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The document outlines a personnel management system that aims to provide suitable manpower with the necessary skills while controlling personnel costs. It does this through human resource development via training, motivation programs, and handling employee grievances. The system allows for inputting employee data, viewing personnel records, tracking attendance, leaves, skills, and salaries. It also enables analyzing trends in attendance, leaves, accidents, and salaries. Reports are generated for personnel department and management regarding attendance, staffing levels, costs, and more. The system is regularly updated and used to make decisions around recruitment, overtime, safety measures, and training programs.
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PERFORMANCE MANAGEMENT SYSTEM
The document discusses performance management systems (PMS). It states that a PMS provides a structured approach to communicate business strategy, establish shared understandings of goals, facilitate self and peer management, measure and motivate performance. A PMS consists of setting employee expectations, maintaining dialogue to monitor performance, and conducting annual reviews. It is used to address underperformance, encourage development, and determine performance-based pay and promotions. Key aspects of an effective PMS include setting key result areas, providing feedback, and linking performance to rewards and career progression.
Chapter 7 Implementing a Performance Management System
This document discusses how to implement an effective performance management system. It recommends gaining buy-in through communication and training. The communication plan should explain what performance management is and how it benefits employees. Training should minimize rater biases and teach how to accurately evaluate performance. A pilot test allows working out issues before full implementation. Ongoing evaluation ensures the system meets its goals.
Manpower Planning
Manpower planning is the process of forecasting an organization's future staffing needs and determining how to meet those needs. It involves matching the supply of internal and external human resources with expected openings over a defined time period. Effective manpower planning helps ensure an organization has the right number and types of employees needed to achieve its objectives. Key aspects of manpower planning include projecting workforce needs, developing succession plans, managing skills and training, and maintaining a flexible workforce.
MANPOWER PLANNING
Manpower planning involves estimating personnel needs over time for projects and operations. It has five essential elements: analyzing current resources, reviewing employee utilization, forecasting demand and supply of employees, and developing a manpower plan. Manpower planning ensures optimum use of human resources, facilitates training and development, and helps identify and address potential shortages or surpluses to reduce costs and improve productivity.
Manpower Planning
The document discusses manpower planning, including its objectives, evaluation pattern, and topics covered. The key topics include manpower planning tools and techniques, career planning, national macro-level manpower planning, and recent trends in human resource planning.
Performance Management System
This document outlines the key aspects of a performance management system, including:
1. The meaning, scope, and objectives of performance management, which aims to enhance employee performance and provide feedback.
2. A four-phase performance management cycle of setting expectations, maintaining dialogue, evaluation, and addressing poor performance.
3. Prerequisites for an effective performance management system including clear policies and procedures.
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Miss goodheart created a PowerPoint to test out the Slideshare tool, which was introduced to her by Sharon Tonner on January 20th, 2011.
Human resource management
This document provides an overview of human resource management functions including: HR planning, recruitment and selection, induction, training and development, motivation, health and safety, performance appraisal, discipline, employment legislation, and remuneration. It describes the purpose of HR planning to meet organizational goals through forecasting workforce needs. Key HR functions like recruitment, selection, training and performance appraisal are summarized. Factors influencing motivation and components of an effective remuneration system are also highlighted at a high level.
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The document discusses performance management systems (PMS). It states that a PMS provides a structured approach to communicate business strategy, establish shared understandings of goals, facilitate self and peer management, measure and motivate performance. A PMS consists of setting employee expectations, maintaining dialogue to monitor performance, and conducting annual reviews. It is used to address underperformance, encourage development, and determine performance-based pay and promotions. Key aspects of an effective PMS include setting key result areas, providing feedback, and linking performance to rewards and career progression.
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This document discusses how to implement an effective performance management system. It recommends gaining buy-in through communication and training. The communication plan should explain what performance management is and how it benefits employees. Training should minimize rater biases and teach how to accurately evaluate performance. A pilot test allows working out issues before full implementation. Ongoing evaluation ensures the system meets its goals.
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Manpower planning is the process of forecasting an organization's future staffing needs and determining how to meet those needs. It involves matching the supply of internal and external human resources with expected openings over a defined time period. Effective manpower planning helps ensure an organization has the right number and types of employees needed to achieve its objectives. Key aspects of manpower planning include projecting workforce needs, developing succession plans, managing skills and training, and maintaining a flexible workforce.
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Manpower planning involves estimating personnel needs over time for projects and operations. It has five essential elements: analyzing current resources, reviewing employee utilization, forecasting demand and supply of employees, and developing a manpower plan. Manpower planning ensures optimum use of human resources, facilitates training and development, and helps identify and address potential shortages or surpluses to reduce costs and improve productivity.
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The document discusses manpower planning, including its objectives, evaluation pattern, and topics covered. The key topics include manpower planning tools and techniques, career planning, national macro-level manpower planning, and recent trends in human resource planning.
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This document outlines the key aspects of a performance management system, including:
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3. Prerequisites for an effective performance management system including clear policies and procedures.
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This document provides an overview of human resource management functions including: HR planning, recruitment and selection, induction, training and development, motivation, health and safety, performance appraisal, discipline, employment legislation, and remuneration. It describes the purpose of HR planning to meet organizational goals through forecasting workforce needs. Key HR functions like recruitment, selection, training and performance appraisal are summarized. Factors influencing motivation and components of an effective remuneration system are also highlighted at a high level.
