This document discusses the evolving role of human resource management (HRM). It outlines how HRM has expanded from traditional personnel functions to now play a strategic role in organizations by influencing employee behaviors and business outcomes. The document also examines how HRM must demonstrate its value through metrics, assess legal issues, leverage technology, and address a changing workplace and global environment. Finally, it emphasizes that HRM is now a responsibility across all managers, not just the HR department.
The document discusses the evolving role of HR from an administrative function to a strategic business partner. It argues that effective HR is key to competitiveness by developing people and processes to deliver business strategies. Today's HR professionals must understand business language and present HR's value in terms of financial impact and return on investment. The document also outlines three main challenges facing HR: adapting to a changing workforce demographic; operating in a more global, interdependent business environment; and redefining work and skills demands with new technologies.
This document discusses key concepts in management. It defines the four main management functions as planning, organizing, leading, and controlling. It also distinguishes between efficiency, which is doing things right, and effectiveness, which is doing the right things to achieve organizational goals. The document outlines different levels of management, from first-line managers to top managers. It also categorizes managerial roles as interpersonal, informational, and decisional. Finally, it identifies the different skills needed at various management levels.
The document discusses the typical functions of a human resources department in an advanced organization. It outlines challenges such as a demotivated workforce, high turnover, and low productivity. It recommends that HR become leaders that do things differently with total management support. This would help address challenges and improve company performance through intangible benefits. HR's role includes strategic planning, change management, employee support, and administration. Standardizing policies and processes through activities like staffing plans and reviews can help transform HR into an effective business partner.
Fundamental of Human Resources Management Training (Kanaidi, SE., M.Si)Kanaidi ken
This document discusses the changing roles of human resource management. It covers 7 key HR activities including strategic HR management, staffing, compensation and benefits. It describes how the roles of HR are transforming from administrative to more strategic, operational, and employee advocacy roles. New approaches like collaborative HR and increasing use of HR technology are also discussed. The document emphasizes the importance of ethics in HR management.
Chapter 2 Strategic HR Management and PlanningRayman Soe
This document provides an overview of strategic human resource management and planning. It discusses how HR contributes to organizational effectiveness in areas such as productivity, financial performance, quality, and culture. The document also outlines the HR planning process, including environmental scanning, assessing the internal workforce, forecasting HR supply and demand, and developing an HR strategic plan. The goal of HR planning is to ensure the organization has the right number and type of employees to meet its objectives.
This document discusses redesigning the HR department by transforming it from a transactional role into a strategic business partner. It describes the evolution of HR from basic personnel services to specialized expertise and a strategic role. The business partner model is discussed as a common organizational design, with HR staff aligned closely to business lines. This model includes a customer-facing front end of business partners, a back end of specialist groups, and an operational service center. Challenges of this model include tensions around who owns clients and assembling project teams while still delivering transactional work and organizational development services.
HRM 301-The Strategic Role of HRM......PPTNayon Sarker
Human resource management (HRM) involves developing and carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The primary objective of HRM is to ensure an organization has a competent workforce. Specific HRM objectives include obtaining the right employees to meet goals, maintaining performance standards, and establishing harmonious employee relations. Effective HRM is important for organizations to avoid issues like high turnover, unmotivated employees, and legal problems regarding discrimination.
The document discusses the strategic role of human resource management. It outlines the basic functions of HR managers including planning, staffing, leading, and controlling personnel. HR managers must demonstrate how their plans will help the organization achieve its strategic goals and measure their impact using metrics. Both line and staff managers have responsibilities relating to human resources. The role of HR is evolving to focus more on strategic alignment, metrics, technology, and legal compliance.
The document discusses the evolving role of HR from an administrative function to a strategic business partner. It argues that effective HR is key to competitiveness by developing people and processes to deliver business strategies. Today's HR professionals must understand business language and present HR's value in terms of financial impact and return on investment. The document also outlines three main challenges facing HR: adapting to a changing workforce demographic; operating in a more global, interdependent business environment; and redefining work and skills demands with new technologies.
