BMS 5th SEM Question Paper:-Strategic HRM & HR Policies
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BMS 5th SEM 2016-17 Question Paper:-Strategic HRM & HR Policies
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Recent Trends in hr
The document discusses recent developments in managing people in the workplace. It describes how the role of human resources has changed from administrative tasks to now playing a more strategic role in businesses due to technology changes and globalization. It discusses various HR activities including attracting and orienting employees, compensation systems, work environments, relationships, and compliance. It then goes into more detail about topics like e-HR, competency mapping, outsourcing, talent management, HRD in cross-cultural development, and creating work-life balance in a 24/7 environment. The conclusion emphasizes that HR managers should treat people as resources, provide equitable rewards, and align individual and corporate goals through appropriate HR policies.
E-HRM
E-HRM, E-Human Resource Management, E-Recruitment, E-Business, advantages of e-hrm, disadvantages of e-hrm, Advantages Of E-Recruitment, Disadvantages Of E-Recruitment, E-Performance management, e-hr records, e-selection, e-training & development
Project Report on Performance Appraisal (College Copy)-Final
The document provides information about HRH Group of Hotels in India. It discusses that HRH Group is the only chain of heritage palace hotels and resorts in Rajasthan, India. It operates nine hotels across various cities in Rajasthan including Udaipur, Gajner, Bikaner, Kumbalgarh, Ranakpur and Jaisalmer. The document further discusses the vision, features and various hotels operated by HRH Group under the brands of Grand Heritage Hotels and Royal Retreats. It aims to preserve the rich culture and heritage of Rajasthan through its hotels operated in converted palaces and forts.
steps of implementation of HRIS
The document outlines the steps for implementing a Human Resource Information System (HRIS). It discusses 14 steps: 1) inception of idea, 2) feasibility study, 3) selecting a project team, 4) defining requirements, 5) vendor analysis, 6) package contract negotiation, 7) training, 8) tailoring the system, 9) collecting data, 10) testing the system, 11) starting up, 12) running in parallel, 13) maintenance, and 14) evaluation. It also provides details on each step and highlights the importance of properly implementing each step for a successful HRIS system. This is illustrated through a case study of a global logistics company that implemented an HRIS to improve employee leave management across its operations
Voluntary retirement scheme
The document discusses voluntary retirement schemes (VRS), providing an overview and case study of VRS implemented at Steel Authority of India Limited (SAIL). It defines VRS as a voluntary scheme that offers employees early retirement in exchange for compensation. SAIL launched multiple VRS rounds from 1998 to 2001 to reduce its workforce of 160,000 as recommended by consultants. Over 10,000 employees opted for the schemes, allowing SAIL to cut costs as manpower expenses were significantly higher than competitors. The document also discusses the technical aspects, advantages, and disadvantages of VRS for both employees and employers.
HRD-Concept & Goals, Challenges, Climate, Practices in India, Learning and HRD
The document discusses key concepts in human resource development including definitions of HRD, the need for HRD in organizations, functions and goals of HRD, challenges in HRD, and learning principles and strategies that can maximize training outcomes. It provides an overview of concepts such as the difference between HRD and HRM, objectives and practices of HRD in Indian industries, and theories related to learning styles, transfer of training, and Gagné's domains of learning.
Human resource planning ppt.
Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve objectives. It involves determining future personnel needs, both quantitatively and qualitatively, to balance the supply and demand of human resources. The key aspects of HR planning include analyzing jobs to understand skill requirements, forecasting demand and supply of personnel, developing HR programs to meet needs, implementing plans, and controlling and evaluating outcomes.
HR Audit
The document discusses the process of conducting a human resources (HR) audit within an organization. It describes the purpose of an HR audit as reviewing HR policies, procedures, and practices to evaluate their effectiveness and compliance. The summary includes:
1) An HR audit evaluates the strengths and weaknesses of an organization's HR systems and identifies issues to improve the HR function.
