it means HR for beginners,freshers or technical employees of any company...to make them understand what HR is.
From United States
From United States
Okie. But the term itself is not "Appealing"
Non HR relates to Anti HR
Well. To start of with, understand the need of the presentation.
You may start with mentioning the value addition of the HR function in terms of bridging the employee - employer relations
Performance Management and Appraisal
Trainign and Development
Retention
These are a few materials u can initially focus on.
Since we have recession goin on - why dont u link it to "the HR bail out plan"?
From India, Madras
54Non HR relates to Anti HR
Well. To start of with, understand the need of the presentation.
You may start with mentioning the value addition of the HR function in terms of bridging the employee - employer relations
Performance Management and Appraisal
Trainign and Development
Retention
These are a few materials u can initially focus on.
Since we have recession goin on - why dont u link it to "the HR bail out plan"?
From India, Madras
You can start with the basic thing like what is human resource, how it is different / important from other resources in an industry. Why it is difficult to handle Human resource, then follow as suggested by Asha but some where you should also mention why it is difficult of managing Human resource.
Best of Luck -kameswarao
From India, Hyderabad
Best of Luck -kameswarao
From India, Hyderabad
Prachi you can also add: Role/need of HR in firm recruitment strategies Record keeping requirements policy,state,federal employment laws HR case studies
From India, Mumbai
From India, Mumbai
Dear Ms Prachi,
At the outset my compliments for thinking of sensitising Line functionaries with concepts of HR. This is one journey, you will lookback with great satisfaction, later on.
Basically HR is a line functionary's job. The HR specialist in each organisation is an internal consultant, to guide the line functionaries in connected matters. So, it makes enormous bussiness sense to provide serious HR inputs to them. The philosophy, the principles, the practice, the iron frame work of law of the land, rules, trade / labour agreements, etc which form the outer-boundaries for HR can be clearly explained for greater appreciation and later day participation in HR processes by line functionaries.
In fact such initiatives would result, some times, in "converts", who are bought on HR philosophy, as a fulfilling mission, where they can make a huge diffrrence to individuals within the organisation, by choosing to have the right attitude. You should not be surprised, if some of the participants turn out to be successors to senior HR positions later-on.
The programme can be designed in-house. For example include the following:
The HR model - if you are following one.
Concept of Competency and initiatives connected with it.
Recruitment and selection- philosophy.
Career growth- options for employees
Matters of discipline
Wage & salary administration
Safety, security, protocol regarding identity, date security etc and need for it.
Organisation's goals, department goals to individual goals: how they are connected; Performance Management.
Individual rewards, team rewards, SBU rewards;
Issues of non-performance and consequences etc....
Labour laws; rules etc
Complaince to standards.
Properly designed, the HR for Non-HR programme would be a big hit and take away a lot of load from your mind. You will have many HR Ambassadors in many departments, who would be more than willing to be your extended arms, for carrying change management tasks.
Hope this is useful.
It makes sense to have a certain strategy with this initiative.
From India, Changanacheri
At the outset my compliments for thinking of sensitising Line functionaries with concepts of HR. This is one journey, you will lookback with great satisfaction, later on.
Basically HR is a line functionary's job. The HR specialist in each organisation is an internal consultant, to guide the line functionaries in connected matters. So, it makes enormous bussiness sense to provide serious HR inputs to them. The philosophy, the principles, the practice, the iron frame work of law of the land, rules, trade / labour agreements, etc which form the outer-boundaries for HR can be clearly explained for greater appreciation and later day participation in HR processes by line functionaries.
In fact such initiatives would result, some times, in "converts", who are bought on HR philosophy, as a fulfilling mission, where they can make a huge diffrrence to individuals within the organisation, by choosing to have the right attitude. You should not be surprised, if some of the participants turn out to be successors to senior HR positions later-on.
The programme can be designed in-house. For example include the following:
The HR model - if you are following one.
Concept of Competency and initiatives connected with it.
Recruitment and selection- philosophy.
Career growth- options for employees
Matters of discipline
Wage & salary administration
Safety, security, protocol regarding identity, date security etc and need for it.
Organisation's goals, department goals to individual goals: how they are connected; Performance Management.
Individual rewards, team rewards, SBU rewards;
Issues of non-performance and consequences etc....
Labour laws; rules etc
Complaince to standards.
Properly designed, the HR for Non-HR programme would be a big hit and take away a lot of load from your mind. You will have many HR Ambassadors in many departments, who would be more than willing to be your extended arms, for carrying change management tasks.
Hope this is useful.
It makes sense to have a certain strategy with this initiative.
From India, Changanacheri
Hi Mr. Govind Singh Negi I would like to have a friendship with you to make our relationship to in career. would you permit A.S. Komagan Manager Trainee / HRD
From India, Coimbatore
From India, Coimbatore
Hi, Is that your HR handbook contains about the motivation of your team member and about emotional Quotient which a team leader should possess.
From India, Madras
From India, Madras
It can includes followings: Handling new joinees. Confirmation process. Leave policy. Performance Improvement Plan Medical and Accident Insurance policy and process to claim...
From Vietnam, Ho Chi Minh City
From Vietnam, Ho Chi Minh City
Hi
I agree with Ash that the term "Non-HR" is not appealing. Each initiative should be properly branded for appeal and instant connect with target audience.
Some options for this initiative could be :
HR for Line Managers
HR for Bussiness Leaders
HR skills programme
Strategic HR for Bussiness etc...
Make sure that the contents of the programme reflect the label.
However, Ash, I am not able to agree that "Non-HR" relates to Anti HR. It simply means, Not belonging to HR or Not attuned to HR Philosophy.
[quote=Ash Mathew;667788]Okie. But the term itself is not "Appealing"
Non HR relates to Anti HR
Well. To start of with, ...........
From India, Changanacheri
I agree with Ash that the term "Non-HR" is not appealing. Each initiative should be properly branded for appeal and instant connect with target audience.
Some options for this initiative could be :
HR for Line Managers
HR for Bussiness Leaders
HR skills programme
Strategic HR for Bussiness etc...
Make sure that the contents of the programme reflect the label.
However, Ash, I am not able to agree that "Non-HR" relates to Anti HR. It simply means, Not belonging to HR or Not attuned to HR Philosophy.
[quote=Ash Mathew;667788]Okie. But the term itself is not "Appealing"
Non HR relates to Anti HR
Well. To start of with, ...........
From India, Changanacheri
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