HR lifecycle
middle:
- orga culture
- PE-marketing
- PE-controlling
- adminsitration
- legal aspects
outter circle:
- rectruitment and selection
- organisational socialisation
- training and development
- performance management
- reward management
- retirment
- strategic planning, budgeting, forecasting
organisational socialisation
- pre employement socialisation (form expectations)
- encounter (test expectations)
- role management (strengthen work relationships)
- socialisation outcomes (high motivation and satisfaction)
aims:
reduce times absent
reduce turnover
training and development
approaches:
- shadowing (demonstration)
- coaching (improved version of demo, interaction)
- mentoring (on the job trianing, senior adviser and younger executive)
- job rotation (move around to broaden experience)
- outdoor training (developing team building and leadership skills)
benefits:
- fullfill jon requirments
- motivational impact
- foster common vision
peformance management
develope a understanding of what is important in organisation
ongoing process:
- high peformance
- culture for continous improvement
- quality of interrelationships
- joint planning process to define objectives
- performance measurement of all employees and teams
performance management-performance appraisal
evaluate and employees current end or past performance relative to standards
—>purpose
- assess performance
- feedbavk
- how improvements can be made
- what is need to be done
tools:
- graphic rating scale
- alternation ranking (best to worst on particular trade)
- paired comprison (chart of all possible pairs of employees for each trade)
reward management
how people are rewarded in accordance with their value to the orga
non financial
- achievement
- recognition
- reponsibility
financial
- performance related pay
- skill based pay
- cafeteria or flexible benefit systems
recruitment
attracting a pool of candidates for a position
sources:
- job centres
- search agencies
- social media
internal candidates:
- advantage:
- candidate is known entitiy
- lower casts and faster
- disadvantage
- problems among those not selected
- inbreeding
external: -pro -new ideas -no dysfunctional relationships with others -con -maybe candidate does not fit into culture -longer adjustment into socialisation
selection
technique of choosing a new member from the available candidates
- conception (clarify aims, analyse requirements)
- implementetion (nominate applicant, choose interviewer)
- post processing (feedback strength and weaknesses of applicant, evaluate selection process)
vuca
volatile (challenges unexpected or unstable and maybe of unknown duration)
uncertain
complex (many interconnected parts, can be overwhelming)
ambiguity (unkowm unkowns)
learning organisation
orga where:
- continually expand capacity
- new patterms of thinking are nurtured
- learning to see the whole together