2) The audit process typically involves assessing HR strategies, functions, managerial compliance, and employee satisfaction through methods like interviews, questionnaires, and analyzing records.
3) The results of an audit are documented in a report that identifies risks, prioritizes solutions, and develops an HR improvement plan to address issues.
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Recent Trends in hr
The document discusses recent developments in managing people in the workplace. It describes how the role of human resources has changed from administrative tasks to now playing a more strategic role in businesses due to technology changes and globalization. It discusses various HR activities including attracting and orienting employees, compensation systems, work environments, relationships, and compliance. It then goes into more detail about topics like e-HR, competency mapping, outsourcing, talent management, HRD in cross-cultural development, and creating work-life balance in a 24/7 environment. The conclusion emphasizes that HR managers should treat people as resources, provide equitable rewards, and align individual and corporate goals through appropriate HR policies.
E-HRM
E-HRM, E-Human Resource Management, E-Recruitment, E-Business, advantages of e-hrm, disadvantages of e-hrm, Advantages Of E-Recruitment, Disadvantages Of E-Recruitment, E-Performance management, e-hr records, e-selection, e-training & development
Project Report on Performance Appraisal (College Copy)-Final
The document provides information about HRH Group of Hotels in India. It discusses that HRH Group is the only chain of heritage palace hotels and resorts in Rajasthan, India. It operates nine hotels across various cities in Rajasthan including Udaipur, Gajner, Bikaner, Kumbalgarh, Ranakpur and Jaisalmer. The document further discusses the vision, features and various hotels operated by HRH Group under the brands of Grand Heritage Hotels and Royal Retreats. It aims to preserve the rich culture and heritage of Rajasthan through its hotels operated in converted palaces and forts.
steps of implementation of HRIS
The document outlines the steps for implementing a Human Resource Information System (HRIS). It discusses 14 steps: 1) inception of idea, 2) feasibility study, 3) selecting a project team, 4) defining requirements, 5) vendor analysis, 6) package contract negotiation, 7) training, 8) tailoring the system, 9) collecting data, 10) testing the system, 11) starting up, 12) running in parallel, 13) maintenance, and 14) evaluation. It also provides details on each step and highlights the importance of properly implementing each step for a successful HRIS system. This is illustrated through a case study of a global logistics company that implemented an HRIS to improve employee leave management across its operations
Voluntary retirement scheme
The document discusses voluntary retirement schemes (VRS), providing an overview and case study of VRS implemented at Steel Authority of India Limited (SAIL). It defines VRS as a voluntary scheme that offers employees early retirement in exchange for compensation. SAIL launched multiple VRS rounds from 1998 to 2001 to reduce its workforce of 160,000 as recommended by consultants. Over 10,000 employees opted for the schemes, allowing SAIL to cut costs as manpower expenses were significantly higher than competitors. The document also discusses the technical aspects, advantages, and disadvantages of VRS for both employees and employers.
HRD-Concept & Goals, Challenges, Climate, Practices in India, Learning and HRD
The document discusses key concepts in human resource development including definitions of HRD, the need for HRD in organizations, functions and goals of HRD, challenges in HRD, and learning principles and strategies that can maximize training outcomes. It provides an overview of concepts such as the difference between HRD and HRM, objectives and practices of HRD in Indian industries, and theories related to learning styles, transfer of training, and Gagné's domains of learning.
Human resource planning ppt.
Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve objectives. It involves determining future personnel needs, both quantitatively and qualitatively, to balance the supply and demand of human resources. The key aspects of HR planning include analyzing jobs to understand skill requirements, forecasting demand and supply of personnel, developing HR programs to meet needs, implementing plans, and controlling and evaluating outcomes.
HR Audit
The document discusses the process of conducting a human resources (HR) audit within an organization. It describes the purpose of an HR audit as reviewing HR policies, procedures, and practices to evaluate their effectiveness and compliance. The summary includes:
1) An HR audit evaluates the strengths and weaknesses of an organization's HR systems and identifies issues to improve the HR function.
