The practitioners and academicians in the business arena are highly concern about the enhancement of employee performance in this competitive age for achievement of business goals. Considering the issue, this study aimed to measure the influence of Human Resource Management (HRM) practices on the performance of employees. The data of this study have been collected from 392 on-the-job operational level employees using survey method who are working at different garment factories in Bangladesh. The collected data are analyzed through structural equation modeling to partial least square method. The study empirically proves that employee training and development, promotion opportunity, and job security has significant influence on the employees’ performance. Theoretically, this study proves that training and development, job security and promotion opportunity together influence on the performance of employees in the developing economy. The practitioners and policy makers of the organizations are expected to make necessary adjustments in their existing HRM practices based on the findings of this study in the context of Bangladesh for enhancing the employees’ performance level so that their whole-hearted efforts can be gained for the achievement of business goals.
This slide is prepare in order to give a highlight for the fundamentals of Human Resource Management through specifying the focus of the topic as basics of HR, Job analysis and HRP as well as Recruitment and Selection
This document provides an overview of key concepts in human resource management (HRM) including: the nature and scope of HRM; HRM functions such as recruitment, selection, performance appraisal, compensation; and differences between HRM and personnel management. It discusses HRM objectives at the societal, organizational, functional, and personal levels. Finally, it describes the organization of HRM departments in small versus large organizations and options for outsourcing some HRM activities.
Human resource management ppt @ bec doms hrmBabasab Patil
The document discusses key aspects of human resource management including recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, and productivity. It describes the recruitment process of identifying job vacancies and notifying potential candidates. It also outlines the selection process of shortlisting candidates and assessing them through methods like interviews, testing, and exercises. The document emphasizes that employment legislation regulates many areas of human resource management and that organizations must comply with laws around discrimination, disability rights, and discipline procedures.
This document is a resume for Ghazia Zafar. It summarizes her knowledge and experience in areas related to human resources including performance management, recruitment and selection, organizational development, training and development, and compensation and benefits. It also lists her personal skills such as being competitive, deadline-driven, energetic, and an excellent communicator. Ghazia's objective is to obtain a position where she can utilize her skills and experience in HR and project management. Her academic qualifications include a Master's in Business Administration and a Bachelor's in Business Administration. She has work experience as a Deputy Manager at Unze London and as an HR Executive at Dollar East Exchange Company.
How To Help Leaders Effectively Manage Today’s Human CapitalClearCompany
What are today’s key human capital management challenges and how will they be addressed in the future? To answer these questions, ClearCompany partnered with HR.com to conduct a survey of nearly 400 Human Resource Professionals.
One of the areas explored was leadership. We wanted to know if responding HR experts believed that leaders are effectively managing human capital in their companies. And, we asked if they saw a connection between leadership and other critical areas such as engagement and employee performance.
Another important area of the investigation was employee productivity. Not only did our research investigate whether productivity is rising or falling in today’s workplace but, we also explored how long it takes for a new hire to reach full productivity.
The research also covered the issue of employee retention. We were looking to discover if there were any indications that present themselves when an employee is disengaged and looking to leave. Based on responses, we created a list of the top ten signs that workers could be looking to leave.
If employees do leave, what is the best way of attracting and locating new talent? This has become an issue of growing importance as unemployment rates have declined and labor markets have tightened. We explored whether companies tend to look internally or externally for top talent.
Finally, the survey asked HR professionals to look to the future. We wanted to know if they thought it’s possible to accurately forecast workforce needs. And if we can model the workforce in ways that optimize costs, productivity and profits. After all, these issues are crucial to the long-term survival of most organizations.
Here’s a quick look at some of the key findings:
The Future: Most respondents not only believe it’s possible to accurately forecast workforce needs, they think it’s possible to model the workforce in a way that optimizes costs, productivity and profits.
Leadership: Only 37% of participants say that their leaders effectively manage human capital, and only about a third report that leadership actions are correlated to engagement, retention and performance.
Recruitment: Referrals are the most widely cited source for finding top talent as well as employees who are a good cultural fit.
Talent: Respondents are split as to whether the best talent comes from internal or external sources.
Productivity: Just 44% say productivity is on the rise.
The document discusses various aspects of the recruitment and selection process. It begins by defining recruitment as the process of finding and hiring qualified candidates for jobs. It describes the typical stages of recruitment from seeking applicants to evaluating applications. It then discusses factors that influence recruitment strategies like business size, compensation, and past recruiting policies. The document also outlines a recruitment policy framework and common recruitment sources. It defines selection as the process of choosing the most suitable candidates. The typical selection stages are then outlined such as screening applications, interviews, and approval. The document concludes by discussing placement, orientation, and credentials.
The practitioners and academicians in the business arena are highly concern about the enhancement of employee performance in this competitive age for achievement of business goals. Considering the issue, this study aimed to measure the influence of Human Resource Management (HRM) practices on the performance of employees. The data of this study have been collected from 392 on-the-job operational level employees using survey method who are working at different garment factories in Bangladesh. The collected data are analyzed through structural equation modeling to partial least square method. The study empirically proves that employee training and development, promotion opportunity, and job security has significant influence on the employees’ performance. Theoretically, this study proves that training and development, job security and promotion opportunity together influence on the performance of employees in the developing economy. The practitioners and policy makers of the organizations are expected to make necessary adjustments in their existing HRM practices based on the findings of this study in the context of Bangladesh for enhancing the employees’ performance level so that their whole-hearted efforts can be gained for the achievement of business goals.
This slide is prepare in order to give a highlight for the fundamentals of Human Resource Management through specifying the focus of the topic as basics of HR, Job analysis and HRP as well as Recruitment and Selection
This document provides an overview of key concepts in human resource management (HRM) including: the nature and scope of HRM; HRM functions such as recruitment, selection, performance appraisal, compensation; and differences between HRM and personnel management. It discusses HRM objectives at the societal, organizational, functional, and personal levels. Finally, it describes the organization of HRM departments in small versus large organizations and options for outsourcing some HRM activities.
Human resource management ppt @ bec doms hrmBabasab Patil
The document discusses key aspects of human resource management including recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, and productivity. It describes the recruitment process of identifying job vacancies and notifying potential candidates. It also outlines the selection process of shortlisting candidates and assessing them through methods like interviews, testing, and exercises. The document emphasizes that employment legislation regulates many areas of human resource management and that organizations must comply with laws around discrimination, disability rights, and discipline procedures.
This document is a resume for Ghazia Zafar. It summarizes her knowledge and experience in areas related to human resources including performance management, recruitment and selection, organizational development, training and development, and compensation and benefits. It also lists her personal skills such as being competitive, deadline-driven, energetic, and an excellent communicator. Ghazia's objective is to obtain a position where she can utilize her skills and experience in HR and project management. Her academic qualifications include a Master's in Business Administration and a Bachelor's in Business Administration. She has work experience as a Deputy Manager at Unze London and as an HR Executive at Dollar East Exchange Company.
