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HRM involves planning, organizing, directing, and controlling human resources to accomplish individual, organizational, and social objectives. The key functions of HRM include managerial functions like planning, organizing, directing, and controlling as well as operative functions such as staffing, development, compensation and motivation, maintenance, integration, and addressing emerging issues. Specifically, operative functions encompass job analysis, recruitment, selection, placement, training, performance management, job design, compensation administration, health and safety programs, employment relations, and addressing issues like workforce diversity. The objectives of HRM are to be socially responsible, recognize HRM's role in organizational effectiveness, maintain an appropriate level of contribution to the organization, and assist employees' personal goals in a
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Introduction To HRM
This document provides an introduction to human resource management. It defines HRM as the management function aimed at ensuring the availability of competent and committed workforce. The key functions of HRM include staffing, development, compensation and motivation, and maintenance and integration. HRM has evolved over time due to factors such as scientific management theories, technology changes, and the growing knowledge workforce. Both external environmental factors and internal organizational factors shape the practice of HRM.
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this slides helps students to understand Human Resource of Management. how its works and its functions.
Definition of Human Resource Management.
Human Resource Management (HRM) is the strategic approach to managing an organization's workforce, encompassing a wide range of activities aimed at optimizing the contribution of employees towards the achievement of organizational objectives. HRM involves overseeing various aspects of the employee lifecycle, including recruitment, selection, training, performance management, compensation, and employee relations.
At its core, HRM focuses on aligning human capital with the organization's goals and objectives, ensuring that the right people are in the right roles at the right time. This involves strategic workforce planning to anticipate future staffing needs and talent management strategies to attract, develop, and retain top talent.
Additionally, HRM is responsible for creating a positive work environment where employees feel valued, engaged, and motivated to perform their best. This includes fostering open communication, promoting diversity and inclusion, and providing opportunities for career growth and development.
Furthermore, HRM plays a crucial role in ensuring compliance with labor laws and regulations, as well as managing employee relations and resolving workplace conflicts. By effectively managing its human resources, an organization can enhance productivity, innovation, and overall organizational performance.
In summary, Human Resource Management is a multifaceted discipline that involves strategic planning, talent management, employee development, and compliance to support the organization's success and sustainable growth.
Concept of Human Resource Management
The document provides an overview of key concepts in human resource management (HRM). It defines HRM as managing people at work to achieve organizational goals. HRM involves planning, organizing, directing, and controlling the procurement, development, compensation, integration, and separation of human resources. The document also outlines the evolution of HRM approaches, the scope and objectives of HRM, important HR processes, and the roles and link between business and HR strategies.
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The document outlines the key functions of human resource management (HRM). It discusses both the managerial functions of HRM including planning, organizing, directing, and controlling as well as the operative functions such as staffing, development, compensation, and maintenance. Under operative functions, it provides further details on activities like recruitment, selection, training, performance appraisal, benefits administration, and employee welfare. It also notes emerging issues in HRM like HR audit, HR accounting, and international HRM.
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Human resource management involves managing employees to achieve organizational goals. The key functions of HRM include planning human resources needs, analyzing and designing jobs, recruiting and selecting employees, orienting and placing employees, training and developing employees, evaluating performance, determining compensation, and managing employee relations. As an HR intern, the qualities needed to help drive results are good communication, hard work, confidence, decision-making, problem-solving, teamwork, eagerness to learn, and positivity.
Function of HRM
The document discusses the functions of human resource management. It outlines two main categories of HRM functions - managerial functions and operative functions. The managerial functions include planning, organizing, staffing, directing, and controlling. The operative functions refer to specialized activities performed by HR managers, such as recruitment, training, compensation, maintenance, and integration. These functions work together to fulfill the goals and objectives of the organization by managing its human resources.
Human resource management ppt 2
This document provides an overview of human resource management (HRM). It defines HRM as the process of acquiring, retaining, terminating, developing and using human resources to achieve organizational objectives. The document outlines the meaning, definitions, objectives, nature, features, importance, process, recent trends, roles, duties, scope and functions of HRM. It also discusses the qualifications needed for a human resource manager.
