Management functions. Is the duty of every manager must face, Henry has a duty to manage the place. The formula is as follows POCCC = Planning (Planning) Organization (Organizing) commands (Commanding), coordination (Coordinating) control (Controlling).
Planning - the objective. Targeting. The strategies and guidelines for the recruitment activities. For an organization to achieve the desired objectives and goals efficiently and effectively.
Human resource planning. The process used to forecast human resource needs of the organization. This will affect the procedures related to personnel and response to environmental factors. Before I joined the organization. While working within the organization. Until he is removed from the organization. The organizations are only guidelines and ensure that the organization will have to always have enough. As well as to the quality of working life at the right. Able to work effectively and efficiently meet the objectives of the organization with the goal to the performance. Stability and growth of the organization. People and society. Includes the following components.
Process - need to continue with the planning of human resources. The collected data were analyzed to check for updates and changes to traditional practices as well. The immediate solution of the time.
Expectations - the expectations of the future needs of the organization or direction that tends to come out in any way, such as size, organization and process changes. This ensures the most efficient human resources.
Practice - the practical way to approach each other as human resources from recruitment selection, training maintenance personnel until retirement. In order to comply with the objectives of the organization of social and political change accordingly.
Organization and Personnel - Human Resource Management with the ability to create and maintain a balance of human resources within the organization to a reasonable level at all times. Human resource planning is a tool and guideline to ensure that the organization will have the quality to work in a reasonable amount without any conditions, the excess or shortage of up
The Human Resource Planning is a continuous process that is used to predict and determine how operational activities in order to maintain a balance of people in the organization to a level suitable for both short and long term. (I stick to the quality and quantity time to find).
The need for planning.
A. To support the ongoing transformation of the time. Whether it is social. Technologically advanced economy.
Two. The organization is ready for the changes that occur as conditions change. Affecting the organization, such as manufacturing. Products + services to financial resources. So we need to analyze and predict changes to adopt the plan.
Three. To provide guidelines for the organization. The activities of the people. From recruitment to selection, training, promotion, transfer, termination pay and benefits from the organization. The relationship is continuous.
Four. To achieve the quality.
Step 1: Preparation of (educational objectives of the organization, analyze the situation, the goal of the program, consider the possibility of compliance.
Step 2: Create a plan (set of options, choose the right choice, the plan).
Step 3 of the plan. (The personnel responsible for each section, the allocation of people, to understand, control).
Step 4 evaluation (comparison of performance against the plan. That the same or different. To analyze and improve programs to meet the situation, analyze the problem. To identify and try to find the root cause, proposed the idea to improve the efficiency and effectiveness).
How to predict the capacity of human resources.
An estimate of basic equations.
= The number of people who want to increase the number of people want it all - the number of people remaining.
= Total number of people want a fair amount / percentage of people.
2, the integrated planning model.
3, the statistical methods used.
4 The use of Markov models.
The fourth method is based on the information at the expense of precision and ease of implementation.
The recruitment and selection.
Recruiting people is to find someone who is well suited to the needs of a variety of sources. Who is responsible for recruitment will be accessible source of. And attract people with the potential to join the organization under the constraints of time and cost effectively.
Selection is recruiting people who are used to monitor the proceedings and to get qualified people joining the organization.
------- --------- The recruitment, selection and employment.
Recruitment and selection policy.
- Costs and benefits. The organization decided to hire someone to work in any role. It will be of interest to the organization with the cost and effort are put into the recruitment process for selecting and developing people.
- The source of the people. Recruiting people from within or outside the organization. There are both advantages and disadvantages of different.
- Justice.
- Political organization.
- Standards for selecting people to work. Credibility
Recruitment of people within the organization. - To take a position that is vacant or new positions open up.
The advantages to the morale of employees, cost savings in corporate recruitment.
Disadvantages resulting in a lack of creativity in the assessment. Solving problems and creating new business can not recruit people with the right to act in place with the people, causing a shortage of people within the organization.
Recruitment of people outside the organization. - To work in space.
Advantages - a wide range of opportunity analysis, problem solving and the development of innovative business that has a view that differs from the existing, creating opportunities for qualified candidates who are suitable for the job, the problem. shortage of people within the organization in terms of both features.