This document discusses key concepts in management. It defines the four main management functions as planning, organizing, leading, and controlling. It also distinguishes between efficiency, which is doing things right, and effectiveness, which is doing the right things to achieve organizational goals. The document outlines different levels of management, from first-line managers to top managers. It also categorizes managerial roles as interpersonal, informational, and decisional. Finally, it identifies the different skills needed at various management levels.
The document discusses the typical functions of a human resources department in an advanced organization. It outlines challenges such as a demotivated workforce, high turnover, and low productivity. It recommends that HR become leaders that do things differently with total management support. This would help address challenges and improve company performance through intangible benefits. HR's role includes strategic planning, change management, employee support, and administration. Standardizing policies and processes through activities like staffing plans and reviews can help transform HR into an effective business partner.
Fundamental of Human Resources Management Training (Kanaidi, SE., M.Si)Kanaidi ken
This document discusses the changing roles of human resource management. It covers 7 key HR activities including strategic HR management, staffing, compensation and benefits. It describes how the roles of HR are transforming from administrative to more strategic, operational, and employee advocacy roles. New approaches like collaborative HR and increasing use of HR technology are also discussed. The document emphasizes the importance of ethics in HR management.
Chapter 2 Strategic HR Management and PlanningRayman Soe
This document provides an overview of strategic human resource management and planning. It discusses how HR contributes to organizational effectiveness in areas such as productivity, financial performance, quality, and culture. The document also outlines the HR planning process, including environmental scanning, assessing the internal workforce, forecasting HR supply and demand, and developing an HR strategic plan. The goal of HR planning is to ensure the organization has the right number and type of employees to meet its objectives.
This document discusses redesigning the HR department by transforming it from a transactional role into a strategic business partner. It describes the evolution of HR from basic personnel services to specialized expertise and a strategic role. The business partner model is discussed as a common organizational design, with HR staff aligned closely to business lines. This model includes a customer-facing front end of business partners, a back end of specialist groups, and an operational service center. Challenges of this model include tensions around who owns clients and assembling project teams while still delivering transactional work and organizational development services.
HRM 301-The Strategic Role of HRM......PPTNayon Sarker
Human resource management (HRM) involves developing and carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The primary objective of HRM is to ensure an organization has a competent workforce. Specific HRM objectives include obtaining the right employees to meet goals, maintaining performance standards, and establishing harmonious employee relations. Effective HRM is important for organizations to avoid issues like high turnover, unmotivated employees, and legal problems regarding discrimination.
The document discusses the strategic role of human resource management. It outlines the basic functions of HR managers including planning, staffing, leading, and controlling personnel. HR managers must demonstrate how their plans will help the organization achieve its strategic goals and measure their impact using metrics. Both line and staff managers have responsibilities relating to human resources. The role of HR is evolving to focus more on strategic alignment, metrics, technology, and legal compliance.
The document discusses the evolution of the role of HR professionals over time from welfare officers to strategic HR. It notes that HR needs to shift its focus from traditional transactional roles to more strategic roles by expanding its focus. It outlines four distinct roles identified by Dave Ulrich - strategic partner, change agent, administrative expert, and employee champion. For each role, it describes the key responsibilities and skills required. It emphasizes the need for HR to balance being a strategic partner while also advocating for employees. Finally, it stresses the importance of mastering both operational and strategic work.
The document provides an outline of chapter 1 of a human resource management textbook. It discusses the strategic role of HR and how HR management is important for all managers. It covers the basics of strategic planning and how globalization, technology, and workforce trends impact companies. The chapter outlines HR's evolving role from protector to strategic partner. It also discusses how HR can help execute corporate strategy and form strategic plans.
The presentation provides an introduction to human resource management. It defines HRM and explains its relationship to the management process. It discusses the responsibilities of both line and staff (HR) managers in HRM. Finally, it outlines important trends influencing HRM, such as globalization, technology, and demographic shifts, and how HRM must adapt.
The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
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.
Human Resource Management Model
Purpose of Human Resource Management Model
Harvard Model
Matching Model
Guest Model
Dave Ulrich Model
Storey Model
Best practice model
Best fit Model
Bath People and Performance Model
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 presentation includes key research into the value that human resources teams can provide through strategic, competency-based talent management practices.
