Syllabus.pdf
•
0 likes•1 view
Strategic Human Resource Management discusses several key aspects of strategic HR. It addresses 1) how factors like technology, demographics, and diversity impact HRM's investment perspective, 2) the strategic role and planning of HR including succession planning, 3) strategic perspectives on recruitment, training, and development like using temporary vs permanent employees, and 4) strategic performance management, feedback, compensation including internal and external equity. It also discusses 5) employee separation issues around reduction in force, turnover, and international HRM strategic issues.
Report
Share
Report
Share
Download to read offline
Recommended
2. HR Planning-Basic.pptx
HR planning involves systematically anticipating and meeting an organization's human resource needs. It includes analyzing current HR needs, identifying future needs, and developing actions to ensure the organization has the right number and type of employees. The goals of HR planning are to support organizational growth, develop new skills as needed, and adapt to changes in organizational structure or stage. It requires considering micro factors like current HR strengths and weaknesses, meso factors like industry trends and demographics, and macro factors such as the political, economic, social, and technological environment. Benefits of effective HR planning include lower costs, coordinated HR programs, improved resource utilization, timely recruitment, and better talent development.
UNIT 1-HRM.ppt
Human resource management involves planning, organizing, and managing human resources within an organization to help achieve its goals. It includes activities like recruitment, training, performance management, and compensation. The objectives of HRM are to ensure the best use of human resources, arrange adequate staffing levels, offer training and development opportunities, and maintain high employee morale. Strategic HRM links human resource strategies to the overall business strategy to improve organizational performance and gain a competitive advantage through people. It focuses on developing, maintaining, and making the best use of the knowledge, skills, creativity, and motivation of the workforce.
Hrm intro 2007 ppt
The document discusses various aspects of human resource management including the definition, objectives, functions, and processes involved in HRM such as human resource planning, recruitment, selection, induction, job analysis, and job design. It explains key HRM concepts like managing the workforce, acquiring and developing employee skills, and helping achieve organizational goals.
Saaa
Human resource management (HRM) involves planning, implementing, and managing various human resource functions within an organization, including recruitment, selection, training, career development, and more. The scope of HRM includes ensuring personnel needs are met, managing employee welfare, and handling industrial relations. HRM aims to make optimal use of human resources to foster individual development and comply with legal mandates. Key HRM roles include staffing the organization, recruiting and training employees, managing performance, and ensuring compliance with regulations. As a management discipline, HRM incorporates theories from psychology, sociology, and biology but often relies on simplistic models that do not fully capture the complex constraints of human behavior within organizations.
Introduction to HRM
This document covers the key concepts and functions of human resource management including: the concept of HRM, the role and competencies of HR managers, HR policies, and emerging challenges. It defines HRM and discusses its objectives and functions. It describes the roles of HR managers as counselors, trainers, problem solvers, and advisors. It also outlines the competencies required of HR managers including human relations, decision making, leadership, technical, communication, and motivational skills. Furthermore, it explains the purpose and development of HR policies within organizations.
Notes hrad mod 1 and mod 2 partly
The document provides an introduction to strategic human resource management (SHRM). It defines SHRM and discusses how it integrates traditional HR activities with an organization's overall strategic planning. The document then asks and answers several questions about key HR concepts like HRM, SHRM, HCM, HRP, and the SHRM process. Barriers to SHRM implementation and factors affecting HRP are also discussed.
CH-1&2-introduction-of-hrm...ppt
Human resource management (HRM) involves managing an organization's workforce, including hiring, training, compensation, and firing. The key aspects of HRM include ensuring the best use of human resources to fulfill organizational and individual goals, as well as managing policies and practices related to people at work. HRM aims to match an organization's needs with the skills and abilities of its employees. It is a critical managerial function that influences employee motivation and productivity. The effective management of human resources is essential for organizational success.
ch-1-introduction-of-hrm.ppt human resource management introduction
This document provides an introduction to human resource management (HRM). It defines HRM as planning, organizing, directing and controlling the procurement, development, compensation, integration, maintenance and separation of human resources to accomplish individual, organizational, and social objectives. The document discusses the meaning, definition, objectives and scope of HRM. It also outlines the differences between HRM and personnel management, functions of HRM, benefits provided by companies, significance of HRM, and evolution of HRM in India and the qualities of an HR manager.