How To Help Leaders Effectively Manage Today’s Human CapitalClearCompany
What are today’s key human capital management challenges and how will they be addressed in the future? To answer these questions, ClearCompany partnered with HR.com to conduct a survey of nearly 400 Human Resource Professionals.
One of the areas explored was leadership. We wanted to know if responding HR experts believed that leaders are effectively managing human capital in their companies. And, we asked if they saw a connection between leadership and other critical areas such as engagement and employee performance.
Another important area of the investigation was employee productivity. Not only did our research investigate whether productivity is rising or falling in today’s workplace but, we also explored how long it takes for a new hire to reach full productivity.
The research also covered the issue of employee retention. We were looking to discover if there were any indications that present themselves when an employee is disengaged and looking to leave. Based on responses, we created a list of the top ten signs that workers could be looking to leave.
If employees do leave, what is the best way of attracting and locating new talent? This has become an issue of growing importance as unemployment rates have declined and labor markets have tightened. We explored whether companies tend to look internally or externally for top talent.
Finally, the survey asked HR professionals to look to the future. We wanted to know if they thought it’s possible to accurately forecast workforce needs. And if we can model the workforce in ways that optimize costs, productivity and profits. After all, these issues are crucial to the long-term survival of most organizations.
Here’s a quick look at some of the key findings:
The Future: Most respondents not only believe it’s possible to accurately forecast workforce needs, they think it’s possible to model the workforce in a way that optimizes costs, productivity and profits.
Leadership: Only 37% of participants say that their leaders effectively manage human capital, and only about a third report that leadership actions are correlated to engagement, retention and performance.
Recruitment: Referrals are the most widely cited source for finding top talent as well as employees who are a good cultural fit.
Talent: Respondents are split as to whether the best talent comes from internal or external sources.
Productivity: Just 44% say productivity is on the rise.
The document discusses various aspects of the recruitment and selection process. It begins by defining recruitment as the process of finding and hiring qualified candidates for jobs. It describes the typical stages of recruitment from seeking applicants to evaluating applications. It then discusses factors that influence recruitment strategies like business size, compensation, and past recruiting policies. The document also outlines a recruitment policy framework and common recruitment sources. It defines selection as the process of choosing the most suitable candidates. The typical selection stages are then outlined such as screening applications, interviews, and approval. The document concludes by discussing placement, orientation, and credentials.
Policy on recruiting and selecting employees 2010 revisionsrinidhiraman
This document outlines the University of Ulster's policy on recruiting and selecting employees. It discusses the following key points:
1. The policy aims to appoint well-qualified staff through a merit-based process and provide equal opportunities for all applicants.
2. Selection decisions must be based on merit, use appropriate methods tailored to each role, and give all applicants an equal chance to compete. All decisions must be well-documented.
3. The Human Resources department oversees recruitment and provides training to selection panels on recruitment procedures and legislation.
4. The policy and procedures are regularly monitored and reviewed to ensure compliance and best practice.
Human Resource Management (Issues) in Multi-National CompaniesUsmanNasir1277FMSMSF
A detailed overview of human resource management operations in multinational companies, domain of HRM in MNCs, Areas of thematic emphasis, approaches, Methodological concerns and Direction for future research.
The document discusses evidence from surveys of employees and employers on talent management practices. It then summarizes different HR systems or "bundles" of practices found in steel production lines and their relationship to productivity outcomes. The most innovative system with careful selection, training, compensation and involvement practices had the highest productivity. The document suggests that successfully leading change to adopt more innovative HR systems can provide competitive advantages through increased productivity and quality.
After studying this chapter ,you should be able to:
1.Explain what human resource management is and how it relates to the management process.
2. Give at least eight examples of how all managers can use human resource management concepts and techniques.
3. Illustrate the human resources responsibilities of line and staff (HR) managers.
4. Provide a good example that illustrates HR’s role in formulating and executing company strategy.
5. Write a short essay that addresses the topic: Why metrics and measurement are crucial to today’s HR managers.
6. Outline the plan of this book.
This document discusses strategic human resource management and its importance. It defines strategic HRM as formulating and executing HR systems to produce the competencies and behaviors an organization needs to achieve its strategic goals. A strategic HRM approach integrates HR with the company's strategy, mission, and goals. HRM can make significant contributions if included in strategic planning from the start. The document also outlines factors that influence HRM programs internally, such as organizational culture, goals, leadership style, and externally, such as economic conditions, government regulations, and the labor market.
Hendrick Lay has over 15 years of experience in human resources including positions as an HR Manager and Consultant. The document outlines his educational background which includes several degrees and certificates in business and human resources. It then details his career history working for various organizations where he achieved outcomes such as improving recruitment processes, reducing harassment claims, and negotiating new enterprise agreements. The document provides a comprehensive listing of Hendrick's skills and expertise in areas of HR 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.
The document outlines human resource procedures and policies at FFC. It discusses the aim to prepare an HR manual and study existing procedures. It also highlights areas for improvement. The presentation includes information on FFC's vision, mission, core values and human resource division. It describes the organization structure, recruitment process, sources of recruitment, and procedures for hiring management and non-management employees. It also covers training and development programs for employees.
Ergonomics is concerned with understanding interactions between humans and other elements of systems. It aims to optimize human well-being and overall system performance through applying principles to design. Flexible working refers to working schedules that vary from normal fixed patterns, allowing changes to hours, place of work, etc. Flexible arrangements like flextime, compressed weeks, job sharing and telecommuting can benefit both employees and employers by improving work-life balance, recruitment/retention, and reducing costs. Eastman Kodak implemented various flexible policies for its 70,000+ global workforce to meet desires for work-life balance while maintaining business needs.
This document provides an overview of human resource management (HRM) concepts including:
1. It outlines the complete training theme which includes HR definitions, functions, team management, interview skills, performance management, and recruitment and selection.
2. The origin and definition of HRM are discussed, noting how the HR function has evolved from a personnel department focused on employee well-being to a strategic partner supporting organizational objectives.
3. Key HRM functions like staffing, orientation, training and development, compensation management, health and safety, and labor relations are defined and their importance to organizations is explained at a high level.
This document discusses the management function of staffing. It defines staffing and explains its importance in building a sound human organization and increasing productivity. The key steps in the staffing process include manpower planning, job analysis, recruitment, selection, placement and orientation, training, performance appraisal, promotion and transfer, and compensation and maintenance. Recruitment can occur internally through promotions, transfers and recalling retired employees or externally through sources like members of the public, employee exchanges, and campus recruitment. Selection involves steps like application screening, interviews, tests, and reference checks. Training and development of employees is also discussed.
The document discusses the history and evolution of human resource management (HRM) from hiring and firing to the modern focus on strategic alignment and employee engagement. It outlines key aspects of HRM like planning, organizing, directing, and controlling human resources. The document also examines HRM strategies, challenges, and the role of HRM in supporting organizational goals and continuous transformation through shaping culture and processes to improve capacity for change.
