People are the most critical resource a business has, and effective utilization of employee capability is the focus of the concentration in Organizational Behavior and Human Resources Management. Evaluating the needs of an organization, finding people to fill those needs, and providing an optimum environment conducive to high levels of motivation and performance are all aspects of the HRM and OB function in a business.
The practice of Human Resources Management must be viewed through the overall strategic goals for the organization instead of a standalone view that takes a unit based or a micro approach. The idea here is to adopt a holistic perspective towards HRM that ensures that there are no piecemeal strategies and the HRM policy aligns itself fully with those of the organizational goals.
The practice of HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations in terms of ROI (Return on Investment) for every taka or dollar spent on them. Unless the HRM practice is designed in this way, the firms stand to lose from not utilizing people fully. And this does not bode well for the success of the organization.
The goal of every organization is to motivate their Human resources towards a unified vision. By identifying the major individual variables that influence work behavior, an organization can offer an atmosphere that provides mandatory components for success. All organizations experience the direct relationship between job satisfaction and performance. In order to maximize the performance of those within a system it is important to develop an optimal interpersonal chemistry through the proper Organizational Behavior and Motivation.
Organizational Behavior is helpful to managers because it allows them to analyze their employees and how they interact within their departments or organizations. If we do not put forth a clear vision (Goals) for our Employees then they can become clumsy and confused. This topic is becoming more important as people with diverse backgrounds and cultural values have to work together effectively and efficiently.
Workshop topics to be covered:
Day 1: Basic Concept of HRM
1. Holistic definition of HRM
2. Jungle of Functions
3. Objectives of HRM
4. Purpose of HRM
5. Links to Strategic Management of an organization
Day 2: Job Analysis and Recruitment and Selection
1. Job Analysis at its basic level
2. Methods of Collecting Job Analysis Information
3. Job Description (linking with Performance Criteria; and linking with the next topic Performance Appraisal to get the most out of it)
4. Job Specification
5. Job Evaluation
6. Who Should Conduct The Job Analysis?
7. Recruitment Goals
8. Steps In The Recruitment And Selection (Staffing) Process
9. Types of Interview
Day 3: Performance Appraisal
1. Why have a Performance Management Process?
2. The Concept of Managing Performance
3. Why Standalone Appraisals Don’t Work!
4. Purposes of PM
5. Basic Steps in ALL PM Systems
6. Basic Steps in ALL PM Systems
7. New Types of Appraisals
8. How PA Contributes to Firm’s Competitive Advantage
Day 4: Understanding Human Behavior
1. Challenges Facing Management
2. Undergoing A Paradigm Shift
3. Ethical Behavior
4. Social Perception
7. Job Satisfaction & Organizational Commitment
8. Organizational Conflict
Day 5: Motivation-A key to Higher Performance
1. Motivation is your productivity prescription
2. How is Productivity & Motivation linked
3. Causes of Low Motivation
4. Tools of Motivation
5. Suggestions for Motivating Employees
Day 6: Employee Counseling
1. Firing OR Employee Counseling?
2. Signs of a troubled employee
3. Need for Employee Counseling
4. Employee Counseling Process
5. Who Provide Employee Counseling?
6. Employee Counseling Tips
Day 7: HR Policy
1. Myths about HR Policy
2. Questions Asked about HR Policy
3. Sections in HR Policy
4. The Connection between Company Objective and Policy
5. What is HR Procedures?
6. Importance of HR Policies and Procedures
7. Characteristics of A Good HR Policy
8. Customizing Policies as per Organizational Needs
9. Communicating & Implementing HR Policy
10. Review of HR Policies & Procedures
Day 8: Leadership and Team building
1. Difference between a Manager and a Leader
2. Who is great Leader
3. Leadership styles
4. Traits of a Good Leader
5. Transformational Leadership
6. Qualities of TL
7. Why Teamwork
8. Why Teams Are Good For Organizations
9. Team Vs Group
10. Tips For Teamwork & Team Building
There will be Group work or Exercise for each session.