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In this slide we will discuss about the Introduction to Human Resource Management and short notes to recall during your exams or interviews. Further, We will discuss all topics of Human Resource Management in more details in our upcoming slides.
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Introduction To Human Resourcespptx
This document provides an introduction to human resource management. It discusses that HRM involves managing relationships in the workplace. Effective HRM depends on an organization's people, purpose, and structure. HRM is important because most organizational problems are human or social rather than technical. HRM aims to effectively utilize people to achieve organizational and individual goals through policies like recruiting, training, and rewarding employees. The main functions of HRM are planning, selecting, training, and developing staff. Strategic HRM aligns these functions with business strategy to achieve organizational objectives. Global HRM faces the challenge of appealing locally while maintaining an international feel.
Human Resource Management.pptx
This document provides an overview of human resource management (HRM). It defines HRM as the process of managing human resources in an organization to achieve individual, organizational, and social goals. The document outlines the meaning, definitions, qualities of an HRM manager, their roles, and the key steps in the HRM process, which includes analyzing labor supply and demand and balancing them to support organizational goals. In conclusion, it states that an effective HRM system can help manage resources but requires employees and the organization to utilize it properly.
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This document discusses human resource management (HRM). It defines HRM as the planning, organizing, directing, and controlling of procuring, developing, compensating, integrating, maintaining, and reproducing human resources to accomplish individual, organizational, and societal objectives.
The key functions of HRM include recruitment and selection, training and development, performance management and compensation, employee maintenance programs, and managing employee relations. HRM is an integral part of management that deals with all aspects of managing an organization's human resources. The objectives of HRM are to meet personal, functional, organizational and societal goals.
Introduction of Human resource management
This document provides an introduction to human resource management including definitions, key features, objectives, importance, functions, and the difference between personnel management and human resource management. It defines HRM as a process involving acquiring, developing, motivating and maintaining human resources. The main features outlined are that HRM is inherent to management, people-centered, continuous, and based on human relations. The objectives listed are managing human resources, motivating employees, and developing human resources. The importance discussed is having the right employees, developing human resources, aiding decision-making and motivation. The functions are divided into management functions like planning and controlling, and operative functions like recruitment, development, compensation and relations. Finally, it contrasts personnel management with the
human resource management
Human resource management refers to optimizing and making the best use of an organization's limited human resources to meet organizational goals. It involves recruiting, selecting, training, and developing employees, as well as evaluating performance, ensuring safety and welfare, and resolving employee issues. The quality of an organization's employees determines the effectiveness and success of the organization. Human resource management ensures organizations hire and retain the right staff with the necessary skills through strategic decisions and processes for managing employees.
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Human resource management (HRM) involves coordinating and managing employees to help an organization achieve its goals. HRM includes activities like recruitment, training, performance evaluation, and compensation. The objectives of HRM are to help the organization reach its goals, efficiently use employees' skills, provide well-trained staff, develop a good quality of work life, communicate policies to employees, and maintain ethical and socially responsible practices. An important outcome of effective HRM is attracting qualified employees, high performance, good attendance and retention of staff, satisfied workers, compliance with legal requirements, low counterproductivity, and cost containment.
CAIIB MODULE C HRM
Human Resource Management discusses key concepts related to human resource management including definitions of HRM, objectives of HRM, nature of HRM, training and development objectives and approaches, career management, motivation theories, and performance appraisal. Specifically, it defines HRM as planning, organizing, directing, controlling human resources to achieve individual, organizational and social objectives. It discusses the objectives of HRM at the societal, organizational, functional and individual levels. It also covers major motivation theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory. Finally, it provides an overview of performance appraisal, including its benefits, applications and timing.
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Introduction To Human Resourcespptx
This document provides an introduction to human resource management. It discusses that HRM involves managing relationships in the workplace. Effective HRM depends on an organization's people, purpose, and structure. HRM is important because most organizational problems are human or social rather than technical. HRM aims to effectively utilize people to achieve organizational and individual goals through policies like recruiting, training, and rewarding employees. The main functions of HRM are planning, selecting, training, and developing staff. Strategic HRM aligns these functions with business strategy to achieve organizational objectives. Global HRM faces the challenge of appealing locally while maintaining an international feel.