2) The audit process typically involves assessing HR strategies, functions, managerial compliance, and employee satisfaction through methods like interviews, questionnaires, and analyzing records.
3) The results of an audit are documented in a report that identifies risks, prioritizes solutions, and develops an HR improvement plan to address issues.
Recruitment and Selection Process in Aircel
The recruitment and selection process at Aircel begins when a new vacancy arises. The function head raises a vacancy request which is reviewed by HR and approved. For recruitment, Aircel first considers internal candidates through inter-departmental transfers or intra-circle transfers. If no suitable candidate is found, external recruitment methods like campus hiring, job portals or consultants are used. Shortlisted candidates then go through screening tests, interviews and reference checks before final selection.
Hrd approaches
the slide describes the various approaches of human resource development such as human capital appraisal approach, integrated system approach, integrated framework approach, etc.
E-HRM and HRIS
The document discusses human resource information systems (HRIS) and electronic human resource management (e-HRM). It defines HRIS as a system that allows tracking of employee information in databases. It describes the main components and functions of an HRIS including recruitment, compensation, benefits administration, and reporting. The document also outlines some benefits, challenges and types of e-HRM such as operational, relational and transformational e-HRM. It provides examples of how e-recruitment, e-selection, e-performance management, e-learning and e-compensation can be implemented using web-based technologies.
3 p compensation concept
The document discusses the 3-P Compensation Concept which includes Pay for Position, Pay for Person, and Pay for Performance. Pay for Position bases pay on the job requirements rather than individual skills. Pay for Person links pay to individual skills, competencies, and market demand. Pay for Performance provides financial rewards based on performance assessments against individual, team, or organizational goals.
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human resource outsourcing
Outsourcing is when a firm contracts an independent contractor to perform certain tasks or activities. Common outsourced activities include IT, HR, manufacturing, and R&D. HR outsourcing involves an outside party performing some or all HR functions. While outsourcing can reduce costs and preserve culture, it can also result in loss of control and institutional knowledge. Managers generally outsource interactions and information gathering but not decision making. The type of outsourcing relationship depends on factors like asset specificity and uncertainty. HR outsourcing commonly includes payroll, benefits, workforce administration, and talent services like recruiting and training. Trust, confidentiality, commitment and flexibility are important factors in outsourcing relationships.
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HRD Philosophy
This document discusses the human resource planning philosophy of an organization. It believes that people are fundamentally unique resources that can develop their inherent potential with support. It also believes in providing a high quality work life for employees through meaningful careers, job satisfaction, and professional development so that people can contribute to society. The organization values a meritocratic system with open opportunities and rewards based on performance.
Shrm notes
Strategic human resource management (SHRM) involves using people strategically to achieve organizational goals. There are four main approaches to SHRM: resource-based, high-performance management, high-commitment management, and high-involvement management. SHRM requires understanding the internal and external environment, including trends in technology, organizational structure, employee values and attitudes, management practices, demographics, and international factors. The environment shapes HR strategies around skills, training, compensation, and organizational design.
E- HUMAN RESOURCE MANAGEMENT
E HRM, GOALS, SCOPE AND OBJECTIVE, TYPES, ADVANTAGES, AND DISADVANTAGES, WORKING AREAS, IMPACT, BENEFITS, ADDITIONAL SKILLS, CONCLUSION, AND SUMMARY.
HRD approach to Industrial Relations
The document discusses how the human resource development (HRD) approach can improve industrial relations between management and employees. HRD recognizes that employees are a company's greatest asset and can be developed through proper incentives and treatment. The HRD approach is proactive and includes diagnosing problems and designing interventions to facilitate necessary changes. It focuses on human dignity and positive values while developing employees through training, counseling, performance reviews, and career planning. This helps create participative workplaces with open communication and goal setting, reducing conflicts and motivating workers to strengthen industrial relations.