This document discusses new challenges and strategic opportunities for staffing in the 21st century. It summarizes research on topics like recruitment, person-environment fit, employer brand image, applicant reactions, selection practices, and developing a multi-level theory of staffing. Specifically, it finds that perceptions of fit and job/organizational attributes are strong predictors of recruiting outcomes. It also emphasizes developing selection methods that improve both validity and diversity. Finally, it stresses the need for a multi-level approach that links individual staffing to organizational effectiveness through both top-down and bottom-up effects.
Human resource planning involves examining an organization's future human resource needs. It includes identifying and acquiring the right number of skilled employees, motivating high performance, and linking business objectives to resource planning. HR planning determines what employees need to be recruited or removed to balance supply and demand. The process involves analyzing environmental factors, forecasting demand and supply of human resources, and developing action plans to address any gaps. An effective HR plan provides mechanisms to eliminate mismatches between the employees an organization needs and has available.
The document discusses key aspects of human resource management including its strategic role in organizations, environmental influences, and goals around attracting, developing, and maintaining an effective workforce. It covers topics such as HR planning, recruiting, selection, training, performance appraisal, compensation, benefits, and termination. Federal legislation and a changing social contract between employers and employees are also examined.
This study examined human resource management practices in foreign and Nepali firms operating in Nepal. A group of MBM students from Nepal Commerce Campus conducted interviews with 16 companies to understand their approaches to HR structures, recruitment, training, performance evaluation, compensation, and labor relations. The findings showed foreign firms localized some practices like HR departments and compensation, while transferring practices for recruitment selection, training, and performance appraisal. Maintaining labor relations and dealing with trade unions was a complicated issue for all companies. The conclusions note HR practices are a mix of localized and transferred approaches, with room for future studies to provide more insights into attracting foreign direct investment.
The document provides an introduction to performance management, including its history, definitions, aims, principles, benefits and the performance management system process. It discusses factors that affect performance and characteristics of an ideal performance management system. The document also covers performance review techniques and tips for successful performance reviews.
The document discusses strategic planning and strategic human resource (HR) management. It defines strategic planning as the process of defining an organization's strategy and allocating resources to pursue that strategy. The strategic planning process involves analyzing strengths, weaknesses, opportunities, and threats, establishing goals and objectives, formulating organizational and functional strategies, implementing strategies, and re-evaluating. Strategic HR management refers to using HR practices like talent acquisition and development to achieve competitive advantage and support organizational strategies. The focus of HR is shifting from traditional to strategic emphasis.
Strategic human resource management (SHRM) aligns human resource practices with organizational strategy to improve business performance. It focuses on integrating HR with strategic planning, developing employee skills to meet future needs, and creating a culture where HR policies support organizational goals. The key goals of SHRM include enhancing organizational effectiveness, developing competitive capabilities, and managing change to achieve a strategic advantage over competitors.
The document provides an overview of key topics in human resource management including HR planning, recruitment, selection, training and development, performance management, and career management. It discusses various techniques used in each area such as manpower planning, selection tests, training needs analysis, performance appraisal elements, and career anchors. Examples are given throughout to illustrate concepts.
The document provides an overview of the evolution of strategic management thinking and practice from the 1950s to the present. It discusses how strategic management has shifted from an emphasis on budgetary planning and control to a focus on positioning, competitive advantage, innovation, and reconciling flexibility with financial control. The key stages of the strategic management process and various analytical tools and approaches are also summarized.
Presentation by the OECD on "Employee Engagement: Enhancing Innovation and Pr...OECD Governance
This presentation by Beatrix Behrens, OECD, on "Employee Engagement: Enhancing Innovation and Productivity through innovative HRM" was made at the meeting of the OECD Working Party on Public Employment and Management on 20-21 April 2015.
For further on information on the OECD work on Public Employment and Management please see http://www.oecd.org/gov/pem/.
Policy on recruiting and selecting employees 2010 revisionsrinidhiraman
This document outlines the University of Ulster's policy on recruiting and selecting employees. It discusses the following key points:
1. The policy aims to appoint well-qualified staff through a merit-based process and provide equal opportunities for all applicants.
2. Selection decisions must be based on merit, use appropriate methods tailored to each role, and give all applicants an equal chance to compete. All decisions must be well-documented.
3. The Human Resources department oversees recruitment and provides training to selection panels on recruitment procedures and legislation.
4. The policy and procedures are regularly monitored and reviewed to ensure compliance and best practice.
Human Resource Management (Issues) in Multi-National CompaniesUsmanNasir1277FMSMSF
A detailed overview of human resource management operations in multinational companies, domain of HRM in MNCs, Areas of thematic emphasis, approaches, Methodological concerns and Direction for future research.
The document discusses evidence from surveys of employees and employers on talent management practices. It then summarizes different HR systems or "bundles" of practices found in steel production lines and their relationship to productivity outcomes. The most innovative system with careful selection, training, compensation and involvement practices had the highest productivity. The document suggests that successfully leading change to adopt more innovative HR systems can provide competitive advantages through increased productivity and quality.
After studying this chapter ,you should be able to:
1.Explain what human resource management is and how it relates to the management process.
2. Give at least eight examples of how all managers can use human resource management concepts and techniques.
3. Illustrate the human resources responsibilities of line and staff (HR) managers.
4. Provide a good example that illustrates HR’s role in formulating and executing company strategy.
5. Write a short essay that addresses the topic: Why metrics and measurement are crucial to today’s HR managers.
6. Outline the plan of this book.
This document discusses strategic human resource management and its importance. It defines strategic HRM as formulating and executing HR systems to produce the competencies and behaviors an organization needs to achieve its strategic goals. A strategic HRM approach integrates HR with the company's strategy, mission, and goals. HRM can make significant contributions if included in strategic planning from the start. The document also outlines factors that influence HRM programs internally, such as organizational culture, goals, leadership style, and externally, such as economic conditions, government regulations, and the labor market.
Hendrick Lay has over 15 years of experience in human resources including positions as an HR Manager and Consultant. The document outlines his educational background which includes several degrees and certificates in business and human resources. It then details his career history working for various organizations where he achieved outcomes such as improving recruitment processes, reducing harassment claims, and negotiating new enterprise agreements. The document provides a comprehensive listing of Hendrick's skills and expertise in areas of HR 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.
The document outlines human resource procedures and policies at FFC. It discusses the aim to prepare an HR manual and study existing procedures. It also highlights areas for improvement. The presentation includes information on FFC's vision, mission, core values and human resource division. It describes the organization structure, recruitment process, sources of recruitment, and procedures for hiring management and non-management employees. It also covers training and development programs for employees.
