IT;
• developing agreed solutions and implementing new systems;
• presenting solutions in written or oral reports;
• helping clients with change-management activities;
• project managing the design and implementation of preferred solutions;
• purchasing systems where appropriate;
• designing, testing, installing and monitoring new systems;
• preparing documentation and presenting progress reports to customers;
• organizing training for users and other consultants;
• being involved in sales and support and, where appropriate, maintaining contact with client organizations;
• Identifying potential clients and building and maintaining contacts.
2. Information Systems Manager
Though the exact daily duties may differ from employer to employer, information systems managers determine the overall technology strategies for major companies. By combining information technology training with business savvy, these managers make decisions about servers, bandwidth, and desktop tools for their companies.
Although many enterprise companies prefer to hire managers with advanced technology degrees, a shortage of qualified executives has opened the doors for job candidates with hands-on experience. Therefore, your current job and an enrollment in an online IT program can put you in the running for a senior position that usually pays, on average, over $92,000 per year
3. Database Administrator
Database administrators guarantee the security and the accessibility of information for employees and customers. Hiring officers often comment that computer training programs cannot produce skilled administrators quickly enough to meet their demands.
While many online information technology programs build basic database skills, administrators require ongoing technical training to stay up to date with the latest products. A bachelor's degree and an independent certification can qualify you for jobs at well-known companies where you can earn $85,000 or more per year.
4. Operating System Developer
While you might think that only a few major companies in America would employ operating system developers, "operating systems" have actually popped up in more devices than just computers. Manufacturers of mobile phones, cars, refrigerators, and other devices rely on highly skilled graduates of technology degree programs to develop custom software platforms.
Online technology courses in programming and software development can help you secure a job in this growing field. Many operating system developers earn over $80,000 a year by complementing their understanding of source code with their intuition into human interaction. The next time you drop a quarter into a fancy soda machine; remember that machines as simple as this need operating systems, too.
Many application developers working for larger companies earn over $70,000 per year. In some cases, compensation packages for developers can include tuition reimbursement programs for online technology courses. Other developers earn smaller salaries but own all or part of the companies at which they work, offering the chance to participate in technology startups.
5. Senior IT Auditor
Establish procedures for audit review of computer systems; develop and apply testing and evaluation plans for IT systems and ensure compliance with industry standards of efficiency, accuracy and security.
References:
http://www.neowin.net/news/main/08/03/10/top-10-jobs-in-information-technology
http://www.prospects.ac.uk/p/types_of_job/it_consultant_job_description.jsp
1. IT Consultant
An IT consultant works in partnership with clients, advising them how to use information technology in order to meet their business objectives or overcome problems. Consultants work to improve the structure and efficiency and of an organization’s IT systems.
IT consultants may be involved in a variety of activities, including marketing, project management, client relationship management and systems development.
They may also be responsible for user training and feedback. In many companies, these tasks will be carried out by an IT project team. IT consultants are increasingly involved in sales and business development, as well as technical duties.
Typical work activities
Tasks typically involve:
• meeting with clients to determine requirements;
• working with clients to define the scope of a project;
• planning timescales and the resources needed;
• clarifying a client's system specifications, understanding their work practices and the nature of their business;
• traveling to customer sites;
• liaising with staff at all levels of a client organization;
• defining software, hardware and network requirements;
• analyzing IT requirements within companies and giving independent and objective advice on the use of IT;
• developing agreed solutions and implementing new systems;
• presenting solutions in written or oral reports;
• helping clients with change-management activities;
• project managing the design and implementation of preferred solutions;
• purchasing systems where appropriate;
• designing, testing, installing and monitoring new systems;
• preparing documentation and presenting progress reports to customers;
• organizing training for users and other consultants;
• being involved in sales and support and, where appropriate, maintaining contact with client organizations;
• Identifying potential clients and building and maintaining contacts.
2. Information Systems Manager
Though the exact daily duties may differ from employer to employer, information systems managers determine the overall technology strategies for major companies. By combining information technology training with business savvy, these managers make decisions about servers, bandwidth, and desktop tools for their companies.
Although many enterprise companies prefer to hire managers with advanced technology degrees, a shortage of qualified executives has opened the doors for job candidates with hands-on experience. Therefore, your current job and an enrollment in an online IT program can put you in the running for a senior position that usually pays, on average, over $92,000 per year
3. Database Administrator
Database administrators guarantee the security and the accessibility of information for employees and customers. Hiring officers often comment that computer training programs cannot produce skilled administrators quickly enough to meet their demands.
