TNA is Not only for HR People but for All

TNA is Not only for HR People but for All..........

Invite clients, past participants, or managers to lunch on a regular basis. Let them discuss their problems and frustrations guided by your questions, and don’t even mention training. Your job is to guide, listen and interpret in a natural and conversational manner. Once the information is gathered, go back to your office, think about things and call back with either more questions or possibly a solution. Managers do have time for short encounters, and they actually like the opportunity to discuss their issues. They don’t, however, have time or resources to tackle the massive Training Needs Analysis project.

The Quick, Performance-Based, Consultative Approach addresses performance problems in small digestible chunks. Conduct short meetings that take place on a regular basis. If you and a couple of colleagues take on this task, over time you will reach a great deal of the organization and certainly heighten your profile. You will become the company problem solvers: a prestigious position. Your organization will achieve excellence through gradual improvement.

The following checklists will guide your performance during and after meetings.

Performance Analysis Summary
- Define the problem.
- Describe required performance.
- Identify potential causes.
- Test each potential cause.
- Confirm the cause(s).

Using of Digital Technology and ICT for Better Human Capital Management!

Using of Digital Technology and ICT for Better Human Capital Management!

Employees are now recognized as the key asset of companies as capital. Identifying, attracting, recruiting, and retaining the right talent, utilizing the talent productively for the organizations is one of major challenging concern for HR Department. HR is now facing all these challenges in their day to day operations. The overall purpose of HR is to ensure that the organization is able to achieve success through people.

Over the past thirty-plus years, we have seen the emergence of the personnel department and have participated in the transformation of this role from that of an administrator to, more recently, a critical component in the competitive success of the business. When HR first began to surface as a function in business, executives and other decision makers were focused on tangible goods and financial resources. Earlier HR’s role was to support back-office functions, mainly legislation requirements, payroll, and personnel data maintenance. Fast forward to today—now, every CEO speaks of the people behind the corporation’s success.

Indeed technology plays a vital role for achieving this recognition for HRD. Digital Technology like RFID, Biometrics and a number of software & hardware components assist HR to go up to this high. If anyone interested to know more about the benefits about using Digital Technology and ICT for Better Human Capital Management please feel free to email me.

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