Top Five HR Process Integrations That Drive Business ValueSumTotal
Integration is the new currency of HR. Empirical research reveals that improving HR process, technology, and data integration to eliminate silos and facilitate cross-functional reporting affords significant business benefits.
According to SumTotal’s 2010 State of Global People Management worldwide survey of human resources (HR) leaders, organizations with fully integrated HR and talent processes, systems, and data outperform those organizations that have not integrated by 41% across twelve key HR and business operating metrics.
There is little doubt that improving HR integration and eliminating silos affords significant benefits. Based on SumTotal’s global survey data, this whitepaper dives into the top five HR process integrations that provide organizations with the most business value: better internal, talent mobility, decreased voluntary turnover, better workforce alignment to overall business strategy, improved workforce productivity and faster on-boarding (time-to-productivity).
This document outlines several key HR challenges faced in the IT industry, including forecasting workforce needs and required skills, planning effective recruitment strategies, managing performance, providing suitable training and development opportunities, offering competitive compensation packages, and reducing attrition through retention strategies. Performance management can be improved by creating a performance culture and opportunities for growth like job rotation and promotions. Training should equip employees to handle future challenges. Non-monetary benefits like ESOPs can also help with retention.
The title is a rich compilation of essays written by human resources (HR) professionals, consultants and scholars from around the world on the future of HR function in business strategy and the course of action that will help shape the form and substance of the function
The document discusses several innovative trends in human resource management, including managing creativity, virtual teams, and happiness in the workplace. It also covers issues like moonlighting, aging workforces, and how the Beijing Olympics aligned its HRM strategies with its goals of promoting a positive image and protecting migrant workers. The document provides strategies for HR professionals to address challenges with virtual teams, moonlighting employees, and creating happy, engaged workforces.
The document discusses modern human resource management practices including outsourcing. It notes that modern HRM focuses on careful selection, high levels of training, better communication between staff and management, and encouraging employee innovation. When it comes to outsourcing, the document outlines the advantages like reducing costs and gaining expertise, and disadvantages like loss of control. It also discusses trends in the workforce around diversity, technology changes, and a globalized economy.
The document discusses the strategic role of HR and how it can increase employee productivity and contribute to business goals. It outlines five levels of HR contribution: (1) basic transactions, (2) functional services, (3) improving productivity, (4) developing competitive advantage through talent, and (5) developing solutions to strategic business problems. At higher levels, HR focuses more on addressing business issues, building a performance culture, and providing a competitive edge through workforce planning and competitive intelligence. Productivity metrics like revenue/profit per employee and labor costs are also discussed.
Strategic human resource management involves using employees to gain a competitive advantage. Core competencies are unique capabilities that create value, such as organizational culture, productivity, and quality products/services. Human resource planning involves forecasting supply and demand of human resources based on the organization's strategic plan. Effectiveness is assessed using metrics like costs, turnover, and benchmarks compared to best practices. HR information systems integrate data for decision-making.
This document discusses human resource management (HRM). It outlines several objectives of HRM, including helping the organization reach its goals, ensuring effective utilization of human resources, and increasing employee job satisfaction and self-actualization. The document also discusses the importance of HRM at national, organizational, and professional levels. Specifically, it notes that HRM plays a vital role in national development and economic growth, helps improve organizational performance and quality of work life, and enhances the dignity of labor.
The document outlines learning objectives for a chapter on human resource management. It aims to explain what HR is and its relationship to management processes. It also aims to illustrate how line and staff managers can utilize HR concepts and give examples of HR's role in business strategy and why metrics are important for HR managers. Finally, it outlines the structure of the book.
Generalist:
Specialist:
Executive:
Employment:
Training and development:
Compensation/benefits:
Employee relations:
Reward productive work:
Offer a flexible, work-friendly environment:
Properly recruit and retain quality employees:
Provide effective communications:
Staffing:
Training and development:
Motivation:
Maintenance:
The document discusses the strategic role of human resource management, outlining how HR relates to a company's management process and strategy. It describes the responsibilities of both line and staff managers in HR and how HR helps companies achieve their strategic goals through activities like recruiting, training, and performance management. The document also examines how the role of HR is changing due to factors like globalization, technology, and the need to demonstrate HR's value and contribution through metrics.