While many online information technology programs build basic database skills, administrators require ongoing technical training to stay up to date with the latest products. A bachelor's degree and an independent certification can qualify you for jobs at well-known companies where you can earn $85,000 or more per year.
4. Operating System Developer
While you might think that only a few major companies in America would employ operating system developers, "operating systems" have actually popped up in more devices than just computers. Manufacturers of mobile phones, cars, refrigerators, and other devices rely on highly skilled graduates of technology degree programs to develop custom software platforms.
Online technology courses in programming and software development can help you secure a job in this growing field. Many operating system developers earn over $80,000 a year by complementing their understanding of source code with their intuition into human interaction. The next time you drop a quarter into a fancy soda machine; remember that machines as simple as this need operating systems, too.
Many application developers working for larger companies earn over $70,000 per year. In some cases, compensation packages for developers can include tuition reimbursement programs for online technology courses. Other developers earn smaller salaries but own all or part of the companies at which they work, offering the chance to participate in technology startups.
5. Senior IT Auditor
Establish procedures for audit review of computer systems; develop and apply testing and evaluation plans for IT systems and ensure compliance with industry standards of efficiency, accuracy and security.
References:
http://www.neowin.net/news/main/08/03/10/top-10-jobs-in-information-technology
http://www.prospects.ac.uk/p/types_of_job/it_consultant_job_description.jsp
♥♥COMDDAP Reflections♥♥
Thursday afternoon, July 02, 2009, it’s already 1:30 in the afternoon when I arrived at the Apo View Hotel.
I was not able to read the information about COMDDAP Expo in the forum or since I came to college so I don’t have any idea regarding to this event.
Fortunately, I was able to witness the latest in information technology’s fast-phase development. I am very much thankful because I’m one of the chosen few and given a chance to witness this kind or become part of this activity. Honestly, I found COMDDAP Expo as a very useful and helpful activity, since it serves as a paradigm. When I was attended that activity, I thought I am a professional one. As an IT student, the said program gives me lots of knowledge especially to the technology which is not really known to me. Not just imagining but in actual way I observe and I’ve seen the different high tech gadgets and technologies. It also gave me some general views and updates in some sectors especially personal and administration, and highly regarded individuals to further strengthen the self-esteem and knowledge of its society. COMDDAP Expo also serves as a stepping stone to each individual towards a brighter future. Why I say so because it provides to us or as a literate one to become fully aware to the different trends of technology. It is very much important to us as an IT student to have full of knowledge and wisdom as regards the use of technology and elevate its principles in the community. Most especially, the different booths advertising their product that helps to supply the market with quality products at reasonable prices. It gave huge help for us when we are going to purchase product, we are become responsive of which is the best one to choose. Indeed, COMDDAP Expo promotes and cultivates harmony and amity so that we can work together as one for the benefit of the industry.
COMDDAP is an association of the country's top information technology businesses.
Objective:
To promote the sustainable development of the of the country's information technology industry through voluntary collaboration of its member companies.
Goal:
To be able to provide its members general views and updates from different sectors - private and government, and highly regarded individuals to further uplift the morale and knowledge of its organization.
Vision:
Promoting and elevating the standards of Information technology (IT) in the Philippines fueled a group of prominent computer companies to form the Computer Distributors and Dealers Association of the Philippines or COMDDAP.
Since then, COMDDAP has been maintained and financed by its members through dues, fees, contributions or donations, and bannered by these specific objectives:
• Promote the use of information technology and elevate its standards in the Philippines;
• Make computers affordable and available to the masses;
• Provide and create opportunities for users to develop themselves to their fullest potentials;
• Supply the market with quality products at reasonable prices with good after-sales support;
• To work closely with the government, the private sector and international entities in promoting the use of information technology;
• Provide a forum of discussion on matters relating to the compute industry; and
• Foster and cultivate harmony, cordiality and camaraderie among the members so that they can work together as one for the benefit of the industry.
The first speaker talked about the ERIC [Enterprise Resource Information and Control] Dealer Management System (DMS). It is an end-to-end software solution for automotive dealer operation. ERIC DMS' range of solutions covers Customer Relationship Management (CRM), Vehicle Sales and Administration (VSA), and Service Management (SVM).