Recommended
2. HR Planning-Basic.pptx
HR planning involves systematically anticipating and meeting an organization's human resource needs. It includes analyzing current HR needs, identifying future needs, and developing actions to ensure the organization has the right number and type of employees. The goals of HR planning are to support organizational growth, develop new skills as needed, and adapt to changes in organizational structure or stage. It requires considering micro factors like current HR strengths and weaknesses, meso factors like industry trends and demographics, and macro factors such as the political, economic, social, and technological environment. Benefits of effective HR planning include lower costs, coordinated HR programs, improved resource utilization, timely recruitment, and better talent development.
UNIT 1-HRM.ppt
Human resource management involves planning, organizing, and managing human resources within an organization to help achieve its goals. It includes activities like recruitment, training, performance management, and compensation. The objectives of HRM are to ensure the best use of human resources, arrange adequate staffing levels, offer training and development opportunities, and maintain high employee morale. Strategic HRM links human resource strategies to the overall business strategy to improve organizational performance and gain a competitive advantage through people. It focuses on developing, maintaining, and making the best use of the knowledge, skills, creativity, and motivation of the workforce.
Hrm intro 2007 ppt
The document discusses various aspects of human resource management including the definition, objectives, functions, and processes involved in HRM such as human resource planning, recruitment, selection, induction, job analysis, and job design. It explains key HRM concepts like managing the workforce, acquiring and developing employee skills, and helping achieve organizational goals.
Saaa
Human resource management (HRM) involves planning, implementing, and managing various human resource functions within an organization, including recruitment, selection, training, career development, and more. The scope of HRM includes ensuring personnel needs are met, managing employee welfare, and handling industrial relations. HRM aims to make optimal use of human resources to foster individual development and comply with legal mandates. Key HRM roles include staffing the organization, recruiting and training employees, managing performance, and ensuring compliance with regulations. As a management discipline, HRM incorporates theories from psychology, sociology, and biology but often relies on simplistic models that do not fully capture the complex constraints of human behavior within organizations.
Introduction to HRM
This document covers the key concepts and functions of human resource management including: the concept of HRM, the role and competencies of HR managers, HR policies, and emerging challenges. It defines HRM and discusses its objectives and functions. It describes the roles of HR managers as counselors, trainers, problem solvers, and advisors. It also outlines the competencies required of HR managers including human relations, decision making, leadership, technical, communication, and motivational skills. Furthermore, it explains the purpose and development of HR policies within organizations.
Notes hrad mod 1 and mod 2 partly
The document provides an introduction to strategic human resource management (SHRM). It defines SHRM and discusses how it integrates traditional HR activities with an organization's overall strategic planning. The document then asks and answers several questions about key HR concepts like HRM, SHRM, HCM, HRP, and the SHRM process. Barriers to SHRM implementation and factors affecting HRP are also discussed.
CH-1&2-introduction-of-hrm...ppt
Human resource management (HRM) involves managing an organization's workforce, including hiring, training, compensation, and firing. The key aspects of HRM include ensuring the best use of human resources to fulfill organizational and individual goals, as well as managing policies and practices related to people at work. HRM aims to match an organization's needs with the skills and abilities of its employees. It is a critical managerial function that influences employee motivation and productivity. The effective management of human resources is essential for organizational success.
ch-1-introduction-of-hrm.ppt human resource management introduction
This document provides an introduction to human resource management (HRM). It defines HRM as planning, organizing, directing and controlling the procurement, development, compensation, integration, maintenance and separation of human resources to accomplish individual, organizational, and social objectives. The document discusses the meaning, definition, objectives and scope of HRM. It also outlines the differences between HRM and personnel management, functions of HRM, benefits provided by companies, significance of HRM, and evolution of HRM in India and the qualities of an HR manager.
ASSIGNMENT.pdf
Strategic human resource management (SHRM) links a company's human resource activities to its strategic goals and objectives to improve business performance and develop an organizational culture that fosters innovation, flexibility, and competitive advantage. The document discusses definitions of SHRM, objectives of SHRM which include resource-based strategies and high commitment management, functions of SHRM such as establishing high-performance practices and developing transformational leadership, elements of SHRM, barriers to SHRM and how to overcome them, and differences between traditional HRM and modern strategic HRM approaches.
hr foecasting and planing vibha
This document discusses strategic human resource forecasting and planning. It begins by explaining the importance of viewing human resources strategically and integrating HR into organizational strategy and planning. It then discusses the concepts of strategy, planning, and forecasting for HR professionals. Finally, it provides an introduction to the subsequent chapters which will profile the HR practices of two companies, Voltas and Onida, and discuss conclusions about strategic human resource management.