Ergonomics is concerned with understanding interactions between humans and other elements of systems. It aims to optimize human well-being and overall system performance through applying principles to design. Flexible working refers to working schedules that vary from normal fixed patterns, allowing changes to hours, place of work, etc. Flexible arrangements like flextime, compressed weeks, job sharing and telecommuting can benefit both employees and employers by improving work-life balance, recruitment/retention, and reducing costs. Eastman Kodak implemented various flexible policies for its 70,000+ global workforce to meet desires for work-life balance while maintaining business needs.
This document provides an overview of human resource management (HRM) concepts including:
1. It outlines the complete training theme which includes HR definitions, functions, team management, interview skills, performance management, and recruitment and selection.
2. The origin and definition of HRM are discussed, noting how the HR function has evolved from a personnel department focused on employee well-being to a strategic partner supporting organizational objectives.
3. Key HRM functions like staffing, orientation, training and development, compensation management, health and safety, and labor relations are defined and their importance to organizations is explained at a high level.
This document discusses the management function of staffing. It defines staffing and explains its importance in building a sound human organization and increasing productivity. The key steps in the staffing process include manpower planning, job analysis, recruitment, selection, placement and orientation, training, performance appraisal, promotion and transfer, and compensation and maintenance. Recruitment can occur internally through promotions, transfers and recalling retired employees or externally through sources like members of the public, employee exchanges, and campus recruitment. Selection involves steps like application screening, interviews, tests, and reference checks. Training and development of employees is also discussed.
The document discusses the history and evolution of human resource management (HRM) from hiring and firing to the modern focus on strategic alignment and employee engagement. It outlines key aspects of HRM like planning, organizing, directing, and controlling human resources. The document also examines HRM strategies, challenges, and the role of HRM in supporting organizational goals and continuous transformation through shaping culture and processes to improve capacity for change.
This document discusses new challenges and strategic opportunities for staffing in the 21st century. It summarizes research on topics like recruitment, person-environment fit, employer brand image, applicant reactions, selection practices, and developing a multi-level theory of staffing. Specifically, it finds that perceptions of fit and job/organizational attributes are strong predictors of recruiting outcomes. It also emphasizes developing selection methods that improve both validity and diversity. Finally, it stresses the need for a multi-level approach that links individual staffing to organizational effectiveness through both top-down and bottom-up effects.
Human resource planning involves examining an organization's future human resource needs. It includes identifying and acquiring the right number of skilled employees, motivating high performance, and linking business objectives to resource planning. HR planning determines what employees need to be recruited or removed to balance supply and demand. The process involves analyzing environmental factors, forecasting demand and supply of human resources, and developing action plans to address any gaps. An effective HR plan provides mechanisms to eliminate mismatches between the employees an organization needs and has available.
The document discusses key aspects of human resource management including its strategic role in organizations, environmental influences, and goals around attracting, developing, and maintaining an effective workforce. It covers topics such as HR planning, recruiting, selection, training, performance appraisal, compensation, benefits, and termination. Federal legislation and a changing social contract between employers and employees are also examined.
This study examined human resource management practices in foreign and Nepali firms operating in Nepal. A group of MBM students from Nepal Commerce Campus conducted interviews with 16 companies to understand their approaches to HR structures, recruitment, training, performance evaluation, compensation, and labor relations. The findings showed foreign firms localized some practices like HR departments and compensation, while transferring practices for recruitment selection, training, and performance appraisal. Maintaining labor relations and dealing with trade unions was a complicated issue for all companies. The conclusions note HR practices are a mix of localized and transferred approaches, with room for future studies to provide more insights into attracting foreign direct investment.
The document provides an introduction to performance management, including its history, definitions, aims, principles, benefits and the performance management system process. It discusses factors that affect performance and characteristics of an ideal performance management system. The document also covers performance review techniques and tips for successful performance reviews.
The document discusses strategic planning and strategic human resource (HR) management. It defines strategic planning as the process of defining an organization's strategy and allocating resources to pursue that strategy. The strategic planning process involves analyzing strengths, weaknesses, opportunities, and threats, establishing goals and objectives, formulating organizational and functional strategies, implementing strategies, and re-evaluating. Strategic HR management refers to using HR practices like talent acquisition and development to achieve competitive advantage and support organizational strategies. The focus of HR is shifting from traditional to strategic emphasis.
Strategic human resource management (SHRM) aligns human resource practices with organizational strategy to improve business performance. It focuses on integrating HR with strategic planning, developing employee skills to meet future needs, and creating a culture where HR policies support organizational goals. The key goals of SHRM include enhancing organizational effectiveness, developing competitive capabilities, and managing change to achieve a strategic advantage over competitors.
The document provides an overview of key topics in human resource management including HR planning, recruitment, selection, training and development, performance management, and career management. It discusses various techniques used in each area such as manpower planning, selection tests, training needs analysis, performance appraisal elements, and career anchors. Examples are given throughout to illustrate concepts.
The document provides an overview of the evolution of strategic management thinking and practice from the 1950s to the present. It discusses how strategic management has shifted from an emphasis on budgetary planning and control to a focus on positioning, competitive advantage, innovation, and reconciling flexibility with financial control. The key stages of the strategic management process and various analytical tools and approaches are also summarized.
Presentation by the OECD on "Employee Engagement: Enhancing Innovation and Pr...OECD Governance
This presentation by Beatrix Behrens, OECD, on "Employee Engagement: Enhancing Innovation and Productivity through innovative HRM" was made at the meeting of the OECD Working Party on Public Employment and Management on 20-21 April 2015.
For further on information on the OECD work on Public Employment and Management please see http://www.oecd.org/gov/pem/.
This document provides an overview of strategic planning concepts and the staffing process. It discusses inputs to strategic planning like external environment analysis. It also summarizes key aspects of staffing like analyzing managerial needs, recruiting and selecting candidates, and developing and promoting internal staff. Selection techniques like interviews, tests and assessment centers are outlined. The document also briefly touches on organizing concepts such as departmentalization and matrix structures.
Human Capital Management is the most discussed and studied domain by all people leaders as they climb the
hierarchical ladder in the Service Industry, even though the leader was
once part of the people or work force he/she is set to lead. This reemphasizes the fact that workforce is the most important ass et each organization’s success is dependent on.
Workforce management is the most critical imperative to ensure we have no surprise operations.
Hybrid work models are becoming a norm and this will create a varied workforce scenarios for managers to run the operations a
nd teams. This further compels the need for
comprehensive framework and tools, that will help run successful business operations and also result in engaged workforce, which is becoming a most important success metric.
Getting applicant selection right March 2012Timothy Holden
Toronto Training and HR is a specialist training and human resources consultancy. The document discusses various selection techniques used during the applicant selection process, including application forms, interviews, assessments, testing, and references. It provides information on how to effectively implement these techniques and highlights potential criticisms to consider. The goal is to help organizations choose the right applicants and get the best returns on their selection investments.