The document is a chapter from a human resource management textbook. It discusses the strategic role of human resource management (HR) and how HR relates to the management process. It outlines the responsibilities of both line and staff managers in HR. Finally, it discusses how HR managers are increasingly involved in developing company strategy and using metrics to measure HR's impact on business outcomes.
The document discusses the evolution of the role of HR professionals over time from welfare officers to strategic HR. It notes that HR needs to shift its focus from traditional transactional roles to more strategic roles by expanding its focus. It outlines four distinct roles identified by Dave Ulrich - strategic partner, change agent, administrative expert, and employee champion. For each role, it describes the key responsibilities and skills required. It emphasizes the need for HR to balance being a strategic partner while also advocating for employees. Finally, it stresses the importance of mastering both operational and strategic work.
The document provides an outline of chapter 1 of a human resource management textbook. It discusses the strategic role of HR and how HR management is important for all managers. It covers the basics of strategic planning and how globalization, technology, and workforce trends impact companies. The chapter outlines HR's evolving role from protector to strategic partner. It also discusses how HR can help execute corporate strategy and form strategic plans.
The presentation provides an introduction to human resource management. It defines HRM and explains its relationship to the management process. It discusses the responsibilities of both line and staff (HR) managers in HRM. Finally, it outlines important trends influencing HRM, such as globalization, technology, and demographic shifts, and how HRM must adapt.
The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
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.
Human Resource Management Model
Purpose of Human Resource Management Model
Harvard Model
Matching Model
Guest Model
Dave Ulrich Model
Storey Model
Best practice model
Best fit Model
Bath People and Performance Model
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 presentation includes key research into the value that human resources teams can provide through strategic, competency-based talent management practices.
Top Five HR Process Integrations That Drive Business ValueSumTotal
Integration is the new currency of HR. Empirical research reveals that improving HR process, technology, and data integration to eliminate silos and facilitate cross-functional reporting affords significant business benefits.
According to SumTotal’s 2010 State of Global People Management worldwide survey of human resources (HR) leaders, organizations with fully integrated HR and talent processes, systems, and data outperform those organizations that have not integrated by 41% across twelve key HR and business operating metrics.
There is little doubt that improving HR integration and eliminating silos affords significant benefits. Based on SumTotal’s global survey data, this whitepaper dives into the top five HR process integrations that provide organizations with the most business value: better internal, talent mobility, decreased voluntary turnover, better workforce alignment to overall business strategy, improved workforce productivity and faster on-boarding (time-to-productivity).
This document outlines several key HR challenges faced in the IT industry, including forecasting workforce needs and required skills, planning effective recruitment strategies, managing performance, providing suitable training and development opportunities, offering competitive compensation packages, and reducing attrition through retention strategies. Performance management can be improved by creating a performance culture and opportunities for growth like job rotation and promotions. Training should equip employees to handle future challenges. Non-monetary benefits like ESOPs can also help with retention.
The title is a rich compilation of essays written by human resources (HR) professionals, consultants and scholars from around the world on the future of HR function in business strategy and the course of action that will help shape the form and substance of the function
The document discusses several innovative trends in human resource management, including managing creativity, virtual teams, and happiness in the workplace. It also covers issues like moonlighting, aging workforces, and how the Beijing Olympics aligned its HRM strategies with its goals of promoting a positive image and protecting migrant workers. The document provides strategies for HR professionals to address challenges with virtual teams, moonlighting employees, and creating happy, engaged workforces.
The document discusses modern human resource management practices including outsourcing. It notes that modern HRM focuses on careful selection, high levels of training, better communication between staff and management, and encouraging employee innovation. When it comes to outsourcing, the document outlines the advantages like reducing costs and gaining expertise, and disadvantages like loss of control. It also discusses trends in the workforce around diversity, technology changes, and a globalized economy.
