Performance Management m151d
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- Pages: 15
DEVELOPING
YOURSELF AS AN EFFECTIVE
HR
PRACTITIONER
DEPARTMENT
OF
ECONOMIC DEVELOPMENT
. 1
Contents page: •
Activ ity (A) ...........................................................4
• Leading and managing the human resources function.........4 • Organizational development.......................................4 • Strategy insights and solution.....................................5 • Serv ice delivery and information.................................5 • Employee relation...................................................6 ____________________________________________ •
Activ ity (B) ..........................................................7
• 3 s of HR serv ices..............................................7 • Employees communication with HR ........................8 • Key components of effective serv ice............................8 ___________________________________________ •
Activ ity (C) ............................................................10
• SWOT Analysis for Rashed Al-Ali.................................10 • Develop a personal development................................11 • Appendix.............................................................1 2
© Bradfield Consulting Ltd. 2008
Activity (A)
Word Count: (608) not including all headings and sub heeding
D is a combination of approaches, ideas and techniques that will help you manage your own learning and growth. To be a good HR and L&D professional we have understand the meaning of skills, behaviours and knowledge during lifelong learning which comes from development learning. Improving skills well help to improve the behaviours and knowledge which help to be a good researcher in deferent resource.
Leading and managing the human resources function Ü
Organizational development
The DED need to improve itself through the employees skills and improve them procedure constantly This would keep the DED employees, and the DED become a attraction environment for work. The 8 behaviours
1. Collaborative Build a cooperation between management and all employees and communication channel, which would create a climate of confidence which impacted positively on enterprise activity 2. Driven to deliver Driven to deliver the organization to arrival the goals in the strategy 2030 3. Skilled influencer Have team leaders and employees who are working with jealousy to keep the organization always in the front by appliance the strategy plan. 4. Decisive thinker Always thinking about the best practice to develop the organization . 3
5. curious thinking about new idea to the organization developing. 6. Role model Reaching our goals mean that we succeed and we need to keep continue our role model to stay developing the Organization
7. Courage to challenge Accepting responsibility to developing un organization need big experience and chose The right person to the right place. 8. Personally credible To relay on the employees who can take the reasonability to be a member of Organizational which planning to be one of the best 5 government in the world.
Strategy insights and solution Ü
Service delivery and information
This area is one of our important strategy so we can give the best service and collect the information which will help us keeping developing the department constantly. The 8 behaviours
1. Collaborative exchanging information and service between the department of DED and the employees helping both said be in the image which is saving time and money and encourage the employees to keep with all information with CEO. 2. Driven to deliver We are focusing in this area because it’s the way to driven to deliver to our goals in 2030 strategy. Because if we inactive this service that’s mean we will lose a lot of information. 3. Skilled influencer © Bradfield Consulting Ltd. 2008
The wrong way to deliver the information and service Would take us to lose some information which can be very important. 4. Decisive thinker Some information it shouldn’t be delay to be with The right man at the right time to take the decision. 5. curious curious bring the information which might help the organizations to be with the new knowledge all the time. 6. Role model Keep receiving the information even if it’s not important.
7. Courage to challenge Keeping intention in information to be ensure it constantly. 8. Personally credible Trusting employees Would keep them always ing the organization with the new information. Ü
Employee relation
Building this area keep the employees feeling comfortable which impact on them to produce and have healthy work culture to shear ideas, improve process and develop any area needs development by all of these things we can build and maintain relationship. The 8 behaviours
1. Collaborative Sharing the information and ing each gather by taking care of your colleague it’s the surely way for succeed in goals of the organization 2. Driven to deliver Driven Employee relation to deliver them attention in them woke as its them won business . 5
3. Skilled influencer It very important to build relation between the employees which have a big affecting in organization result 4. Decisive thinker Taking any decision it helping build relation and ignore any one destroy it even if it cost the department a lot. 5. curious always trying to approve employees relation with creative idea. 6. Role model Keeping employees relation always safe and protect from any impact. 7. Courage to challenge Fighting to be sure that the relation is always strong and keep it safe from any external and internal impact. 8. Personally credible Trusting in department it’s the point to start employees Personally credible which helping be the relation more stronger.