EMPLOYEE WELFARE FACILITY
This document provides an introduction to Laxmi Hydraulics Pvt. Ltd (LHP), an engineering company located in Solapur, India. It discusses LHP's product offerings which include motors, pumps, drives and other machinery. It also provides background on the size and growth of the Indian engineering sector, key exports, investments in the sector and some recent major projects. The engineering sector is an important part of India's economy and LHP is one company operating within this growing industry.
Strategic Human Resource Management
Strategic human resource management (HRM) refers to aligning an organization's human resource strategies and policies with its business strategies and objectives. The document discusses various aspects of strategic HRM including definitions of strategy, the need for strategic HRM, strategic analysis in HRM, competitive strategy, stages of strategic management, and the relationship between strategy and HRM. It also covers human resource investments such as in training and development, job security, health, and differently-abled employees. The human resource environment including trends in technology, demographics, values and management are important considerations in strategic HRM.
Industrial Disputes: Dispute Settlement Methods and Machinery
This document discusses various methods for resolving industrial disputes between employers and employees, including collective bargaining, grievance procedures, conciliation, arbitration, and adjudication. It also defines key related terms like strikes, lockouts, layoffs, and retrenchment. Specifically, it provides 3 sentences on conciliation: Conciliation is a process by which representatives of workers and employers are brought together before a third party to resolve disputes through mutual discussion. The third party may be an individual or group aimed at persuading the parties to reach an agreement. Conciliation officers and boards can be appointed by the government to mediate in industrial disputes.
Resourcing strategy mpp 5
This document outlines a resourcing strategy for human resource management. It discusses obtaining the right workforce with the appropriate skills and potential through recruitment and selection. It describes using scenario planning to estimate future human resource needs under different internal and external conditions. The document also covers forecasting demand and supply of workers, analyzing deficits or surpluses, and developing action plans around resourcing, flexibility, and retention to address imbalances.
Techniques of hr demand forecasting
This document discusses techniques for forecasting human resource demand, including:
- Managerial judgement, which can take a bottom-up or top-down approach with participation.
- Work study technique, which estimates future man-hours needed based on estimated production levels, standard man-hours per unit, and employee work ability in man-hours.
- Ratio-trend analysis, which estimates future worker needs based on past ratios of production levels to number of workers.
It also briefly mentions econometrics models using mathematical and statistical techniques, and the Delphi technique.
Chapter 2 hr planning
The document discusses the importance of human resource planning (HRP) for organizations. It outlines the key steps in the HRP process, which include environmental scanning, setting organizational objectives, forecasting future HR needs and supply, identifying gaps, developing solutions to address gaps, and implementing the HR plan. An effective HRP ensures the right people are available at the right time to help the organization achieve its goals. Communication and buy-in from top management is important for HRP to be successful.
Aligning compensation strategy with business strategy & HR strategy and Senio...
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This document discusses aligning compensation strategy with business strategy, HR strategy, and considerations for seniority and longevity pay. It provides tables matching compensation strategies to business strategies focused on innovation, quality, and low costs. Another table matches compensation strategies to HR strategies like attracting, retaining, and motivating staff. Seniority pay rewards tenure through base pay increases while longevity pay rewards those at pay grade maximums. Both aim to retain experienced employees.Training & Development HRM
This document provides an overview of training and development. It discusses how training and development has evolved from transferring knowledge through signs and actions to more formal programs to help workers use new machines. It also explains that employees are now seen as assets that can be developed to benefit the organization. The document outlines different training and development methods, both on-the-job and off-the-job, and discusses the objectives and process of training and development programs.
Case study hrm
If hired as the HR manager of a footwear company, I would:
1) Analyze job requirements and recruit the right candidates with the needed skills through various sources like internal promotions, advertisements, employment agencies and consultants.
2) Use a selection process including application reviews, interviews, tests and medical examinations to evaluate candidates.
3) Onboard new hires by providing orientation, training them on their roles and integrating them into the organization.
