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To mange people, learn the skills of measuring them. 'What gets measured gets managed' - Jim Clemer You are hiring, assigning, choosing, partnering and promoting people. Most of them look good at the beginning. Sooner or later you are left with a feeling, a feeling of being let down, a feeling of helplessness. All known methods of understanding the suitability of people for specific roles and responsibilities seem to be not enough. Face to face interviews, group discussions, skill tests, aptitude tests, observations, reference checks and more, are all important but not necessarily a guarantee for the getting the right person for the right job. To get the right person for the right job, you ...
Insight: "Psychometric Battery Strategy to Measure People & Performance" deleted from your view.
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To mange people, learn the skills of measuring them. 'What gets measured gets managed' - Jim Clemer You are hiring, assigning, choosing, partnering and promoting people. Most of them look good at the beginning. Sooner or later you are left with a feeling, a feeling of being let down, a feeling of helplessness. All known methods of understanding the suitability of people for specific roles and responsibilities seem to be not enough. Face to face interviews, group discussions, skill tests, aptitude tests, observations, reference checks and more, are all important but not necessarily a guarantee for the getting the right person for the right job. To get the right person for the right job, you ...
Insight: "Do You Wish to know about the science of Managing Different People?" deleted from your view.
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To mange people, learn the skills of measuring them. 'What gets measured gets managed' - Jim Clemer You are hiring, assigning, choosing, partnering and promoting people. Most of them look good at the beginning. Sooner or later you are left with a feeling, a feeling of being let down, a feeling of helplessness. All known methods of understanding the suitability of people for specific roles and responsibilities seem to be not enough. Face to face interviews, group discussions, skill tests, aptitude tests, observations, reference checks and more, are all important but not necessarily a guarantee for the getting the right person for the right job. To get the right person for the right job, you ...
Insight: "Do You Wish You Knew How to Manage Different People?" deleted from your view.
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As we all must have witnessed in the past, either in our own lives or in that of others, sometimes everything doesn't seem to fit well. If the food is great maybe the ambience of the restaurant isn't that cool. The cast of a particular movie is just about perfect, couldn't have been better, but the movie turns out to be an absolute flop. Similarly in an organizational set-up, sometimes in spite of having the most solid infrastructure and all the required systems in place, the organization fails to leverage itself to the point where it is expected to. The employees are not delivering as much as they are supposed to contribute in spite of having excellent employees benefit programs, employee ...
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Ajay Ziz
| Commented
| 3 years ago
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human beings needs manages him / her . building a house , childs education , gaadi , marriage , durga puja etc... humans maximises potential to earn more INR/dollars . no consultant can do that ...
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Insight: "Maximize Your People's Potential to Perform!" deleted from your view.
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The best thing is to prepare yourself and your organisation to move into strategic HR.Strategic HR is not just the administrative dimensions of human resource functioning but much more than just the regular recruitment exercises, payroll, leave rules, annual appraisals, boring negotiations, and other not so exciting aspects. Strategic HR is about taking an active part in the overall corporate strategy. It is about understanding the human resource needs of the organisation for the growth to happen. It is proactive in its very approach rather than reactive. It is not about recruiting to fill numbers but to strategise to attract the right candidate for the right job. It is not about interviewi...
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Rajesh
| Commented
| 3 years ago
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Strategic HR, these all are the technical elements, first of all organisation should be honestly concentrate on the proper manpower planning and career development and proper job analysis.
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Gargi Sinha
| Commented
| 3 years ago
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Rajesh is right. An organisation should first concentrate on the proper manpower planning and career development and proper job analysis before differentiating between Routine HR and Strategic HR. Any ways, nice article Sreenidhi, thanks for...
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Insight: "Get Ready to Move from Routine HR to Strategic HR" deleted from your view.
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