• Schedule prospects for test drives and follow up on appointments
• Monitor and increase sales
• Delight customers with gentle reminders for appointments
• Manage vehicle inventory
• Deliver impeccable service
• Control parts & consumables cost
• Monitor and correctly implement warranty for parts & service
The second speaker talked about Thin Client which is computing devices that function as an access device on a network. These solid-state devices connect over a network to a server where the bulk of the processing takes place. Thin clients have no hard drive, allowing for more secure storage of data and applications on the server. In fact, keystrokes, mouse events and screen images are all that is sent between the client and server. This makes the device much more secure than a standard desktop or notebook computer.
Here are some advantages:
----Enhanced security
----Easier manageability
----High reliability
----Increased energy efficiency
----Lower total cost of ownership
The increased security, reliability and ease of management contribute to a lower total cost of ownership for your client computing devices. With a longer useful lifespan, thin clients contribute to cost savings. According to a study by Gartner (TCO Comparison of PCs with Server-Based Computing, June 2006) thin client TCO annual savings have been measured as high as:
79% less downtime cost per user
16% capital cost savings
34% less in maintenance
19% less to operate
48% overall lower total cost
Reference:
http://www.comddap.org/events.htm
http://www.jupitersystems.com.ph/product.aspx?prod_id=1
http://www.hp.com/sbso/solutions/pc_expertise/article/thinclients_consider.html
I was not able to read the information about COMDDAP Expo in the forum or since I came to college so I don’t have any idea regarding to this event.
Fortunately, I was able to witness the latest in information technology’s fast-phase development. I am very much thankful because I’m one of the chosen few and given a chance to witness this kind or become part of this activity. Honestly, I found COMDDAP Expo as a very useful and helpful activity, since it serves as a paradigm. When I was attended that activity, I thought I am a professional one. As an IT student, the said program gives me lots of knowledge especially to the technology which is not really known to me. Not just imagining but in actual way I observe and I’ve seen the different high tech gadgets and technologies. It also gave me some general views and updates in some sectors especially personal and administration, and highly regarded individuals to further strengthen the self-esteem and knowledge of its society. COMDDAP Expo also serves as a stepping stone to each individual towards a brighter future. Why I say so because it provides to us or as a literate one to become fully aware to the different trends of technology. It is very much important to us as an IT student to have full of knowledge and wisdom as regards the use of technology and elevate its principles in the community. Most especially, the different booths advertising their product that helps to supply the market with quality products at reasonable prices. It gave huge help for us when we are going to purchase product, we are become responsive of which is the best one to choose. Indeed, COMDDAP Expo promotes and cultivates harmony and amity so that we can work together as one for the benefit of the industry.
COMDDAP is an association of the country's top information technology businesses.
Objective:
To promote the sustainable development of the of the country's information technology industry through voluntary collaboration of its member companies.
Goal:
To be able to provide its members general views and updates from different sectors - private and government, and highly regarded individuals to further uplift the morale and knowledge of its organization.
Vision:
Promoting and elevating the standards of Information technology (IT) in the Philippines fueled a group of prominent computer companies to form the Computer Distributors and Dealers Association of the Philippines or COMDDAP.
Since then, COMDDAP has been maintained and financed by its members through dues, fees, contributions or donations, and bannered by these specific objectives:
• Promote the use of information technology and elevate its standards in the Philippines;
• Make computers affordable and available to the masses;
• Provide and create opportunities for users to develop themselves to their fullest potentials;
• Supply the market with quality products at reasonable prices with good after-sales support;
• To work closely with the government, the private sector and international entities in promoting the use of information technology;
• Provide a forum of discussion on matters relating to the compute industry; and
• Foster and cultivate harmony, cordiality and camaraderie among the members so that they can work together as one for the benefit of the industry.
The first speaker talked about the ERIC [Enterprise Resource Information and Control] Dealer Management System (DMS). It is an end-to-end software solution for automotive dealer operation. ERIC DMS' range of solutions covers Customer Relationship Management (CRM), Vehicle Sales and Administration (VSA), and Service Management (SVM).
• Schedule prospects for test drives and follow up on appointments
• Monitor and increase sales
• Delight customers with gentle reminders for appointments
• Manage vehicle inventory
• Deliver impeccable service
• Control parts & consumables cost
• Monitor and correctly implement warranty for parts & service
The second speaker talked about Thin Client which is computing devices that function as an access device on a network. These solid-state devices connect over a network to a server where the bulk of the processing takes place. Thin clients have no hard drive, allowing for more secure storage of data and applications on the server. In fact, keystrokes, mouse events and screen images are all that is sent between the client and server. This makes the device much more secure than a standard desktop or notebook computer.