Human resource planning and information system TYBMS
This document provides an overview of human resource planning and information systems. It discusses key aspects of HRP including objectives, scope, approaches, levels, types and activities. It also covers forecasting demand and supply, succession planning, techniques, factors affecting forecasting and barriers to implementation. The document then shifts to discussing job analysis, design and redesign. Other topics include recruitment, selection, retention, downsizing, layoffs and factors affecting recruitment. It concludes by examining HR information systems including components, functions, design, benefits, limitations and trends.
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Recruitment and Selection Process in Aircel
The recruitment and selection process at Aircel begins when a new vacancy arises. The function head raises a vacancy request which is reviewed by HR and approved. For recruitment, Aircel first considers internal candidates through inter-departmental transfers or intra-circle transfers. If no suitable candidate is found, external recruitment methods like campus hiring, job portals or consultants are used. Shortlisted candidates then go through screening tests, interviews and reference checks before final selection.
Hrd approaches
the slide describes the various approaches of human resource development such as human capital appraisal approach, integrated system approach, integrated framework approach, etc.
E-HRM and HRIS
The document discusses human resource information systems (HRIS) and electronic human resource management (e-HRM). It defines HRIS as a system that allows tracking of employee information in databases. It describes the main components and functions of an HRIS including recruitment, compensation, benefits administration, and reporting. The document also outlines some benefits, challenges and types of e-HRM such as operational, relational and transformational e-HRM. It provides examples of how e-recruitment, e-selection, e-performance management, e-learning and e-compensation can be implemented using web-based technologies.
3 p compensation concept
The document discusses the 3-P Compensation Concept which includes Pay for Position, Pay for Person, and Pay for Performance. Pay for Position bases pay on the job requirements rather than individual skills. Pay for Person links pay to individual skills, competencies, and market demand. Pay for Performance provides financial rewards based on performance assessments against individual, team, or organizational goals.
Training and Development ( Vodafone Case Study) - human resources project
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
mba (hr) summer training report
Escorts Limited is an Indian engineering conglomerate that was founded in 1960 and is involved in businesses like agriculture machinery, construction equipment, and railway equipment. It is one of the largest tractor manufacturers in India and has two international subsidiaries. The company is committed to quality and has facilities for automotive press shop, hemming shop, die spotting press, and weld shop. It also has capabilities in CAD modelling. Escorts manufactures tractors under brands like Farmtrac, Powertrac, and Escort and has products like shock absorbers and railway couplers. The company is committed to quality, environmental performance, and customer satisfaction.
human resource outsourcing
Outsourcing is when a firm contracts an independent contractor to perform certain tasks or activities. Common outsourced activities include IT, HR, manufacturing, and R&D. HR outsourcing involves an outside party performing some or all HR functions. While outsourcing can reduce costs and preserve culture, it can also result in loss of control and institutional knowledge. Managers generally outsource interactions and information gathering but not decision making. The type of outsourcing relationship depends on factors like asset specificity and uncertainty. HR outsourcing commonly includes payroll, benefits, workforce administration, and talent services like recruiting and training. Trust, confidentiality, commitment and flexibility are important factors in outsourcing relationships.
Recruitment and Selection Summer Internship Project Report
The document provides a summary of an internship project on recruitment and selection processes at Videocon Industries Limited. It includes an introduction to the company and internship details. The objectives of the study are to understand Videocon's recruitment and selection procedures, identify areas for improvement, and analyze HR factors. As an intern, the individual's job duties involve supporting recruitment tasks like file updates, written exam coordination, and assisting new employees. The recruitment process involves needs assessment, candidate identification and screening, interviews, and onboarding. Overall, the environment is positive but some areas could be improved like expanding space for written exams.
HRD Philosophy
This document discusses the human resource planning philosophy of an organization. It believes that people are fundamentally unique resources that can develop their inherent potential with support. It also believes in providing a high quality work life for employees through meaningful careers, job satisfaction, and professional development so that people can contribute to society. The organization values a meritocratic system with open opportunities and rewards based on performance.
