Chapter 1 HRM.pptx
•Download as PPTX, PDF•
0 likes•2 views
1. The document discusses human resource management (HRM) and personnel management. It defines HRM as planning, organizing, directing, and controlling human resources to achieve organizational goals. 2. The scope of HRM includes recruitment, selection, development, performance appraisal, motivation, and other activities. HRM aims to increase employee efficiency, morale, and utilization to effectively achieve organizational objectives. 3. Personnel management is also discussed and defined as acquiring, developing, and maintaining a qualified workforce for organizational performance. Its functions include manpower planning, recruitment, compensation, and union negotiation. The document compares HRM and personnel management.
Report
Share
Report
Share
![[1] Meaning of Human Resource
Human resource means natural quality endowed by God
and qualifications acquired by man through education
and training.
“Human resources is a whole consisting of
interrelated, interdependent and intereacting
physiological, sociological and ethical components”.
-Micle Jucius](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
H.R. - HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT (H.R.) - tells how to manage your business and human resources.. find more.........
Hrm
The document discusses key aspects of human resource management (HRM) including its scope, objectives, and functions. Specifically, it outlines four primary HRM activities: 1) manpower planning to determine staffing needs, 2) recruitment, selection, and placement of personnel to hire the right employees, 3) training and development to prepare employees, and 4) performance appraisal to evaluate employees. The document also provides details on recruitment, selection processes, and the importance of selecting and placing the right candidates.
Human Resources Management Part 01 . pdf
Human resource management involves acquiring, developing, motivating and maintaining a company's workforce. It aims to achieve both individual and organizational goals. The key functions of HRM include planning human resource needs, recruiting and selecting employees, training and developing staff, managing performance, and ensuring compensation and benefits. An important role of HRM is to help the organization achieve its objectives through an effective and satisfied workforce.
Human resources management in public administration
The document discusses the roles of human resource management in public administration. It describes three main roles:
1. The administrative role involves processing records, maintaining employee files, and submitting required reports.
2. The operational role focuses on ensuring compliance with laws and filling openings through interviews and training.
3. The strategic role emphasizes that people are valuable organizational resources and requires HR to focus on the long-term implications of HR practices and how they can provide a competitive advantage. Framing HR strategically justifies investing in people development.
Human resource management
The document discusses human resource management (HRM). It defines HRM as the organizational function responsible for recruiting, selecting, training, and developing human resources. The key objectives of HRM are to ensure the availability of competent employees and bring about organizational effectiveness. The main functions of HRM include managerial functions like planning and controlling, operative functions related to employment and compensation, and advisory functions utilizing HRM expertise.
1st lecture
Human Resource Management includes all activities used to attract & retain employees and to ensure they perform at a high level in meeting organizational goals.
HRM RV Chapter I & 2.ppt
This document provides an overview of human resource management (HRM). It discusses what HRM is, its importance because people are critical to achieving organizational goals, and its major functions such as planning, recruitment, selection, and development. The document also examines the historical development of HRM from personnel management to its modern strategic focus. Key movements discussed include scientific management, human relations, human behaviorism, and organizational development.
1. hrm intro
This document provides an overview of human resource management (HRM). It defines key terms like management, resources, and human resources. It traces the evolution of how employees have been viewed from labor to personnel to human resources. HRM is defined as procuring, developing and maintaining a competent workforce to achieve organizational goals efficiently. The functions of HRM include planning, organizing, directing, controlling, recruitment, training, development, motivation, integration, and separation. The role of the personnel manager includes administrative, operational and strategic roles like policymaking, advising, recruiting, and acting as a change agent. Qualities of an effective personnel manager include initiative, understanding of human behavior, and skills in leadership and executing functions.
Recommended
H.R. - HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT (H.R.) - tells how to manage your business and human resources.. find more.........
Hrm
The document discusses key aspects of human resource management (HRM) including its scope, objectives, and functions. Specifically, it outlines four primary HRM activities: 1) manpower planning to determine staffing needs, 2) recruitment, selection, and placement of personnel to hire the right employees, 3) training and development to prepare employees, and 4) performance appraisal to evaluate employees. The document also provides details on recruitment, selection processes, and the importance of selecting and placing the right candidates.