The document discusses the strategic role of HR and how it can increase employee productivity and contribute to business goals. It outlines five levels of HR contribution: (1) basic transactions, (2) functional services, (3) improving productivity, (4) developing competitive advantage through talent, and (5) developing solutions to strategic business problems. At higher levels, HR focuses more on addressing business issues, building a performance culture, and providing a competitive edge through workforce planning and competitive intelligence. Productivity metrics like revenue/profit per employee and labor costs are also discussed.
Strategic human resource management involves using employees to gain a competitive advantage. Core competencies are unique capabilities that create value, such as organizational culture, productivity, and quality products/services. Human resource planning involves forecasting supply and demand of human resources based on the organization's strategic plan. Effectiveness is assessed using metrics like costs, turnover, and benchmarks compared to best practices. HR information systems integrate data for decision-making.
This document discusses human resource management (HRM). It outlines several objectives of HRM, including helping the organization reach its goals, ensuring effective utilization of human resources, and increasing employee job satisfaction and self-actualization. The document also discusses the importance of HRM at national, organizational, and professional levels. Specifically, it notes that HRM plays a vital role in national development and economic growth, helps improve organizational performance and quality of work life, and enhances the dignity of labor.
The document outlines learning objectives for a chapter on human resource management. It aims to explain what HR is and its relationship to management processes. It also aims to illustrate how line and staff managers can utilize HR concepts and give examples of HR's role in business strategy and why metrics are important for HR managers. Finally, it outlines the structure of the book.
Generalist:
Specialist:
Executive:
Employment:
Training and development:
Compensation/benefits:
Employee relations:
Reward productive work:
Offer a flexible, work-friendly environment:
Properly recruit and retain quality employees:
Provide effective communications:
Staffing:
Training and development:
Motivation:
Maintenance:
The document discusses the strategic role of human resource management, outlining how HR relates to a company's management process and strategy. It describes the responsibilities of both line and staff managers in HR and how HR helps companies achieve their strategic goals through activities like recruiting, training, and performance management. The document also examines how the role of HR is changing due to factors like globalization, technology, and the need to demonstrate HR's value and contribution through metrics.
The document is a chapter from a human resource management textbook. It discusses the strategic role of human resource management (HR) and how HR relates to the management process. It outlines the responsibilities of both line and staff managers in HR. Finally, it discusses how HR managers are increasingly involved in developing company strategy and using metrics to measure HR's impact on business outcomes.
The document discusses the strategic role of human resource management. It explains that HR involves carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The responsibilities of HR include both line managers who directly oversee employees and staff managers who assist and advise line managers. An effective HR department formulates strategy with top management and uses metrics to demonstrate how HR activities achieve strategic goals and business outcomes. The role of HR is evolving to focus more on business objectives and demonstrating return on investment through metrics like turnover and training costs.
This document provides an overview of human resource management (HRM). It discusses the basic functions of HRM including planning, organizing, staffing, leading, and controlling personnel. It describes the roles and responsibilities of line managers and HR staff managers in carrying out HRM activities. Examples of HRM activities include recruiting, selecting, training, evaluating, and compensating employees. The document also outlines metrics that can be used to measure the contribution of HRM to organizational goals and strategy.
This chapter discusses the strategic role of human resource management. It defines HR and explains how HR relates to the management process. Line managers' HR responsibilities include staffing, training, and developing employees. Staff HR managers assist and advise line managers. The chapter outlines metrics that HR uses to measure its contribution, like absence rate, cost per hire, and HR expense factor. It also explains how HR must support company strategy and the changing environment facing HR.
The Strategic Role of Human Resource ManagementNusaike Mufthie
This chapter discusses the strategic role of human resource management. It defines HR and explains how HR relates to the management process. Line managers' HR responsibilities include staffing, training, and developing employees. Staff HR managers assist and advise line managers. The chapter outlines metrics that HR uses to measure its contribution, like absence rate, cost per hire, and HR expense factor. It also explains how HR must support company strategy and the changing environment facing HR.
This document provides an overview of human resource management (HRM) concepts for managers. It discusses the HR responsibilities of both line managers and HR staff managers. Some key responsibilities of line managers include selecting and training employees, while HR managers assist and advise line managers. The document also outlines various HR metrics that can be used to measure HR's contribution, such as costs per hire, training investment, and revenue per employee. HR's role has evolved from personnel administration to strategic partner focused on aligning human capital with business strategy.