Hrm unit 1
Human Resource Management deals with maximizing the effectiveness of employees in an organization to achieve business and individual goals. It involves planning, recruiting, developing, compensating, and retaining employees. The key functions of HRM include staffing, employee compensation and benefits, and job design. HRM has evolved from a narrow focus on personnel management to a more strategic approach that aligns human resource practices with overall business strategy. An effective HRM system helps organizations attract and retain talent, develop employee skills, improve employee motivation and productivity, and utilize human resources efficiently to further business objectives.
Ijrdtvlis26 1426108
This document summarizes a research paper that analyzes the impact of various human resource management (HRM) practices on employee retention in the banking sector in India. It first defines key HRM practices like human resource planning, recruitment and selection, training and development, performance appraisal, career planning, welfare activities, and promotions/transfers. It then discusses factors that influence employee retention such as organizational climate, job satisfaction, employer reputation, and commitment. The document aims to explore how implementing effective HRM practices can help banks better retain talented employees in a competitive environment.
HRM UNIT 2 DEFINITION IMPORTANCE TYPES .
Human resource planning (HRP) involves forecasting an organization's future human resource needs and determining how to meet those needs. The key aspects of HRP include analyzing the current workforce, forecasting future demand and supply of human resources, identifying gaps between demand and supply, and developing action plans to address gaps. The overall goal is to ensure the right number and types of employees are available when needed. HRP is an ongoing process that is influenced by internal and external factors and aims to align human resource needs with organizational objectives through activities like recruitment, training, and retention.
Human Resource Management Strategy
The document discusses human resource management strategy and its importance to firm performance. It notes that HR is critical because service is delivered by people and effective knowledge management translates to competitive advantage. The document then discusses the meaning of strategy, why HR is unique, the need for strategic fit between HR and corporate strategies, and how the context including external environment, workforce, culture, technology and tasks shape the HR system. It also discusses strategic roles within a firm and the importance of consistency in HR policies.
Amity University
This document provides information about a project submitted by two students, Mohit Gupta and Saurabh Malhotra, to their professor Ms. Parul Jhajharia. The project focuses on the Punjab National Bank and covers topics like human resource management, strategic human resource management, the role of HR practitioners, the heritage and profile of the bank, and its vision and mission. The document also discusses the impact of recession on Punjab National Bank, noting that it has been minimal as the bank is government run and there have been no salary cuts.
Unit 1 - Introduction to HRM.pptx Semester 6
This document provides an overview of human resource management (HRM), including its definition, functions, scope, objectives, and changing trends. Key points include:
HRM aims to optimize human resources/employees to achieve organizational and individual goals. It involves planning, organizing, and developing employees while aligning HR policies with business strategies.
The main functions of HRM are planning, staffing, developing, maintaining, and evaluating human resources. HRM also manages relationships, change, and the overall HR system.
The scope of HRM ranges from entry-level HR specialist roles to mid-level HR manager roles to executive-level HR head roles. HRM must address changing trends like increased globalization, diversity
16 hr foecasting and planing vibha
The document provides an overview of strategic human resource forecasting and human resource planning. It discusses the importance of people to organizational success and defines key terms like strategy, planning, and forecasting. It also outlines the process of forecasting, which begins with establishing organizational strategy and strategic options. Chapter 2 focuses on human resource planning and the key considerations for a successful approach. The remaining chapters provide profiles of two companies, Voltas and Onida, and their human resource initiatives.
Hrm full
This document discusses various topics related to human resource management including:
1. Definitions of key terms like HRM, personnel policies, recruitment, selection, training and development.
2. The functions, need and importance of HRM planning, recruitment and selection policies and procedures.
3. Techniques used in recruitment like application forms, interviews, tests and their objectives and limitations.
4. The organization of the HRM department and relationship between line and staff functions. Job analysis, description, evaluation, design and their purposes.