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This document provides an introduction to human resource management. It defines HRM as the management function aimed at ensuring the availability of competent and committed workforce. The key functions of HRM include staffing, development, compensation and motivation, and maintenance and integration. HRM has evolved over time due to factors such as scientific management theories, technology changes, and the growing knowledge workforce. Both external environmental factors and internal organizational factors shape the practice of HRM.
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this slides helps students to understand Human Resource of Management. how its works and its functions.
Definition of Human Resource Management.
Human Resource Management (HRM) is the strategic approach to managing an organization's workforce, encompassing a wide range of activities aimed at optimizing the contribution of employees towards the achievement of organizational objectives. HRM involves overseeing various aspects of the employee lifecycle, including recruitment, selection, training, performance management, compensation, and employee relations.
At its core, HRM focuses on aligning human capital with the organization's goals and objectives, ensuring that the right people are in the right roles at the right time. This involves strategic workforce planning to anticipate future staffing needs and talent management strategies to attract, develop, and retain top talent.
Additionally, HRM is responsible for creating a positive work environment where employees feel valued, engaged, and motivated to perform their best. This includes fostering open communication, promoting diversity and inclusion, and providing opportunities for career growth and development.
Furthermore, HRM plays a crucial role in ensuring compliance with labor laws and regulations, as well as managing employee relations and resolving workplace conflicts. By effectively managing its human resources, an organization can enhance productivity, innovation, and overall organizational performance.
In summary, Human Resource Management is a multifaceted discipline that involves strategic planning, talent management, employee development, and compliance to support the organization's success and sustainable growth.
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The document provides an overview of key concepts in human resource management (HRM). It defines HRM as managing people at work to achieve organizational goals. HRM involves planning, organizing, directing, and controlling the procurement, development, compensation, integration, and separation of human resources. The document also outlines the evolution of HRM approaches, the scope and objectives of HRM, important HR processes, and the roles and link between business and HR strategies.
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The document outlines the key functions of human resource management (HRM). It discusses both the managerial functions of HRM including planning, organizing, directing, and controlling as well as the operative functions such as staffing, development, compensation, and maintenance. Under operative functions, it provides further details on activities like recruitment, selection, training, performance appraisal, benefits administration, and employee welfare. It also notes emerging issues in HRM like HR audit, HR accounting, and international HRM.
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Human resource management involves managing employees to achieve organizational goals. The key functions of HRM include planning human resources needs, analyzing and designing jobs, recruiting and selecting employees, orienting and placing employees, training and developing employees, evaluating performance, determining compensation, and managing employee relations. As an HR intern, the qualities needed to help drive results are good communication, hard work, confidence, decision-making, problem-solving, teamwork, eagerness to learn, and positivity.
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The document discusses the functions of human resource management. It outlines two main categories of HRM functions - managerial functions and operative functions. The managerial functions include planning, organizing, staffing, directing, and controlling. The operative functions refer to specialized activities performed by HR managers, such as recruitment, training, compensation, maintenance, and integration. These functions work together to fulfill the goals and objectives of the organization by managing its human resources.
Human resource management ppt 2
This document provides an overview of human resource management (HRM). It defines HRM as the process of acquiring, retaining, terminating, developing and using human resources to achieve organizational objectives. The document outlines the meaning, definitions, objectives, nature, features, importance, process, recent trends, roles, duties, scope and functions of HRM. It also discusses the qualifications needed for a human resource manager.
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This document provides an overview of human resource management. It begins with definitions of HRM and discusses the main functions of HRM like recruitment and selection, training and development, performance appraisal, payroll and compensation & benefits. It also explains key HR concepts such as manpower planning and the recruitment cycle. The document aims to introduce HRM and its various processes and roles to understand how HR supports organizations.