Human Resource Management.pptx
This document provides an overview of human resource management (HRM). It defines HRM as the process of managing human resources in an organization to achieve individual, organizational, and social goals. The document outlines the meaning, definitions, qualities of an HRM manager, their roles, and the key steps in the HRM process, which includes analyzing labor supply and demand and balancing them to support organizational goals. In conclusion, it states that an effective HRM system can help manage resources but requires employees and the organization to utilize it properly.
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This document discusses human resource management (HRM). It defines HRM as the planning, organizing, directing, and controlling of procuring, developing, compensating, integrating, maintaining, and reproducing human resources to accomplish individual, organizational, and societal objectives.
The key functions of HRM include recruitment and selection, training and development, performance management and compensation, employee maintenance programs, and managing employee relations. HRM is an integral part of management that deals with all aspects of managing an organization's human resources. The objectives of HRM are to meet personal, functional, organizational and societal goals.
Introduction of Human resource management
This document provides an introduction to human resource management including definitions, key features, objectives, importance, functions, and the difference between personnel management and human resource management. It defines HRM as a process involving acquiring, developing, motivating and maintaining human resources. The main features outlined are that HRM is inherent to management, people-centered, continuous, and based on human relations. The objectives listed are managing human resources, motivating employees, and developing human resources. The importance discussed is having the right employees, developing human resources, aiding decision-making and motivation. The functions are divided into management functions like planning and controlling, and operative functions like recruitment, development, compensation and relations. Finally, it contrasts personnel management with the
human resource management
Human resource management refers to optimizing and making the best use of an organization's limited human resources to meet organizational goals. It involves recruiting, selecting, training, and developing employees, as well as evaluating performance, ensuring safety and welfare, and resolving employee issues. The quality of an organization's employees determines the effectiveness and success of the organization. Human resource management ensures organizations hire and retain the right staff with the necessary skills through strategic decisions and processes for managing employees.
Chapter 1.pptx
Human resource management (HRM) involves coordinating and managing employees to help an organization achieve its goals. HRM includes activities like recruitment, training, performance evaluation, and compensation. The objectives of HRM are to help the organization reach its goals, efficiently use employees' skills, provide well-trained staff, develop a good quality of work life, communicate policies to employees, and maintain ethical and socially responsible practices. An important outcome of effective HRM is attracting qualified employees, high performance, good attendance and retention of staff, satisfied workers, compliance with legal requirements, low counterproductivity, and cost containment.
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Human Resource Management discusses key concepts related to human resource management including definitions of HRM, objectives of HRM, nature of HRM, training and development objectives and approaches, career management, motivation theories, and performance appraisal. Specifically, it defines HRM as planning, organizing, directing, controlling human resources to achieve individual, organizational and social objectives. It discusses the objectives of HRM at the societal, organizational, functional and individual levels. It also covers major motivation theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory. Finally, it provides an overview of performance appraisal, including its benefits, applications and timing.
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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.
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The document discusses human resource management (HRM). It defines HRM as the organizational function responsible for recruiting, selecting, training, and developing human resources. The key objectives of HRM are to ensure the availability of competent employees and bring about organizational effectiveness. The main functions of HRM include managerial functions like planning and controlling, operative functions related to employment and compensation, and advisory functions utilizing HRM expertise.
1 HRM.pptx
In this ppt we will give you Introduction to Human Resource Management and mini short notes to recall during your exams. We will discuss all topics of Human Resource Management in more details in our upcoming slides.
--------------------
*Easy to learn and grab the point by PPT/Shorts
*Let us start our journey to upgrade our skills
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*Any Suggestions are welcome
----------------------
With Regards from,
Learn with Sri
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2. The objectives of HRM are to develop individuals, foster good employee relations, and align individual and organizational goals.
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4. HRM is an important management function as it helps organizations prepare policies, supply skilled workers, motivate employees, and maintain harmony between employers and employees.