Activity (B)
Word Count: (895)
Good employees management means good result, and that’s the reason all huge Department and companies tray to recruit and pay a lot for this kind of managerial position because he is leading the department for best practice to reach the goals.
3 s of HR services with 2 key need for each : Ü First - Applicant :•
job vacancy
•
Recruitment Application system. Those are one of the most checking about them request for a job. And to make it easier for us and them to flow up application, and grantee not losing the CVs, we create a program to registration the vacancy request through the website below.
© Bradfield Consulting Ltd. 2008
http://server1.adeconomy.gov.ae/dpe/postCV.do? type=reg&lang=En Ü Second - Departments Managers :•
Candidate list for recruiting in a vacancy position.
•
Flow up candidate Recruiting and situation after the interview. Always the department asking for a list of candidate and we try to find some CVs as soon as able and then arrange for un interview to valuation candidate knowledge, skills and ability. After that we start in recruiting procedure for the candidate who pas the interview in valuation.
Ü Top management( Chairman + Undersecretary ( :•
monthly report of recruitment section.
•
Emiratisation target. The top management are reporting to the Executive Council who controlling and monitoring of the Emiratisation KPIs. For giving the top management accurate reports planning and recruitment section co-operate with strategic planning section to achieve exactly KPIs which lead the accuracy report for the top management. I will start with the Departments Managers requisition for candidate and them specific need than I will filter the CVs and send them to the Manager and wait for the about interviewing them. Then i call the candidates to inform about the interview. After that we send a report about our recruitment every month to the Top management about the numbers of Emiratisation, recruiting and reject of candidate.
The employees are communicate with the of HR which are mention above through 3 methods :
Email - Interview face to face – Phone
. 7
Ü For the Applicant I will use the Phone method for telling the candidate about the
interview and the information which well be send to him by the Email. And the Email method for sending the interview information and direction, and for averment, also we use it for sending Regret letter. Finally Interview face to face to evaluate the candidate knowledge, skills and Ability. Ü For the Department Manager I will use the Phone method to schedule the Interview. And the Email method to send him Candidate list and Interview invitation. Ü For the Top management we use the Email method to send monthly report of recruitment section and Emiratisation target.
Describes The Key components of effective service delivery: Ü Building and maintaining good relationship -We are always tray to create a good way to maintain employees relation some program, for example ( one of us program ) which it’s made for the new employees to introducing him to the DED employees and Departments role ( Morning coffee ) It’s a weekly meeting between the Top management and the managers, head section and all high position. its idea is One of the manager preparing a presentation about any issues they think it’s helpful to the department. ( TAWASAL Emails ) It’s a monthly email for the New employees during six month, welcoming them and advising about giving best to the work and colleague. ( Weekly section meeting ) It’s a weekly meeting between the team leader and the employees section, to discuss about section work. ( HR-Help desk ) it’s a kind of serves HR providing it to whole DED employees receiving their complaining, compliments, guiding to the right person for help and take quick action in any kind of question. Ü Handling and resolving complaints -Some of employees thinking that the manager he is the only one who can solving his problem, so we should handling this kind of issues by our self and do it in the best way, by listening to them and understand it very well because that keep the employees trusting in us and coming back to us. Ü Dealing with difficult customers -Some times we are facing a very hard kind of customer who are very close to fight with you, those people sure have some problem and we should to Chill them out and not increasing the size of the problem, for example by ask him to sit down and bring for him some water.
© Bradfield Consulting Ltd. 2008
Ü Timely service delivery Win the vision of the department and the concept are clear that’s help the employees to arrangement them role which’s helping them to produce a good result. Example: Service delivery in the time with accuracy kip the internal and external costumer filling good like answering the phone quickly, and the email as soon as able.