Here are some advantages:
----Enhanced security
----Easier manageability
----High reliability
----Increased energy efficiency
----Lower total cost of ownership
The increased security, reliability and ease of management contribute to a lower total cost of ownership for your client computing devices. With a longer useful lifespan, thin clients contribute to cost savings. According to a study by Gartner (TCO Comparison of PCs with Server-Based Computing, June 2006) thin client TCO annual savings have been measured as high as:
79% less downtime cost per user
16% capital cost savings
34% less in maintenance
19% less to operate
48% overall lower total cost
Reference:
http://www.comddap.org/events.htm
http://www.jupitersystems.com.ph/product.aspx?prod_id=1
http://www.hp.com/sbso/solutions/pc_expertise/article/thinclients_consider.html
♥♥My Future Job♥♥
IT Consultant is my aim when I am blessed to graduate in this course. I’ve met a lot of obstacles and I know it’s just a part of being a successful one someday. I know God is always there.
Job description
An IT consultant works in partnership with clients, advising them how to use information technology in order to meet their business objectives or overcome problems. Consultants work to improve the structure and efficiency and of an organization’s IT systems.
IT consultants may be involved in a variety of activities, including marketing, project management, client relationship management and systems development.
They may also be responsible for user training and feedback. In many companies, these tasks will be carried out by an IT project team. IT consultants are increasingly involved in sales and business development, as well as technical duties.
Typical work activities
Tasks typically involve:
• meeting with clients to determine requirements;
• working with clients to define the scope of a project;
• planning timescales and the resources needed;
• clarifying a client's system specifications, understanding their work practices and the nature of their business;
• traveling to customer sites;
• liaising with staff at all levels of a client organization;
• defining software, hardware and network requirements;
• analyzing IT requirements within companies and giving independent and objective advice on the use of IT;
• developing agreed solutions and implementing new systems;
• presenting solutions in written or oral reports;
• helping clients with change-management activities;
• project managing the design and implementation of preferred solutions;
• purchasing systems where appropriate;
• designing, testing, installing and monitoring new systems;
• preparing documentation and presenting progress reports to customers;
• organizing training for users and other consultants;
• being involved in sales and support and, where appropriate, maintaining contact with client organizations;
• Identifying potential clients and building and maintaining contacts.
Honestly, when I came to the point thinking about the job related to my course, or what is “mie” after how many years, I feel so ambivalent. Know what? for the reason that I find it difficult. Perhaps, I know God is the reason behind it.
http://www.prospects.ac.uk/p/types_of_job/it_consultant_job_description.jsp
Job description
An IT consultant works in partnership with clients, advising them how to use information technology in order to meet their business objectives or overcome problems. Consultants work to improve the structure and efficiency and of an organization’s IT systems.
IT consultants may be involved in a variety of activities, including marketing, project management, client relationship management and systems development.
They may also be responsible for user training and feedback. In many companies, these tasks will be carried out by an IT project team. IT consultants are increasingly involved in sales and business development, as well as technical duties.
Typical work activities
Tasks typically involve:
• meeting with clients to determine requirements;
• working with clients to define the scope of a project;
• planning timescales and the resources needed;
• clarifying a client's system specifications, understanding their work practices and the nature of their business;
• traveling to customer sites;
• liaising with staff at all levels of a client organization;
• defining software, hardware and network requirements;
• analyzing IT requirements within companies and giving independent and objective advice on the use of IT;
• developing agreed solutions and implementing new systems;
• presenting solutions in written or oral reports;
• helping clients with change-management activities;
• project managing the design and implementation of preferred solutions;
• purchasing systems where appropriate;
• designing, testing, installing and monitoring new systems;
• preparing documentation and presenting progress reports to customers;
• organizing training for users and other consultants;
• being involved in sales and support and, where appropriate, maintaining contact with client organizations;
• Identifying potential clients and building and maintaining contacts.
Honestly, when I came to the point thinking about the job related to my course, or what is “mie” after how many years, I feel so ambivalent. Know what? for the reason that I find it difficult. Perhaps, I know God is the reason behind it.
http://www.prospects.ac.uk/p/types_of_job/it_consultant_job_description.jsp
♥♥Company HR Best Practices♥♥
Company Profile
"NCCC is all about people: Their associates, customers, business partners and community. Since starting out as a textile store in 1952 they continue to grow, expanding to different retail businesses and locations to serve more people. They strive to offer Service from the Heart first of all to their associates. They also maintain solid relationships with their business partners to provide a wide assortment of basic and unique merchandise. They are proud of journey and we continue to pay tribute to o founders and history by living up to core values of humility, caring, hard work, excellence and fun. They live for their vision to be A Leader Who Cares. "
Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
Business practice
• Workforce planning
• Recruitment (sometimes separated into attraction and selection)
• Induction and Orientation
• Skills management
• Training and development
• Personnel administration
• Compensation in wage or salary
• Time management
• Travel management
• Payroll
• Employee benefits administration
• Personnel cost planning
• Performance Appraisal
Best Practices on Human Resource on New City Commercial Corporation
People Department
- is the name of department that manage Human Resource.