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This document provides an introduction to human resource management, including its objectives, nature, and differences from personnel management. Some key points:
- HRM is concerned with acquiring, developing, motivating, and maintaining human resources to achieve organizational goals. It involves functions like recruitment, training, compensation, and more.
- HRM is an inherent part of management performed by all managers, not just a personnel department. It is people-centered and aims to develop individuals while meeting organizational needs.
- The objectives of HRM are to obtain maximum individual and organizational development, maintain good employee relations, and mold human resources to achieve goals.
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Human res. management m. com - i
This document provides an introduction to human resource management, including its objectives, nature, and differences from personnel management. Some key points:
- HRM is concerned with acquiring, developing, motivating, and maintaining human resources to achieve organizational goals. It involves functions like recruitment, training, compensation, and motivation.
- HRM is an inherent part of management performed by all managers, not just a personnel department. It is people-centered and permeates all functional areas.
- The objectives of HRM are to obtain maximum individual development, desirable employee relations, and mold human resources to realize organizational goals effectively.
- HRM differs from traditional personnel management in its strategic focus on human resources as a key
Human res. management m. com - i
This document provides an introduction to human resource management, including its objectives, nature, functions, importance and legacy. Some key points:
1. HRM is concerned with acquiring, developing, motivating and maintaining human resources to achieve organizational goals while meeting individual needs.
2. The objectives of HRM are to develop individuals, foster good employee relations, and align individual and organizational goals.
3. HRM functions include planning human resource needs, recruitment and selection, training, performance management, compensation, and maintaining industrial relations.
4. HRM is an important management function as it helps organizations prepare policies, supply skilled workers, motivate employees, and maintain harmony between employers and employees.
Human Resource Management.pptx
Human resource management is a strategic function that involves acquiring, developing, motivating and committing an organization's employees to help achieve its objectives. It deals with recruiting, training, compensating and developing staff. HRM ensures employee satisfaction and maximizes their contributions through principles and policies that are people-oriented, pervasive across the organization, and aim to continuously develop and optimally use personnel.
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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.
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1 HRM.pptx
In this ppt we will give you Introduction to Human Resource Management and mini short notes to recall during your exams. We will discuss all topics of Human Resource Management in more details in our upcoming slides.
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*Easy to learn and grab the point by PPT/Shorts
*Let us start our journey to upgrade our skills
*If you like this video... Like||Share||Comment
*Any Suggestions are welcome
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With Regards from,
Learn with Sri
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The document discusses key aspects of human resource management (HRM) including its scope, objectives, and functions. Specifically, it outlines four primary HRM activities: 1) manpower planning to determine staffing needs, 2) recruitment, selection, and placement of personnel to hire the right employees, 3) training and development to prepare employees, and 4) performance appraisal to evaluate employees. The document also provides details on recruitment, selection processes, and the importance of selecting and placing the right candidates.
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This document provides an introduction to human resource management, including its objectives, nature, functions, importance and legacy. Some key points:
1. HRM is concerned with acquiring, developing, motivating and maintaining human resources to achieve organizational goals as well as satisfy individual needs.
2. The objectives of HRM are to develop individuals, foster good employee relations, and align individual and organizational goals.
3. HRM functions include planning and recruitment, training and development, compensation, and maintaining industrial relations.
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This document provides an introduction to human resource management, including its objectives, nature, and differences from personnel management. Some key points:
- HRM is concerned with acquiring, developing, motivating, and maintaining human resources to achieve organizational goals. It involves functions like recruitment, training, compensation, and more.
- HRM is an inherent part of management performed by all managers, not just a personnel department. It is people-centered and aims to develop individuals while meeting organizational needs.
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- HRM is concerned with acquiring, developing, motivating, and maintaining human resources to achieve organizational goals. It involves functions like recruitment, training, compensation, and motivation.
- HRM is an inherent part of management performed by all managers, not just a personnel department. It is people-centered and permeates all functional areas.
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- HRM differs from traditional personnel management in its strategic focus on human resources as a key
Human res. management m. com - i
This document provides an introduction to human resource management, including its objectives, nature, functions, importance and legacy. Some key points:
1. HRM is concerned with acquiring, developing, motivating and maintaining human resources to achieve organizational goals while meeting individual needs.