5. Performance appraisal techniques like ranking, paired comparison and their benefits and limitations.
It provides an overview of the essential HR concepts, processes, and techniques
135988925 human-resource-management-notes-mba
This document provides an overview of key concepts in human resource management. It defines HRM, discusses the objectives and scope of HRM, and describes important HRM functions such as recruitment, training, performance management, and compensation. It also covers related topics like strategic HRM, human resource development, job analysis, and team effectiveness. The document is intended as a reference for various aspects of managing human resources in organizations.
Human resource planning
The document discusses human resource planning (HRP), including its objectives, stages, and barriers. HRP involves forecasting an organization's future human resource needs, current supply, identifying gaps, and creating action plans. The key stages are forecasting demand and supply, programming to address gaps, implementation through recruitment and staffing, and ongoing control and evaluation. Barriers to effective HRP include lack of buy-in, financial limitations, and not involving all managers.
humanresourceplanning-130601094900-phpapp01.pdf
The document discusses human resource planning (HRP), including its objectives, stages, and barriers. HRP involves forecasting an organization's future human resource needs, current supply, identifying gaps, and creating action plans. The key stages are forecasting demand and supply, programming to address gaps, implementation through recruitment and staffing, and ongoing control and evaluation. Barriers to effective HRP include lack of buy-in, financial limitations, and not involving all managers.
Human Resource Management
The document discusses human resource management and related challenges. It covers topics such as going global, embracing new technology, managing change and culture, developing human capital, responding to the market, and containing costs. It also discusses demographic and employee concerns, cultural changes, and the functions of HR including planning, organizing, directing, controlling, staffing, development, compensation, motivation, maintenance, and integration.
Introduction to hrm
Human resource management (HRM) involves acquiring, developing, utilizing, and maintaining the workforce in a systematic manner. It is a process consisting of four main functions: acquisition, development, motivation/utilization, and maintenance. Acquisition involves obtaining the right number and type of employees through activities like planning, recruitment, and selection. Development enhances employees' abilities through training and management development. Utilization prepares employees to maximize their contribution through job design, motivation, and performance management. Maintenance ensures employee retention through compensation, discipline, relations, and health/safety. The goal of HRM is to achieve high productivity, quality work life, and organizational goals through an effective HRM system.
Human Resource Management
This document provides an overview of key concepts in human resource management (HRM). It discusses what HR is, key assumptions of HRM, that it is a multidisciplinary field applying economics, psychology, sociology, and law. Some unique aspects of HRM are that it is embedded in all managerial work and authorities. The document also summarizes HR planning functions, recruitment and selection processes, training and development, performance management including different appraisal methods, compensation and benefits, integrating employees, and maintaining employee well-being. It provides historical context on the evolution and increasing challenges of the HRM field.
Human resource management
The document provides an overview of key concepts in human resource management including defining HRM functions, the scope of HRM, HRM objectives from societal, organizational, and personal perspectives, and common HRM activities like recruitment, selection, training, and development. It also discusses integrating HRM strategy with business strategy and analyzing work and job design. Finally, it covers topics like human resource planning, recruiting human resources, and analyzing and designing jobs.
Hrmclassppt 120517090901-phpapp02
Human resource management (HRM) involves developing and implementing people strategies aligned with corporate goals. It includes acquiring, training, evaluating, compensating employees, as well as managing labor relations, health, safety, and fairness. With the rise of seeing employees as resources, HRM aims to maximize return on investment in people while meeting employee needs. HRM goes beyond administrative personnel tasks to envision how management wants employees to contribute to organizational success.
Hr
This document discusses the strategic role of human resource management. It begins by outlining the chapter topics which include an introduction to HRM, the changing environment, strategic planning, and an overview of the book. Key terms are defined such as management process, human resource management, authority, and competitive advantage. The strategic roles of HRM are then examined in several sections that define HRM, discuss its importance and functions within organizations, and the evolution of HRM practices in western countries and China.
humanresourcemanagement-ppt.pdf
Human Resource Management involves functions like recruitment, selection, training and development that deal with an organization's human resources or people dimension. The scope of HRM spans from the entry to exit of employees.
Some key functions and objectives of HRM include supplying competent and willing employees to the organization, being socially responsible and compliant with legal regulations, ensuring organizational effectiveness through strategic planning and employee development, and supporting employees' careers and training. Many companies now outsource various HR activities like recruitment and training.
