Tài liệu Management of HR Systems/Practices pptx

Management of HR Systems/Practices
This aspect of the skill set is critical to ensure organizational excellence, a spirit of pride and elan
in the organization, so that nothing happens to distract or disrupt the business. It deals with the
systems fundamentals: recruiting; deployment and development of resources; the building of
solid working relationships, the development of teams and people; and planning for the success
of the organization. This involves also being an employee champion.

Management of HR systems/practices involves skills in the following areas:

Development of People
"Development" in this context refers to the design and operationalization of systems to coach and improve
people in all of the "platforms" needed for success.

Recruiting/Staffing
The fundamental HR role of attracting, retaining and helping place resources in the organization.

Performance Management
The development of simple approaches to establish standards for performance, communicate the
standards, and to ensure that individuals, teams and organizations are equipped to hold themselves and
others accountable for achieving them.

Teams/HPWS/IWS
Understanding of what high performance is at individual, team and organizational levels, and how these
notions are developed at all levels to enhance performance. These attributes are fundamental to ensure
the speed, innovation and stretch needed by all highly competitive organizations.

ER/LR/Diversity
Three of the fundamentals for ensuring success. Employee and Labor Relations speak to the basic tools
of how people and organizations relate and interact on a daily basis to achieve an end result; including
interaction where third parties operate in our business. HR must have deep and wide perspective and
experience to help individuals and organizations operate efficiently and effectively based on out PVP.

Diversity refers to the concept of ensuring that all are included in the planning, leadership and operation
of the organization to ensure that we mirror our consumers with all "heads in the business".

Systems Delivery/ Administration
HR has accountability for the development and administration of a number of important plans, critical for
the care and well being of employees, and for ensuring we attract and retain the best resources. These
include post-retirement plans; health care and medical programs to name a few. Each must be
competitively designed and administered in a manner which ensures no distraction or disruption of daily
work in the business.

Leadership Development/ Succession Planning
As the coaches and confidants of leadership, and as the architects of the culture focused upon delivering
our strategies, HR is accountable for the development of leaders and the planning of leadership
succession in the organization. This ensure the constancy of purpose, consistency in operations, and the
uninterrupted flow of operations

Core Skills Assessment

Print this page and circle all areas below where you have demonstrated successful results in
using the core skills listed. You may circle items in different skill levels. The skills listed below are
stratified to help determine the actual level of experience a person has so plans can be developed
to gain more experience/proficiency.


Basic
• Capable of providing organizational support in most all of the core HR technologies. Has achieved more
advanced skills in at least one technology.
• Participates, with more experienced practitioners in analyzing the gaps/outages in delivery to individuals
and organizations, and in improving the delivery.
• Able to contribute/participate in the development of others and their understanding of HR core

technologies.

Advanced
• Experienced in all the core HR technologies and has achieved Mastery level in at least one area.
• Serves as the leader in delivery of HR core technologies to an organization, and manages others in the
delivery of services.
• Advanced problem solving/issue resolution skills ensuring speed of delivery. Also experienced enough
to have created new and innovative approaches to the delivery of technologies, or in creating new
technologies.
• Expert trainer/coach developer of others.

Master
• Mastery level in at least three of the HR core technologies. Resource to the practitioners and the
organization at large.
• Creator of new and better programs and delivery systems.
• Master used by leaders of the organization as coach/confidant and problem solver when needed.
• Perpetrator of excellence in the system The master teacher and developer of practitioners and leaders.