Proven People Management Process in small business

Name: Proven People Management Process in small business
Rating: 4.3 (13 reviews)

Inspire,Engage your human resources towards performance culture through holistic & proven people management process

Created byGanesh Babu

Last updated 4/2020

English

What you'll learn

You will learn the reasons for high attrition and poor people engagement
You will appreciate the need for Holistic HR processes in your organization to drive people towards performance
You will learn the importance of manpower planning and the linkage with your business goal
You will learn key insights in developing organizational structure,roles and responsibility for your people
You will learn the mistakes you are doing during recruitment process and right approaches
You will learn the process of setting performance based management and success factors for culture building
You will learn the process of developing your team for delivering results
You will learn the process of engaging the people and proven practices on engagement for different levels of people

Course content

6 sections • 38 lectures • 2h 18m total length

Context of HR practices in small, emerging (SME's) Organizations3:45
Explore holistic human resources practices for small and emerging organizations, addressing gaps in resources, recruitment, compensation, and performance management to attract and retain talent.
Business Impact of poor HR Practices4:43
Holistic Approach to HR processes5:51

Definition of Manpower Planning Process1:55
Need for Manpower Planning Process1:27
Business benefits of Manpower Planning Process1:37
Manpower planning clarifies budgets and return on investment, defines the number of employees required, and links talent needs to recruitment, growth, profitability, and the business plan.
How to do Manpower Planning Process?4:33
Brief about Organization Structure and its importance1:31
How to design organization structure?6:40
Design an organization structure with clear accountability and responsibility for each position, define reporting relationships, and use visual representations to support dynamic, modular decision making that drives profitability and growth.

Elements of Recruitment Process1:45
Explore the elements of the recruitment process, from defining job requirements and shortlisting to interviewing, selection, offering letters, and induction, and how right hires influence performance and culture.
Importance of job description process3:51
Shortlisting potential candidates2:42
Interviewing Process and Insights5:43
Prepare thoroughly before interviews by defining the ideal candidate and key questions, then verify resume facts. Assess culture fit, competencies, integrity, and references to avoid poor hires.
Induction Process and its importance on retaining people4:37

Importance of Peformance Management Process4:24
Aligns individual and team behavior with organizational goals through a system-driven performance management process, using key performance indicators and metrics to boost engagement and results in small business.
Significance of Key Performance Indicators(KPI's)2:40
Elements of Performance Management Process4:55
Explore a multi-level performance management process, starting with business level metrics (pqcd), then functional and individual metrics; emphasize role clarity, facilitation, incentives, feedback, and development to boost delivery.
Defining Business and Functional Level Metrics8:27
Deploying the Metrics to right people1:29
Organization wide Performance Management System6:26
Daily Management process and its importance3:33
Establish a consistent, systematic daily management process covering daily, weekly, and monthly activities to monitor performance, detect deviations, and prevent future consequences.
Communication process3:15
Recognition and its importance on performance management1:58

Why should we need to develop People?4:33
Developing people keeps pace with evolving customer expectations, technology upgrades, and fast-changing markets. Continuous development builds knowledge, skills, and attitude for an engaged team and a strong culture.
Complexity in people development process2:28
Examine the complexity of the people development process and how small organizations move employees from satisfied to engaged to inspired through a conducive environment, tools, recognition, and learning.
Change in Leadership mindset for people development4:03
Reframe leadership mindset from viewing people as a commodity to an asset, and invest in competency development as a core business responsibility for long-term return on investment.
"WHAT" to be developed on people ?3:13
Develop competency in people by aligning knowledge, skills, and attitude to each position. Different roles from technical to managerial and behavioral require ongoing development to drive organizational growth.
How to develop Competency?1:14
How to identify the competency gap?2:11
People Development Methodology3:55

what is meant by "Engagement" in organizational context?2:39
How does Environment and process drive Engagement?4:16
Creating Conducive Environment for Engagement4:25
Structured Process for engagement3:55
Daily routine management4:26
Daily routine management and its relevance to engagement1:21
Engagement Framework2:07
How to Initiate Engagement drive in the organization?5:59
Learn how to initiate and sustain employee engagement in small businesses by building trust, creating forums for open communication, starting small, and defining a transparent, long-term growth process.

Requirements

No specific prerequisites
Your organization must be small or emerging organization with people challenges, the processes described in this course will be connected very well

Description

This course is all about improving your people management process and ensuring low attrition, high level of people engagement towards achieving the organizational goal as ONE TEAM. People's management process is not a standalone, one-time initiative, and this calls for a holistic approach.

This course is structured with basic understandings of small, emerging organization's existing people management practices and its impact on attracting, developing, and retaining talent. The course is divided into five broad areas of people management processes viz, human resources planning process, recruitment process, performance management process, people development process, and engagement practices. In each process, the concepts, tools, and techniques being used in the industry, and some practical insights are given. To ease your implementation, given compatible formats wherever possible.

This course will give an overview idea to build a performance-based culture in your organization and sustain the growth of your business. This course is meant for SME business owners, Plant heads, Functional managers, and human resource managers in small, medium scale organizations of any industry background.

At the end of the course, you will be able to re-look at your organizational people management process and realize the gap and ready to apply some of the people management processes learned in this course.

Who this course is for:

Any one is interested to improve performance in the organization through people management;
Human Resource Manager ; Business Head or CEO of small, emerging size organization
Functional / Team Leaders who are managing people of different background

Proven People Management Process in small business

What you'll learn

Explore related topics

Course content

Need for Holistic Human Resources Process in small, emerging organizations3 lectures • 14min

Manpower Planning Process6 lectures • 18min

Recruitment Process5 lectures • 19min

Performance Management System9 lectures • 37min

People Development Process7 lectures • 22min

People Engagement Process and Environment8 lectures • 29min

Requirements

Description

Who this course is for: