Steps in The Decision Process

Steps in The Decision Process

All human beings are faced with certain situations in their everyday life, where they need to take important decisions. However, decisions that are made without any planning have a risk of leading to failure. To avoid such problems, it is necessary to take decisions in an organized way. This can be done by following these 6 steps of decision-making.

Decision-making is usually defined as the act of making up your mind about something. However, the process of decision-making is not as easy as it sounds. There are certain important decisions that you have to make which can change the course of your life. Even at a workplace, one is confronted with problems or dilemmas, where the solutions should cater to the need of others around you. Such decisions have to be made in a careful way, especially if it is going to affect you monetarily, or if it is going to bring major changes in your life. Thus, it is important to take decisions in a systematic way, so that the decision you make has high chances of being successful. The article here discusses the 6 steps to decision-making process, that can help in clarifying certain things in your mind before you take the final decision. These steps will also help enhance your decision-making skills for different types of decision-making.

How to Make a Decision in Six Steps

1. Defining the Problem: The first step towards a decision-making process is to define the problem. Obviously, there would be no need to make a decision without having a problem. So, the first thing one has to do is to state the underlying problem that has to be solved. You have to clearly state the outcome that you desire after you have made the decision. This is a good way to start, because stating your goals would help you in clarifying your thoughts.
2. Develop Alternatives: The situation of making a decision arises because there are many alternatives available for it. Hence, the next step after defining the main problem would be to state out the alternatives available for that particular situation. Here, you do not have to restrict yourself to think about the very obvious options, rather you can use your creative skills and come out with alternatives that may look a little irrelevant. This is important because sometimes solutions can come out from these out-of-the-box ideas. You would also have to do adequate research to come up with the necessary facts that would aid in solving the problem.
3. Evaluate the Alternatives: This can be said to be one of the most important stages of the decision-making process. This is the stage where you have to analyze each alternative you have come up with. You have to find out the advantages and disadvantages of each option. This can be done as per the research you have done on that particular alternative. At this stage, you can also filter out the options that you think are impossible or do not serve your purpose. Rating each option with a numerical digit would also help in the filtration process.
4. Make the Decision: This is the stage where the hard work you have put in analyzing would lead to a proper decision. The evaluation process would help you with clearly looking at the available options and you have to pick whichever you think is the most applicable. You can also club some of the alternatives to come out with a better solution instead of just picking out any one of them.
5. Implement the Solution: The next obvious step after choosing an option would be implementing the solution. Just making the decision would not give the result one wants. Rather, you have to carry out on the decision you have made. This is a very crucial step because all the people involved in implementation of a solution should know about their implications. This is very essential for the decision to give successful results.
6. Monitor your Solution: Just making a decision and implementing it, is not the end of the decision-making process. It is crucial to monitor your decision regularly once they are implemented. At this stage, you have to keep a close eye on the progress made by implementing the solutions. You may need to measure the results of implementations against your expected standards. Monitoring of solutions since early stage may also help you to alter your decisions, if you notice deviation of results from your expectations.

These 6 steps to decision-making process may, at first, seem very complicated. However, these are essential decision-making techniques that would aid you in taking proper decisions in your personal as well as professional life. Moreover, decision-making is an ongoing process and will never come to a standstill.

Opinion: Previous apologize if in the opinion less willing to give this opinion I argued with the objective. In essence, human beings are born to live with each other mutual help between neighbors, but sometimes in taking a decision in life people need other people to ask for the opinion. If we can not make a decision we will not be able to live because we will be faced with the dilemma of life that is very scary. The steps are given to facilitate us in making decisions, it is able to serve targeted help us if we are serious and careful in menjalai problems we face.

Source :   http://www.buzzle.com/articles/6-steps-to-decision-making-process.html

Melissa menchester-dont cry out loud

Baby cried the day the circus came to town
'cause she didn't want parades just passin' by her
So she painted on a smile and took up with some clown
While she danced without a net upon the wire
I know a lot about 'er 'cause, you see
Baby is an awful lot like me

Don't cry out loud
Just keep it inside, learn how to hide your feelings
Fly high and proud
And if you should fall, remember you almost had it all

Baby saw that when they pulled that big top down
They left behind her dreams among the litter
The different kind of love she thought she'd found
There was nothin' left but sawdust and some glitter
But baby can't be broken 'cause you see
She had the finest teacher-that was me-I told 'er

Don't cry out loud
Just keep it inside and learn how to hide your feelings
Fly high and proud
And if you should fall, remember you almost had it all

Don't cry out loud
Just keep it inside and learn how to hide your feelings
Fly high and proud
And if you should fall, remember you almost made it

Don't cry out loud
Just keep it inside and learn how to hide your feelings
Fly high and proud
And if you should fall, remember you almost had it all

Human Resource Management

By the time enough theoretical evidence existed to make a business case for strategic workforce management, changes in the business landscape (a là Andrew Carnegie, John Rockefeller) and in public policy (a là Sidney and Beatrice Webb, Franklin D. Roosevelt and the New Deal) had transformed the employer-employee relationship, and the discipline was formalized as "industrial and labor relations". In 1913, one of the oldest known professional HR associations—the Chartered Institute of Personnel and Development—was founded in England as the Welfare Workers' Association, then changed its name a decade later to the Institute of Industrial Welfare Workers, and again the next decade to Institute of Labour Management before settling upon its current name. Human resource management (HRM, or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labor union).
HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transactional work such as payroll and benefits administration, but due to globalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion.
In startup companies, HR's duties may be performed by a handful of trained professionals or even by non-HR personnel. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have created programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations likewise seek to engage and further the field of HR, as evidenced by several field-specific publications.