Human Resources Management Part 01 . pdf
Human resource management involves acquiring, developing, motivating and maintaining a company's workforce. It aims to achieve both individual and organizational goals. The key functions of HRM include planning human resource needs, recruiting and selecting employees, training and developing staff, managing performance, and ensuring compensation and benefits. An important role of HRM is to help the organization achieve its objectives through an effective and satisfied workforce.
Human resources management in public administration
The document discusses the roles of human resource management in public administration. It describes three main roles:
1. The administrative role involves processing records, maintaining employee files, and submitting required reports.
2. The operational role focuses on ensuring compliance with laws and filling openings through interviews and training.
3. The strategic role emphasizes that people are valuable organizational resources and requires HR to focus on the long-term implications of HR practices and how they can provide a competitive advantage. Framing HR strategically justifies investing in people development.
Human resource management
The document discusses human resource management (HRM). It defines HRM as the organizational function responsible for recruiting, selecting, training, and developing human resources. The key objectives of HRM are to ensure the availability of competent employees and bring about organizational effectiveness. The main functions of HRM include managerial functions like planning and controlling, operative functions related to employment and compensation, and advisory functions utilizing HRM expertise.
1st lecture
Human Resource Management includes all activities used to attract & retain employees and to ensure they perform at a high level in meeting organizational goals.
HRM RV Chapter I & 2.ppt
This document provides an overview of human resource management (HRM). It discusses what HRM is, its importance because people are critical to achieving organizational goals, and its major functions such as planning, recruitment, selection, and development. The document also examines the historical development of HRM from personnel management to its modern strategic focus. Key movements discussed include scientific management, human relations, human behaviorism, and organizational development.
1. hrm intro
This document provides an overview of human resource management (HRM). It defines key terms like management, resources, and human resources. It traces the evolution of how employees have been viewed from labor to personnel to human resources. HRM is defined as procuring, developing and maintaining a competent workforce to achieve organizational goals efficiently. The functions of HRM include planning, organizing, directing, controlling, recruitment, training, development, motivation, integration, and separation. The role of the personnel manager includes administrative, operational and strategic roles like policymaking, advising, recruiting, and acting as a change agent. Qualities of an effective personnel manager include initiative, understanding of human behavior, and skills in leadership and executing functions.
1. hrm intro
This document provides an overview of human resource management (HRM). It defines key terms like management, resources, and human resources. It traces the evolution of how employees have been viewed from labor to personnel to human resources. HRM is defined as procuring, developing and maintaining a competent workforce to achieve organizational goals efficiently and effectively. The functions of HRM include planning, organizing, directing, controlling, recruitment, training, development, motivation, integration, and separation. The role of the personnel manager includes administrative, operational and strategic roles like policymaking, advising, recruiting, and acting as a change agent.
1. hrm intro (1)
This document provides an overview of human resource management (HRM). It defines key terms like management, resources, and human resources. It traces the evolution of how employees have been viewed from labor to personnel to human resources. HRM is defined as procuring, developing and maintaining a competent workforce to achieve organizational goals efficiently and effectively. The functions of HRM include planning, organizing, directing, controlling, recruitment, training, development, motivation, integration, and separation. The role of the personnel manager includes administrative, operational and strategic roles like policymaking, advising, recruiting, and acting as a change agent. Qualities of an effective personnel manager include initiative, understanding of human behavior, and skills in leadership and executing functions.
Hrm unit 1
Human Resource Management deals with maximizing the effectiveness of employees in an organization to achieve business and individual goals. It involves planning, recruiting, developing, compensating, and retaining employees. The key functions of HRM include staffing, employee compensation and benefits, and job design. HRM has evolved from a narrow focus on personnel management to a more strategic approach that aligns human resource practices with overall business strategy. An effective HRM system helps organizations attract and retain talent, develop employee skills, improve employee motivation and productivity, and utilize human resources efficiently to further business objectives.
Hrm content
This document discusses human resource management (HRM) and its functions. It begins by defining HRM as a process involving acquiring, developing, motivating, and maintaining human resources. The nature of HRM is then described as an inherent part of management, pervasive across functions, people-centered, and involving personnel activities like recruitment, training, and compensation. The document also outlines the objectives, importance, challenges, and future of HRM, highlighting strategic planning, facilitating change, and an integrated management approach. Key functions are identified as recruitment, development, compensation, and maintaining industrial relations.