Disadvantages - wasting time and money in preparing for your organization. Affecting the morale of the people, not a good atmosphere in the performance of the organization may be a conflict of ideas or attitudes, etc..
Recruitment is done by people outside the organization. - The recommendations of the personnel present, the person Ken works with organizations, individuals come to apply the Walking, get the media, educational institutions, professional associations, organizations, labor unions, employment office, both public and private sector, to attract talented people from other agencies or the acquisition, temporary employment, the Internet, or other foreign workers.
Selection process to work.
A. To start recruiting.
Two. The interview process.
Three. To complete the application.
Four. Examination.
Five. The interview.
6. Of history.
Seven. Health.
Eight. The final selection.
9th. To get to work.
To start work before getting into the container must be known.
A. The probationary period is appropriate to evaluate the needs of new employees. And the ability or a change in the organization.
First, it affects the efficiency and adaptability of people and place that is embedded in a sense, difficult to change. (In the adaptation, to impress, the recognition).
Training is to educate the people to be trained so that they have knowledge of training alone and training in the treatment process is quite straightforward. Can be implemented without much preparation. The objective is to enhance the knowledge, skills and experience, or change the behavior of people. It is used in the development of the skills learned. Improve attitudes. Behavioral changes as well as management skills.
Harbison and Myers said: "The training process is to use knowledge and skills Knowledge Skill Capacity and capability of people in society. In order to increase productivity. Productivity, in order to improve productivity, Quality, to reduce the cost of Cost, to reduce the accident rate will affect the cost and Risk, to reduce turnover Turn Over and absenteeism Absenteeism of people ".
Benefits.
A. To increase performance.
Two. To encourage saving.
Three. Help reduce the time to learn the job.
Four. Help to clarify the duties of supervisors and school work.
Five. Help motivate people to work for their own progress.
The method used in training - lectures, meetings, role-plays in real life situations, using case studies, demonstrations, seminars, training in practical situations to achieve familiarity with the environment and can adapt quickly.
Jobs and change jobs.
A. Promotion Promotion (in the professional / cross professional / managerial positions / salary adjustment).
Two. To reduce a Demotion to lower salaries. Limit the duties and responsibilities, opportunities and benefits reduced.
Three. Transfer to migrate to one location to another location in the same class. By the host state and are paid the same level. Duties will vary but may be temporary or permanent.
Four. To leave. Temporary employment. (Division of labor, reduction of working hours), the resignation, death, retirement,.
Termination with the aim to change that.
04.01. Improve the structure and operation of the organization.
02.04. Improve performance.
03.04. Promote compliance with corporate rules and penalties.
Evaluation of the work - to make compensation. The right to change the regular jobs. Additional training. Record staff. The administration of justice issues.
Factor in the evaluation.
A. Standard of work. Jobdescription.
Two. The act of the people around you.
Three. Objective assessment.
Compensation Compensation = salary, wage compensation.
Compensation is divided into 4 parts.
A. The importance of the work.
Two. To work in a (bonus).
Three. Special consideration.
Four. Other benefits (child labor and the insurance fee).
Compensation by the desire + jobs + work assignments.
As an incentive to attract attention and to work.
Factors affecting the force.
Employee wages and equal pay for comparable work values are equal, the effective build morale, loyalty and seniority, experience, knowledge, skills and understanding in one's ability.
Environment = general wage levels, the potential of the organization, cost of living, labor organizations, government
The compensation
A. Period of time - at work, rest (sleep, eat, toilet), and (day, day of rest).
Two. The reward - justice, security.
Herzberg's Motivators motivated by the recognition that "compensation is important to maintain people within the organization. The remuneration policy is appropriate, depending on the situation. And welfare is as important as the wage level with "The compensation must be related to the operation and the appropriate skills.
Direct compensation. (Usually in the form of money).
Wage - is based on hours of operation,.
Salary - the compensation to be paid at or above from the routine.
Indirect compensation. I do not cover the temporary
Compensation as required by law.
Compensation is not required by law, such as health insurance, the insurance
Merit pay = ability to pay.
Seniority pay = pay by seniority.
Welfare laws. Required by law, such as sanitation, first aid room, toilets to meet the basic needs of people. Promote the welfare and safety of the people. The good quality of life.
Apart from the welfare law. Shuttle service to the residents for special assistance. Recreation and sports, etc. To morale. Pleasure to work with unity and loyalty to the organization of a unified feel.