The document discusses talent pipeline and succession management strategies at Sasol, a South African company. It outlines three key points:
1. Sasol uses a leadership pipeline model to systematically identify, assess, develop, and promote internal talent to fill key leadership roles. This includes tools like a 9-box talent grid and corporate talent reviews.
2. Sasol works to increase its talent pool by strategies like graduate development programs, targeted recruitment, and growing technical skills through bursary programs. Risk mitigation plans address potential supply and demand gaps.
3. Succession management requires balancing leadership capacity and demand. Sasol sequences critical initiatives carefully and only launches those with adequate leadership capacity to reduce strain and build resources over
The document discusses talent management and provides recommendations for organizations. It defines talent management as additional processes to develop high-potential employees. Research shows defining talent, developing talent through programs like coaching and internal job rotations, and implementing supportive structures and systems are key. The five core talent management processes are attracting, developing, motivating, appraising, and retaining top performers. The document recommends organizations align talent strategies with business goals and consider culture when implementing programs.
One day interactive workshop designed and delivered in Birmingham to an audience of HR professionals, recruiters and line managers from both the public and private sectors. The session covered the latest developments and hot topics for organisations facing vast numbers of applicants when vacancies are posted.
Performance management is a strategic process that improves employee performance by aligning individual objectives with organizational goals. It involves continuous feedback, development of skills and capabilities, and rewarding employees for achieving targets. The key aspects of performance management are establishing performance standards, measuring and reviewing performance, providing feedback, and developing employees.
Human Resource Management is very important in the daily prospects of the organizations. Out of 5 M's the prior most cadre is for Man / Men ./ Manpower leading to training improving performance appraisal and endowing the full growth of the individual as well as of the organizations helping to achieve twin benefits.
Organization development and Organization design January 2012Timothy Holden
The document discusses various topics related to organization development and design including planned change, the work levels model, organizational learning, competencies at the organization level, reviewing organization structure, and the roles of organization development practitioners. It provides definitions of important terms and examines different approaches to organization structure, with the goal of helping organizations function effectively and adapt to changing needs.
Training for performance – Sales & CollectionsIQbusiness
The document discusses factors that impact learning and performance in a training context. It identifies 5 key factors: 1) the learner, their skills, abilities, and motivations; 2) the content of training, which should be relevant, application-based, and address different experience levels; 3) delivery methods, which should be experiential and provide performance support; 4) the work environment, which must enable application of skills; and 5) measurement of performance and impact. Effective training focuses on all these factors through a holistic and integrated approach.
The document discusses the role of human resources in organizations. It outlines that HR helps achieve strategic objectives by ensuring staffing aligns with strategy and manages change from external and internal factors. The HR function varies based on organizational size, with smaller organizations having less formalized practices. Building core competencies and capabilities is important for competitive advantage, and organizations must develop, maintain, and update these over time through activities like training, partnerships, and acquiring new companies.
The document discusses external recruitment, including recruitment planning, sources, communication strategies, and applicant reactions. It covers administrative issues like using internal vs. external recruiters and centralized vs. decentralized recruitment. Open versus targeted recruitment strategies and metrics for evaluating recruiting methods are presented. Recruitment sources like employee referrals, websites, and agencies are examined.
This document announces the Ninth International Conference on Quality Management Practices for Global Excellence, to be held January 30-31, 2015 in Indore, India. The conference is organized by Prestige Institute of Management and Research in collaboration with universities in Thailand and Argentina. The conference aims to bring together academic researchers and professionals to present and discuss papers on various quality management practices and achieving excellence on a global scale. Topics will include areas like finance, economics, entrepreneurship, human resources, marketing, information technology, and production/operations. The deadline for registration and paper submissions is provided.
Get Certified in Human Resources CHRP CHRM UAEBlue Ocean
Get Certified in Human Resources CHRP CHRM UAE, HR certification training will be held in Dubai Abu Dhabi, UAE, Qatar, Saudi Arabia, from the American Certification Institute, USA.
Register today : http://www.blueoceanacademy.com/courses/hr-manager-professional.html
Blue Ocean Academy provides HR training Courses in Dubai and Abu Dhabi, Oman, Saudi Arabia, Qatar, Kuwait, and Bahrain. Our HR Certification Course includes CHRP and CHRM certification. At Blue Ocean Academy professionals are innovatively trained to be experts in the Human Resource Management field. http://www.blueoceanacademy.com/hr-training-courses/
The document discusses certifications for human resource professionals from the American Certification Institute. It provides information on the Certified Human Resource Professional (CHRP) and Certified Human Resource Manager (CHRM) certifications, which equip individuals with strategic skills for managing human resources in a global context. The certifications focus on developing global mindsets and providing opportunities for employees to enhance their global leadership capabilities through experiences like international assignments. The document emphasizes that as organizations globalize, it is important to implement comprehensive HR processes to foster global competitiveness and develop future global leaders.
The document discusses key aspects of human resource management including qualities of human resources, the nature and scope of HRM systems, importance of HRM, and HR practices at the organizational and macro levels. It also covers HRM functions like planning, recruitment, training, development and various roles of HRM in managing employees from induction to compensation. Human resource planning including estimating manpower needs, recruitment, and development is discussed. The differences between personnel and HRD are highlighted. Key terms like job analysis, job description, job specification are explained. The role of HR in the new economic policy and changing labour issues are briefly covered.
