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This catalog provides an extensive list of key performance indicators (KPI) for HR function. You can immediately utilize this valuable tool as part of your performance management process. And yes, you can download this excellent catalogue for free.
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There are five fundamental skill that need to be mastered by Human Resource Development (HRD) practitioners: (1) needs assessment, (2) program design, development, and evaluation (including individual evaluation), (3) marketing of HRD programs, (4) cost/benefit analysis, and (5) facilitation of learning.
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When implementing a training scorecard it is important to track, collect, compile, analyze, and report six different types of training data collected over different time periods. These types of data are indicators, reaction, learning, application, business impact, and return-on-investment. |
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Redefining the role of strategic HR can be challenging. Here are some reasons. HR may not have credibility with senior managers. Many executives do not view HR as a business. They are used to thinking of HR as an organizational support department and accustomed to telling them what to do. HR will need to achieve the credibility to be accepted in the new role.
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Career pathing involves making a series of job-person matches, based on the demands of the job system in the organization, that enable the person to grow into greater levels of responsibility, thus providing the organization with the talent that it requires to meet goals. |
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A high-performance organization is comprised of four interdependent dimensions that must be designed so they complement and support one another. These elements are : work process and technology, culture, structure, and people. One clear finding is that the greater the number of the key elements of a high-performance organization that were present and congruent, the bigger the pay-off. |
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