2. The objectives of HRM are to develop individuals, foster good employee relations, and align individual and organizational goals.
3. HRM functions include planning human resource needs, recruitment and selection, training, performance management, compensation, and maintaining industrial relations.
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Human Resource Management.pptx
Human resource management is a strategic function that involves acquiring, developing, motivating and committing an organization's employees to help achieve its objectives. It deals with recruiting, training, compensating and developing staff. HRM ensures employee satisfaction and maximizes their contributions through principles and policies that are people-oriented, pervasive across the organization, and aim to continuously develop and optimally use personnel.
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This document provides an introduction to human resource management (HRM) in the context of insurance companies in India. It begins with definitions of management and discusses how HRM differs from traditional personnel management by viewing employees as valuable assets rather than costs. The document then outlines key concepts in HRM like human resources, discusses its functions which include planning, recruitment, training, performance reviews, compensation, and more. It describes the research methodology used and limitations of the study. In under 3 sentences, this document introduces human resource management in insurance companies in India and provides an overview of its key concepts and functions based on the literature.
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The document discusses key concepts in human resource management including definitions, objectives, scope, functions, and the basic roles of an HR manager. It defines HRM as the planning, organizing, and controlling of procuring, developing, compensating, and maintaining human resources to accomplish organizational goals. The objectives of HRM are to help the organization reach its goals, employ workforce skills efficiently, provide well-trained employees, increase job satisfaction, and ensure social responsibility. The scope of HRM is vast, covering an employee's entire working life from hiring to departure. Core HR manager roles include planning staffing needs, recruiting and selecting employees, training and developing staff, determining compensation, and ensuring employee retention.
DOC-20230311-WA0001..pptx
This document discusses human resource management and related concepts. It begins by defining human resource management according to various experts and outlines its key objectives such as helping the organization achieve its goals and increasing employee satisfaction. It describes the scope of HRM as encompassing all aspects of an employee's time with an organization. The core functions of an HR manager are identified as planning staffing needs, recruiting and selecting employees, training and developing staff, administering compensation and rewards, and managing employee relations. Different methods of recruitment like direct contact, advertisements, and third-party agencies are also summarized.
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1 HRM.pptx
- 3. INTRODUCTION • Every organization is essentially a combination of physical resources and human resources.
- 5. What is Human Resource Management ? . HRM Employee Training Employee Recruitment Rewarding Business Value Success
- 6. Human Resource Management as “planning, organizing, directing, controlling of procurement, development, compensation, integration , maintenance and separation of human resources to the end that individual, organizational and social objectives are achieved.” - Edwin Flippo HRM is a “process of acquiring, retaining, developing, terminating and properly using the human resources in an organization”. - Robbins and Decenzo DEFINITIONS OF HRM
- 7. NATURE OF HRM Inherent Part of Management Pervasive Function Basic to all Functional Areas People Centered Personnel Activities/ Function Continuous Process Based on Human Relations
- 8. OBJECTIVES OF HRM Organizational Objectives Functional Objectives Societal Objectives Personal Objectives
- 9. SCOPE OF HUMAN RESOURCE MANAGEMENT 1.Human resources planning 2.Job analysis design 3.Recruitment and selection 4.Orientation and induction 5.Training and development 6.Performance appraisal 7.Compensation planning and remuneration 8.Motivation, welfare, health, and safety 9.Industrial relations
- 10. FUNCTIONS OF HUMAN RESOURCE MANAGEMENT Managerial Functions Operative Functions Advisory Functions
- 11. The Managerial Functions of HRM are as follows: Human Resource Planning Organizing Directing Controlling The Operative Functions of HRM are as follows: Recruitment and Selection Job Analysis and Design Performance Appraisal Training and Development Wage and Salary Administration Employee Welfare Maintenance Labour Relations Personnel Research Personnel Record The Advisory Functions of HRM are as follows: Advised to Top Management Advised to Departmental Heads
- 12. ROLE OF HUMAN RESOURCE MANAGEMENT Role #1: Recruitment and Hiring Role #2: Training Role #3: Organization Development Role #4: Communication Role #5: Employee Benefits