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This document discusses key aspects of human resource management including recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, productivity, and appraisal. It describes the recruitment and selection process, highlights important areas of employment legislation like discrimination and disability rights, and examines approaches to employee discipline, development, training, compensation, union relations, performance measurement, and appraisal. The overall purpose is to outline fundamental components of managing human resources in organizations.
HR Analytics - What is it good for?
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This document outlines the key aspects of personnel management including:
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Human resource planning (HRP) involves systematically ensuring the right people are in the right positions at the right time. It involves determining current and future HR needs based on organizational goals and forecasts. The HRP process includes assessing current HR, forecasting demand and supply, matching them, and developing action plans to address shortages or surpluses. Demand is forecast by projecting personnel needs based on factors like production needs and turnover. Supply is forecast by analyzing internal candidates and monitoring external labor conditions. The matching process identifies gaps to address through recruitment, training, or redundancy plans.
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This document outlines the key aspects of personnel management including:
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- Explaining the challenges of a changing workforce, personal values, productivity, and government demands.
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Human resource planning (HRP) involves systematically ensuring the right people are in the right positions at the right time. It involves determining current and future HR needs based on organizational goals and forecasts. The HRP process includes assessing current HR, forecasting demand and supply, matching them, and developing action plans to address shortages or surpluses. Demand is forecast by projecting personnel needs based on factors like production needs and turnover. Supply is forecast by analyzing internal candidates and monitoring external labor conditions. The matching process identifies gaps to address through recruitment, training, or redundancy plans.
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The document discusses key aspects of job analysis, recruitment, selection, and performance management. It defines job analysis as identifying the tasks, skills, and qualifications required for a job. Recruitment involves identifying job vacancies and notifying potential candidates. Selection assesses candidates and involves processes like interviews, testing, and exercises. Performance management refers to evaluating employee performance through appraisals to provide feedback. The document outlines several important HR processes for defining roles and managing employee performance.
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The document outlines the recruitment and selection process, which includes determining personnel needs through planning and forecasting, recruiting candidates from internal and external sources, screening candidates through interviews and assessments, and making offers to the best candidates. It provides details on factors to consider in personnel forecasting, effective recruitment strategies, and ensuring diversity in the hiring process. The goal of the process is to select the most qualified candidates to fill open positions.
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This document discusses various topics related to human resource management. It begins by providing guidance on creating a dummy company and organizational structure. It then discusses the roles and responsibilities of HR managers and competencies needed. Several trends impacting HRM are outlined, including globalization, technological changes, and demographic shifts. The document also covers human resource planning, recruitment, selection, training, performance management, and strategic HRM. A variety of performance appraisal techniques are presented, such as graphic rating, forced distribution, and critical incident methods.
recruitment process
This document provides an overview of the recruitment process. It defines recruitment as the process of attracting, shortlisting, selecting and appointing suitable candidates for jobs within an organization. The recruitment process involves:
1) Recruitment planning which includes analyzing vacant positions, developing job descriptions and specifications.
2) Developing a recruitment strategy which considers sources of candidates both internal and external.
3) Searching for candidates through various internal and external sources.
4) Screening and shortlisting candidates by reviewing resumes and conducting interviews.
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3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Credit-Management seminar for cooperative power point presentation
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12 steps to transform your organization into the agile org you deserve
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13791 lecture on_pm
- 1. Personnel Management • Provide suitable manpower in number and with ability, skills and knowledge. • Goal is to control personnel cost by: – HR development through training – Motivation through leadership – Promotion and rewards – Grievance handling
- 2. Input Transaction System • Personnel application form • Appointment letter • Attendance and leave record • Bio-data :self and family • Appraisal form • Wage/ salary agreement • Record of complaints, grievances • Industry data on manpower
- 3. Applications • Viewers of database are personnel managers, heads of HR department
- 4. Accounting • Attendance • Manpower • Accidents • Leave • Skills • Salary, deductions • Loans
- 5. Queries • Who is who? • Strength of section, department • Number of persons with a particular skill • Attendance, leave and record of employees • Salary/ wages of employees • Designations • Personal records of employees
- 6. Analysis • Analysis of attendance by a class of employees • Leave analysis by a class of employees • Trend in leave record • Analysis of accidents • Analysis of salary structure • Analysis of overtime
- 7. Control • Probable absence versus workload • Projection of personnel cost against manpower increase • Assessment of accident records against safety measures taken
- 8. Reports • Reports are used by personnel department or top amangement
- 9. Statutory reports • Attendance reports • Strength of employees- permanent , trainees • Provident fund • Accident reports • Income tax form
- 10. Information updates • Daily attendance report • Employee strength • Joining and transfers of employees • Personnel cost by department, job and product
- 11. Operation Update • Daily attendance to plan the workload • Overtime versus work completed • Projected absenteeism and distribution of workload
- 12. Decision analysis • Analysis of attendance for season, festival • Overtime analysis • Analysis of accidents and deciding safety measures • Cost analysis
- 13. Action reports • Recruitment and additional manpower • Acceptance of order on the basis of workload • Reduction and transfers of employees • Preparation of training and development programmes with specific needs