AFRINIC HUMAN RESOURCES PRESENTATION Table of

Transcript:AFRINIC HUMAN RESOURCES PRESENTATION Table of:
AFRINIC HUMAN RESOURCES PRESENTATION Table of Contents Organisational Structure and Recruitment ISO Performance Management System Training Needs Analysis Human Resources Management System Communication process Travel Welfare MOTIVATION DIRECTION COMPETENCIES PERFORMANCE MOTIVATION Organisational Effectiveness Alignment with corporate objectives Competencies Motivation Performance MOTIVATION Human Resources Activities - Interrelationships Strategic Plans Environment Organisation Employee Sourcing Employee Relations Reward Management Employee Development Employee Services Human Resources Strategies Management Development Job/ Role Analysis Training Recruitment & Selection Organisational Effectiveness Job Design Organisation Design Performance Management Human Resource Planning Employment & Administration Industrial Relations Employee Benefits Paying for Performance Pay Systems Job Evaluation Employment Practices Welfare Health & Safety Communications Involvement & Participation Information Systems Corporate Organisational Effectiveness Motivation Competencies Alignment ORGANISATIONAL STRUCTURE & RECRUITMENT MOTIVATION 04/05/12 Organisational Structure & Recruitment MOTIVATION 04/05/12 Organisational Structure & Recruitment OBEJCTIVE: To ensure organisational effectiveness Recruitment of top managers Techniques used: Personality Profile Testing Panel Interviewing Written Assignment MOTIVATION 04/05/12 Organisational Structure & Recruitment Recruitment of Heads of Department: MOTIVATION 04/05/12 Organisational Structure & Recruitment Other Recruitments MOTIVATION Organisational Structure & Recruitment Recruitments to be completed during the year: ISO 9001:2008 CERTIFICATION MOTIVATION 04/05/12 ISO 9001:2008 Certification How does ISO help in improving the services provided by the company? Well defined and documented procedures Improve the consistency of output. Quality is constantly measured Procedures ensure corrective action is taken whenever defects occur. Defining procedures identifies current practices that are obsolete or inefficient. Documented procedures are easier for new employees to follow. Time frame Selection of the Awarding Body for ISO (DONE) We chose SGS (Mauritius) Ltd for its professionalism and knowledge of the African context. Training of Staff on ISO (MAY) Selection of an ISO Audit Consultant for follow up (MAY) Reviewing of existing Policies and procedures and Introduction of new Policies & Procedures Preparing for the blank Audit Final Audit for Award 1 2 3 4 5 7 6 PERFORMANCE MANAGEMENT SYSTEM MOTIVATION 04/05/12 Performance Management System The objectives of the PMS are to: Align the individual goals, departmental goals and organizational goals Create transparency in achievement of goals Help setting measurable goals Provide well documented and communicated process documentation Improve employee engagement because everyone understands how he is directly contributing to the organization's high level goals Improve communication between boss and subordinate Help individual development MOTIVATION 04/05/12 Overview of Performance Management MOTIVATION PERFORMANCE MANAGEMENT SYSTEM Key steps for the implementation: Having clear Job Descriptions Identifying the KRAs