Human Res. Management - MBA
This document provides an introduction to human resource management, including its objectives, nature, functions, importance and legacy. Some key points:
1. HRM is concerned with acquiring, developing, motivating and maintaining human resources to achieve organizational goals as well as satisfy individual needs.
2. The objectives of HRM are to develop individuals, foster good employee relations, and align individual and organizational goals.
3. HRM functions include planning and recruitment, training and development, compensation, and maintaining industrial relations.
4. HRM is an important management function as it helps organizations prepare policies, supply skilled workers, motivate employees, and maintain harmony between employers and employees.
Human resource management notes
This document provides an introduction to human resource management, including its objectives, nature, and differences from personnel management. Some key points:
- HRM is concerned with acquiring, developing, motivating, and maintaining human resources to achieve organizational goals. It involves functions like recruitment, training, compensation, and more.
- HRM is an inherent part of management performed by all managers, not just a personnel department. It is people-centered and aims to develop individuals while meeting organizational needs.
- The objectives of HRM are to obtain maximum individual and organizational development, maintain good employee relations, and mold human resources to achieve goals.
- HRM differs from traditional personnel management in its strategic focus on human
Human res. management m. com - i
This document provides an introduction to human resource management, including its objectives, nature, and differences from personnel management. Some key points:
- HRM is concerned with acquiring, developing, motivating, and maintaining human resources to achieve organizational goals. It involves functions like recruitment, training, compensation, and motivation.
- HRM is an inherent part of management performed by all managers, not just a personnel department. It is people-centered and permeates all functional areas.
- The objectives of HRM are to obtain maximum individual development, desirable employee relations, and mold human resources to realize organizational goals effectively.
- HRM differs from traditional personnel management in its strategic focus on human resources as a key
Human res. management m. com - i
This document provides an introduction to human resource management, including its objectives, nature, functions, importance and legacy. Some key points:
1. HRM is concerned with acquiring, developing, motivating and maintaining human resources to achieve organizational goals while meeting individual needs.
2. The objectives of HRM are to develop individuals, foster good employee relations, and align individual and organizational goals.
3. HRM functions include planning human resource needs, recruitment and selection, training, performance management, compensation, and maintaining industrial relations.
4. HRM is an important management function as it helps organizations prepare policies, supply skilled workers, motivate employees, and maintain harmony between employers and employees.
Human Resource Management and Human Resource Development
Introduction of HRM & HRD, Concept of HRM, Objectives, Process, HRM vs. Personnel Management, HRM vs. HRD, Objectives of HRD, focus of HRD system, Structure of HRD System, Role of HRD Manpower
Introduction to HRM - Dr.J.Mexon
This document provides an introduction to human resource management. It defines HRM as managing an organization's workforce in a way that optimizes their skills and abilities to meet organizational goals. While technology can replace some human tasks, humans are still needed for judgment, operation of technology, and continuous development. The objectives of HRM are to maximize employee contributions and productivity while achieving individual and societal goals. Key functions of HRM include strategic planning, staffing, training, compensation, and employee relations. The role of an HR manager is to develop and administer policies to make optimal use of human resources through activities like planning, change management, employee development, and administration.
Human resorse management assingment
Human Resource Management (HRM) involves recruiting, managing, and directing employees to help an organization reach its goals. The document discusses the importance and objectives of HRM at different levels. It helps organizations attract and retain talent, develop employee skills, motivate workers, and ensure the future availability of competent staff. Effective HRM also improves quality of work life, allows for personal growth, and enhances the dignity of labor at a societal level. Proper management of human resources plays a vital role in a nation's development by facilitating the effective use of other resources.
1Part One - Human Resource Management.ppt
This document provides an overview of an introductory human resource management course being offered in September 2021. The course objectives are to discuss HRM philosophies, approaches to recruitment and selection, staffing strategies, employee management, and ensuring a positive work environment. The course will cover topics like job analysis, planning, recruitment, training, performance reviews, compensation, and emerging trends. Teaching methods will include lectures, case studies, collaborative and independent learning. The course is divided into parts covering the nature of HRM, organizing the HR function, and strategic HRM.