This document summarizes a chapter about the strategic role of human resource management. It discusses how HR relates to the management process and examples of how managers can use HR concepts. It also illustrates the responsibilities of line and staff managers in HR. Finally, it provides an example of how HR can help formulate and execute a company's strategy through metrics like absence rate, cost per hire, and time to fill positions.
This document provides an overview of human resource management (HRM) concepts for managers. It discusses the strategic role of HRM, the HRM responsibilities of line and staff managers, and how HR can help formulate and execute company strategy. It also addresses the importance of metrics in evaluating HR's contribution to organizational goals and business outcomes. Key aspects of HRM covered include recruitment, compensation, training, performance management, and the changing role of HR in today's environment.
The document discusses the strategic role of human resource management. It outlines the basic functions of HR managers including planning, staffing, leading, and controlling personnel. HR managers must demonstrate how their plans will help the organization achieve its strategic goals and measure their impact using metrics. Both line and staff managers have responsibilities relating to human resources. The role of HR is evolving to focus more on strategic alignment, metrics, technology, and legal compliance.
The document discusses the roles and responsibilities of human resource managers. It explains that HR managers assist line managers in carrying out the human resource aspects of their jobs, such as recruiting, training, and performance reviews. The document also outlines trends that are changing the HR environment, such as globalization and new technologies. Finally, it describes how HR managers can help organizations by aligning HR strategies and processes with business strategies to engage employees and achieve strategic goals.
This chapter discusses the strategic role of human resource management. It explains that HR involves carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The chapter outlines the HR responsibilities of both line managers, who oversee work, and staff managers, who assist and advise. It emphasizes that HR creates value by engaging in activities that produce the behaviors companies need to achieve strategic goals. The chapter also notes the changing environment for HR, including globalization, new technologies, and shifting demographics.
The document is a chapter from a human resource management textbook. It introduces human resource management (HRM) and its strategic role. It discusses the HRM responsibilities of both line managers and HR staff managers. It also outlines metrics that HR uses to measure its contributions and highlights how the role and responsibilities of HR managers are changing to become more strategic and business focused.
The document is a chapter from a human resource management textbook. It introduces human resource management (HRM) and its strategic role. It discusses the HRM responsibilities of both line managers and HR staff managers. It also outlines metrics that HR uses to measure its contributions and highlights how the role and responsibilities of HR managers are changing to become more strategic business partners.
The chapter discusses the strategic role of human resource management. It explains that HR involves carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The chapter outlines the responsibilities of both line managers, who oversee employees, and staff (HR) managers, who assist and advise line managers. It emphasizes that HR should help a company achieve its strategic goals by engaging in activities that influence employee behavior.
The chapter discusses the strategic role of human resource management. It explains that HR involves carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The chapter outlines the responsibilities of both line managers, who oversee employees, and staff (HR) managers, who assist and advise line managers. It emphasizes that HR should help a company achieve its strategic goals by engaging in activities that influence employee behavior.
Human resource management gerry dessler chapter#1Humza Ali
This document discusses the role of human resource management. It explains that HR involves carrying out the human resource aspects of a management position, such as recruiting, training, and rewarding employees. Both line managers and HR staff managers have responsibilities relating to HR. The HR department helps coordinate personnel activities and advises line managers. The role of HR is changing due to factors such as globalization, technology, and changing workforce demographics. HR professionals now require both business and HR proficiencies.
The document discusses the role and responsibilities of human resource management, including recruiting, training, compensation, and ensuring legal and ethical compliance. It explains how HR is shifting from an administrative to more strategic role through metrics, the HR scorecard, and helping develop high-performance work systems. Line and staff managers both have responsibilities for HR functions like hiring and development, and HR must adapt to trends like globalization, new technologies, and changing workforce demographics.
This document discusses the strategic role of human resource management. It explains that HR managers must demonstrate how their plans will create value and further the company's strategy. The document outlines various metrics that HR managers can use to measure their department's performance, such as absence rate, cost per hire, and turnover rate. It emphasizes that measuring HR's contribution through metrics is crucial for today's HR managers.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
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This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.