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Career Path
(1) Penetration of Corporate Policies, Strategies and Objectives into Managers and Employees Importance of Corporate Policies, Strategies and Objectives -Whether or not having policies and strategies? -Who makes policies and strategies? -Do all the managers and employees know policies and strategies?
(1) Penetration of Corporate Policies, Strategies and Objectives into managers and Employees
Relations among Corporate, Human Resource Management and Human Resource Development
Strategy Corporate Philosophy Corporate Policies Business Plan Management
HRM Plan
Strategy
HR Development Plan
Management
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(2) Observation of Laws and Regulations, Respects on Labor Practices - Labor Laws and Regulations Observation is compulsory - Labor Practices Observation is not compulsory, but practices are usually prevailing and easier to understand by employees
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(3) Projection for Corporate Organization (Projection in Employee Allocation) For the realization of corporate goals Long and mid-term business planning is necessary. -Corporate philosophies strategies planning -Long-term planning Mid-term planning -Projection for Long and mid-term organization, including projection in employment allocation Number in total, in each department & section, necessary ability for each job, etc.
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Job Description
Career Path
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Roles of Job Description (1) (1) Employment of Human Resources By what kind of ways does a company employ excellent human resources? -Contents and qualification of the job should be clarified and understood easily. -Job Description includes contents and qualification of each job.
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Roles of Job Description (2) (2) Mutual Relations among Departments What are relations among departments in a company? -Analysis of jobs is conducted by Job Description. Job analysis includes each departments goals and functions. -Relationship among departments can be understood by using Job Description.
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Roles of Job Description (3) (3) Promotion and Career Path How does management explain promotion and career path* to employees? (*opportunity of promotion) -Promotion and career path are explained through Job Description. -Necessary ability and qualification to fulfill each job are clarified in Job Description.
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Roles of Job Description (4) (4) Determination of Salary Level How is salary level determined? What is the basis for salary? -Salary level is determined by contents and difficulty of each job described in Job Description. -Difficulty of each job is determined by job evaluation and job standards for typical jobs are established.
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Roles of Job Description (5) (5) Job Evaluation and Standards What makes us understand differences among jobs and more difficult (that is, higher salaried) job ? -Difficulty of each job is determined by job evaluation and job standards for typical jobs are established. -Salary level is determined by contents and difficulty of each job described in Job Description.
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Roles of Job Description (6) (6) Performance Measurement What is the basis for performance measurement? -Performance is measured compared with performance planning in Job Description.
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Roles of Job Description (7) (7) Training Needs How can the management find training needs of employees? -Difference between planning and performance is regarded as training needs of employees.
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Roles of Job Description (8) (8) Selection of Human Resources How should the management find and select employees? -Excellent performers can be found by the difficulty of jobs they try and the result of performance measurement
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Roles of Job Description (9) (9) Dismissal How are poor performers treated? -Job Description shows necessary performance level for each job and those who cannot accomplish their performance plan regarded as poor performers .
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(1) Bases for PPM Examples of Necessary Prerequisite for PPM -Why should PPM be introduced? -What is the purpose for PPM? -What is the basis for measurement? -How are the results of PPM reflected? -How are corporate objectives and employees personal goals combined? -What is the benefit of PPM for employees? etc.