Introduction to hrm
This document discusses human resource management (HRM). It defines HRM as the process of procuring, developing and maintaining competent human resources in an organization to help the organization achieve its goals effectively and efficiently. The document outlines the key objectives, scope and functions of HRM. The functions include managerial functions like planning, organizing, staffing, directing and controlling. It also discusses operative functions related to procuring the right employees, developing their skills, providing compensation and benefits, and maintaining employee well-being and satisfaction. Motivation is discussed as an important factor in HRM. Maslow's hierarchy of needs and Herzberg's two-factor theory are mentioned as content theories of human motivation relevant to HRM.
Human Resource Development
This document discusses human resource development (HRD). It defines HRD as the integrated use of training, organizational development, and career development efforts to improve individual, group, and organizational effectiveness. The document outlines key definitions of HRD, its features which include being a systematic, continuous, and multi-disciplinary process. It also discusses the scope and objectives of HRD which include equity, employability, and adaptability of employees. The document concludes with listing some common HRD functions.
Human resource management e notes
1) Human resource management involves managing an organization's employees, including activities like recruitment, training, compensation, and integration. It aims to achieve individual, organizational and societal goals.
2) HRM functions include planning, organizing, directing, and controlling human resources. It also includes specific activities like employment, development, compensation and human relations.
3) HRM is influenced by factors both within the organization like its objectives and policies, and external factors in the environment such as economic, social, political, technological and legal conditions. The goal is to effectively manage human resources and maximize their contribution to the organization.
HRM PPT Suveer.pptx
Human resource management (HRM) involves managing an organization's employees at all levels. The key functions of HRM include planning and procurement of employees, development of employee skills and talents, compensation and rewards, and maintaining positive employee relations. The overall goals of HRM are to ensure the organization has a productive and satisfied workforce that contributes to the achievement of business objectives. HRM aims to align an organization's human capital with its overall strategic goals.
Human Resource Management Unit 1
UNIT - I: INTRODUCTION TO HRM: Concept- Nature & Scope of HRM- Role & Importance
of HRM- Growth in India; RECRUITMENT AND PLACEMENT: Basics of Job Analysis –
Methods for Collecting Job Analysis Information – Job Description – Job Specification – Job
Enlargement, Job Enrichment, Job Rotation; Human Resource Planning – Recruitment –
Sources and Techniques of Recruitment –Employee Selection – Placement - Induction.
Mobilizing resources
Human resources management involves planning, organizing, directing, and controlling the procurement, development, compensation, integration, and separation of human resources. Key functions include recruitment and selection, training and development, performance management, and compensation and benefits. The nurse manager plays an important role in human resources management tasks like hiring, staff development, and performance feedback. Material management aims to obtain the right quality and quantity of supplies at the minimum cost through planning, procurement, and control of materials. Resource mobilization is the process of identifying and acquiring the financial and human resources needed to achieve organizational goals in a sustainable way. Barriers can include lack of funding, personnel, space, and resistance to change.
HRM- unit 1 Bcom IT/BM shivaji university.docx
This document provides an introduction to human resource management, outlining its key concepts, objectives, and functions. It defines human resources as employees of an organization, and human resource management as the process of employing, training, compensating, and developing policies for employees to help achieve organizational goals. The objectives of human resource management are then described, including effective resource utilization, maintaining organizational structure, developing human resources, ensuring employee satisfaction and discipline. Finally, the document outlines the managerial functions of HRM, such as planning, organizing, directing, and controlling human resources, as well as operative functions performed at lower levels like recruitment and training.