Talent Management (TM) = the management staff has the knowledge, ability and potential, or so-called "good people" who will be the focus of the organization.
The main idea was to have performed in the first potential. It will build morale for those who are competent. But if the outsider. The return value is high and unlikely to work for an organization that long. Need to develop good people are ready to grow with the organization. And monitor the employees were hiding in the organization.
TM = the process of notifying the agency considered all of the features in their own work. The core of the TM, the employee must be qualified in terms of
A - Attitude attitude towards issues such as work colleagues, the issues are also called Positive thinking.
A - Acceptability. Be accepted by peers, subordinates and superiors.
L - Learn ability with the ability to learn quickly, or stories.
P - Potential growth potential that can be managed in the future.
P - Performance The performance is excellent throughout.
C - Competency qualifications or competencies for jobs and benefit the organization, expectations and needs.
Training or staff development are as follows.
- Coaching, coaching,.
- Mentoring, mentoring,.
- Job Rotation Job rotation cycle,.
- Special Project assignments and special projects,.
- Work Shadowing training with close supervision of a staff mentor,.
- Learning Package is a learning system,.
- In-House Training course in delivering training,.
- Public Training Course to be sent to outside training.
Path to a pool of thousands of people in the organization to maintain them.
01. To work with a person who respected the Role model.
02. Have good working relationships with those around you.
03. Have a significant and meaningful.
04. Be recognized and appreciated by the organization.
05th. To create a better balance.
06. Has been coaching and support.
07th. To participate in various
08. Have good communication in the organization.
09. The performance appraisal system is fair.
10. Be given the opportunity to develop and progress in the organization.
11. Effect of the roles and expectations in the clear.
12th. And equipment appropriate to work functions and responsibilities.
Compensation
Internal Equity = the ability to come up with. Justice will happen to themselves and their colleagues. If the value is nearly the same return as well. The evaluation of the work.
External Equity = The comparison with the outside. A comparison with other compensation. Or collection. And to create a salary structure. And to define a strategy for paying compensation.
Individual Equity = occurred compared with that paid for or what to do. By creating a standard by the experience of working as a performance criteria. The level of education.
Compensation as a team to participate in work or paid by you.
Elements of the salary structure.
- Cost of living.
- The ability to pay of employers.
- Like the work of employees.
Strategy of the organization's compensation laws or regulations. Or negotiation.
Compensation strategies.
- The competition,.
- Trying to Balance fix cost and Variable cost,.
- I consider that to be a Team or Individual,.
- Consider the use of financial or non-financial,.
- Must have cost.
Evaluation of the Performance Appraisal is measured by the people to work effectively in the target period. Reasonable and appropriate to the standards set by revenue received from the organization or not. And to consider the potential of people working in the higher. The goal is to improve the company. Or the right people in the future.
Assessment.
A. Consider the appropriateness of the compensation of people. Such as salaries, wages or compensation that is consistent with the work done.
Two. Determine the appropriate performance of the job. That are appropriate to the need to improve training or how to move to the right and ability to work effectively.
Three. Consider changing the location of people. Evaluation function must reflect the performance of which is a factor in determining the merit of the people.
Four. Considered for training and development of the results of the evaluation function is an indication that people should be trained and developed in any form.
Five. Take note of the value of the results of the evaluation work will be recorded in the records of the management information that can be utilized to meet the demand.
6. Used in the administration of justice in areas such as conflict resolution, etc. within the organization.
Benefits of the assessment.
- A justice in determining the merit and promotion,.
- As a tool for control purposes,.
- Guidelines on training and developing people,.
- Make people aware of their own work,.
- Motivating people to work in full capacity.
Assessment - to understand the pros and cons of the scope so that it can be attributed to evaluate the performance of each type correctly, is an ongoing process to do all the time as appropriate to achieve the accuracy and It is fair to everyone who has been assessed. An evaluation of the performance, not the individual. The assessment must focus on the features of each task and the result is important, as duties and responsibilities of the head of every man, as well as those assigned by the organization, it must be accurate, Validity and reliability Reliability for The results are consistent with the objectives set and fair to all parties, to evaluate the results of the Feedback to the people involved. You have to be evaluated were aware of their performance during the recent period that is required or not, and should be improved, however. (Applied to the compensation, the position, to work, employment and evaluation of the results back to employees and to improve performance).