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(2) Roles and Importance of PPM 1 -Employees can measure and improve their performance. -PPM can combine corporate objectives and personal goals -PPM can clarify expectation (that is, needs of organization) for each employee s performance -PPM can identify development needs for each employees
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(2) Roles and Importance of PPM 2 -PPM shows basic information for career planning of each employees. -PPM shows relations between performance and salary level -PPM explains objectives and value (roles) of organizations to employees
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(3) Advantage of PPM for Company 1 -Each employees can make efforts in accordance with corporate objectives -Performance of all the employees can be measured equally and fairly -Improvement of performance and development of ability of employees are possible through feed-back of performance planning
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(3) Advantage of PPM for Company 2 -Performance and salary level of employees can be measured and treated equally and fairly -Mutual understanding between managers and employees about each others roles and goals is expected through the processes of PPM communication
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(4) Advantage of PPM for Employees 1 -Expectation (goals) for performance of each employees is clearly shown -Standards for measuring performance are set -Performance is measured more objectively and fairly -Ways of improving performance can be shown and decided through feed-back of measurement
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(4) Advantage of PPM for Employees 1 -Long-term career plan in accordance with each employees own plan in addition to training for improvement and development of their ability can be scheduled. -Employees are assured by stable and fair approach for measurement of performance and decision of salary level
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(5) Usage for Results of PPM Results of PPM are directly reflected to the following 5 fields 1) Increase in salary 2) Bonus incentives 3) Rewards, Granting of honors (Cash, NonCash) 4) Promotion, Selection, Job-relacation 5) Arrangement of education/training, suggestion of self-training, development
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(6) Processes of PPM 1 1) Job Description for each job 2) Responsible results for each job 3) Performance goals for each job, section, department, etc. 4) Linkage of department goals with corporate objectives
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(6) Processes of PPM 2 Performance planning for each job 1) Performance goals are determined by responsible results for each job 2) Measurement standards for each job are determined 3) Final decision is made through communication between managers and employees
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(6) Processes of PPM 3 Important points for setting up performance planning 1) Achievability of planning 2) Measurability of planning 3) Challenging for employees or not
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(6) Processes of PPM 4 Performance measurement 1) Performance goals which are set under agreement of managers and employees are measured by managers 2) Feed-back by managers to employees on results of measurement (performance level) and necessary education/training for future improvement/development
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Measurement of total performance Trends in total performance Commented by: Keeping level Down trend Commented by: Improved
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3.
Human
relations
Training
and
education
for
improvement
of
skills
performance
4.
Problem
ability 5. Decision
ability Trends in ability Comment: Improved Keeping level Down trend Approved by: Approved by: Approved by: Date of approval: Date of approval: Date of approval:
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(1) Main Elements for Determination of Salary 3 Important Components for Salary 1) People related components -academic backgrounds, age, sex, etc. 2) Job related components -job content value 3) Performance related components -performance level
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(2) Guideline for Salary Management 1) 2) 3) 4) To attract excellent human resources To motivate and enlighten capable employees To retain (keep) excellent employees To sustain internal fairness and external competitiveness 5) To project control of personnel expenses 6) To observe related laws and regulations 7) To project effectiveness in management
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(3) Processes of Determination and Management of Salary 1st Step: Job Description 2nd Step: Job Evaluation 3rd Step: Internal Fairness 4th Step: External Competitiveness 5th step: Determination of Corporate Policies 6th step: Communication to Employees
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1st Step: Job Description 1 Necessary Contents for Job Description 1. Job (Position) Summary=Outline of the job (necessity, importance, objectives, etc.) 2. Principal Accountability, End Results Expected from this Job 3. Nature & Environment of the Job, Nature & Scope of the Job 4. Organization & Dimension
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Nature & Environment of the Job, Nature & Scope of the Job 1 Narrative explanation of the job -To which section, department does the job belong -Vertical relations with other jobs in the same section, department -Relations with other sections, departments in the company -External environment and industrial trends
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Nature & Environment of the Job, Nature & Scope of the Job 2 Concrete description of the following -Main activities of the job -For which activities more time is shared -Challenging fields of the job -Problem areas for the job -Examples of problem solution cases
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Organization shows position on the organizational Chart. Dimension is like, costs , expenses that can be shown by value or volume, etc., such as sales amounts, profits, equipment costs, budgets, personnel costs.
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Personnel Management
II. Human Resource Development System Hiroshi Imai JICA Expert
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(2) Relations between Job Descriptions, PPM and Human Resource Development System
Successor Planning Selectio n Employmen t Mutual Relations among Departments
Career Path
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(3) Abilities of Employees That Companies Expect 1) Abilities and skills necessary for professional and special jobs -Training courses for accounting, marketing, personnel management, production management, etc. 2) Abilities and skills necessary for the management -Training courses for the management, new managers, middle managers, etc.