The context of HRM includes external factors like political, legal and economic conditions, as well as internal factors within the organization like its culture, unions and professional bodies. Analyzing these contexts helps HR adopt a proactive approach
The History of Stoke Newington Street Names
Presented at the Stoke Newington Literary Festival on 9th June 2024
www.StokeNewingtonHistory.com
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
More Related Content
Similar to Syllabus.pdf
ASSIGNMENT.pdf
Strategic human resource management (SHRM) links a company's human resource activities to its strategic goals and objectives to improve business performance and develop an organizational culture that fosters innovation, flexibility, and competitive advantage. The document discusses definitions of SHRM, objectives of SHRM which include resource-based strategies and high commitment management, functions of SHRM such as establishing high-performance practices and developing transformational leadership, elements of SHRM, barriers to SHRM and how to overcome them, and differences between traditional HRM and modern strategic HRM approaches.
hr foecasting and planing vibha
This document discusses strategic human resource forecasting and planning. It begins by explaining the importance of viewing human resources strategically and integrating HR into organizational strategy and planning. It then discusses the concepts of strategy, planning, and forecasting for HR professionals. Finally, it provides an introduction to the subsequent chapters which will profile the HR practices of two companies, Voltas and Onida, and discuss conclusions about strategic human resource management.
Hrm unit 1
Human Resource Management deals with maximizing the effectiveness of employees in an organization to achieve business and individual goals. It involves planning, recruiting, developing, compensating, and retaining employees. The key functions of HRM include staffing, employee compensation and benefits, and job design. HRM has evolved from a narrow focus on personnel management to a more strategic approach that aligns human resource practices with overall business strategy. An effective HRM system helps organizations attract and retain talent, develop employee skills, improve employee motivation and productivity, and utilize human resources efficiently to further business objectives.
Ijrdtvlis26 1426108
This document summarizes a research paper that analyzes the impact of various human resource management (HRM) practices on employee retention in the banking sector in India. It first defines key HRM practices like human resource planning, recruitment and selection, training and development, performance appraisal, career planning, welfare activities, and promotions/transfers. It then discusses factors that influence employee retention such as organizational climate, job satisfaction, employer reputation, and commitment. The document aims to explore how implementing effective HRM practices can help banks better retain talented employees in a competitive environment.
HRM UNIT 2 DEFINITION IMPORTANCE TYPES .
Human resource planning (HRP) involves forecasting an organization's future human resource needs and determining how to meet those needs. The key aspects of HRP include analyzing the current workforce, forecasting future demand and supply of human resources, identifying gaps between demand and supply, and developing action plans to address gaps. The overall goal is to ensure the right number and types of employees are available when needed. HRP is an ongoing process that is influenced by internal and external factors and aims to align human resource needs with organizational objectives through activities like recruitment, training, and retention.
Human Resource Management Strategy
The document discusses human resource management strategy and its importance to firm performance. It notes that HR is critical because service is delivered by people and effective knowledge management translates to competitive advantage. The document then discusses the meaning of strategy, why HR is unique, the need for strategic fit between HR and corporate strategies, and how the context including external environment, workforce, culture, technology and tasks shape the HR system. It also discusses strategic roles within a firm and the importance of consistency in HR policies.
Amity University
This document provides information about a project submitted by two students, Mohit Gupta and Saurabh Malhotra, to their professor Ms. Parul Jhajharia. The project focuses on the Punjab National Bank and covers topics like human resource management, strategic human resource management, the role of HR practitioners, the heritage and profile of the bank, and its vision and mission. The document also discusses the impact of recession on Punjab National Bank, noting that it has been minimal as the bank is government run and there have been no salary cuts.
Unit 1 - Introduction to HRM.pptx Semester 6
This document provides an overview of human resource management (HRM), including its definition, functions, scope, objectives, and changing trends. Key points include:
HRM aims to optimize human resources/employees to achieve organizational and individual goals. It involves planning, organizing, and developing employees while aligning HR policies with business strategies.
The main functions of HRM are planning, staffing, developing, maintaining, and evaluating human resources. HRM also manages relationships, change, and the overall HR system.