Planning - the objective. Targeting. The strategies and guidelines for the recruitment activities. For an organization to achieve the desired objectives and goals efficiently and effectively.
Human resource planning. The process used to forecast human resource needs of the organization. This will affect the procedures related to personnel and response to environmental factors. Before I joined the organization. While working within the organization. Until he is removed from the organization. The organizations are only guidelines and ensure that the organization will have to always have enough. As well as to the quality of working life at the right. Able to work effectively and efficiently meet the objectives of the organization with the goal to the performance. Stability and growth of the organization. People and society. Includes the following components.
Process - need to continue with the planning of human resources. The collected data were analyzed to check for updates and changes to traditional practices as well. The immediate solution of the time.
Expectations - the expectations of the future needs of the organization or direction that tends to come out in any way, such as size, organization and process changes. This ensures the most efficient human resources.
Practice - the practical way to approach each other as human resources from recruitment selection, training maintenance personnel until retirement. In order to comply with the objectives of the organization of social and political change accordingly.
Organization and Personnel - Human Resource Management with the ability to create and maintain a balance of human resources within the organization to a reasonable level at all times. Human resource planning is a tool and guideline to ensure that the organization will have the quality to work in a reasonable amount without any conditions, the excess or shortage of up
The Human Resource Planning is a continuous process that is used to predict and determine how operational activities in order to maintain a balance of people in the organization to a level suitable for both short and long term. (I stick to the quality and quantity time to find).
The need for planning.
A. To support the ongoing transformation of the time. Whether it is social. Technologically advanced economy.
Two. The organization is ready for the changes that occur as conditions change. Affecting the organization, such as manufacturing. Products + services to financial resources. So we need to analyze and predict changes to adopt the plan.
Three. To provide guidelines for the organization. The activities of the people. From recruitment to selection, training, promotion, transfer, termination pay and benefits from the organization. The relationship is continuous.
Four. To achieve the quality.
Step 1: Preparation of (educational objectives of the organization, analyze the situation, the goal of the program, consider the possibility of compliance.
Step 2: Create a plan (set of options, choose the right choice, the plan).
Step 3 of the plan. (The personnel responsible for each section, the allocation of people, to understand, control).
Step 4 evaluation (comparison of performance against the plan. That the same or different. To analyze and improve programs to meet the situation, analyze the problem. To identify and try to find the root cause, proposed the idea to improve the efficiency and effectiveness).
How to predict the capacity of human resources.
An estimate of basic equations.
= The number of people who want to increase the number of people want it all - the number of people remaining.
= Total number of people want a fair amount / percentage of people.
2, the integrated planning model.
3, the statistical methods used.
4 The use of Markov models.
The fourth method is based on the information at the expense of precision and ease of implementation.
The recruitment and selection.
Recruiting people is to find someone who is well suited to the needs of a variety of sources. Who is responsible for recruitment will be accessible source of. And attract people with the potential to join the organization under the constraints of time and cost effectively.
Selection is recruiting people who are used to monitor the proceedings and to get qualified people joining the organization.
------- --------- The recruitment, selection and employment.
Recruitment and selection policy.
- Costs and benefits. The organization decided to hire someone to work in any role. It will be of interest to the organization with the cost and effort are put into the recruitment process for selecting and developing people.
- The source of the people. Recruiting people from within or outside the organization. There are both advantages and disadvantages of different.
- Justice.
- Political organization.
- Standards for selecting people to work. Credibility
Recruitment of people within the organization. - To take a position that is vacant or new positions open up.
The advantages to the morale of employees, cost savings in corporate recruitment.
Disadvantages resulting in a lack of creativity in the assessment. Solving problems and creating new business can not recruit people with the right to act in place with the people, causing a shortage of people within the organization.
Recruitment of people outside the organization. - To work in space.
Advantages - a wide range of opportunity analysis, problem solving and the development of innovative business that has a view that differs from the existing, creating opportunities for qualified candidates who are suitable for the job, the problem. shortage of people within the organization in terms of both features.
Disadvantages - wasting time and money in preparing for your organization. Affecting the morale of the people, not a good atmosphere in the performance of the organization may be a conflict of ideas or attitudes, etc..
