STRUCTURE OF THE NEW PEOPLE MANAGEMENT:
The old Human Resource Development is being replaced by the New People management. It would play a role much broader in scope, much stronger in impact and much more permanent in effect. The NPM makes the entire organisation its area of operation.
This involves long-term vacancy filling measures. It translates strategies into a manpower plan and develops a hiring programme accordingly. People with the right combination of knowledge, experience, values , skills and behaviour are absorbed to meet the corporate objectives.
2] PERFORMANCE MANAGEMENT:
To ensure that the talent they have attracted achieve their goals, companies use NPM to create appropriate working conditions. Jobs are evaluated so that the individuals best suited to carry them out are assigned to it. Corporate and employee interests are balanced by designing individual careers.
3] TRAINING AND DEVELOPMENT:
As change overtakes the stable environment, organisational goals are changing rapidly. Naturally tasks that people perform are also changing. The function of the NPM is to bridge the gap between the abilities the individuals possess and those, which they need to fulfil those tasks, by training and development.
4] APPRAISAL AND REWARD:
Evaluation and compensation are being used to directly link organisational objectives to individual performance. Bu ensuring that individual rewards are available only when corporate goals re met, the NPM successfully prevents people from expanding their energies on activities that bear no relationship to the organisation.
5] ORGANISATIONAL EXIT:
A planned separation from employees whose contribution is no longer adds value to the organisation is becoming important either because bloated wage bills have to be rationalised or because the company has moved into a different stage of existence where a new set of skill is necessary.
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