With
Human ResouRce
management
Human Resource Management
Activities designed to provide for and
coordinate the human resources...
Human ResouRce Functions
Human Resource Functions
Tasks and duties performed in large and
small organizations to provide ...
Human ResouRce Functions
.1 , ,Human resource planning recruitment
and selection
.2 Human resource development
.3 Compensa...
WHo PeRFoRms tHe Human
ResouRce Functions?
Operating manager
Person who manages people directly
involved with the product...
WHo PeRFoRms tHe Human
ResouRce Functions?
Human resource
generalist
 Person who
devotes a majority
of working time to
hu...
The human ResouRce
DepaRTmenT
 –Primary function Provide support to
operating managers on all human
resource matters
Ful...
The human ResouRce
DepaRTmenT
:Other functions
Customarily organizes and coordinates
hiring and training
Maintains perso...
RegulaToRy changes
Organizations face new regulations
:routinely issued in areas of
Safety and health
Equal employment o...
sTRucTuRal changes To
oRganizaTions
Downsizing
Laying off large
members of
managerial and other
employees
Outsourcing
 S...
sTRucTuRal changes To
oRganizaTions
Rightsizing
 Continuous and
proactive assessment
-of mission critical
work and its st...
Technological anD manageRial
changes wiThin oRganizaTions
Computerized information systems are now
being used to maintain...
Technological and Managerial
changes wiThin organizaTions
Many organizations have implemented
-Web based human resource s...
Technological and Managerial
changes wiThin organizaTions
Empowerment
Form of decentralization that involves giving
subor...
huMan resource ManageMenT in
The FuTure
Human resource managers must be
’integrally involved in organization s
-strategic...
huMan resource ManageMenT in
The FuTure
Becoming more familiar with the
:business
Know the company strategy and business
...
coMMunicaTing huMan resource
PrograMs
Communication
The transfer of information that is
meaningful to those involved
Hu...
guidelines For coMMunicaTing
huMan resource PrograMs
Avoid communicating in peer group or
“ - ”privileged class language ...
Guidelines for CommuniCatinG
Human resourCe ProGrams
Transmit information and not just data
 ’Don t ignore perceptual an...
Guidelines for CommuniCatinG
Human resourCe ProGrams
Data
Raw material from
which information is
developed
composed of ...
ContaCt us
 :-Website
:// . . / .http www imeshlab com HRM IM
 - :-E mail
.enquiry@imeshlab co
m
 :- +Ph 91 8146677988
...
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Human resource management

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Brief knowledge about Human resource management, function, Human resource department, regularity changes, structural changes to organizations, Future and guidelines.

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  • New regulations require significant paperwork and changes in operating procedures
    Decisions made by courts on human resource requires implementation of findings by managers
  • Human resource management

    1. 1. With
    2. 2. Human ResouRce management Human Resource Management Activities designed to provide for and coordinate the human resources of an organization Traditionally referred to as personnel administration or personnel management 1-2
    3. 3. Human ResouRce Functions Human Resource Functions Tasks and duties performed in large and small organizations to provide for and coordinate human resources Talent management The broad spectrum of HR activities ’involved in obtaining and managing firm s human resources 1-3
    4. 4. Human ResouRce Functions .1 , ,Human resource planning recruitment and selection .2 Human resource development .3 Compensation and benefits .4 Safety and health .5 Employee and labor relations .6 Human resource research 1-4
    5. 5. WHo PeRFoRms tHe Human ResouRce Functions? Operating manager Person who manages people directly involved with the production of an ’organization s products or services Production manager in a manufacturing ,plant loan manager in a bank 1-5
    6. 6. WHo PeRFoRms tHe Human ResouRce Functions? Human resource generalist  Person who devotes a majority of working time to human resource ,issues but does not specialize in .any specific areas Human resource specialist  Person specially trained in one or more areas of human resource management  labor relations ,specialist wage and salary specialist 1-6
    7. 7. The human ResouRce DepaRTmenT  –Primary function Provide support to operating managers on all human resource matters Fulfills a traditional staff role and acts in an advisory capacity  ,Depending upon the organization functions may be split between operating managers and human resource department 1-7
    8. 8. The human ResouRce DepaRTmenT :Other functions Customarily organizes and coordinates hiring and training Maintains personnel records  ,Acts as a liaison between management ,labor and government Coordinates safety programs 1-8
    9. 9. RegulaToRy changes Organizations face new regulations :routinely issued in areas of Safety and health Equal employment opportunity Pension reform Quality of work life 1-9
    10. 10. sTRucTuRal changes To oRganizaTions Downsizing Laying off large members of managerial and other employees Outsourcing  Subcontracting work to an outside company that specializes in that particular type of work 1- 10
    11. 11. sTRucTuRal changes To oRganizaTions Rightsizing  Continuous and proactive assessment -of mission critical work and its staffing requirements Reengineering Fundamental rethinking and radical redesign of business processes to achieve dramatic ,improvements in cost , ,quality services and speed 1- 11
    12. 12. Technological anD manageRial changes wiThin oRganizaTions Computerized information systems are now being used to maintain easily accessible employee data that are valuable in job placement and labor utilization  ,Also being used in employee training ,succession planning and compensation ,management and to track and report affirmative action activity 1- 12
    13. 13. Technological and Managerial changes wiThin organizaTions Many organizations have implemented -Web based human resource systems that allow employees to complete many - .HR related tasks online Referred to as electronic human ( )resources eHR 1- 13
    14. 14. Technological and Managerial changes wiThin organizaTions Empowerment Form of decentralization that involves giving subordinates substantial authority to make decisions -Self managed work teams Groups of peers that are responsible for a particular task or area 1- 14
    15. 15. huMan resource ManageMenT in The FuTure Human resource managers must be ’integrally involved in organization s -strategic and policy making activities  :Human resource managers need to Overcome negative impressions and biases sometimes associated with this field  -Become well rounded businesspeople Understand business complexities and strategies 1- 15
    16. 16. huMan resource ManageMenT in The FuTure Becoming more familiar with the :business Know the company strategy and business plan Know the industry Support business needs Spend more time with the line people Keep your hand on the pulse of the organization Learn to calculate costs and solutions in hard numbers 1- 16
    17. 17. coMMunicaTing huMan resource PrograMs Communication The transfer of information that is meaningful to those involved Human resource managers must develop an appreciation for the importance of communication 1- 17
    18. 18. guidelines For coMMunicaTing huMan resource PrograMs Avoid communicating in peer group or “ - ”privileged class language by focusing on the audience  ’Don t ignore cultural and global aspects of communication Back up communications with management action Periodically reinforce employee communications 1- 18
    19. 19. Guidelines for CommuniCatinG Human resourCe ProGrams Transmit information and not just data  ’Don t ignore perceptual and behavioral ;aspects of communication anticipate employee reactions and act accordingly 1- 19
    20. 20. Guidelines for CommuniCatinG Human resourCe ProGrams Data Raw material from which information is developed composed of facts ,that describe places , ,people things or events and that have not been interpreted Information Data that have been interpreted meet a need of one or more managers 1- 20
    21. 21. ContaCt us  :-Website :// . . / .http www imeshlab com HRM IM  - :-E mail .enquiry@imeshlab co m  :- +Ph 91 8146677988  :For more info :// . . /http www imeshlab com 1- 21
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