- All transaction of the company should be manage by this department since
this department is the main department of the company.
Function
Maintenance personal data
Modification updating
Man power report
Government report
Prepare task for the necessary department
Certification of employee.
Insurance of employee
NCCC Spirit
“I will be humble in my way, Caring myself hardworking to do excel while having fun along the way”
NCCC Bylaws
• Humble
• Caring
• Hardworking
• Excellence
• Fun
NCCC job hiring qualifiacation
--Fresh Graduate should :
--Undergone trainee
--Experience is not necessary
--Good Background
High Position should :
--Has enough experience to desired position
--Good background
Qualification to be regular:
--Sales associate
--Performance
--Attendance
--Serve customer
Work limit
--5 months only
Company employee
--5000 employees (company wide)
HRIS
- this company used a magic software to manage the data of the employee working on the company.
Data employee
ID no - it is the primary key
-it is properly encode for lessen the redundancy of the data of the employee
Name - for employee’s identification
B-Date -for employee’s age
Address -for employee’s home
Background -to know what he is into. His quality being a employee/person.
Department -To know what department he is working
Date hired and date due
-if it color blue means active and if it is yellow he is lead out already
-but then the data of the employee that is lead out is never delete because of information the company may used soon
Ms Regine Castillo- a HR staff of NCCC who grant our interview.
References:
http://en.wikipedia.org/wiki/Human_resource_management
www.nccc.com
www.globalhrms.com
http://humanresources.about.com/od/glossaryh/f/hr_management.htm
"NCCC is all about people: Their associates, customers, business partners and community. Since starting out as a textile store in 1952 they continue to grow, expanding to different retail businesses and locations to serve more people. They strive to offer Service from the Heart first of all to their associates. They also maintain solid relationships with their business partners to provide a wide assortment of basic and unique merchandise. They are proud of journey and we continue to pay tribute to o founders and history by living up to core values of humility, caring, hard work, excellence and fun. They live for their vision to be A Leader Who Cares. "
Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
Business practice
• Workforce planning
• Recruitment (sometimes separated into attraction and selection)
• Induction and Orientation
• Skills management
• Training and development
• Personnel administration
• Compensation in wage or salary
• Time management
• Travel management
• Payroll
• Employee benefits administration
• Personnel cost planning
• Performance Appraisal
Best Practices on Human Resource on New City Commercial Corporation
People Department
- is the name of department that manage Human Resource.
- All transaction of the company should be manage by this department since
this department is the main department of the company.
Function
Maintenance personal data
Modification updating
Man power report
Government report
Prepare task for the necessary department
Certification of employee.
Insurance of employee
NCCC Spirit
“I will be humble in my way, Caring myself hardworking to do excel while having fun along the way”
NCCC Bylaws
• Humble
• Caring
• Hardworking
• Excellence
• Fun
NCCC job hiring qualifiacation
--Fresh Graduate should :
--Undergone trainee
--Experience is not necessary
--Good Background
High Position should :
--Has enough experience to desired position
--Good background
Qualification to be regular:
--Sales associate
--Performance
--Attendance
--Serve customer
Work limit
--5 months only
Company employee
--5000 employees (company wide)
HRIS
- this company used a magic software to manage the data of the employee working on the company.
Data employee
ID no - it is the primary key
-it is properly encode for lessen the redundancy of the data of the employee
Name - for employee’s identification
B-Date -for employee’s age
Address -for employee’s home
Background -to know what he is into. His quality being a employee/person.
Department -To know what department he is working
Date hired and date due
-if it color blue means active and if it is yellow he is lead out already
-but then the data of the employee that is lead out is never delete because of information the company may used soon
Ms Regine Castillo- a HR staff of NCCC who grant our interview.
References:
http://en.wikipedia.org/wiki/Human_resource_management
www.nccc.com
www.globalhrms.com
http://humanresources.about.com/od/glossaryh/f/hr_management.htm
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