Introduction to Human Resource Management
This document provides an overview of the MBA Human Resource Management course being taught by Mrinalini Arora. The purpose of the HRM course is to develop critical thinking and communication skills important for HRM. The learning outcomes include effective communication, ethical behavior, and relationship building skills. The course will cover topics such as introduction to HRM, manpower planning, developing people, compensation management, recruitment and selection, and emerging HRM trends. It will examine the functions, principles, and importance of HRM, as well as the differences between HRM and personnel management. Current challenges in HRM include hiring the right people, employee engagement, succession planning, managing change, and a diverse workforce.
chapter 1 Contemporary issues in HRM-1.pptx
This document discusses several contemporary issues in human resource management, including sexual harassment, employee engagement, employer branding, talent management, and career planning and management. It defines key terms and concepts and outlines relevant theories, categories, factors, strategies, challenges, stages, and processes for each issue. The high-level information provided includes definitions of sexual harassment and employee engagement, an overview of the importance of employee engagement and becoming an employer of choice, and discussions of the goals and processes of talent management and career planning.
Management trends and system theory of Management
The document discusses two contemporary management perspectives: systems theory and contingency approach. Systems theory views an organization as a set of interrelated parts that form a unified whole. An example is how the marketing, product development, and production departments must work together for overall organizational success. The contingency approach is a method that recognizes organizations differ in their situations and may require different management styles to be effective.
More Related Content
Similar to Chapter 1 HRM.pptx
1. hrm intro
This document provides an overview of human resource management (HRM). It defines key terms like management, resources, and human resources. It traces the evolution of how employees have been viewed from labor to personnel to human resources. HRM is defined as procuring, developing and maintaining a competent workforce to achieve organizational goals efficiently and effectively. The functions of HRM include planning, organizing, directing, controlling, recruitment, training, development, motivation, integration, and separation. The role of the personnel manager includes administrative, operational and strategic roles like policymaking, advising, recruiting, and acting as a change agent.
1. hrm intro (1)
This document provides an overview of human resource management (HRM). It defines key terms like management, resources, and human resources. It traces the evolution of how employees have been viewed from labor to personnel to human resources. HRM is defined as procuring, developing and maintaining a competent workforce to achieve organizational goals efficiently and effectively. The functions of HRM include planning, organizing, directing, controlling, recruitment, training, development, motivation, integration, and separation. The role of the personnel manager includes administrative, operational and strategic roles like policymaking, advising, recruiting, and acting as a change agent. Qualities of an effective personnel manager include initiative, understanding of human behavior, and skills in leadership and executing functions.
Hrm unit 1
Human Resource Management deals with maximizing the effectiveness of employees in an organization to achieve business and individual goals. It involves planning, recruiting, developing, compensating, and retaining employees. The key functions of HRM include staffing, employee compensation and benefits, and job design. HRM has evolved from a narrow focus on personnel management to a more strategic approach that aligns human resource practices with overall business strategy. An effective HRM system helps organizations attract and retain talent, develop employee skills, improve employee motivation and productivity, and utilize human resources efficiently to further business objectives.
Hrm content
This document discusses human resource management (HRM) and its functions. It begins by defining HRM as a process involving acquiring, developing, motivating, and maintaining human resources. The nature of HRM is then described as an inherent part of management, pervasive across functions, people-centered, and involving personnel activities like recruitment, training, and compensation. The document also outlines the objectives, importance, challenges, and future of HRM, highlighting strategic planning, facilitating change, and an integrated management approach. Key functions are identified as recruitment, development, compensation, and maintaining industrial relations.
Human Res. Management - MBA
This document provides an introduction to human resource management, including its objectives, nature, functions, importance and legacy. Some key points:
1. HRM is concerned with acquiring, developing, motivating and maintaining human resources to achieve organizational goals as well as satisfy individual needs.
2. The objectives of HRM are to develop individuals, foster good employee relations, and align individual and organizational goals.
3. HRM functions include planning and recruitment, training and development, compensation, and maintaining industrial relations.
4. HRM is an important management function as it helps organizations prepare policies, supply skilled workers, motivate employees, and maintain harmony between employers and employees.
Human resource management notes
This document provides an introduction to human resource management, including its objectives, nature, and differences from personnel management. Some key points:
- HRM is concerned with acquiring, developing, motivating, and maintaining human resources to achieve organizational goals. It involves functions like recruitment, training, compensation, and more.
- HRM is an inherent part of management performed by all managers, not just a personnel department. It is people-centered and aims to develop individuals while meeting organizational needs.
- The objectives of HRM are to obtain maximum individual and organizational development, maintain good employee relations, and mold human resources to achieve goals.