The scope of HRM ranges from entry-level HR specialist roles to mid-level HR manager roles to executive-level HR head roles. HRM must address changing trends like increased globalization, diversity
16 hr foecasting and planing vibha
The document provides an overview of strategic human resource forecasting and human resource planning. It discusses the importance of people to organizational success and defines key terms like strategy, planning, and forecasting. It also outlines the process of forecasting, which begins with establishing organizational strategy and strategic options. Chapter 2 focuses on human resource planning and the key considerations for a successful approach. The remaining chapters provide profiles of two companies, Voltas and Onida, and their human resource initiatives.
Hrm full
This document discusses various topics related to human resource management including:
1. Definitions of key terms like HRM, personnel policies, recruitment, selection, training and development.
2. The functions, need and importance of HRM planning, recruitment and selection policies and procedures.
3. Techniques used in recruitment like application forms, interviews, tests and their objectives and limitations.
4. The organization of the HRM department and relationship between line and staff functions. Job analysis, description, evaluation, design and their purposes.
5. Performance appraisal techniques like ranking, paired comparison and their benefits and limitations.
It provides an overview of the essential HR concepts, processes, and techniques
135988925 human-resource-management-notes-mba
This document provides an overview of key concepts in human resource management. It defines HRM, discusses the objectives and scope of HRM, and describes important HRM functions such as recruitment, training, performance management, and compensation. It also covers related topics like strategic HRM, human resource development, job analysis, and team effectiveness. The document is intended as a reference for various aspects of managing human resources in organizations.
Human resource planning
The document discusses human resource planning (HRP), including its objectives, stages, and barriers. HRP involves forecasting an organization's future human resource needs, current supply, identifying gaps, and creating action plans. The key stages are forecasting demand and supply, programming to address gaps, implementation through recruitment and staffing, and ongoing control and evaluation. Barriers to effective HRP include lack of buy-in, financial limitations, and not involving all managers.
humanresourceplanning-130601094900-phpapp01.pdf
The document discusses human resource planning (HRP), including its objectives, stages, and barriers. HRP involves forecasting an organization's future human resource needs, current supply, identifying gaps, and creating action plans. The key stages are forecasting demand and supply, programming to address gaps, implementation through recruitment and staffing, and ongoing control and evaluation. Barriers to effective HRP include lack of buy-in, financial limitations, and not involving all managers.
Human Resource Management
The document discusses human resource management and related challenges. It covers topics such as going global, embracing new technology, managing change and culture, developing human capital, responding to the market, and containing costs. It also discusses demographic and employee concerns, cultural changes, and the functions of HR including planning, organizing, directing, controlling, staffing, development, compensation, motivation, maintenance, and integration.
Introduction to hrm
Human resource management (HRM) involves acquiring, developing, utilizing, and maintaining the workforce in a systematic manner. It is a process consisting of four main functions: acquisition, development, motivation/utilization, and maintenance. Acquisition involves obtaining the right number and type of employees through activities like planning, recruitment, and selection. Development enhances employees' abilities through training and management development. Utilization prepares employees to maximize their contribution through job design, motivation, and performance management. Maintenance ensures employee retention through compensation, discipline, relations, and health/safety. The goal of HRM is to achieve high productivity, quality work life, and organizational goals through an effective HRM system.
Human Resource Management
This document provides an overview of key concepts in human resource management (HRM). It discusses what HR is, key assumptions of HRM, that it is a multidisciplinary field applying economics, psychology, sociology, and law. Some unique aspects of HRM are that it is embedded in all managerial work and authorities. The document also summarizes HR planning functions, recruitment and selection processes, training and development, performance management including different appraisal methods, compensation and benefits, integrating employees, and maintaining employee well-being. It provides historical context on the evolution and increasing challenges of the HRM field.
Human resource management
The document provides an overview of key concepts in human resource management including defining HRM functions, the scope of HRM, HRM objectives from societal, organizational, and personal perspectives, and common HRM activities like recruitment, selection, training, and development. It also discusses integrating HRM strategy with business strategy and analyzing work and job design. Finally, it covers topics like human resource planning, recruiting human resources, and analyzing and designing jobs.
Hrmclassppt 120517090901-phpapp02
Human resource management (HRM) involves developing and implementing people strategies aligned with corporate goals. It includes acquiring, training, evaluating, compensating employees, as well as managing labor relations, health, safety, and fairness. With the rise of seeing employees as resources, HRM aims to maximize return on investment in people while meeting employee needs. HRM goes beyond administrative personnel tasks to envision how management wants employees to contribute to organizational success.
