![HRM-Human Resource Management Group VI Presentation M e m b e r s o f G r o u p - VI Dr.Rinku Tomer Dr.Ekta Chopra Dr.Vineet Sikka Dr.Neelima Dr.Kamal Singh Dr.Richa Gupta Dr.Neeraj Sharma Dr.Najam Ali Khan Mr.Sharad Sharma Mr.Rinku Kumar Dr.Mansi Nagpal Dr.Kalpana Panwar Ms.Monika Mathur Mr.Anil Kumar Dr.Sunaina Bhatti Mr.Ravish Kumar ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]](https://image.slidesharecdn.com/hrm-presentation15sept09dha-091001100111-phpapp02/85/HR-Management-Presentation-15Sept09-DHA-Members-1-320.jpg)
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HR Management Presentation 15Sept09 DHA Members
- 10. Grievance Handling Mechanism: Grievance should be reported to immediate reporting officer Grievance should be reported in writing to Dept/ Section Hd. Officer should be able to solve within 1day Grievance should be discussed jointly with HoD & HR Mgr. Dept. Head should be able to solve within 3 working days Grievance should put to CEO – whose decision should be binding to all concerned If still unresolved, Employee Retention & Grievance Handling GRIEVANCE : It’s a discontent or dissatisfaction caused by various reasons in hospitals. How to win the workforce : 5 Pillar Leadership - Sustained focus on people, Service, Quality, Finance & Growth
- 15. Perceived Challenges: Culture Leadership Managerial & Team Effectiveness Spotting, utilizing & multiplying talent In current Scenario : Fast changes in management structures Knowledge & Skill improvements Increase in Competition. Growing Customer Expectations New emerging business models Increase in Product Innovations Make inter-personnel relations more productive. Reducing the adjustment time of groups. Personnel Management & Policy Formulation Change Management
- 16. HRM : Challenges in Healthcare Success Healthcare Customers Internal Customer (Employees) External Customer (Patients) Organizational Success Patient satisfaction Employee Satisfaction
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- Present the slide as a way to recap three core concepts within Performance Dialogue. Performance Dialogue is about: cascading and communicating the university’s goals and objectives to each faculty/department; aligning individual/collective performance with the university’s goals (through the three distinct phases); promoting the ongoing process of dialogue and communication. That supports a culture of ongoing feedback and development (particularly in the Managing & Coaching for Performance phase). That ensures that individual/team/organizational performance drives towards the realization of the university’s mission. Performance Dialogue is a key management tool that gets us where we want to be as an organization.