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HRM involves planning, organizing, and controlling human resources to help achieve organizational goals. It includes recruiting, selecting, training, and developing employees. The key functions of HRM are procurement, training and development, compensation, integration, and employee welfare. HRM aims to optimize individual development, create good relationships, and mold human resources for higher productivity. It takes both a strategic approach by aligning HRM with organizational objectives and classical/Harvard approaches by considering employee motivation.
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This document discusses human resource management (HRM) and its functions. It defines HRM as planning, organizing, directing, and controlling the procurement, development, compensation, integration, motivation, maintenance, and separation of human resources to accomplish individual, organizational, and social objectives. The key functions of HRM are managerial functions like planning, organizing, directing, and controlling; human resource planning; acquisition of HR through recruitment, selection, placement and training; motivating and maintaining workers; and maintaining healthy human relations in an organization. HRM plays a strategic role in developing workers' skills and abilities to maximize their contribution to the organization.
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Human resource management (HRM) performs several key functions within an organization:
1) HRM estimates current and future manpower needs, compares them to the existing workforce, and takes steps like promoting employees or offering voluntary retirement if surplus staff exists.
2) HRM is responsible for acquiring new employees through tasks like recruitment, selection, placement and induction to ensure the right candidates are hired.
3) Part of acquisition, HRM properly places new employees in roles that match their skills and provide job satisfaction.
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The document outlines several key functions of human resource management (HRM). Some of the main HRM functions discussed include: conducting job analyses and planning labor needs, selecting and recruiting job candidates, orienting and training new employees, managing compensation and benefits, appraising performance, and ensuring equal opportunity and a safe work environment. Additionally, the document discusses some of the core HRM activities such as organizational design, planning, recruitment and selection, training and development, performance management, and compensation. It emphasizes the importance of HRM in avoiding mistakes like hiring the wrong employees, experiencing high turnover, and unfair practices.
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This document provides an overview of human resource management. It defines HRM and its relevance for individuals and organizations. It outlines the key learning objectives and functions of HRM like recruitment, selection, training, performance management, and compensation. It discusses the changing priorities and roles of HR from transactional to transformational. The document also addresses myths and realities of HRM, the roles and responsibilities of HR managers versus line managers, and a people management sheet covering important HR topics.
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Here are the key points about HR policies:
- HR policies provide guidelines for employees and managers to ensure fair and consistent treatment of employees.
- The main goal of HR policies is to create a productive, compliant and engaging work environment.
- Common types of HR policies include those related to recruitment, employment status, benefits, compensation, conduct, workplace guidelines and the use of technology.
- Well-documented policies help create organizational structure and ensure legal compliance. They communicate management's intentions and expectations.
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The document outlines the key functions of human resource management (HRM). It discusses three main types of HRM functions: managerial functions which include planning, organizing, directing, and controlling; operative functions such as employment, training, compensation, and separation; and advisory functions where HR provides expert advice to management. Some of the important operative functions described are recruitment and selection, training and development, compensation and benefits, employee records maintenance, and industrial relations.
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Discover the core aspects of Human Resource Management (HRM) in this brief overview, covering strategic workforce planning, recruitment, employee onboarding, development, performance management, employee relations, and compensation. Tailored for HR professionals and leaders, this resource provides insights into effective personnel management.
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This document provides an overview of human resource management. It begins with definitions of HRM and discusses the main functions of HRM like recruitment and selection, training and development, performance appraisal, payroll and compensation & benefits. It also explains key HR concepts such as manpower planning and the recruitment cycle. The document aims to introduce HRM and its various processes and roles to understand how HR supports organizations.
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HRM involves planning, organizing, and controlling human resources to help achieve organizational goals. It includes recruiting, selecting, training, and developing employees. The key functions of HRM are procurement, training and development, compensation, integration, and employee welfare. HRM aims to optimize individual development, create good relationships, and mold human resources for higher productivity. It takes both a strategic approach by aligning HRM with organizational objectives and classical/Harvard approaches by considering employee motivation.