Ü Budget implications and continuous improvement -The department of Economy are growing up hurry in the last few years because they are one of the important Department which are trying to achieve 2030 vision for that reason we need to increase the budget plan to cover the increase which are going to require in the re-structure which DED in this level now to give more chance for hiring new employees which we will need it to develop our company.
. 9
Activity (C) SWOT Analysis for Rashed Al-Ali Strength • • • • • • • •
Self-motivated Enjoys a challenge Effective team player Very good communication skills Good presentation skills Able to deal with different personalities Able to learn independently Able to take responsibility
Weaknesses • • • •
Work under pressure English level Qualification in HR filed Limited knowledge in HR
Opportunities • •
Training courses (CIPD) Open door policy
Threats
© Bradfield Consulting Ltd. 2008
• • •
No official PDP to know your career path Need more employees to be specialized in performance management Re-structure organization
. 11
Develop a personal development: My weaknesses in the SWOT Analysis above should be improve, and I will try to explain how I can DPD through the table below: What do I want/need to know?
What will I do to achieve this?
s colleagues in times of high workload or pressure (Able to Work under pressure(
• •
Know how to contribute to the effective implementatio n of the organization’s HR processes, procedures, practices, and tools (Specialization in human resources)
•
•
•
Self control Time manageme nt Finish all tasks I have on daily basis Submit for a master degree in HR DHRP(CIPD)
© Bradfield Consulting Ltd. 2008
What resources or will I need? • Work close with my team
•
Finan cial supp ort from the empl oyer
What will my success criteria be? • •
•
•
Target dates for review & completion
Meet dead lines Manager
I’m currently working on it
Will improve and develop my competen cies and way of thinking Manager
Currently searching for the best master degree in HR
looks for continuous improvement opportunities in HR processes and that’s need to Expansion of knowledge in human resources
•
•
• •
collects and collates HR data, HR statistics and converts into meaningful HR information( R eport writing skills)
•
Attending seminars, meetings and conferences in HR Work close with the HR Consultant and experts in our department to gain from experience and knowledge. Read books in HR Search for the best practices in HR Searching for the best Report writing courses
•
•
read maga zines and book s whic h upda te me with the latest of talen t mana geme nt.
•
Knowledge transfer with my coworkers.
•
Try to practice what I learnt.
•
Manager
Finan cial supp ort from the empl oyer
•
Dealing with foreign people Reading Report writing skills book to improve my Reporting skills. Manager
•
•
Currently studying CIPD at Bradfield Group
During 3 month from now
Appendix: from phase one team work ACTIVITIES
STRENGTHS
WEAKNESS
. 13
Training (External)
Short – Team •
In House
•
Training
•
Voluntary work
company’s) Stay in the office Less – cost
Cost •
Not taken seriously Meet some PP1
•
Forced to do it ( no
•
•
Applying new leadership skills with
•
Big commitment
•
Over qualified
•
Time consuming
•
new PP1 Taken more seriously Gain more knowledge and confidence
•
Learn different roles
•
Change ( no – routine)
International
•
Travel Courses
•
* Leisure Activity
other
Self- Satisfaction
Courses
( surveys)
PP1(from
•
•
* Meeting people
with
alternating) Time consuming
University
Job Rotation
Interval
Leave work
Learn about different Environment
•
Lack of practical experience ………………
•
Lack of communication
•
(co-operation ) Expensive (no approvals )
FUN * Gain awareness of different culture * Improve comm.-skills Different experience * People skills
• Language barriers * Takes time
* Building Relations
* Cost
* Inaccurate * Risk
* Patience * Physically Active * E-Learning
* Save Time
* Human interaction
* Save Cost
* Limited information (Discussion)
© Bradfield Consulting Ltd. 2008
I declare that this proposal is my own work Name: Rashid Ishaq Al Ali Date : 24th January 2011
. 15
YOURSELF AS AN EFFECTIVE
HR
PRACTITIONER
DEPARTMENT
OF
ECONOMIC DEVELOPMENT
. 1
Contents page: •
Activ ity (A) ...........................................................4
• Leading and managing the human resources function.........4 • Organizational development.......................................4 • Strategy insights and solution.....................................5 • Serv ice delivery and information.................................5 • Employee relation...................................................6 ____________________________________________ •
Activ ity (B) ..........................................................7