How Barcodes Can Be Leveraged Within Odoo 17Celine George
In this presentation, we will explore how barcodes can be leveraged within Odoo 17 to streamline our manufacturing processes. We will cover the configuration steps, how to utilize barcodes in different manufacturing scenarios, and the overall benefits of implementing this technology.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.pptHenry Hollis
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
This presentation was provided by Racquel Jemison, Ph.D., Christina MacLaughlin, Ph.D., and Paulomi Majumder. Ph.D., all of the American Chemical Society, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...indexPub
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
Business studies-a creative study
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3. Management in the
twenty 1st century
Levels of
management
Importance of
management
Features of
management
Functions of
management
Nature of
management
Coordination
Objectives of
management
NATURE AND
SIGNIFICATION
OF MANAGEMENT
In the capacity of ‘country manager’
In the capacity of ‘functional manager’
In the capacity of ‘business leader’
Top management
Middle management
Supervisory or operational management
Helps in achieving group goals
Essential for prosperity of society
Establishes sound organization
Reduces cost
Optimum utilisation of resources
Key element of coordination
Nature of coordination
Importance of coordination
Organizational objectives
Social objectives
Personal objectives
Planning
Organizing
Staffing
Directing
controlling
Goal oriented process
Pervasive
Inter related & interdependent function
Continuous process
Group activity
Dynamic
Intangible
Management As An Art
Management As An Science
Management As An Profession
P
Existence of theoretical knowledge
Personalized application
Based on practice and creativity
Systematized body of knowledge
Principles based on experimentation
Universal validity
Well defined body of knowledge
Restricted entry
Professional association
Ethical code of conduct
Service motive
Integration
Balancing
Timing
Integrates group efforts
Ensures unity of action
A continuous process
All pervasive function
Responsibility of all managers
A deliberate function
Size of the organization
Functional differentiation
Specialization
Coordination is the essence
of management
The challenging role of a global
manager
Maintains equilibrium
Reduces cost
BODMAS CAREER ACADEMY
4. Principles of
management
Fayol’s Principles
of Management
Significance of
Management Principles
Taylor’s scientific
management principles
Techniques of
Scientific Management
Nature of
Management Principles
Division of work
Authority & Responsibility
Discipline
Unity of command
Unity of direction
Subordination of individual
interest to general interest
Remuneration of employees
Centralization & decentralization
Scalar Chain
Order
Equity
Stability of personnel
Initiative
Espirit De Corps
Universal applicability
General guidelines
Practice & experimentation
Flexible
Mainly behavioural
Cause & effect relationship
Contingent
Science not rule of thumb
Harmony, Not Discord
Cooperation, Not individualism
Development of Each and
every person to his or her
greatest efficiency &
prosperity
Providing managers with useful
insights into reality
Optimum utilization of resources
and effective administration
Meeting changing environment
requirement
Management training, education
& research
Fulfilling social responsibility
Scientific decisions
Functional foremanship
Standardization & simplification of work
Differential piece wage system
Work study
Method study
Motion study
Time study
Fatigue study
BODMAS CAREER ACADEMY
5. Business
environment
Characteristics of
business environment
Importance of
business environment
Dimensions of
business environment
Economic environment
in India
Impact of govt. policy
changes on business
& industry
Managerial responses
to changes in business
environment
Totality of external forces
Specific & general forces
Inter relatedness
Dynamic nature
Uncertainty
Complexity
Relativity
Enabling the identification of opportunity
& getting the first mover advantages
Helping in the identification of
threats & early warning signals or
Rader effect
Tapping useful resources
Coping with the rapid changes
Assisting in planning & policy
formulation
Improvement in performance
Image building
Economic environment
Social environment
Technological environment
Political environment
Legal environment
Liberalization
Privatization
Globlization
Strategic alliance, mergers and
consolidation of business
Diversification spree
Consolidation of Multinationals
Brand building
Labour
Increasing competition
More demanding customers
Rapidly changing technological
environment
Necessity for change
Need for developing human
resources
Market orientation
Loss of budgeting support to the
public sector
Threat from multinational corporation
Corporate vulnerability
Enhanced focus on exports
BODMAS CAREER ACADEMY
6. Reduce
wasteful
activities
Planning
Importance
of planning
Planning
process
Characteristics
of a good plan
Limitations of
planning
Features of
planning
Types of plan
Reduces the
risks of
uncertainty
Promotes
Innovative
Ideas
Provide
Direction
Facilitates
decision making
Est.
standard
for Control
Goals
Policy
Objectives
Procedure
Rules
Method
Programme
Flexible
Clear &
specific
Logical &
practical
Participation
Periodic
review
Simple &
comprehensive
Flexible
Primacy of
Planning
Mental
Exercise
Continuous
Futuristic
in Nature
May not work
in Dynamic
Environment
Involves
huge costs
Creates
Rigidity
Time
consuming
process
Reduce
Creativity 1. Setting
objectives
6. Implement
the Plan
2. Establishing
the planning
premises
4. Evaluating
alternatives
7. Follow up
action
5. Selecting an
Alternative
Focus on
Achieving
Objectives Pervasive
Purposeful
activity
Budget
Success Not
Guaranteed
3. Identify
alternative
courses of action
BODMAS CAREER ACADEMY
7. ORGANISATION
Functional structure
Merits Demerits
Specialization
Coordination
Economical
Effective
training
Increasing
managerial
efficiency
Conflicts
Ineffective
coordination
Hindrance in
organizational
objectives
Divisional structure
Merits Demerits
Development
of skills
Accountability
Conflicts
Duplication of
activitiesQuick decision
making
Easy
expansion
Organizational
interest
ignored
Formal organisation
Merits Demerits
Specified
duties
Stability
Fulfils
organizational
Objectives
Unity of
command
Responsibilities
are fixed
Delay in work
Back of
initiative
Emphasis on
work only
Importance of Organisation
Benefits of specialization
Clarity in working relationship
Optimum utilization of resources
Adaption to change
Effective administration
Development of personnel
Expansion and growth
Process of Organisation
Identification and division of work
Departmentalization
Assignment of duties
Establishing reporting relationship
Organizational structure
Informal organisation
Merits Demerits
Fulfills social
needs
Influence on
productivity
Resistance to
change
Creates
rumours
Fast
communication
Fulfills
organizational
objectives
Lack of
specialization
Delegation
Elements of
delegation
importance of
delegation
Accountability
Responsibility
Authority
Effective
management
Employee
development
Motivation of
employee
Facilitation of
growth
Better
coordination
Basic of
management
hierarchy
Importance of
decentralization
Develops initiative among
subordinates
Develops managerial talent for
the future
Quick decision making
Relief to top management
Facilitates growth
Better control
BODMAS CAREER ACADEMY
RELAX ……You Deserve a BREAK
8. Importance of staffing
1. Ensure availability of most suitable
persons
2.Better performance
3.Ensures continuous growth