Shrm notes
Strategic human resource management (SHRM) involves using people strategically to achieve organizational goals. There are four main approaches to SHRM: resource-based, high-performance management, high-commitment management, and high-involvement management. SHRM requires understanding the internal and external environment, including trends in technology, organizational structure, employee values and attitudes, management practices, demographics, and international factors. The environment shapes HR strategies around skills, training, compensation, and organizational design.
E- HUMAN RESOURCE MANAGEMENT
E HRM, GOALS, SCOPE AND OBJECTIVE, TYPES, ADVANTAGES, AND DISADVANTAGES, WORKING AREAS, IMPACT, BENEFITS, ADDITIONAL SKILLS, CONCLUSION, AND SUMMARY.
HRD approach to Industrial Relations
The document discusses how the human resource development (HRD) approach can improve industrial relations between management and employees. HRD recognizes that employees are a company's greatest asset and can be developed through proper incentives and treatment. The HRD approach is proactive and includes diagnosing problems and designing interventions to facilitate necessary changes. It focuses on human dignity and positive values while developing employees through training, counseling, performance reviews, and career planning. This helps create participative workplaces with open communication and goal setting, reducing conflicts and motivating workers to strengthen industrial relations.
EMPLOYEE WELFARE FACILITY
This document provides an introduction to Laxmi Hydraulics Pvt. Ltd (LHP), an engineering company located in Solapur, India. It discusses LHP's product offerings which include motors, pumps, drives and other machinery. It also provides background on the size and growth of the Indian engineering sector, key exports, investments in the sector and some recent major projects. The engineering sector is an important part of India's economy and LHP is one company operating within this growing industry.
Strategic Human Resource Management
Strategic human resource management (HRM) refers to aligning an organization's human resource strategies and policies with its business strategies and objectives. The document discusses various aspects of strategic HRM including definitions of strategy, the need for strategic HRM, strategic analysis in HRM, competitive strategy, stages of strategic management, and the relationship between strategy and HRM. It also covers human resource investments such as in training and development, job security, health, and differently-abled employees. The human resource environment including trends in technology, demographics, values and management are important considerations in strategic HRM.
Industrial Disputes: Dispute Settlement Methods and Machinery
This document discusses various methods for resolving industrial disputes between employers and employees, including collective bargaining, grievance procedures, conciliation, arbitration, and adjudication. It also defines key related terms like strikes, lockouts, layoffs, and retrenchment. Specifically, it provides 3 sentences on conciliation: Conciliation is a process by which representatives of workers and employers are brought together before a third party to resolve disputes through mutual discussion. The third party may be an individual or group aimed at persuading the parties to reach an agreement. Conciliation officers and boards can be appointed by the government to mediate in industrial disputes.
Resourcing strategy mpp 5
This document outlines a resourcing strategy for human resource management. It discusses obtaining the right workforce with the appropriate skills and potential through recruitment and selection. It describes using scenario planning to estimate future human resource needs under different internal and external conditions. The document also covers forecasting demand and supply of workers, analyzing deficits or surpluses, and developing action plans around resourcing, flexibility, and retention to address imbalances.
Techniques of hr demand forecasting
This document discusses techniques for forecasting human resource demand, including:
- Managerial judgement, which can take a bottom-up or top-down approach with participation.
- Work study technique, which estimates future man-hours needed based on estimated production levels, standard man-hours per unit, and employee work ability in man-hours.
- Ratio-trend analysis, which estimates future worker needs based on past ratios of production levels to number of workers.
It also briefly mentions econometrics models using mathematical and statistical techniques, and the Delphi technique.
Chapter 2 hr planning
The document discusses the importance of human resource planning (HRP) for organizations. It outlines the key steps in the HRP process, which include environmental scanning, setting organizational objectives, forecasting future HR needs and supply, identifying gaps, developing solutions to address gaps, and implementing the HR plan. An effective HRP ensures the right people are available at the right time to help the organization achieve its goals. Communication and buy-in from top management is important for HRP to be successful.