Recruitment is done by people outside the organization. - The recommendations of the personnel present, the person Ken works with organizations, individuals come to apply the Walking, get the media, educational institutions, professional associations, organizations, labor unions, employment office, both public and private sector, to attract talented people from other agencies or the acquisition, temporary employment, the Internet, or other foreign workers.
Selection process to work.
A. To start recruiting.
Two. The interview process.
Three. To complete the application.
Four. Examination.
Five. The interview.
6. Of history.
Seven. Health.
Eight. The final selection.
9th. To get to work.
To start work before getting into the container must be known.
A. The probationary period is appropriate to evaluate the needs of new employees. And the ability or a change in the organization.
First, it affects the efficiency and adaptability of people and place that is embedded in a sense, difficult to change. (In the adaptation, to impress, the recognition).
Training is to educate the people to be trained so that they have knowledge of training alone and training in the treatment process is quite straightforward. Can be implemented without much preparation. The objective is to enhance the knowledge, skills and experience, or change the behavior of people. It is used in the development of the skills learned. Improve attitudes. Behavioral changes as well as management skills.
Harbison and Myers said: "The training process is to use knowledge and skills Knowledge Skill Capacity and capability of people in society. In order to increase productivity. Productivity, in order to improve productivity, Quality, to reduce the cost of Cost, to reduce the accident rate will affect the cost and Risk, to reduce turnover Turn Over and absenteeism Absenteeism of people ".
Benefits.
A. To increase performance.
Two. To encourage saving.
Three. Help reduce the time to learn the job.
Four. Help to clarify the duties of supervisors and school work.
Five. Help motivate people to work for their own progress.
The method used in training - lectures, meetings, role-plays in real life situations, using case studies, demonstrations, seminars, training in practical situations to achieve familiarity with the environment and can adapt quickly.
Jobs and change jobs.
A. Promotion Promotion (in the professional / cross professional / managerial positions / salary adjustment).
Two. To reduce a Demotion to lower salaries. Limit the duties and responsibilities, opportunities and benefits reduced.
Three. Transfer to migrate to one location to another location in the same class. By the host state and are paid the same level. Duties will vary but may be temporary or permanent.
Four. To leave. Temporary employment. (Division of labor, reduction of working hours), the resignation, death, retirement,.
Termination with the aim to change that.
04.01. Improve the structure and operation of the organization.
02.04. Improve performance.
03.04. Promote compliance with corporate rules and penalties.
Evaluation of the work - to make compensation. The right to change the regular jobs. Additional training. Record staff. The administration of justice issues.
Factor in the evaluation.
A. Standard of work. Jobdescription.
Two. The act of the people around you.
Three. Objective assessment.
Compensation Compensation = salary, wage compensation.
Compensation is divided into 4 parts.
A. The importance of the work.
Two. To work in a (bonus).
Three. Special consideration.
Four. Other benefits (child labor and the insurance fee).
Compensation by the desire + jobs + work assignments.
As an incentive to attract attention and to work.
Factors affecting the force.
Employee wages and equal pay for comparable work values are equal, the effective build morale, loyalty and seniority, experience, knowledge, skills and understanding in one's ability.
Environment = general wage levels, the potential of the organization, cost of living, labor organizations, government
The compensation
A. Period of time - at work, rest (sleep, eat, toilet), and (day, day of rest).
Two. The reward - justice, security.
Herzberg's Motivators motivated by the recognition that "compensation is important to maintain people within the organization. The remuneration policy is appropriate, depending on the situation. And welfare is as important as the wage level with "The compensation must be related to the operation and the appropriate skills.
Direct compensation. (Usually in the form of money).
Wage - is based on hours of operation,.
Salary - the compensation to be paid at or above from the routine.
Indirect compensation. I do not cover the temporary
Compensation as required by law.
Compensation is not required by law, such as health insurance, the insurance
Merit pay = ability to pay.
Seniority pay = pay by seniority.
Welfare laws. Required by law, such as sanitation, first aid room, toilets to meet the basic needs of people. Promote the welfare and safety of the people. The good quality of life.
Apart from the welfare law. Shuttle service to the residents for special assistance. Recreation and sports, etc. To morale. Pleasure to work with unity and loyalty to the organization of a unified feel.
