The human resource process begins with a sound Human resource planning. Forecasting the Human Resource Demand and appropriately balancing the deficiency or surplus either from the internal environment or from the external environment lays down the foundation of a sound human resource planning. Explore More!
Personnel Planning & Recruiting - Human Resource ManagementFaHaD .H. NooR
Personnel Planning & Recruiting Process
Define Human Resource Planning.
List the steps in the recruitment and selection process.
List and discuss the main outside sources of candidates.
Effectively recruit job candidates.
Name and describe the main internal sources of candidates.
Develop a help wanted ad.
Explain how to recruit a more diverse workforce.
The human resource process begins with a sound Human resource planning. Forecasting the Human Resource Demand and appropriately balancing the deficiency or surplus either from the internal environment or from the external environment lays down the foundation of a sound human resource planning. Explore More!
Personnel Planning & Recruiting - Human Resource ManagementFaHaD .H. NooR
Personnel Planning & Recruiting Process
Define Human Resource Planning.
List the steps in the recruitment and selection process.
List and discuss the main outside sources of candidates.
Effectively recruit job candidates.
Name and describe the main internal sources of candidates.
Develop a help wanted ad.
Explain how to recruit a more diverse workforce.
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
To have excellent HR planning process, planners must establish and maintain a human resource management system in which to store, update, and, most important, instantaneously access information about workers' competencies. An information management system must display clearly the expertise available in the organization
Download Human Resource Management of Coca Cola
http://www.managementparadise.com/forums/human-resources-management-h-r/213746-human-resource-management-coca-cola.html
Short Quiz based on Human resource management.
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Human Resource Planning, Recruitment and Selectionlearnito
Meaning and importance of human resource planning, benefits of human resource planning, Meaning of recruitment, selection, placement and training Methods of Recruitment and Selection - Uses of tests in selection, Problems involved in placement.
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/3jrgTCu
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
To have excellent HR planning process, planners must establish and maintain a human resource management system in which to store, update, and, most important, instantaneously access information about workers' competencies. An information management system must display clearly the expertise available in the organization
Download Human Resource Management of Coca Cola
http://www.managementparadise.com/forums/human-resources-management-h-r/213746-human-resource-management-coca-cola.html
Short Quiz based on Human resource management.
Subscribe on YouTube - https://www.youtube.com/channel/UCnSp_MjvR1ihLcSFDCfCbOg
Follow on Instagram - https://instagram.com/masroorbaig/
Catch up on Facebook - https://www.facebook.com/MasroorBaig1996
Human Resource Planning, Recruitment and Selectionlearnito
Meaning and importance of human resource planning, benefits of human resource planning, Meaning of recruitment, selection, placement and training Methods of Recruitment and Selection - Uses of tests in selection, Problems involved in placement.
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/3jrgTCu
The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
Human resource planning (HRP) is the continuous process of systematic planning ahead to achieve optimum use of an organization's most valuable asset—quality employees. Human resources planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses. The PPT contains definition, Process and Benefits of HR Planning.
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Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
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Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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Memorandum Of Association Constitution of Company.pptseri bangash
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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2. HR planning
Planning is all about;
“Knowing where you are going and how you are going to get
there.”
Human Resource Planning is
“the process of determining an organization’s human resource
needs”.
3. HR planning
Human resource planning is a process by which an
organization ensures that
– it has the right number and kinds of people
– at the right place
– at the right time
– capable of effectively and efficiently completing those
tasks that will help the organization achieve its overall
strategic objectives
4. HR planning must be
• Linked to the organization’s overall strategy to
compete domestically and globally
• Translated into the number and types of workers
needed
Senior HRM staff need to lead top
management in planning for HRM issues.
5. An Organizational Framework
Mission statement
“A brief statement of the reason an organization is in business”
A mission statement defines what business the organization is in, including
– why it exists?
– who its customers are?
After developing mission statement,
– strategic goals are set by senior management and then define objectives for the
company. It also includes identifying the scope of its products or services.
Goals are generally defined for the next 5-20 years.
6. Linking Organizational Strategy to HR Planning
As the goals are set, the next step in the strategic planning
process begins i.e. the corporate assessment.
During a corporate assessment,
– SWOT (Strengths-Weaknesses-Opportunities-Threats) analysis
determines what is needed to meet objectives
– strengths and weaknesses and core competencies are identified
HRM determines what knowledge, skills, and abilities are
needed by the organization’s human resources through a job
analysis.
7. • Strengths
An organization’s best attributes and abilities.
• Weaknesses
Resources an organization lacks or activities it does poorly.
• Opportunities and threats
Agents, factors, or forces in an organization's external environment that are out of
its control, and can directly or indirectly affect is chances of success or failure.
