Job Descriptions Wily Manager Style

Slides:

Advertisements

Similar presentations

Performance Management A d iscussion of Owens Cornings global performance management process (ADP) Ray OLenic e*Employee Leader 8/22/2002.

Advertisements

Presenter: Beresford Riley, Government of

Competencies Are King… Improving organizational and staff performance

Add client logo Elliot Harris FCA DChA Charities Partner Trustees - The Roles, Responsibilities and Challenges a presentation.

Maintaining Industrial Harmony at Work

Introducing ePerformance to UH Managers Monica Morgan,JD, SPHR Director, HR May 2010.

1 Introduction to Workforce Planning and Development in State of Alaska Executive Branch Departments.

Objectives Describe the benefits of performance appraisals List the steps to preparing for an appraisal Define the rule of “Intention and Attention” and.

Volunteer Recognition Honoring and recognizing individuals for their unique contribution to educational program efforts Honoring and recognizing individuals.

OS 352 4/22/08 I. Reminders. Read Hammonds and Combs et al. articles for Thurs. There will be a check of articles so please bring them to class. II.Exam.

Who Should Be Evaluated? All HEO EMPLOYEES  13.3b  One year appointment  Two year appointment  Substitute.

Managing Human Resources Why Have Staff? Why Have Staff? - To advance the objectives and the mission of the organization - To advance the objectives and.

Performance Planning Presented by: Mike Dougherty AVP for Human Resources.

An Introduction to the HR Management Standards for Nonprofits Module 5 Training Learning and Development Please open this link at the beginning of class.

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved

1 Project Management. 2 Definition of a Project ‘A series of unique and connected activities having one goal or purpose and that must be completed by.

Identity & Purpose Desired State Vision 2012 Target Achievements Projection into the external environment Key Successful factors / Value Drivers / Internal.

Human Resource Management

Is a systematic process of evaluating and managing employee performance in order to achieve the best outcomes for a business PERFORMANCE MANAGEMENT.

Human Resource Management Business Concepts and Careers.

Introduction to Human Resource Management

Business Leadership: Becoming a Manager BOG 4E. Emphasis on ….  Descriptive course title  Curriculum changes to better reflect needs of students taking.

HRD Audit. What is HRD? HRD is any process or activity that, either initially or over the longer- term, has the potential to develop adults work-based.

Human Resource Staffing and Performance Management Introduction

© 2001 by Prentice Hall 9-1 Career Development System: Linking Organizational Needs with Individual Career Needs What are the organization’s major strategic.

All Rights Reserved Fundamentals of Entrepreneurship © Oxford Fajar Sdn. Bhd. ( T), – 1.

Aligning HR & Business Strategy. “The long-held notion that HR would become a truly strategic function is finally being realized.”

Building Balanced Scorecards Thompson Leadership Team May 20, 2010 Annette Overton, Quality Performance Department.

Human Resource Staffing and Performance Management Introduction

THE TRAINING STRATEGY MODEL BUSINESS GOALS Establish the priorities BUSINESS PROCESSES Tasks or business model for achieving the goals JOB ROLES Identify.

The business benefits of management and leadership development.

THE BUSINESS BENEFITS OF MANAGEMENT AND LEADERSHIP DEVELOPMENT. THE BUSINESS BENEFITS OF MANAGEMENT & LEADERSHIP DEVELOPMENT, CMI, FEB 2012.

How it applies to the management of AIVRS Programs

Towards a Better World “… handling risk and relationships – Board and Management Perspectives” Nick Chipman PricewaterhouseCoopers Second Summit on Non.

The Second Annual Medical Device Regulatory, Reimbursement and Compliance Congress Presented by J. Glenn George Thursday, March 29, 2007 Day II – Track.

Clinical Audit Identify areas of excellence and areas for improvement Ensures that current practice meets an expected standard.

There are 6 main components to Care Provider’s Committed to Quality Program: Visionary Leadership Mission Statement Customer Satisfaction Employee Satisfaction.

© BLR ® —Business & Legal Resources 1501 Essential HR For Those Who Have Recently Assumed HR Responsibilities.

BP Centro Introduction and market entry to North-East Europe.

©SHRM SHRM Speaker Title Bhavna Dave, PHR Director of Talent SHRM member since 2005 Session 2: Relationship Management Competencies for Early-Career.

RESOURCES AND CORPORATE DEVELOPMENT SCRUTINY COMMITTEE Tuesday 17 th June 2003 RESOURCES DIRECTORATE Julie Alderson Executive Director Resources.

The International Society for Quality in Health Care (ISQua) – Guidelines.

WILY MANAGER Just-in-Time Management Advice The Balanced Scorecard.

Fred R. David Prentice Hall Ch 4-1 Functions of Management Five basic activities – – Planning – Organizing – Motivating – Staffing – Controlling.

PERSPECTIVE OF HUMAN RESOURCE MANAGEMENT

CHAPTER 1: AN INVESTMENT PERSPECTIVE OF HUMAN RESOURCE MANAGEMENT

Chapter Four Leadership Behaviors, Attitudes, and Styles

Country Level Programs

Operational Reviews at the National Cemetery Administration (NCA)

Today’s Agenda The importance of a conversation

Prof. Dr. Dan Dumitru Popescu

CHAPTER 1: AN INVESTMENT PERSPECTIVE OF HUMAN RESOURCE MANAGEMENT

Planning Calendar Summary.

MANAGING HUMAN RESOURCES

Human Resource Management: Gaining a Competitive Advantage

Performance Management Workday Module

Human Resource Staffing and Performance Management

Competency Based Learning and Development

Organizational Ethics

Situational Leadership Ken Blanchard

Business Review Meetings

Business Relationship Management

2017 Business Plan Competition Session 1 June 2, 2017

SST Career Track December 3, 2012.

HUMAN RESOURCE MANAGEMENT

Presentation Time or Sub-Headline Here

Lac La Biche County Library Board

Understanding Motivation

Quality Framework Overview

HUMAN RESOURCE MANAGEMENT

Presentation transcript:

Job Descriptions Wily Manager Style

Agenda What is a POD Components 3 Things www.wilymanager.com

Position Outcomes Descriptions This is not an HR thing Be Outcomes Focused Should be used for the entire lifecycle of an employee Recruiting Development Evaluation Discipline Succession www.wilymanager.com

Components Basic Functions Results to be Achieved Stakeholder Management Metrics used to Evaluate Performance www.wilymanager.com

Basic Functions Who does this position report to? Who reports to this position? What are budgetary or statutory requirements? www.wilymanager.com

Results to be Achieved Specific outcomes required of this position (production, quality, safety, risk management, etc.) “What” Leadership and interpersonal competencies “How” Values and attitudes required “How” www.wilymanager.com

Stakeholder Management Where does this position intersect with others? Who are key stakeholders, and what is the nature of the relationship with this position? www.wilymanager.com

Metrics used to Evaluate Performance Measurement must be meaningful Production Quality Compliance Customer satisfaction Financial Employee Satisfaction/retention www.wilymanager.com

3 Things to Remember You need to take responsibility for your own Position Outcomes Description Use the POD for Recruiting Development Evaluation Discipline Succession Review document at least annually www.wilymanager.com