• 3 s of HR serv ices..............................................7 • Employees communication with HR ........................8 • Key components of effective serv ice............................8 ___________________________________________ •
Activ ity (C) ............................................................10
• SWOT Analysis for Rashed Al-Ali.................................10 • Develop a personal development................................11 • Appendix.............................................................1 2
© Bradfield Consulting Ltd. 2008
Activity (A)
Word Count: (608) not including all headings and sub heeding
D is a combination of approaches, ideas and techniques that will help you manage your own learning and growth. To be a good HR and L&D professional we have understand the meaning of skills, behaviours and knowledge during lifelong learning which comes from development learning. Improving skills well help to improve the behaviours and knowledge which help to be a good researcher in deferent resource.
Leading and managing the human resources function Ü
Organizational development
The DED need to improve itself through the employees skills and improve them procedure constantly This would keep the DED employees, and the DED become a attraction environment for work. The 8 behaviours
1. Collaborative Build a cooperation between management and all employees and communication channel, which would create a climate of confidence which impacted positively on enterprise activity 2. Driven to deliver Driven to deliver the organization to arrival the goals in the strategy 2030 3. Skilled influencer Have team leaders and employees who are working with jealousy to keep the organization always in the front by appliance the strategy plan. 4. Decisive thinker Always thinking about the best practice to develop the organization . 3
5. curious thinking about new idea to the organization developing. 6. Role model Reaching our goals mean that we succeed and we need to keep continue our role model to stay developing the Organization
7. Courage to challenge Accepting responsibility to developing un organization need big experience and chose The right person to the right place. 8. Personally credible To relay on the employees who can take the reasonability to be a member of Organizational which planning to be one of the best 5 government in the world.
Strategy insights and solution Ü
Service delivery and information
This area is one of our important strategy so we can give the best service and collect the information which will help us keeping developing the department constantly. The 8 behaviours
1. Collaborative exchanging information and service between the department of DED and the employees helping both said be in the image which is saving time and money and encourage the employees to keep with all information with CEO. 2. Driven to deliver We are focusing in this area because it’s the way to driven to deliver to our goals in 2030 strategy. Because if we inactive this service that’s mean we will lose a lot of information. 3. Skilled influencer © Bradfield Consulting Ltd. 2008
The wrong way to deliver the information and service Would take us to lose some information which can be very important. 4. Decisive thinker Some information it shouldn’t be delay to be with The right man at the right time to take the decision. 5. curious curious bring the information which might help the organizations to be with the new knowledge all the time. 6. Role model Keep receiving the information even if it’s not important.
7. Courage to challenge Keeping intention in information to be ensure it constantly. 8. Personally credible Trusting employees Would keep them always ing the organization with the new information. Ü
Employee relation
Building this area keep the employees feeling comfortable which impact on them to produce and have healthy work culture to shear ideas, improve process and develop any area needs development by all of these things we can build and maintain relationship. The 8 behaviours
1. Collaborative Sharing the information and ing each gather by taking care of your colleague it’s the surely way for succeed in goals of the organization 2. Driven to deliver Driven Employee relation to deliver them attention in them woke as its them won business . 5
3. Skilled influencer It very important to build relation between the employees which have a big affecting in organization result 4. Decisive thinker Taking any decision it helping build relation and ignore any one destroy it even if it cost the department a lot. 5. curious always trying to approve employees relation with creative idea. 6. Role model Keeping employees relation always safe and protect from any impact. 7. Courage to challenge Fighting to be sure that the relation is always strong and keep it safe from any external and internal impact. 8. Personally credible Trusting in department it’s the point to start employees Personally credible which helping be the relation more stronger.