- HRM differs from traditional personnel management in its strategic focus on human
Human res. management m. com - i
This document provides an introduction to human resource management, including its objectives, nature, and differences from personnel management. Some key points:
- HRM is concerned with acquiring, developing, motivating, and maintaining human resources to achieve organizational goals. It involves functions like recruitment, training, compensation, and motivation.
- HRM is an inherent part of management performed by all managers, not just a personnel department. It is people-centered and permeates all functional areas.
- The objectives of HRM are to obtain maximum individual development, desirable employee relations, and mold human resources to realize organizational goals effectively.
- HRM differs from traditional personnel management in its strategic focus on human resources as a key
Human res. management m. com - i
This document provides an introduction to human resource management, including its objectives, nature, functions, importance and legacy. Some key points:
1. HRM is concerned with acquiring, developing, motivating and maintaining human resources to achieve organizational goals while meeting individual needs.
2. The objectives of HRM are to develop individuals, foster good employee relations, and align individual and organizational goals.
3. HRM functions include planning human resource needs, recruitment and selection, training, performance management, compensation, and maintaining industrial relations.
4. HRM is an important management function as it helps organizations prepare policies, supply skilled workers, motivate employees, and maintain harmony between employers and employees.
Human Resource Management and Human Resource Development
Introduction of HRM & HRD, Concept of HRM, Objectives, Process, HRM vs. Personnel Management, HRM vs. HRD, Objectives of HRD, focus of HRD system, Structure of HRD System, Role of HRD Manpower
Introduction to HRM - Dr.J.Mexon
This document provides an introduction to human resource management. It defines HRM as managing an organization's workforce in a way that optimizes their skills and abilities to meet organizational goals. While technology can replace some human tasks, humans are still needed for judgment, operation of technology, and continuous development. The objectives of HRM are to maximize employee contributions and productivity while achieving individual and societal goals. Key functions of HRM include strategic planning, staffing, training, compensation, and employee relations. The role of an HR manager is to develop and administer policies to make optimal use of human resources through activities like planning, change management, employee development, and administration.
Human resorse management assingment
Human Resource Management (HRM) involves recruiting, managing, and directing employees to help an organization reach its goals. The document discusses the importance and objectives of HRM at different levels. It helps organizations attract and retain talent, develop employee skills, motivate workers, and ensure the future availability of competent staff. Effective HRM also improves quality of work life, allows for personal growth, and enhances the dignity of labor at a societal level. Proper management of human resources plays a vital role in a nation's development by facilitating the effective use of other resources.
1Part One - Human Resource Management.ppt
This document provides an overview of an introductory human resource management course being offered in September 2021. The course objectives are to discuss HRM philosophies, approaches to recruitment and selection, staffing strategies, employee management, and ensuring a positive work environment. The course will cover topics like job analysis, planning, recruitment, training, performance reviews, compensation, and emerging trends. Teaching methods will include lectures, case studies, collaborative and independent learning. The course is divided into parts covering the nature of HRM, organizing the HR function, and strategic HRM.
Introduction to hrm
This document discusses human resource management (HRM). It defines HRM as the process of procuring, developing and maintaining competent human resources in an organization to help the organization achieve its goals effectively and efficiently. The document outlines the key objectives, scope and functions of HRM. The functions include managerial functions like planning, organizing, staffing, directing and controlling. It also discusses operative functions related to procuring the right employees, developing their skills, providing compensation and benefits, and maintaining employee well-being and satisfaction. Motivation is discussed as an important factor in HRM. Maslow's hierarchy of needs and Herzberg's two-factor theory are mentioned as content theories of human motivation relevant to HRM.
Human Resource Development
This document discusses human resource development (HRD). It defines HRD as the integrated use of training, organizational development, and career development efforts to improve individual, group, and organizational effectiveness. The document outlines key definitions of HRD, its features which include being a systematic, continuous, and multi-disciplinary process. It also discusses the scope and objectives of HRD which include equity, employability, and adaptability of employees. The document concludes with listing some common HRD functions.
Human resource management e notes
1) Human resource management involves managing an organization's employees, including activities like recruitment, training, compensation, and integration. It aims to achieve individual, organizational and societal goals.