• Opportunities
Elements that the project could exploit to its advantage
• Threats
Elements in the environment that could cause trouble for the business or project
8. Linking Organizational Strategy to HR Planning
s
mission
objectives and goals
strategy
structure
people
STRATEGIC DIRECTION HR LINKAGE
determining organization’s
business
setting goals and objectives
determining how to attain
goals and objectives
determining what jobs need to be
done and by whom
matching skills, knowledge, and
abilities to required jobs
9. Linking Organizational Strategy to HR Planning
To ensure that appropriate personnel are available to meet the
requirements set during the strategic planning process, human
resource managers engage in employment planning.
The purpose of this planning effort is to determine what HRM
requirements exist for current and future supplies and demands
for workers.
10. 1) Assessing current human resources
• Begins by developing a profile of the organization’s current
employees.
• This internal analysis includes information about the workers and
the skills they currently possess.
• Generating effective and detailed HR inventory report.
• The input to this report would be derived from forms completed by
employees and checked by supervisors.
• Such reports include a complete list of all employees by name,
education, training, prior employment, current position, performance
ratings, salary level, languages spoken, capabilities and specialized
skills.
11. • This input is valuable in determining what skills are currently
available in the organization.
• Inventory serves as a guide for supporting new organizational
pursuits or in altering the strategic direction.
• This report also has value in other HRM activities such as
selecting individuals for T&D, promotion and transfers.
• HRM must also find ways to ensure that employees are
retained, frequently called employee retention.
12. HUMAN RESOURCE INFORMATION SYSTEMS (HRIS)
“A computerized system that assists in the processing of HRM
information.”
• Implemented by the organizations to help the HR inventory.
• Also called human resource management system (HRMS).
• Designed to quickly fulfill the HR management information needs of the
organization.
• It’s a database system that’s keeps important information about employees
in a central and accessible location– even information on the global
workforce.
13. • Data can be retrieved and used to facilitate employment planning
decisions.
• Organizations can track most information about employees and jobs.
• This information can help an organization gain a competitive advantage.
• HRIS are now more user friendly.
• HR information systems (HRIS)
process employee information
quickly generate analyses and reports
provide compensation/benefits support
14. Succession planning
“Identification and development of potential successors for key positions in
an organization, through a systematic evaluation process and training.”
Succession planning includes the development of “Replacement Charts”. These are
the HRM organizational charts that
• portray middle- to upper-level management positions that may become
vacant in the near future
• list information about individuals who might qualify to fill the
positions/vacancies.
• Positions may become vacant due to retirements, promotions, transfers,
resignations or death of the incumbent.
• Employee morale is increased by 25%.
• Replacement charts looks similar to traditional organizational charts.
• Those individuals targeted for replacement are listed beneath with the
expected time in which they will be prepared to take on the needed
responsibility.
15. 2) Determining the demand for labor
• A year by year analysis for every significant job level and type.
• The result is a human resource inventory covering specified years into the
future.
• Organizations usually require a diverse mix of people.
• Employees are not perfectly substitutable for one another within an
organization.
• Accurate estimates of future demands in both qualitative and quantitative
terms require more information than to determine for example “we need 25
new employees”.
• It is necessary to know what types of employees in terms of skills,
knowledge, and abilities are required.
16. 3) Predicting the future labor supply
Forecasting of supply must also concern itself with the micro or unit level.
HR predicts the future labor supply.
– An increase in the supply of any unit’s human resources can come from a
combination of four sources:
• new hires
• contingent workers
• transfers-in
• individuals returning from leaves
– predicting these can range from simple to complex
– transfers are more difficult to predict since they depend on actions in other units
17. Decreases in internal supply come about through:
retirements easiest to forecast
dismissals possible to forecast
transfers possible to forecast
layoffs possible to forecast
sabbaticals possible to forecast
voluntary quits difficult to forecast
prolonged illnesses difficult to forecast
deaths hardest to forecast
18. Where will we find workers?
The factors outside the organization that influence the supply of available
human resources.
-- students seeking work to pay for their education or support themselves
while in school
-- job seekers who have been recently laid off
– migration into a community
– recent graduates from schools and colleges
– individuals returning from military service
– increases in the number of unemployed and employed individuals
seeking other opportunities, either part-time or full-time
The potential labor supply can be expanded by formal
or on-the-job training.
19. Matching labor demand and supply
– Compares forecasts for demand and supply of workers
– Monitors current and future shortages,
– Highlight areas where overstaffing may exist
– Sometimes, strategic goals must change as a result
– Uses downsizing to reduce supply and balance demand
– Decruitment also takes place when there is oversupply
20. Employment planning and the strategic planning
process
Employment Planning and the Strategic Planning Process
demand for labor
compare demand
for and supply of
human resources
recruitment
decruitment
define
organization
mission
establish
corporate goals
and objectives
demand exceeds
supply
supply exceeds
demand
assess current
human resources
-- - - - - - - - - - - - -
HRMS:
job analysis
Outcomes
supply of
human resources