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(4) Necessity of Systematic Human Resource Development -Development of human resources should be planned with long-term perspectives for the purpose of realizing corporate strategies -For expansion of business, development of human resources is one of most effective ways -Results of performance measurement should be used for grasping training needs of each employee
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(1) On the Job Training (OJT) 1 Strong Points of OJT 1) More time, less costs 2) Practical knowledge, skills 3) Personal training 4) Long-term development planning
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(1) On the Job Training (OJT) 2 Problem Areas of OJT 1) Sometimes short-sited 2) Limited accumulation of knowledge/skills 3) Only limited number of trainees 4) Quality depending on trainers ability 5) Reliance between trainers and trainees needed
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(2) Group Training 1 Strong Points of Group Training 1) Training by professional trainers 2) Training more participants at the same time 3) Systematic training contents 4) Choice of necessary training courses 5) Exchange of information by participants
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(2) Group Training 2 How to collect needs of (potential) participants 1) Questionnaire for participants Right after the whole training course finished Asking about good and bad points, future training needs, etc. 2) Survey on companies needs Asking participants about present problem areas Company visits follow-up, interview, consulting
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Making-up the Whole Training Courses Scheduling, time allocation, etc. Textbooks, teaching materials, trainers guidebooks, etc.
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(3) Self-reliant Development -Limitation of training opportunities to Employees by companies because of costs, availability of necessary training courses, etc. -Development of abilities, skills is directly connecting to better treatment by companies Self-reliant efforts for development become more and more important.
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Personnel Management
III. Human Relations Management Hiroshi Imai JICA Expert
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1. Leadership
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Leaving
Instructive
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(3) Training for Improvement of Leadership 1 Training is necessary for strengthen leaders ability and skills 1) Identifying problem areas & improvement 2) Trying for goals 3) Development of employees ability & skills 4) Supporting upper managers 5) Improvement of ability for problem solving & innovation of organizations 6) Networking with other sections
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(4) Development of Group Leaders and Group Activities 1 Leaders working at production, construction, distribution, etc. Limited time for OFF-JT Training OJT Training & Small Group Activities are very important
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(4) Development of Group Leaders and Group Activities 2 Advantage of Small Group Activities 1) Easier communication 2) Improvement of team working 3) Creative activities 4) Equal position for participants 5) Aggressive attitude for further development 6) Improvement of communication in an organization
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2. Coaching Management
(1) Objectives of Coaching (2) What is Coaching? (3) Coaching Skills request, creative listening, ways of listening, creative questions, acknowledgement, goals (4) Introduction of Coaching
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MAKE CONCRET E
WHO
WHY
-Why think about? -South West Airline Succeeds -Only that? -Well.
WHEN
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3. Motivation Management
(1) What is Motivation? - Mechanism of Appearance and Development (2) What is Motivation Management? (Examples on the situations like employment, training, determination of objectives, evaluation, etc.) (3) How to Improve Motivation
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(1) What is Motivation? - Mechanism of Appearance and Development 1 Motivation MOVERA (Latin)=Move Motivation Power of causing positive actions for achieving short-term goals which are necessary for fulfilling final (long-term) purposes
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(1) What is Motivation? - Mechanism of Appearance and Development 2 Mechanism of Appearance of Motivation Necessity of Motives and Incentives
Motive Internal factors Desires Purposess Incentive External factors Materials, phenomenon Goals
Actio n
Hungry
Food
Eat
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(1) What is Motivation? - Mechanism of Appearance and Development 3 3 Elements for Development of Motivation
Awakening (Spirits)
Direction
(Why? For
Sustainability
What ?)
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4. Team Building
(1) Necessity of Team Building in Business (2) Development Stages of Team (3) Integration of Leadership, Coaching Management and Motivation Management
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(1) Necessity of Team Building in Business 1 3 Conditions for Team Building 1) Common goals 2) Intention to contribute 3) Communication
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(1) Necessity of Team Building in Business 2 -Development of Team Power is very important Power of Team > Total power of individuals Power of Team < Total power of individuals -Important factors for maximizing team power Put team psychology to the same direction Make use of key persons in organizations
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Personnel Management
IV. Safety and Health Management Hiroshi Imai JICA Expert
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Re-planning of Activities
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