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Reinventing HR in the Era of Artificial Intelligence
Published in Vikas Garg, Rashmi Agrawal, Transforming Management Using Artificial Intelligence Techniques, 2020
Performance management is a process that ensures that the organization can communicate and connect its vision with the job of employees. It broadly focuses on two activities: evaluation of employee performance, and assisting employees to develop their action plans to improve performance. Effective performance management systems have multiple benefits and positive outcomes such as clarification of organizational expectations from employees and setting job responsibilities; improving the productivity of individual as well as of group; enhancing the employee capability through regular feedbacks; aligning the employee role and behavior with the organization’s values and mission statements; transparency in HR decisions and improving the communication between managers and their teammates.
Human Resource Management
Published in Adedeji B. Badiru, Abidemi S. Badiru, Adetokunboh I. Badiru, Mechanics of Project Management, 2018
Adedeji B. Badiru, Abidemi S. Badiru, Adetokunboh I. Badiru
Connecting with the Employee is a basic requirement of managing human resource performance. Unbiased leadership means not judging others based on one’s own values. As a leader, a project manager cannot be a good communicator if he/she is not a good listener. The LINK (Look, Inquire, Note, Know) concept for connecting with employees requires that the leader exhibit empathy for the employee’s specific needs. Managing human resource performance requires the following:1.Managing employee information2.Setting and managing goals3.Documenting ongoing performance events4.Developing employee performance improvement and advancement and strategies
Construction Management
Published in Abdul Razzak Rumane, Handbook of Construction Management, 2016
Training and development helps in optimizing the utilization of human resources that further helps the employee to achieve the organizational goals as well as their individual goals. It also helps to provide opportunity and broad structure for the development of human resources’ technical and behavioral skill in an organization. Training and development process cycle has mainly five steps or phases. These are as follows: Needs assessmentDevelopmentTraining implementationAssessment (Evaluation)Follow up
Quality process control and resourcing in manufacturing firms
Published in Production Planning & Control, 2023
Salah Haridy, Udechukwu Ojiako, Ahmed Maged, Mezoon Al Remeithi, Hamdi Bashir, Mohammad Shamsuzzaman
Small firms represent the economic backbone of most national economies (World Bank 2019). Despite the criticality of quality to their operations (Gunasekaran, Forker, and Kobu 2000; Desai 2008), small firms (including those in manufacturing) are prone to several factors which serve as drawbacks to their full engagement in quality management schemes. One such factor is that they regularly experience human resources/manpower limitations and constraints (Desai 2008; Kumar, Khurshid, and Waddell 2014; Pešalj, Pavlov, and Micheli 2018; Ben Arab 2020; Toke and Kalpande 2020; Sun and Zhang 2023). Human resources (i.e. employees) play a central role in identifying defects in manufacturing output and also in maintaining or improving quality (Liao, Soltani, and Wilkinson 2023). Yet, the reality is that small manufacturing firms experience not only substantial human resources/employee constraints but also generally have limited available expertise that they can call upon (see Clegg 2018).