History
HR spawned from the human relations movement, which began in the early 20th century due to work by Frederick Taylor in lean manufacturing. Taylor explored what he termed "scientific management" (later referred to by others as "Taylorism"), striving to improve economic efficiency in manufacturing jobs. He eventually keyed in on one of the principal inputs into the manufacturing process—labor—sparking inquiry into workforce productivity.
The movement was formalized following the research of Elton Mayo, whose Hawthorne studies serendipitously documented how stimuli unrelated to financial compensation and working conditions—attention and engagement—yielded more productive workers. Contemporaneous work by Abraham Maslow, Kurt Lewin, Max Weber, Frederick Herzberg, and David McClelland formed the basis for studies in organizational behavior and organizational theory, giving room for an applied discipline.
Likewise in the United States, the world's first institution of higher education dedicated to workplace studies—the School of Industrial and Labor Relations—was formed at Cornell University in 1945.
During the latter half of the 20th century, union membership declined significantly, while workforce management continued to expand its influence within organizations. "Industrial and labor relations" began being used to refer specifically to issues concerning collective representation, and many companies began referring to the profession as "personnel administration". In 1948, what would later become the largest professional HR association—the Society for Human Resource Management (SHRM)—was founded as the American Society for Personnel Administration (ASPA).
Nearing the 21st century, advances in transportation and communications greatly facilitated workforce mobility and collaboration. Corporations began viewing employees as assets rather than as cogs in machine. "Human resources management", consequently, became the dominant term for the function—the ASPA even changing its name to SHRM in 1998."Human capital management" is sometimes used synonymously with HR, although human capital typically refers to a more narrow view of human resources; i.e., the knowledge the individuals embody and can contribute to an organization. Likewise, other terms sometimes used to describe the field include "organizational management", "manpower management", "talent management", "personnel management", and simply "people management".

In popular media

HR has been portrayed in several instances of popular media. On the U.S. television series of The Office, HR representative Toby Flenderson is sometimes seen as a nag because he constantly reminds coworkers of company policies and government regulations. Long-running American comic strip Dilbert also frequently portrays sadistic HR policies through character Catbert, the "evil director of human resources".  An HR manager is also the title character in the 2010 Israeli film The Human Resources Manager.

Practice

 Business function

HR's overarching mission has been compartmentalized by industry expert Dave Ulrich as four-fold: (1) aligning HR and business strategy (strategic partner), (2) re-engineering organization processes (administration expert), (3) listening and responding to employees (employee champion), and (4) managing transformation and change (change agent).
In practice, HR is responsible for employee experience during the entire employment lifecycle. It is first charged with attracting the right employees through employer branding. It then must select the right employees through the recruitment process. HR then onboards new hires and oversees their training and development during their tenure with the organization. HR assesses talent through use of performance appraisals and then rewards them accordingly. In fulfillment of the latter, HR may sometimes administer payroll and employee benefits, although such activities are more and more being outsourced, with HR playing a more strategic role.
At the macro-level, HR is in charge of overseeing organizational leadership and culture. HR also ensures compliance with employment and labor laws, which differ by geography, and often oversees health, safety, and security. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labor union). Consequently, HR, usually through industry representatives, engages in lobbying efforts with governmental agencies (e.g., in the United States, the United States Department of Labor and the National Labor Relations Board) to further its priorities.
The discipline may also engage in mobility management, especially pertaining to expatriates; and it is frequently involved in the merger and acquisition process. HR is generally viewed as a support function to the business, helping to minimize costs and reduce risk.

Careers

There are almost half a million HR practitioners in the United States and thousands more worldwide. The Chief HR Officer is the highest ranking HR executive in most companies and typically reports directly to the Chief Executive Officer and works with the Board of Directors on CEO succession.
Within companies, HR positions generally fall into one of two categories: generalist and specialist. Generalists support employees directly with their questions, grievances, and projects. They "may handle all aspects of human resources work, and thus require an extensive range of knowledge. The responsibilities of human resources generalists can vary widely, depending on their employer's needs." Specialists, conversely, work in a specific HR function. Some practitioners will spend an entire career as either a generalist or a specialist while others will obtain experiences from each and choose a path later. Being an HR manager consistently ranks as one of the best jobs, with a #4 ranking by CNN Money in 2006 and a #20 ranking by the same organization in 2009, due to its pay, personal satisfaction, job security, future growth, and benefit to society.
Human resource consulting is a related career path where individuals may work as advisers to companies and complete tasks outsourced from companies. In 2007, there were 950 HR consultancies globally, constituting a USD $18.4 billion market. The top five revenue generating firms were Mercer, Ernst & Young, Deloitte, Watson Wyatt (now part of Towers Watson), Aon (now merged with Hewitt), and PwC consulting. For 2010, HR consulting was ranked the #43 best job in America by CNN Money.

Opinion :

Human Resources Development is a framework to assist employees in developing their knowledge of personal and organizational skills, and abilities. In developing our human resource day should not be arbitrary because it could hurt the company or entity other uasaha. Human resource development to train employees, employee career development, organizational development, training, mentoring, management, development and other.