Understanding it will help to know why people act, think the way they do. This is the reason that is important to know about the individual’s vales. Values often underlies & explain the attitudes, behavior, morality & perception. So having such knowledge about the value can provide insight & understanding about the person. Human Synergistic: Life style inventory (LSI) has been created in the 70’s by clayton latferty.
Career management within Marks and Spencer is concerned with the provision of opportunities for people to develop their abilities and their careers in order to ensure the organization has the flow of talent it needs to satisfy their own aspirations. It is about integrating the needs of the organization with the needs of the individual. Career planning forms and plays a vital role in career management, this shapes the progression of the individual within an organization in accordance with assessments of organizational needs, defined employees success profiles and the performance ,
Clear message makes use of exact, appropriate and concrete words. Conciseness: A concise message saves time of both the sender and the receiver. Conciseness, in a business message, can be achieved by avoiding wordy expressions and repetition. Using brief and to the point sentences, including relevant material makes the message concise. Achieving conciseness does not mean to loose completeness of message.
It will happen when managers of the group communicate with internal and external contacts. It will make the group to be able to network effectively on behalf of your organization. For the examples, business correspondence, participation in meetings with representatives of other divisions or organizations. 4.0 Informational Category The second category of managerial roles is informational roles. The informational roles include those roles in which a manager must generate and share knowledge to successfully achieve organizational goals.
HUMAN RESOURCE DEVELOPMENT AND INFORMATION TECHNOLOGY , MAKING GLOBAL CONNECT. Introduction . Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. HRD is one of the most significant opportunities that employees seek when they consider you as an employer. The ability, and encouragement, to continue to develop their skills help you to retain and motivate employees.
• Competency is a combination of skills, knowledge, attitude and behaviour that are required by an individual in order to perform a job or carry out their task and responsibilities effectively and efficiently for specific roles in the organization. • Competency mapping helps in evaluating applications and weed out or remove unqualified candidates • Competency mapping helps the organization to define business culture, business goals and make hiring decisions. 1.5. OBJECTIVE OF THE STUDY • To comprehend the existing recruitment and competency mapping system in service industry • To study the recruitment and significance of competency mapping at AON • To identify the cost effective source of hiring. • To analyze how the competencies are linked to strategies, business performance and results.
What is knowledge? Knowledge is the capacity of an individual to react to a collection of facts and principles accumulated over a timeframe. What is knowledge management? Knowledge management is the procedure by which we manage human focused assets. The capacity of knowledge management is to protect and develop knowledge possessed by people, and where possible, move the benefit into a structure where it can be promptly shared by different employees in the organization.
Many of these provide a basis for pay, promotion, and disciplinary action. The performance appraisal information is essential for employee development, since knowledge of results (feedback) is necessary to motivate and guide performance improvements (El-Ghalayini, 2013). The aim of managing organisational performance is to increase organisational effectiveness by obtaining better performance from people by getting them to work well together. Organisational effectiveness can also be helped by improving organisational processes (such as the formulation and implementation of strategy and the achievement of high quality customer service), and facilitating the management of change (Armstrong 2010). In performance appraisals, competencies are used to ensure that performance reviews do not simply focus on outcomes, but also consider the behavioural aspects of how the work is carried out (which determines those outcomes).
Sharing of knowledge could be intensified if there is a system which links all the trainees such as KMITS. These kinds of sharing go through by the socialization process which is more to tacit knowledge between people. 4.3 Collaboration and Evaluation Knowledge management provides opportunities for the university authorities and concerned companies to continuously co-operate collaborate and evaluate KMITS so that the overall quality of the industrial training could be further improved. For those students who had gone for industrial attachments would have a greater chance of finding employment as companies would have shaped the students ‘skills to be in-line with industrial needs. 4.4 Resolve work related problems Knowledge management helps to resolve work related problems during industrial training and this is done by exchanging ideas.
Generally open communication in organizations has two objectives. The primary and first objective is to inform the workers or elements about their tasks and the policy issues of the organization in a clear and consistent manner (De Ridder, 2003; Francis, 1989). Open communication can be described as transmitting news about the work from organization to employees and through employees (Phattanacheewapul & Ussahawanitchakit, 2008; Chen et al., 2005). The second objective of open communication is to construct a community within the organization through which cohesiveness and collaboration is enhanced (Francis, 1989; Postmes et al., 2001; De Ridder, 2003). Meaningful communication informs and educates employees at all levels, motivates, encourages and drives them to support the overall strategy of the organization (Barrett,