4.Avoid over manning & under
utilisation of manpower
5.Job satisfaction
6.Advancement of Technology
Staffing process
1. Estimate Manpower Requirement
2.Recruitment
3.Selection
4.Placement & orientation
5.Training
6.Performance appraisal
7.Promotion & career orientation
8.Compensation
9.Separation
External sources
1. Direct recruitment
2. Casual callers
3. Advertisement
4. Employment exchange
5. Placement agencies
6. Management consultants
7. Campus recruitment
8. Recommendations
9. Labour contractors
10. Telecasting
11. Web publishing
Advantages of External
sources
1. Qualified personnel
2. Wider choice
3. Fresh talent
4. Competitive spirit
Disadvantages of
External sources
1. Dissatisfaction among
existing staff
2. Lengthy process
3. Costly process
Selection
process of selection
1. Preliminary Screening
2. Selection Tests
3. Employment Interview
4. Reference & background Check
5. Selection Decision
6. Medical check-up
7. Contract of Employment
Needs for training
1.Essential for new employees
2.Improves performance
3.Improve employee attitude
4.Reduced supervision
5.Coping with changes in techniques
6.Benefits to employees
R
E
C
R
U
I
T
M
E
N
T
STAFFING
Recruitment
Source of Recruitment :
Internal sources
1. Transfers
2. Promotions
Advantages of Internal
sources
1. Simple & economical
2. No need of training
3. Motivation
4. Promotional avenues
5. Cheaper
6. Transfer facilitates
Disadvantages of
internal sources
1. Fresh & more talented stock
2. Promotion
3. Lack of competition
4. Not suitable for new
enterprises
Training methods
On the job method
1. Apprenticeship programmes
2. Coaching
3. Internship training
4. Job rotation
Off the job method
1. Class room lectures /
conferences
2. Films
3. Case study
4. Computer modelling
5. Vestibule training
6. Programmed instruction
BODMAS CAREER ACADEMY
9. Role of Supervision
Characteristics of directing
Elements of directing
Importance of directing
Principles of directing
Direct contact with the worker
Unity among workers
Motivation workers
Analysis of work performed
Provides a link between workers
and management
Training of workers
Avoidance of conflicts and
misunderstanding
Leadership qualities
Maximum individual contributation
Harmony of objectives
Unity of command
Appropriateness of direction technique
Managerial communication
Use of informal organisation
Leadership
Takes place at every level of
management
Initiates action
Continuous process
Flows from top to bottom
Brings stability & balance
Integrates employees’ efforts
Initiates action
Means of motivation
Facilitates changes
Communication
Leadership
Motivation
Supervision
DIRECTING
Follow through
Balance in the organisation
10. Formal & Informal
Communication
Elements of
communication
process
Sender
Message
Encoding
Media
Decoding
Receiver
Feedback
Noise
Importance of
communication
Acts as basis of coordination
Helps in smooth working of an
enterprise
Acts as basis of decision making
Increases managerial efficiency
Promotes cooperation and
industrial peace
Establish effective leadership
Boosts moral and provides
motivation
Communication
Single chain
Formal
communication
Informal
communication
Wheel
Circular
Free flow
Inverted V
Single strand
Gossip
Probability
Cluster
Advantage of
Formal
communication
Maintenance of authority
Orderly flow of authority
Secrecy
Easy knowledge of source of
information
Disadvantage
of Formal
communication
Overload of work
Distortion of information
No personal touch
Advantage of
Formal
communication
Speedy & spontaneous
Free environment
Social relations
Supplementing
Disadvantage
of Formal
communication
No responsibility
Unreliable information
Leakage of information
Barriers to
communication
Semantic barriers
1. Badly expressed message
2. Symbols with different meanings
3. Faulty transaction
4. Unqualified assumption
5. Technical jargon
6. Body language & gesture decoding
Psychological barriers
1. Premature evaluation
2. Lack of attention
3. Loss by transmission & poor
retention
4. Distrust
Organizational barriers
1. Organizational policy
2. Rules & regulation
3. Status
4. Complexity in organization structure
5. Organizational facilities
Personal barriers
1. Fear of challenge to authority
2. Lack of confidence of superior on
his subordinates
3. Unwillingness to communicate
4. Lack of proper incentives
Improving communication
effectiveness
1. Clarify the ideas before communication
2. Communicate according to the needs of
receiver
3. Consult others before communicating
4. Be aware of language, tone and content of
message
5. Convey things of help and value to listener
6. Ensure proper feedback
7. Be a good listener
BODMAS CAREER ACADEMY
11. MOTIVATION
LEADERSHIP
Internal feeling
Goal directed behaviour
Both positive and negative
Complex process
Features of
motivation
Importance of
motivation
Changes the negative attitude
to positive attitude
Helps in satisfying needs of the
employees
Reduces labour turnover
Helps in introducing changes
Reduces absenteeism
Maslow’s need hierarchy
theory of motivation
Types of needs
Organizational climate
Status
Career advancement opportunity
Job enrichment
Employee recognition programme
Job security
Employee participation
Employees empowerment
Safety and security needs
Affiliation / belonging needs
Esteem needs
Physiological needs
Self actualization needs
Non financial
incentives
Financial
incentives
Productivity linked wage incentives
Profit sharing
Co – partnership / stock option
Retirement benefits
Bonus
Pay and allowances
Perquisites
Importance of
leadership
Handles conflicts
Maintains coordination
Introduces changes
Influences the behaviour of people
Provides training
Integrity
Empathy
Communication skills
Motivation skills
Self confidence
Initiative
Knowledge
Decisiveness
Social skills
Qualities of good
leader
BODMAS CAREER ACADEMY
12. Difficulty in setting quantitative standards
No control on external factors
Resistance from employees
Costly affair
CONTROLLING
Importance
of
controlling
Process of
controlling
Accomplishing organizational goals
Judging accuracy of standards
Making efficient use of resources
Improving employee motivation
Ensuring order and discipline
Facilitating coordination in action
Step 1: Setting performance standards
Step 2: Measurement of actual performance
Step 3: Comparing Actual performance with
standards
Step 4: Analyzing deviations
Step 5: taking corrective action
Limitations
of
controlling
BODMAS CAREER ACADEMY
13. To ensure availability of funds
whenever these are required Objectives of
financial
Planning
Role of financial
management
Current assets & their break up into
cash, inventories & receivable
Size & composition of fixed assets of
business
Long term & short term financing to be
used
Items in profit & loss a/c
Financial decision
Stability of dividends
Earning
Cash flow position
Shareholder preference
Taxation policy
Growth opportunity
Stability of earnings
Stock market reaction
Dividend decision
Financing decision
Investment decision
DIVIDEND DICISION
Factors affecting
dividend decision
Importance
of financial
planning
Coordination among different
functional areas
Avoid wastage & confusion
Reduce s financial uncertainties
Base for financial control
Optimum utilization of funds
Detailed plans for future
Objectives of
financial
Management
Profits maximization
Safety of funds
Efficient utilization of resources
Wealth maximization
Meeting financial commitments
Cash flow position of the
business
Risk
Level of fixed operating costs
Control consideration
State of capital market
Flotation costs
Cost
Financial decision
Factor affecting
financial decision
Financial
management
To see that the firm does not raise
resources unnecessarily
Break up of long term financing
into debt, equity etc.
