Emerging Hr Practices

Emerging HR Practices for Organizational Excellence

PRESENTED BY GOLAM KIBRIA

Emerging HR Practices 2 HR Strategy and Planning

Attraction & Organizatio n

Development

Recognition & Compensation

Relation ship

HR Administration & Outsourcing

HR Planning, Strategy & Processes

Recruitment & Selection

Performance Management

Compensation Survey

Employee Communica tion

HR Operations Support & Outsourcing

Organizational Restructuring

Talent Management & Succession Planning

Compensation & Benefit Scheme

Employee RelationCompliance

Employee Code of Conduct

Vision & Values Framework HR Audit Employment Value Proposition

Change Management

Job Evaluation

HRIS Leadership Competency Framework 3600 Degree Feedback

Employee Engagement Survey

Contents 3

Performance Management Talent Management, and Employee Engagement

Performance Management… 4

Performance Management includes    

Setting Performance Objectives Monitoring and giving feedback Coaching and Counseling Formal Appraisal, and Established Development Plan

Performance Management… 5

Performance Management Cycle

Performance Management… 6

Steps of Performance Management    

Setting Performance Objectives Monitoring and facilitating Performance Conducting Appraisal Developing People

Performance Management… 7

Setting Performance Objectives  

Align organizational, group and individual objectives Objective should be SMART and linked with business objective

Support objectives through KPIs/Targets 



KPIs should be set to measure achievements against the objectives Actions or Tasks should show specific things that are needed to be done to achieve the objective

Performance Management… 8

Monitoring and facilitating Performance

Use STAR approach to guide performance  The Situation leading to an individual’s action  The Task (responsibilities) of the individual  The specific Action(s) taken or not taken by the individual, and  The Result(s) of these action

Performance Management… 9

Conducting Appraisal 

Appraisal Discussion- Important Considerations Both the supervisor and the employee should arrange a meeting for performance appraisal discussion Create a supportive environment by stating clearly the purpose of the discussion Allow enough time and ensure privacy Crate a non-threatening and open environment Discuss the key areas of responsibility and give specific examples of results Discuss what could have been done better Focus on future performance and be sure the employee takes responsibility for improvement Discuss the employee’s interest and potential new responsibilities

Performance Management… 10

Performance review process checklist

Performance Management… 11

Developing People 

Coaching for managing & ensuring superior performance

High will

Guide

Delegate

Low will

Direct

Excite

Low skill

High skill

Performance Management… 12

Coaching structure       

State the purpose State the performance problem Get reaction from the subordinate Analyze how performance can be improved Seek a collaborative solution if possible Summarize the agreed course of action Provide assistance and follow up

Talent Management… 13

Objective of Talent Management Segment talents based on defined criteria, and gain a clear current and future picture of the bench strength and talent gaps.     

Stratified development strategies Prioritize investment Targeted retention (exit) Career pathing for individuals Succession planning for key performers

Talent Management… 14

Key terms in Talent Management  Performance  Contribution  Growth potential

Performance Achievement of goals in one annual appraisal cycle, measured through PMS

Contribution Performance and its value over a long period of time; captured through the Talent Management process

Talent Management… 15

Measuring contribution

Talent Management… 16

Measuring Growth Potential

Talent Management… 17

What is talent? ‘Talent’ describes individuals in terms of their Contributions and performance.

Talent

Talent Matrix

Talent Management… 18

Talent matrix- a snapshot of Talent To pT

Va

lue d

Ta

len t

ale

nt

Talent Management… 19

Development interventions for top Talents     

Accelerate Training Leadership Coaching Executive Mentoring Leadership Assessment Special Assignment

Employee engagement… 20

Engagement is the extent to which employees emotionally attach themselves with the organization.

Employee engagement… 21

Why build an engaged workforce   



Employees who are engaged feel connected to the organization] They support its goals and objectives, and act accordingly Trey are more loyal, more motivated and more likely to the extra distance for the organization All of these outcomes influences the bottom line

Employee engagement… 22

Three dimensions of Employee Engagement 





Cognitive (Think): Belief in and support the goals/values of the organization Affective (Feel): Sense of belonging, pride and attachment to the organization Behavioral (Act): Willing to go the extra mile; intention to stay with the organization

Employee engagement… 23

Methods for keeping Employees Engaged…           

Show genuine concern Pay attention to (even) the little things Don’t just talk to the employees; listen to them Build confidence to take action Share your vision Communicate details about major organizational changes and initiate programs to reduce the negative impact Involve employees in change process Help employees to take ownership of their own development Challenge them Provide frequent, candid feedback Ensure that employee programs and policies are consistent and fair for all employees

Employee engagement… 24

Methods for keeping Employees Engaged…       

 

Link recognition and rewards to job performance Show more appreciation; practice regular recognition for good work Help them see their importance Build trust Inspire your employees Motivate your employees with faster management decision-making Create a physical workplace environment conducive to facilitating performance Look at the employee opinion survey; that’s your periscope Understand that there is no quick fix

Thank you