Aligning compensation strategy with business strategy & HR strategy and Senio...
Aligning compensation strategy with business strategy & HR strategy and Senio...Al-Qurmoshi Institute of Business Management, Hyderabad
This document discusses aligning compensation strategy with business strategy, HR strategy, and considerations for seniority and longevity pay. It provides tables matching compensation strategies to business strategies focused on innovation, quality, and low costs. Another table matches compensation strategies to HR strategies like attracting, retaining, and motivating staff. Seniority pay rewards tenure through base pay increases while longevity pay rewards those at pay grade maximums. Both aim to retain experienced employees.Training & Development HRM
This document provides an overview of training and development. It discusses how training and development has evolved from transferring knowledge through signs and actions to more formal programs to help workers use new machines. It also explains that employees are now seen as assets that can be developed to benefit the organization. The document outlines different training and development methods, both on-the-job and off-the-job, and discusses the objectives and process of training and development programs.
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Case study hrm
If hired as the HR manager of a footwear company, I would:
1) Analyze job requirements and recruit the right candidates with the needed skills through various sources like internal promotions, advertisements, employment agencies and consultants.
2) Use a selection process including application reviews, interviews, tests and medical examinations to evaluate candidates.
3) Onboard new hires by providing orientation, training them on their roles and integrating them into the organization.
Human resource planning and information system TYBMS
This document provides an overview of human resource planning and information systems. It discusses key aspects of HRP including objectives, scope, approaches, levels, types and activities. It also covers forecasting demand and supply, succession planning, techniques, factors affecting forecasting and barriers to implementation. The document then shifts to discussing job analysis, design and redesign. Other topics include recruitment, selection, retention, downsizing, layoffs and factors affecting recruitment. It concludes by examining HR information systems including components, functions, design, benefits, limitations and trends.
Hrm in service sector management TYBMS
This document outlines various human resource management (HRM) concepts relevant to the service sector. It discusses features of services, classifications of services, environmental factors driving service sector growth, objectives of service layouts, developing a service culture, service marketing models, the role of service employees, the nature of service encounters, the importance of human elements, issues faced by frontline employees, managing emotional labor, recruitment and selection procedures, challenges in recruitment, developing employees, motivating employees, empowering employees, dimensions of service quality, reasons to reduce quality gaps, strategies to reduce gaps, delivering services through agents/brokers, and issues/challenges in various service industries.
Human resource management in global perspective TYBMS
This document discusses key aspects of international human resource management (IHRM). It covers the features, objectives, and reasons for the emergence of IHRM. Some of the main topics addressed include the significance of IHRM in international business; the scope and functions of IHRM such as recruitment, training, and compensation; approaches to IHRM; and challenges in areas like expatriate selection, managing diversity, and repatriation. The document also examines offshoring, managing international projects, and characteristics of virtual organizations compared to traditional organizations.
Hrm case study
The document discusses a task force assembled to address the problem of excess skilled bottling staff at Company XYZ between October and February each year. The task force proposes several alternatives to ensure the skilled employees are utilized year-round, including recycling bottles during the off season to reduce material costs, shifting employees to the company's hard drinks bottling process which has higher demand seasonally, outsourcing the skilled employees to other companies during the off season, and implementing a variable pay structure to incentivize employees to work during the off season. The task force will present these alternatives to management for consideration as future strategies.
Organisational Development TYBMS
This document provides an overview of organisational development (OD) concepts including features, components, objectives, principles, and processes of OD. It discusses the need for organisational diagnosis and change, levels of diagnosis, techniques for diagnosis and renewal, and factors affecting change. Interventions, evaluating interventions, and issues around client relationships are also examined. The document outlines approaches to organisational effectiveness and ways to enhance effectiveness.
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LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
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9
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Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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