2) HRM functions include planning, organizing, directing, and controlling human resources. It also includes specific activities like employment, development, compensation and human relations.
3) HRM is influenced by factors both within the organization like its objectives and policies, and external factors in the environment such as economic, social, political, technological and legal conditions. The goal is to effectively manage human resources and maximize their contribution to the organization.
HRM PPT Suveer.pptx
Human resource management (HRM) involves managing an organization's employees at all levels. The key functions of HRM include planning and procurement of employees, development of employee skills and talents, compensation and rewards, and maintaining positive employee relations. The overall goals of HRM are to ensure the organization has a productive and satisfied workforce that contributes to the achievement of business objectives. HRM aims to align an organization's human capital with its overall strategic goals.
Human Resource Management Unit 1
UNIT - I: INTRODUCTION TO HRM: Concept- Nature & Scope of HRM- Role & Importance
of HRM- Growth in India; RECRUITMENT AND PLACEMENT: Basics of Job Analysis –
Methods for Collecting Job Analysis Information – Job Description – Job Specification – Job
Enlargement, Job Enrichment, Job Rotation; Human Resource Planning – Recruitment –
Sources and Techniques of Recruitment –Employee Selection – Placement - Induction.
Mobilizing resources
Human resources management involves planning, organizing, directing, and controlling the procurement, development, compensation, integration, and separation of human resources. Key functions include recruitment and selection, training and development, performance management, and compensation and benefits. The nurse manager plays an important role in human resources management tasks like hiring, staff development, and performance feedback. Material management aims to obtain the right quality and quantity of supplies at the minimum cost through planning, procurement, and control of materials. Resource mobilization is the process of identifying and acquiring the financial and human resources needed to achieve organizational goals in a sustainable way. Barriers can include lack of funding, personnel, space, and resistance to change.
HRM- unit 1 Bcom IT/BM shivaji university.docx
This document provides an introduction to human resource management, outlining its key concepts, objectives, and functions. It defines human resources as employees of an organization, and human resource management as the process of employing, training, compensating, and developing policies for employees to help achieve organizational goals. The objectives of human resource management are then described, including effective resource utilization, maintaining organizational structure, developing human resources, ensuring employee satisfaction and discipline. Finally, the document outlines the managerial functions of HRM, such as planning, organizing, directing, and controlling human resources, as well as operative functions performed at lower levels like recruitment and training.
Introduction to Human Resource Management
This document provides an overview of the MBA Human Resource Management course being taught by Mrinalini Arora. The purpose of the HRM course is to develop critical thinking and communication skills important for HRM. The learning outcomes include effective communication, ethical behavior, and relationship building skills. The course will cover topics such as introduction to HRM, manpower planning, developing people, compensation management, recruitment and selection, and emerging HRM trends. It will examine the functions, principles, and importance of HRM, as well as the differences between HRM and personnel management. Current challenges in HRM include hiring the right people, employee engagement, succession planning, managing change, and a diverse workforce.
Similar to Chapter 1 HRM.pptx (20)
Human Resource Management and Human Resource Development
Human Resource Management and Human Resource Development
More from JigneshTrivedi33
chapter 1 Contemporary issues in HRM-1.pptx
This document discusses several contemporary issues in human resource management, including sexual harassment, employee engagement, employer branding, talent management, and career planning and management. It defines key terms and concepts and outlines relevant theories, categories, factors, strategies, challenges, stages, and processes for each issue. The high-level information provided includes definitions of sexual harassment and employee engagement, an overview of the importance of employee engagement and becoming an employer of choice, and discussions of the goals and processes of talent management and career planning.
Management trends and system theory of Management
The document discusses two contemporary management perspectives: systems theory and contingency approach. Systems theory views an organization as a set of interrelated parts that form a unified whole. An example is how the marketing, product development, and production departments must work together for overall organizational success. The contingency approach is a method that recognizes organizations differ in their situations and may require different management styles to be effective.
enterpreneurfinal-pptx1234556655544444455
The document discusses entrepreneurs, managers, and intrapreneurs. It defines entrepreneurs as individuals who take on financial risks to start new businesses in the hope of profits. Managers operate existing businesses and deal with day-to-day operations. Intrapreneurs are entrepreneurs within established organizations. The document also discusses the differences between entrepreneurs and managers, the process of entrepreneurship, and the importance and characteristics of entrepreneurs.
