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Individual-Centered Career Planning

Individual-Centered Career Planning Individual-centered career  focuses OD an individual’s career rather than organizational needs. It is done by employees themselves analyzing their individual goals and skills. Such efforts might consider situations both inside and outside the organization that could expand a person’s career. Even though individuals are the only ones who know for certain  they consider a successful career, that…

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Organization-Centered Career Planning

Organization-Centered Career Planning Organization-centered career planning focuses on jobs and on identifying  career paths that provide for the logical progression of people between jobs inan organization. Individuals follow these paths as they advance in certain organ- , nationalization units. For example, a person might enter the sales department as a. sales representative, then be promoted to account…

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Careers and HR Development

Careers and HR Development When organizational strategies involve endless organizational restructurings and downsizing. it is difficult to know what a career is, much less how to develop one. Further, some employers wonder why they should. worry a Bout career “development” for employees when the future likely holds fewer internal promotion opportunities and more movement in and out of organization…

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Strategic Human Resource Management Productive and Changing Gears Fast Consider the following two extremes, On a typical Saturday at Mitsubishi department store in Tokyo, one clerk boxes and wraps the purchase, another takes the money, and a third rings up the’ sale, and a half dozen people are waiting in line for service. No”ENE Is complaining except :he economists. Japan’s workforce is diligent, dedicated, well educated, and significantly less productive than…

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Effective career planning

Effective career planning A career is the series of work-related positions, a person occupies throughout life. People pursue careers to satisfy deeply individual needs. At one time, identifying with one employer seemed to fulfill many of those needs. Now, the distinction between the way individuals and organizations view careers is significantly different Employers that fail to help employees focus their…

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Accessing -the HR IS via Intranets and. Extranets

Accessing -the HR IS via Intranets and. Extranets The dramatic increase in the use of the Internet is raising both possibilities and cone-ems for  HR professionals. particularly when establishing intranets and extranets. An intranet is an organizational network that operates over the Internet. The growth in the use of HR Intranets for obtaining and disseminating HR information has…

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Utility or Cost/Benefit Analyses

Utility or Cost/Benefit Analyses In utility analysis, ‘economic or ‘other statistical models are built to identify the costs and benefits associated with specific HR. activities. These models generally contain equations that identify the relevant factors influencing the HR. activity under study. Human Outsource Information) Systems (HRIS) Computers have simplified the task of analyzing vast amounts of data, and they can be…

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Purposes of an HRIS

Purposes of an HRIS An HRIS serves two major purposes. in organizations, One relates to administrative and operational efficiency, the other to effectiveness. The first purpose of an HRIS is to improve the efficiency with which data on employees and HR activities are compiled. Many HR. activities, ‘can be Performed more efficiently ‘and with less paperwork if automated, and…

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Designing and Implementing an HRIS

Designing and Implementing an HRIS To design an .effective HRIS, experts advise starting with questions about the data to be included. Questions that should be asked are the following: What information is available, and what information is needed about people in the organization? To what uses will the information be put? In what format should the output…

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HR Business Performance Calculation

HR Business Performance Calculation Return on investment (ROI) as a calculation shows the value of’expenditures for HR activities. It can also be used to show how long it will take for the activities to pay for themselves. The following formula can be used to calculate the potential ROI for a new HR. ‘activity: A = Operating costs for…

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