Productivity Mgt. Presentation

8/9/2019 Productivity Mgt. Presentation

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PRODUCTIVITY

MANAGEMENT

An Article Presentation on:

DEVELOPING HUMAN

RESOURCES



Presented by:

Mr. Rauf A. SheikhMr. Mohammad Arif Saleem



Scheme of Presentation

1. Enhancing Productivity through thedevelopment of people

2. The need for a human resource strategy3. Business-led human resource development

4. Establishing HRD needs and prioritiesrelated to productivity

5. Selecting, designing and costing HRDprograms

6. Assessing the impact of HRD on productivity



I. ENHANCING PRODUCTIVITY

THROUGH THE DEVELOPMENTOF PEOPLE³Human resources development means

the skillful provision and organization of

learning experiences in order that

business goals can be achieved, so that

through enhancing the skills, knowledge,

competence, learning ability andenthusiasm of people at every level,

there will be continuous organizational

as well as individual growth.´



HRD beyond the narrow

scopes of:To develop

To educateTo train



PRODUCTIVITY IN HRD

³Productivity´ is about:

making the most efficient use of allresources and gaining the maximum

added value from them.

The focus is on output, and on output atevery level:



Integration of Human Resour ce

Strategy with Organizational

Vision, and Philosophy aboutpeople

HRD must: be part of a wider strategy for the business,

aimed at achieving steadily improving

productivity and growth related to business

goals.

To do this: every organization must have a clear and

realistic vision of the business,

a belief in the value of its employees.



II. THE NEED FOR A HUMAN

RESOURCE STRATEGY

major contribution to productivity and growth

³Productivity´ has different meanings indifferent situations, and productivity-linked

HRD can be achieved in many different ways.

Must be well integrated with a range of other

human resource policies and practices,



The Relationship between

corporate strategy and

humanresour ce strategy

HR strategy must focus on:

how to attract,

retain,

reward

and develop people who can bestachieve the objective demanded by

corporate strategy.



Key Components of HR Strategy

Selection

Appraisal

Reward

Development

They form the ³human resource cycle´ whichgive an appropriate organizational structure

and culture, can help to achieve efficient andeffective performance and growth at all levelsof the organization and to sustain its primary

culture.



Last word in this relationship

Human resource planners must have:

a thorough knowledge of ³the business´

and its environment for a meaningful

contribution in strategy making.



III. BUS

INESS

LED HRD³Knowing the business of your organization´

HOW CAN YOU KNOW THIS BUSINESS



How can you know about the

business of your organization

What business is your organization in?

What is present vision and mission of your

organization?What is your strategy?

Are the structure and system of the

organization appropriate and effective to

achieve business objectives



How can you know about the

business of your organization

Is the organization making the best useof the most appropriate technology

What does the workforce cost

Where are the areas of highest andlowest human productivity in theorganization, and what are the reasonsfor these levels?

Sk y is the limit in these questionsand creativity is the ladder



Outcome of t

his Q & A

an organization has to be analyzed:

as a system,

operating within the context of anenvironment that presents a changing mix of opportunities, threats and challenges.

The elements of the organization must

themselves interact effectively, and so³productivity´ in its widest sense is aboutgetting the most out of those interactiveelements.



Inability or lack of expertise

to understand the business

can be resulted into

No Bottom Line Impact of HRD



5 steps in producing business

led development of people1. Relate investment in the development of people to

the corporate mission and strategy.

2. Produce/analyze a human resource strategy and

establish objectives for human resourcesdevelopment.

3. Formulate an HRD policy to meet those HRD

objectives.

4. Agree on specific, measurable and well-costed

HRD plans that will make HRD policy operational .

5. Establish mechanisms for monitoring, feedback

and further relevant action.



IV. ESTABILSHING HRD NEEDS

AND PRIORITIES

RELATED TOPRODUCTIVITY

The most difficult task is:

To identify and agreed on the ³GAPS´ inproductivity that HRD intending to tackle

and set their priorities



Process for identifying and

prioritizing needs

1. Working Parties:

2. Collaborative Action3. Quality Circles:

4. Use of Consultants



Activities required in

collaboration b/t specialist

and line managers

1. Identifying problem areas

2. Deciding on action to be taken3. Agreeing on priorities for action



Identifying problem

areas1) Define the meaning of ³productivity´ in

relation to each job.

³productivity tended to be differently definedfrom factory to factory.´

2) Analyze productivity objectives and methodsof measuring performance

3) Examine Problem areas4) Agree on causes of gaps in performance and

possible responses to them



Deciding on Action

F irst establish objectives of productivity and

then see the changes required in present

wor k force

Actions can be:

Training/staff development

Expansion or contraction in workforce

Negotiations of incentives for higher

productivity



Deciding on Action ©

Job or equipment needs to be redesigned

New working methods

C ost & benefit comparative study of all these



Agreeing on Priorities

Require agreement of the experts on 3

points:Most relevant needs to key business objectives

Most relevant needs to individual job and

development goals

What needs will receive recognition and

rewards



Snap of t

his dis

cussion

1. Identify problem areas with respect to

productivity I.e., GAPS in productivity

2. Establish reasons for this GAP3. Decide which GAPS can be tackled by

action related to the development of people

4. Keeping in view future, analyze productivity

objectives, identify changes required inworkforce and agree on most relevant ones

5. Agree on priorities for action



V. SELECTING, DESIGNING

AND COSTING HRD PROG.5 steps involved are:

1. Purpose

2. Program

3. Objectives

4. Design

5. Assessment



1. Purpose of Develop. Activit

To improve overall present productivity

level

To prepare the group concerned to

achieve clearly defined higher levels of

productivity when some change in

operations technology or methodintroduced



Purpose of Develop. Activity

Purpose can be specific or generalized

but Important thing is:

1. Purpose is established

2. Agreed at the top

3. Understanding and commitment at all

levels

4. It leads to relevant learning objectives



Learners consideration in

setting purpose of develop.

the size of the group,

the characteristics and preferred ways

of learning of the learners

and their levels of skill, knowledge and

attitudes compared to those they must

reach by the end of the program



2. Development approach,

assess costs and benefits

Four categories of development

1. Changing the structure and system

2. Changing the culture

3. Learning on and off the job

4. Continuous developmentC ombination of methods sometimes most

effective.



3. Learning Objectives &

Measurement Methods

Must be specific in terms of skills

acquired

Aim should be improving output and

minimizing cost and support productivity

drive.



Learning Objectives &

Measurement Methods ©

Agree on how to express the kind of productivity targets to be achieved

1. In quantifiable its easy to set andmeasure e.g. sales training,supervisor¶s training

2.In less quantifiable, competencybased approaches are used e.g.,customer relations



4. Program Design

Depends upon the nature of training

1. Courses ± internal or external specialist

2. Educational programs

3. Learning on the job



5. Monitoring and Assessment

More regular checks and final

evaluation



VI. ASSESSING THE

IMPACT OF HRD ON

PRODUCTIVITY

Draw up HRD objectives which are

measurable against final resultsIdentify the cost of program

Identify the short and long term benefits

Agree on who is to monitor and assessthe results of program



ASSESSING THE IMPACT

OF HRD ON

PRODUCTIVITY

Assess the outcomes of the program in

relation to the purpose and objectives

set for it at every level ± organizational,

business unit and individual and use

agreed measurement methodsEnsure feedback on results is timely



LESSON OF

PRESENTATION1. Successful HRD is a continuous

process

2. HRD practioners must be professionals



THANKS

&Q & A

Documents

Productivity Mgt. Presentation