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This document discusses human resource management (HRM) and its functions. It defines HRM as planning, organizing, directing, and controlling the procurement, development, compensation, integration, motivation, maintenance, and separation of human resources to accomplish individual, organizational, and social objectives. The key functions of HRM are managerial functions like planning, organizing, directing, and controlling; human resource planning; acquisition of HR through recruitment, selection, placement and training; motivating and maintaining workers; and maintaining healthy human relations in an organization. HRM plays a strategic role in developing workers' skills and abilities to maximize their contribution to the organization.
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Human resource management (HRM) performs several key functions within an organization:
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2) HRM is responsible for acquiring new employees through tasks like recruitment, selection, placement and induction to ensure the right candidates are hired.
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Human Resource Management (HRM) involves overseeing an organization's workforce, encompassing recruitment, training, performance evaluation, and employee relations. It aims to align personnel with organizational goals, fostering a productive work environment.
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This document provides an overview of human resource management. It defines HRM and its relevance for individuals and organizations. It outlines the key learning objectives and functions of HRM like recruitment, selection, training, performance management, and compensation. It discusses the changing priorities and roles of HR from transactional to transformational. The document also addresses myths and realities of HRM, the roles and responsibilities of HR managers versus line managers, and a people management sheet covering important HR topics.
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Here are the key points about HR policies:
- HR policies provide guidelines for employees and managers to ensure fair and consistent treatment of employees.
- The main goal of HR policies is to create a productive, compliant and engaging work environment.
- Common types of HR policies include those related to recruitment, employment status, benefits, compensation, conduct, workplace guidelines and the use of technology.
- Well-documented policies help create organizational structure and ensure legal compliance. They communicate management's intentions and expectations.
- Consistent application of policies promotes fairness and reduces potential legal issues.
So in summary, HR policies establish standards and procedures to direct HR activities and regulate employee conduct in support of the organization's objectives.
What is hrm
Human resource management (HRM) involves recruiting, selecting, training, and developing employees to maximize workplace effectiveness. It links these human resource functions to the organization's goals and objectives. HRM is important for avoiding issues like high turnover, low productivity, and legal violations. It encompasses activities from job analysis and planning to performance reviews, compensation, and employee development. The responsibilities of HRM include placing the right employees in jobs, training them, and maintaining health, safety and morale.
SHRM AND Greenfield Operations
We Also Provide SYNOPSIS AND PROJECT.
Contact www.kimsharma.co.in for best and lowest cost solution or
Email: amitymbaassignment@gmail.com
Call / What’s App: 9971223030
SHRM AND Greenfield Operations
What are the main Functions of Human Resources
The Human Resources (HR) department serves a pivotal role in organizations, overseeing six key functions critical to managing personnel effectively. These functions include recruitment and selection, where HR identifies and hires qualified candidates to fill job vacancies. Training and development ensure that employees receive the necessary skills and knowledge to excel in their roles through tailored programs. Compensation and benefits management involves structuring salary packages and administering employee benefits to attract and retain talent. Performance management focuses on evaluating employee performance, providing feedback, and setting goals for improvement. HR also handles employee relations, fostering a positive work environment and addressing workplace issues. Lastly, HR engages in strategic workforce planning, aligning human capital with organizational goals through forecasting and talent management strategies. Together, these functions contribute to building a skilled, engaged, and high-performing workforce that drives organizational success.
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Topics Include
1. CONCEPT
2. DEFINE HRM
3. ROLE OF HRM
4. FUNCTIONS OF HRM
5. NATURE OF HRM
6. SCOPE OF HUMAN RESOURCE MANAGEMENT
7. OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
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Hrm function on august 03
The document outlines the key functions of human resource management (HRM). It discusses three main types of HRM functions: managerial functions which include planning, organizing, directing, and controlling; operative functions such as employment, training, compensation, and separation; and advisory functions where HR provides expert advice to management. Some of the important operative functions described are recruitment and selection, training and development, compensation and rewards, employee benefits, motivation, and industrial relations.