Talent Management (TM) = the management staff has the knowledge, ability and potential, or so-called "good people" who will be the focus of the organization.
The main idea was to have performed in the first potential. It will build morale for those who are competent. But if the outsider. The return value is high and unlikely to work for an organization that long. Need to develop good people are ready to grow with the organization. And monitor the employees were hiding in the organization.
TM = the process of notifying the agency considered all of the features in their own work. The core of the TM, the employee must be qualified in terms of
A - Attitude attitude towards issues such as work colleagues, the issues are also called Positive thinking.
A - Acceptability. Be accepted by peers, subordinates and superiors.
L - Learn ability with the ability to learn quickly, or stories.
P - Potential growth potential that can be managed in the future.
P - Performance The performance is excellent throughout.
C - Competency qualifications or competencies for jobs and benefit the organization, expectations and needs.
Training or staff development are as follows.
- Coaching, coaching,.
- Mentoring, mentoring,.
- Job Rotation Job rotation cycle,.
- Special Project assignments and special projects,.
- Work Shadowing training with close supervision of a staff mentor,.
- Learning Package is a learning system,.
- In-House Training course in delivering training,.
- Public Training Course to be sent to outside training.
Path to a pool of thousands of people in the organization to maintain them.
01. To work with a person who respected the Role model.
02. Have good working relationships with those around you.
03. Have a significant and meaningful.
04. Be recognized and appreciated by the organization.
05th. To create a better balance.
06. Has been coaching and support.
07th. To participate in various
08. Have good communication in the organization.
09. The performance appraisal system is fair.
10. Be given the opportunity to develop and progress in the organization.
11. Effect of the roles and expectations in the clear.
12th. And equipment appropriate to work functions and responsibilities.
Compensation
Internal Equity = the ability to come up with. Justice will happen to themselves and their colleagues. If the value is nearly the same return as well. The evaluation of the work.
External Equity = The comparison with the outside. A comparison with other compensation. Or collection. And to create a salary structure. And to define a strategy for paying compensation.
Individual Equity = occurred compared with that paid for or what to do. By creating a standard by the experience of working as a performance criteria. The level of education.
Compensation as a team to participate in work or paid by you.
Elements of the salary structure.
- Cost of living.
- The ability to pay of employers.
- Like the work of employees.
Strategy of the organization's compensation laws or regulations. Or negotiation.
Compensation strategies.
- The competition,.
- Trying to Balance fix cost and Variable cost,.
- I consider that to be a Team or Individual,.
- Consider the use of financial or non-financial,.
- Must have cost.
Evaluation of the Performance Appraisal is measured by the people to work effectively in the target period. Reasonable and appropriate to the standards set by revenue received from the organization or not. And to consider the potential of people working in the higher. The goal is to improve the company. Or the right people in the future.
Assessment.
A. Consider the appropriateness of the compensation of people. Such as salaries, wages or compensation that is consistent with the work done.
Two. Determine the appropriate performance of the job. That are appropriate to the need to improve training or how to move to the right and ability to work effectively.
Three. Consider changing the location of people. Evaluation function must reflect the performance of which is a factor in determining the merit of the people.
Four. Considered for training and development of the results of the evaluation function is an indication that people should be trained and developed in any form.
Five. Take note of the value of the results of the evaluation work will be recorded in the records of the management information that can be utilized to meet the demand.
6. Used in the administration of justice in areas such as conflict resolution, etc. within the organization.
Benefits of the assessment.
- A justice in determining the merit and promotion,.
- As a tool for control purposes,.
- Guidelines on training and developing people,.
- Make people aware of their own work,.
- Motivating people to work in full capacity.
Assessment - to understand the pros and cons of the scope so that it can be attributed to evaluate the performance of each type correctly, is an ongoing process to do all the time as appropriate to achieve the accuracy and It is fair to everyone who has been assessed. An evaluation of the performance, not the individual. The assessment must focus on the features of each task and the result is important, as duties and responsibilities of the head of every man, as well as those assigned by the organization, it must be accurate, Validity and reliability Reliability for The results are consistent with the objectives set and fair to all parties, to evaluate the results of the Feedback to the people involved. You have to be evaluated were aware of their performance during the recent period that is required or not, and should be improved, however. (Applied to the compensation, the position, to work, employment and evaluation of the results back to employees and to improve performance).
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