Activity (B)
Word Count: (895)
Good employees management means good result, and that’s the reason all huge Department and companies tray to recruit and pay a lot for this kind of managerial position because he is leading the department for best practice to reach the goals.
3 s of HR services with 2 key need for each : Ü First - Applicant :•
job vacancy
•
Recruitment Application system. Those are one of the most checking about them request for a job. And to make it easier for us and them to flow up application, and grantee not losing the CVs, we create a program to registration the vacancy request through the website below.
© Bradfield Consulting Ltd. 2008
http://server1.adeconomy.gov.ae/dpe/postCV.do? type=reg&lang=En Ü Second - Departments Managers :•
Candidate list for recruiting in a vacancy position.
•
Flow up candidate Recruiting and situation after the interview. Always the department asking for a list of candidate and we try to find some CVs as soon as able and then arrange for un interview to valuation candidate knowledge, skills and ability. After that we start in recruiting procedure for the candidate who pas the interview in valuation.
Ü Top management( Chairman + Undersecretary ( :•
monthly report of recruitment section.
•
Emiratisation target. The top management are reporting to the Executive Council who controlling and monitoring of the Emiratisation KPIs. For giving the top management accurate reports planning and recruitment section co-operate with strategic planning section to achieve exactly KPIs which lead the accuracy report for the top management. I will start with the Departments Managers requisition for candidate and them specific need than I will filter the CVs and send them to the Manager and wait for the about interviewing them. Then i call the candidates to inform about the interview. After that we send a report about our recruitment every month to the Top management about the numbers of Emiratisation, recruiting and reject of candidate.
The employees are communicate with the of HR which are mention above through 3 methods :
Email - Interview face to face – Phone
. 7
Ü For the Applicant I will use the Phone method for telling the candidate about the
interview and the information which well be send to him by the Email. And the Email method for sending the interview information and direction, and for averment, also we use it for sending Regret letter. Finally Interview face to face to evaluate the candidate knowledge, skills and Ability. Ü For the Department Manager I will use the Phone method to schedule the Interview. And the Email method to send him Candidate list and Interview invitation. Ü For the Top management we use the Email method to send monthly report of recruitment section and Emiratisation target.
Describes The Key components of effective service delivery: Ü Building and maintaining good relationship -We are always tray to create a good way to maintain employees relation some program, for example ( one of us program ) which it’s made for the new employees to introducing him to the DED employees and Departments role ( Morning coffee ) It’s a weekly meeting between the Top management and the managers, head section and all high position. its idea is One of the manager preparing a presentation about any issues they think it’s helpful to the department. ( TAWASAL Emails ) It’s a monthly email for the New employees during six month, welcoming them and advising about giving best to the work and colleague. ( Weekly section meeting ) It’s a weekly meeting between the team leader and the employees section, to discuss about section work. ( HR-Help desk ) it’s a kind of serves HR providing it to whole DED employees receiving their complaining, compliments, guiding to the right person for help and take quick action in any kind of question. Ü Handling and resolving complaints -Some of employees thinking that the manager he is the only one who can solving his problem, so we should handling this kind of issues by our self and do it in the best way, by listening to them and understand it very well because that keep the employees trusting in us and coming back to us. Ü Dealing with difficult customers -Some times we are facing a very hard kind of customer who are very close to fight with you, those people sure have some problem and we should to Chill them out and not increasing the size of the problem, for example by ask him to sit down and bring for him some water.
© Bradfield Consulting Ltd. 2008
Ü Timely service delivery Win the vision of the department and the concept are clear that’s help the employees to arrangement them role which’s helping them to produce a good result. Example: Service delivery in the time with accuracy kip the internal and external costumer filling good like answering the phone quickly, and the email as soon as able.