HRM FUNCTION ON AUGUST 03
The document outlines the key functions of human resource management (HRM). It discusses three main types of HRM functions: managerial functions which include planning, organizing, directing, and controlling; operative functions such as employment, training, compensation, and separation; and advisory functions where HR provides expert advice to management. Some of the important operative functions described are recruitment and selection, training and development, compensation and benefits, employee records maintenance, and industrial relations.
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The document discusses several key factors that influence temperature distributions globally, including latitude, altitude, distribution of land and water, ocean currents, prevailing winds, cloudiness, mountain barriers, relief, and natural vegetation and soil. Latitude plays a major role, with temperatures decreasing further from the equator towards the poles as the sun's rays become more oblique. Altitude also influences temperature, with temperatures typically decreasing about 1.6°C for every 1000 meters of elevation. The distribution of land and water impacts temperatures due to the higher heat capacity of water, leading to warmer summers and colder winters inland compared to coastal areas. Ocean currents also transport heat energy from warm to cold regions.
K5.pptx
Gross domestic product (GDP) is defined as the total market value of all final goods and services produced within a nation's borders in a given time period. GDP is calculated as the sum of consumption, investment, government spending, and net exports. It is a measure of economic activity but does not account for household production, environmental factors, or personal well-being. Nominal GDP refers to the total value of goods and services at current market prices, while real GDP accounts for inflation by using fixed base year prices to allow for comparisons over time. India's GDP was worth $2.6 trillion in 2017 and has grown on average 5.5% annually since 1960.
SOCIOLOGY. CASS.pptx
This document discusses the history and development of mass media and social movements in India. It traces the origins of modern mass media to the printing press in Europe in the 15th century. Newspapers began emerging in India in the early 19th century promoting nationalism. Radio was established across India in the 1930s and television began as an experiment in 1959. The document also outlines several social movements in India including peasant uprisings in the late 19th/early 20th century, workers' rights movements, environmental movements, Dalit rights movements, women's rights movements, and tribal rights movements.
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This document discusses key concepts related to management functions including centralization vs decentralization, staffing, directing, and coordination. It provides definitions and highlights some key features of each function. Centralization involves retaining authority at the top level while decentralization disseminates authority across levels. Staffing involves estimating needs, recruitment, selection, placement and training staff. Directing instructs and guides subordinates to achieve goals. Coordination integrates activities to achieve harmony through various techniques like planning, communication and leadership.
ECONOMICS.pptx
Macroeconomics is the study of the overall economy at a high level. It emerged to address shortcomings of classical economics exposed by the Great Depression. John Maynard Keynes' work "The General Theory of Employment, Interest and Money" established macroeconomics. The circular flow model shows the continuous flow of goods, services and money between households and firms. National income is measured using product, income and expenditure methods such as summing value added, factor incomes or final expenditures. Key indicators include GDP, GNP, NNP, NDP and others.
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This document discusses various techniques used for managerial control. It describes traditional techniques like personal observation, statistical reports, break even analysis and budgetary control. It also outlines modern techniques such as return on investment, ratio analysis, responsibility accounting, management audit, network techniques like PERT and CPM, and management information systems. The key purpose of control techniques is to establish performance standards, measure actual performance, identify deviations, and take corrective actions to ensure goals are achieved.
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- 2. What is HRM? Prof.Sujeesha Rao Human resources (HR) is the department within a business that is responsible for all things worker-related. That includes recruiting, selecting, hiring, onboarding, training, promoting, paying, and firing employees and independent contractors.
- 3. Definition Prof.Sujeesha Rao HRM is the planning, organising, directing & controlling of the procurement, development, compensation integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.
- 4. Functions of HR MANAGERIAL FUNCTIONS Planning Organising Directing Controlling OPERATIVE FUNCTIONS Staffing Development Compensation and Motivation Maintenance Integration Emerging Issues Prof.Sujeesha Rao
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- 6. Operative functions of HR (contd.) Prof.Sujeesha Rao MAINTENANCE INTEGRATION EMERGING ISSUES Health, Safety, Welfare, Soci al security Employment relations, Discipline, Trade unions, Participation, Collective , HR audit, HR scorecard, International HRM, Workforce Diversity
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