Introduction Human Resource Management (HARM) is a planned approach to managing people effectively for performance. It aims to establish a more open, flexible and caring management style so that staff will be motivated, developed and managed In a way that they can give of their best to support departments* missions. Good HARM practices are instrumental in helping achieve departmental objectives and enhance productivity.
For the purpose of sharing experience and providing reference In launching HARM initiatives, we have gathered In this booklet some good examples Introduced by departments. HARM Good Practices In Departments Since launching HARM movement In 1994 In the call service, the Call Service Bureau has sponsored and individual departments have Introduced various HARM Annihilates. In taking HARM forward, we need a strategic and Integrated approach In managing people effectively for performance.
In taking a strategic and Integrated approach, HARM Is linked to the department’s strategic direction In a systematic way. Such an approach is often reflected in the following practices – ; clarifying a department’s strategic direction by way of articulating its Vision, Mission and Values statement; ; establishing the strategic linkage and integrating HER programmer through a HARM Plan; and ; projecting its short to long term human resource needs through a Manpower Plan.
At the same time, all managers must adopt a more open, flexible and caring style in managing their staff. Such an approach is reflected in a number of ways. The three most common practices are – ; managing people effectively for performance through an open Performance Management System (MS) that will call for individual objectives tied to departmental objectives, regular coaching, and developing staff on the Job.
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