Skills Management -2

Skills management systems record the results of this process in a database, and allow analysis of the data.
In order to perform the functions of management and to assume multiple roles, managers must be skilled. Robert Katz identified three managerial skills that are essential to successful management: technical, human, and conceptual*. Technical skill involves process or technique knowledge and proficiency. Managers use the processes, techniques and tools of a specific area. Human skill involves the ability to interact effectively with people. Managers interact and cooperate with employees. Conceptual skill involves the formulation of ideas. Managers understand abstract relationships, develop ideas, and solve problems creatively.

Thus, technical skill deals with things, human skill concerns people, and conceptual skill has to do with ideas. A manager's level in the organization determines the relative importance of possessing technical, human, and conceptual skills. Top level managers need conceptual skills in order to view the organization as a whole. Conceptual skills are used in planning and dealing with ideas and abstractions. Supervisors need technical skills to manage their area of specialty. All levels of management need human skills in order to interact and communicate with other people successfully.
As the pace of change accelerates and diverse technologies converge, new global industries are being created (for example, telecommunications). Technological change alters the fundamental structure of firms and calls for new organizational approaches and management skills.
ref: wikipedia

Training and Development

Processes covered in Human Resources Management we are talking here. We talked Workforce planning, Recruitment, Induction and Orientation, Skills management in previous post. Today we are going to talk about Training and Development.

In organizational development, the related field of training and development (T & D) deals with the design and delivery of learning to improve performance, skills, or knowledge within organizations.

In some organizations the term Learning and Development is used instead of Training and Development in order to emphasise the importance of learning for the individual and the organization. In other organizations, the term Human Resource Development is used.

Training and Development includes following topics.

• Coaching
• Continuing Professional Development
• E-learning aka Online Learning, Distance Learning, Web-Based Learning
• Executive education
• Executive development
• Leadership development
• Instructional Animation
• Instructional Design
• Instructional Strategies
• Knowledge Management
• Mentoring
• Organizational Learning
• Structured Training
• Teaching Method
• Teletraining
• Training Within Industry
• Outbound Management Development Programmes
• Blended learning
• Performance Management

We talk on each of the above topic as part of Training and Development.

ref: wikipedia

Skills Management -1

Skills Management is part of process of HRM Management. Skills Management is the practice of understanding, developing and deploying people and their skills. Well-implemented skills management should identify the skills that job roles require, the skills of individual employees, and any gap between the two.
Overview
The skills involved can be defined by the organization concerned, or by third party institutions. They are usually defined in terms of a skills framework, also known as a competency framework or skills matrix. This consists of a list of skills, and a grading system, with a definition of what it means to be at particular level for a given skill. (For an example of a mature skills framework, see the Skills Framework for the Information Age, a technical IT skills framework owned by a British not-for-profit organization.)
To be most useful, skills management needs to be conducted as an ongoing process, with individuals assessing and updating their recorded skill sets regularly. These updates should occur at least as frequently as employees' regular line manager reviews, and certainly when their skill sets have changed.
Skills management systems record the results of this process in a database, and allow analysis of the data.
we talk more about skills management in next post.

Ref: agents website design, insurane crm, wikipedia

Recruitment

We are talking here HRM and process of HRM. We talked about Workforce planning in our previous post. As a part of Processes of HRM, today we are going to talk about Recruitment.

Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Though individuals can undertake individual components of the recruitment process, mid- and large-size organizations generally retain professional recruiters.

The recruitment industry:
The recruitment industry has four main types of agencies. Their recruiters aim to channel candidates into the hiring organisation’s application process. As a general rule, the agencies are paid by the companies, not the candidates. The industries practice of information asymmetry and recruiters' varying capabilities in assessing candidate quality produces the negative economic impacts described by The Market for Lemons.

The Recruitment Process
These are three main recruiting stages. Three main recruiting stages are as under.

• Sourcing--Sourcing involves 1) advertising and 2) recruiting research.
  
• Screening & selection
  
• Onboarding

ref: agents website design, insurance software, wikipedia

Workforce planning

Strategic Workforce Planning involves analyzing and forecasting the talent that companies need to execute their business strategy, proactively rather than reactively, it is a critical strategic activity, enabling the organization to identify, develop and sustain the workforce skills it needs to successfully accomplish its strategic intent whilst balancing career and lifestyle goals of its employees.

Strategic Workforce Planning is a relatively new management process that is being used increasingly to help control labour costs, assess talent needs, make informed business decisions, and assess talent market risks as part of overall enterprise risk management. Strategic workforce planning is aimed at helping companies make sure they have the right people in the right place at the right time and at the right price

Through Strategic Workforce Planning organizations gain insight into what people the organization will need, and what people will be available to meet those needs. In creating this understanding of the gaps between an organization’s demand and the available workforce supply, organizations will be able to create and target programmes, approaches and develop strategies to close the gaps.

ref: wikipedia, agents website design, insurance software