Ü Budget implications and continuous improvement -The department of Economy are growing up hurry in the last few years because they are one of the important Department which are trying to achieve 2030 vision for that reason we need to increase the budget plan to cover the increase which are going to require in the re-structure which DED in this level now to give more chance for hiring new employees which we will need it to develop our company.
. 9
Activity (C) SWOT Analysis for Rashed Al-Ali Strength • • • • • • • •
Self-motivated Enjoys a challenge Effective team player Very good communication skills Good presentation skills Able to deal with different personalities Able to learn independently Able to take responsibility
Weaknesses • • • •
Work under pressure English level Qualification in HR filed Limited knowledge in HR
Opportunities • •
Training courses (CIPD) Open door policy
Threats
© Bradfield Consulting Ltd. 2008
• • •
No official PDP to know your career path Need more employees to be specialized in performance management Re-structure organization
. 11
Develop a personal development: My weaknesses in the SWOT Analysis above should be improve, and I will try to explain how I can DPD through the table below: What do I want/need to know?
What will I do to achieve this?
s colleagues in times of high workload or pressure (Able to Work under pressure(
• •
Know how to contribute to the effective implementatio n of the organization’s HR processes, procedures, practices, and tools (Specialization in human resources)
•
•
•
Self control Time manageme nt Finish all tasks I have on daily basis Submit for a master degree in HR DHRP(CIPD)
© Bradfield Consulting Ltd. 2008
What resources or will I need? • Work close with my team
•
Finan cial supp ort from the empl oyer
What will my success criteria be? • •
•
•
Target dates for review & completion
Meet dead lines Manager
I’m currently working on it
Will improve and develop my competen cies and way of thinking Manager
Currently searching for the best master degree in HR
looks for continuous improvement opportunities in HR processes and that’s need to Expansion of knowledge in human resources
•
•
• •
collects and collates HR data, HR statistics and converts into meaningful HR information( R eport writing skills)
•
Attending seminars, meetings and conferences in HR Work close with the HR Consultant and experts in our department to gain from experience and knowledge. Read books in HR Search for the best practices in HR Searching for the best Report writing courses
•
•
read maga zines and book s whic h upda te me with the latest of talen t mana geme nt.
•
Knowledge transfer with my coworkers.
•
Try to practice what I learnt.
•
Manager
Finan cial supp ort from the empl oyer
•
Dealing with foreign people Reading Report writing skills book to improve my Reporting skills. Manager
•
•
Currently studying CIPD at Bradfield Group
During 3 month from now
Appendix: from phase one team work ACTIVITIES
STRENGTHS
WEAKNESS
. 13
Training (External)
Short – Team •
In House
•
Training
•
Voluntary work
company’s) Stay in the office Less – cost
Cost •
Not taken seriously Meet some PP1
•
Forced to do it ( no
•
•
Applying new leadership skills with
•
Big commitment
•
Over qualified
•
Time consuming
•
new PP1 Taken more seriously Gain more knowledge and confidence
•
Learn different roles
•
Change ( no – routine)
International
•
Travel Courses
•
* Leisure Activity
other
Self- Satisfaction
Courses
( surveys)
PP1(from
•
•
* Meeting people
with
alternating) Time consuming
University
Job Rotation
Interval
Leave work
Learn about different Environment
•
Lack of practical experience ………………
•
Lack of communication
•
(co-operation ) Expensive (no approvals )
FUN * Gain awareness of different culture * Improve comm.-skills Different experience * People skills
• Language barriers * Takes time
* Building Relations
* Cost
* Inaccurate * Risk
* Patience * Physically Active * E-Learning
* Save Time
* Human interaction
* Save Cost
* Limited information (Discussion)
© Bradfield Consulting Ltd. 2008
I declare that this proposal is my own work Name: Rashid Ishaq Al Ali Date : 24th January 2011
. 15
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