Hr
This document discusses the strategic role of human resource management. It begins by outlining the chapter topics which include an introduction to HRM, the changing environment, strategic planning, and an overview of the book. Key terms are defined such as management process, human resource management, authority, and competitive advantage. The strategic roles of HRM are then examined in several sections that define HRM, discuss its importance and functions within organizations, and the evolution of HRM practices in western countries and China.
humanresourcemanagement-ppt.pdf
Human Resource Management involves functions like recruitment, selection, training and development that deal with an organization's human resources or people dimension. The scope of HRM spans from the entry to exit of employees.
Some key functions and objectives of HRM include supplying competent and willing employees to the organization, being socially responsible and compliant with legal regulations, ensuring organizational effectiveness through strategic planning and employee development, and supporting employees' careers and training. Many companies now outsource various HR activities like recruitment and training.
The context of HRM includes external factors like political, legal and economic conditions, as well as internal factors within the organization like its culture, unions and professional bodies. Analyzing these contexts helps HR adopt a proactive approach
Similar to Syllabus.pdf (20)
Recently uploaded
The History of Stoke Newington Street Names
Presented at the Stoke Newington Literary Festival on 9th June 2024
www.StokeNewingtonHistory.com
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
Practical manual for National Examination Council, Nigeria.
Contains guides on answering questions on the specimens provided
Stack Memory Organization of 8086 Microprocessor
The stack memory organization of 8086 microprocessor.
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Aberdeen
Walmart Business+ and Spark Good for Nonprofits.pdf
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Leveraging Generative AI to Drive Nonprofit Innovation
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
HYPERTENSION - SLIDE SHARE PRESENTATION.
IT WILL BE HELPFULL FOR THE NUSING STUDENTS
IT FOCUSED ON MEDICAL MANAGEMENT AND NURSING MANAGEMENT.
HIGHLIGHTS ON HEALTH EDUCATION.
A Visual Guide to 1 Samuel | A Tale of Two Hearts
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...Nguyen Thanh Tu Collection
https://app.box.com/s/tacvl9ekroe9hqupdnjruiypvm9rdaneChapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
Benner "Expanding Pathways to Publishing Careers"
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
Physical pharmaceutics notes for B.pharm students
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
مصحف أحرف الخلاف للقراء العشرةأعد أحرف الخلاف بالتلوين وصلا سمير بسيوني غفر الله له
Temple of Asclepius in Thrace. Excavation results
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
Recently uploaded (20)
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
Walmart Business+ and Spark Good for Nonprofits.pdf
Walmart Business+ and Spark Good for Nonprofits.pdf
Leveraging Generative AI to Drive Nonprofit Innovation
Leveraging Generative AI to Drive Nonprofit Innovation
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering.pptx
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
Syllabus.pdf
- 1. Strategic Human Resource Management 1. Context of Strategic HRM : investment perspective of HRM , factors influencing investment or iented organizations , Impact of changes in technology, Work forced emographics & diversity on HRM . 2. Strategic Role & Planning : strategic HRVs Traditional HR, Barriers to strategic HR , Strategic HR planning ; aggregate & succession planning. 3. Str ategic Pers pect ives on Recrui tme nt , Tr ai ni ng & Development:Temporary Vs Permanent employees, Internal Vs External re cruiting ;Interviewing , testing , references; International Assignment , Diversity , Strategizing training & development, need assessment, design & delivery. 4. Strategic Perspectives on Performance Management, Feed back & Compensation : use of System , who , what & hoe to evaluate , measures of evaluation , Internal equity, external equity , and Individual equity . 5. Employee Separation : reduction in force, turnover, retirement, International Vs Domestic HRM ,Strategic HR Issues in International Assignment. References : Strategic HR M – Jef fery Mel lo, Thompson Publica tion, New Delhi Luis R. Gomez- Mejia, David B. Balkin , Robert L. Card y, Managing Human Resources , PHI , 2001 . – (U n i t 1 ) S.K. Bhatia – Strategic Human resources Management , Deep & Deep Publication Pv t . Ltd. , 2007 CharlesR ,Greer , Strategic Human Resource Management , Pearson Education, 2003