Access to capital market
Legal constraints
Contractual constraints
INVESTMENT
DECISION
Factors affecting
capital budgeting
Cash flows of the project
Rate of return
Investment criteria involved
BODMAS CAREER ACADEMY
14. Fixed
capital
Capital
structure
Working
capital
Long term
investment
Liquidity
Return
Flexibility
Economy
Risk
Capital
structure of
other
companies
Debt service
coverage
ratio
Cash flow
position
Return on
investment
Interest
coverage
ratio
Cost of
debt
Features of
capital structure
Factors affecting the
choice of capital structure
Stock
market
condition
Flotation
cost
Control
Cost of
equity
Tax rate
Flexibility
Risk
consideration
Regulatory
frame work
Factors affecting the
working capital
requirement
Nature of
businessScale of
operations
Production
cycle
Business
cycle
Seasonal
factors
Credit
allowed
Availability of
raw materialCredit
availed
Operating
efficiency
Level of
competitionGrowth
prospects Inflation
Importance of
fixed capital
Heavy
investment
Risk
involved
Irreversible
decision
Factors affecting the fixed
capital requirements
Nature of
business
Size of
business
Choice of
technique
Technology
up
gradation
Expansion
of
business
Type of
product
Financing
alternative
Level of
collaborationEfficiency in
management
of fixed assets
Manufacturing
/ trading firm
BODMAS CAREER ACADEMY
15. Mobilization of saving & channeling
them into the most productive Functions of
Financial market
Classification of
financial markets
Money market
All India level stock
exchange
NSEI & OTCEI
Money market
Instruments of
money market
Objectives of
SEBI
Competitive & professional
Prevention of Malpractice
Balancing
Orderly functioning
Protection
Functions of
SEBI Regulatory
function
Notification of rules & regulation
Levying of fees
Regulator of investment schemes
Registration of brokers & agent
Prohibits unfair trade practices
Promotion of fair trade
Research
Training to intermediariesFunctions of SEBI
development
function
Facilitate price discovery
Functions of SEBI
protective function
Prohibits fraudulent & unfair
trade practice
Promotes fair practice
Education investors
Provide liquidity to financial assets
Reduce the cost of transactions
Capital market
Treasury Bill
Commercial paper
Call money
Certificate of deposit
Commercial Bill
Capital Market
Primary market
Secondary Market
Methods of flotation in
primary market
Rights issue
Offer through prospectus
Offer for sale
Private placement
E-IPOs
Secondary market (stock
exchange)
Total 24; oldest BSE
Inspection & enquiries
Performing & exercising powers
Financial
market
Common Feature of
NSEI & OTCEI
Prevents insider trading
Screen based training
Nationwide coverage
Transparency
Promoters
Ringless
BODMAS CAREER ACADEMY
17. Branding
Labelling
Pricing
Place /
physical
distribution
mix
Brand name
strategies
Advantage to the
marketers
Advantage to the
customers
Features of a
good brand name
•Individual branding
•Blanket family branding
•Separate family brand name
•Company name combined with
individual brand
•Enable marketing product differentiation
•Helps in advertising & display programmes
•Differential pricing
•Ease in introduction of new product
•Helps in product identification
•Ensures quality
•Status symbol
•Short & simple
•Indicates the qualities
•Unique
•Adaptable
•Versatile
•Capable
Functions of
distribution
channel
Type of channels
Factors
determining
choice of
channels
Components of
physical
distribution
•Sorting
•Accumulation
•Allocation
•Assorting product promotion
•Negotiation
•Risk taking
•Order processing
•Transportation
•Warehousing
•Inventory control
•Product related factors
•Company characteristics
•Competitive factors
•Market factors
•Environmental factors
1. Direct channel (Zero level)
2. Indirect channel
a. manufacturer retailer consumer (1 level
channel)
b. manufacturer wholesaler retailer consumer
(2 level channel)
c. retailer consumer (3 level channel)
•Complete description of a
product
•Identification of product
•Grading of product
•Promotion of product
•Legal information
Factors of
labelling
•Primary Package
•Secondary Package
•Transportation Package
Levels of
packaging
Importance
of packaging
Function of
packaging
•Rising standards of health
& sanitation
•Self service out lets
•Innovational opportunity
•Product differentiation
•Product identification
•Product protection
•Facilitate use of product
•Product promotion
Factors
affecting
Strategies
•Product cost
•The utility & demand
•Extent of competition in the
market
•Government & legal
regulations
•Pricing objectives
•Marketing methods used
•Price skimming
•Penetration pricing
Packaging
BODMAS CAREER ACADEMY
18. Promotion
mix
advertising
Personal
selling
Sales
promotion
Publicity
Undermines social values
Confuses the buyers
Some advertisement are in bad taste
Encourages sale of inferior products
Paid form
Impersonality
Identified sponsor
Mass reach
Enhancing customer
Satisfaction
expressiveness
Economy
Less forceful
Lack of feedback
Inflexibility
Low effectiveness
Adds to cost
Features of
advertising
Merits of
advertising
demerits of
advertising
Objections
of
advertising
Media
selection
Selectivity
Flexibility
Cost
Editorial environment
Coverage of the media
Permanence
Merits of
sales
promotion
Attention Value
Useful in new product Launch
Synergy in total promotion efforts
Limitation
of sales
promotion
Reflects crisis
Spoils product image
Commonly
used sales
promotion
activities
Rebate
Discount
Refunds
Product combination
Quantity gift
Luck draw
Usable benefits
Full finance @ 0%
Samples
Contests
Instant draws &
assigned gifts
Advantages
of publicity
More credibility
Mass reach
Disadvantages
of publicity
No control
Limited information
Features
of personal
selling
Personal form
Development of
relationship
Merits of
personal
selling
Flexibility
Direct feedback
Minimum wastage
Personal selling
importance to
businessmen
Effective promotional tools
Flexible tools
Minimizes wastage of effort
Consumer attention
Lasting relationship
Personal rapport
Role in introduction stage
Link with customer
Personal selling
importance to
customers
Personal selling
importance to
society
Helps in identifying
needs
Latest market
information
Expert advice
Induces customers
Converts latest demand
Employment opportunities
Career opportunities
Mobility of sales people
Product standardization
BODMAS CAREER ACADEMY
19. Consumer
Protection
Importance
of consumer
From consumer’s
point of view
Consumer ignorance
Unorganized consumer
Widespread exploitation of Consumers
From the point of
view of business
Long term interest of business
Business use society’s resources
Social responsibility
Moral justification
Government intervention
Poverty & Unemployment
Illiterate consumer
consumer are not organized
The consumer protection Act, 1986
The contract Act, 1982
The sale of good Act, 1930
The essential commodities Act, 1955
The agriculture produce Act. 1937
The prevention of food adulteration Act, 1954
The standards of weights and measures Act, 1976
The trade marks Act, 1999
The competition Act, 2002
The bureau of Indian standers Act, 1986
Need for consumer
protection in
developing
countries like India
Legal protection
to consumers
Right to safety
Right to be informed
Right to choose
Right to be heard
Right to seek Redressel
Right to consumer education
Right to basis need
Right to healthy environment
Consumer Right
Consumer
Responsibility
Awareness of right
Quality conscious
Ready to lodge complaint
Not to be misled by false advertisement
Must obtain cash memo
Cautious consumer
Consumer organisation
Environment
Availability goods & services
Selection of goods
Self regulatory by business
Business associations
Consumer awareness
Consumer organisation
Government
Ways & means
of consumer
protection
Redressal
agencies
District forum
State commission
National commission
Role of consumer
Organisations &
NGOs
Important consumer
Organisations &
NGOs
Creating consumer awareness
Encouraging the consumers
Filing complaints
Protesting against traders
Focus on consumer problems
Provide legal assistance
Consumer coordination council, Delhi.
Common cause
Voluntary organizational in interest of
consumer education (VOICE) Delhi.
Consumer education & research centre
(CERC) Ahmedabad .
Consumer association kolkata
Consumer guidance society of India,
Mumbai etc.
BODMAS CAREER ACADEMY