Financial Management.pdf
Financial management involves planning, organizing, controlling, and coordinating financial activities such as raising funds, managing debt, collecting payments, and maintaining financial records. The key functions of financial management are financial planning, organizing finances, financial control, working capital management, management of fixed assets, earnings management, and administrative tasks like maintaining accounting books and financial reporting. Financial management also includes controlling liquidity, credit terms, debt collection costs, project costs, creating short and long term plans, cash flow planning, and tax and profit planning.
allyEssential%20Level%201%20Certification.pptx
The document provides an overview of Chapter 1 of an accounting fundamentals course. It includes:
1) An agenda that outlines the key topics to be covered in the chapter, including understanding accounting concepts and golden rules, preparing financial statements, maintaining subsidiary books, and depreciation.
2) Descriptions of the meaning and phases of the accounting cycle, accounting terminology, concepts, and the double entry system.
3) Explanations of personal, real, and nominal accounts and the golden rules for debiting and crediting each type.
4) Examples of journal entries, posting journal entries to ledgers, and the preparation and format of a trial balance.
5) An overview of key
banchmarking.pdf
Benchmarking is the process of measuring an organization's internal processes and comparing them to industry best practices in order to identify areas for improvement. It involves understanding how best-in-class companies achieve high performance levels and using that information to set strategic targets and implement changes. Benchmarking helps organizations gain an external perspective, establish competitive advantages, enhance customer satisfaction, reduce costs, and improve processes in order to move performance to the desired level. It is a key part of total quality management and continuous improvement efforts.
chapter 2 HRP.pptx
Human Resource Planning (HRP) is an important function of Human Resource Management that aims to balance an organization's human resource needs and supply to ensure the right number and type of employees are available when and where needed. HRP involves clarifying objectives, estimating future human resource requirements, assessing current human resources, determining job needs, estimating the supply of employees, and evaluating HR plans for necessary actions. HRP is impacted by internal factors like production estimates, retirement, and budgets, and external factors beyond an organization's control like availability of workers, technology changes, and social trends. HRP provides guidance for recruitment, promotion, and training to help organizations comply with budgets, address retention issues, and improve employee morale while controlling workforce fluctuations.
More from JigneshTrivedi33 (7)
Recently uploaded
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSSUnlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
50 million companies worldwide leverage WhatsApp as a key marketing channel. You may have considered adding it to your marketing mix, or probably already driving impressive conversions with WhatsApp.
But wait. What happens when you fully integrate your WhatsApp campaigns with HubSpot?
That's exactly what we explored in this session.
We take a look at everything that you need to know in order to deploy effective WhatsApp marketing strategies, and integrate it with your buyer journey in HubSpot. From technical requirements to innovative campaign strategies, to advanced campaign reporting - we discuss all that and more, to leverage WhatsApp for maximum impact. Check out more details about the event here https://events.hubspot.com/events/details/hubspot-new-delhi-presents-unlocking-whatsapp-marketing-with-hubspot-integrating-messaging-into-your-marketing-strategy/
Industrial Tech SW: Category Renewal and Creation
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Digital Transformation Frameworks: Driving Digital Excellence
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
一比一原版(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证文凭如何办理
永久可查学历认证【微信：A575476】【(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
欧洲杯投注-欧洲杯投注外围盘口-欧洲杯投注盘口app|【网址🎉ac22.net🎉】
【网址🎉ac22.net🎉】欧洲杯投注是体育博彩和在线赌场之一，得益于UKGC的三项许可。 成立之初是三名博彩公司将40家博彩商店的合并的结果，共同创建一家名为欧洲杯投注的公司。 欧洲杯投注在线赌场为游戏爱好者提供了300多种游戏，其中200多种老虎机，其他游戏包括二十一点，轮盘，真人荷官和真人赌场等。
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka Indian satta Matka Dpboss Matka Kalyan Chart Matka Boss otg matka Guessing Satta Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Discover the Beauty and Functionality of The Expert Remodeling Service
Unlock your kitchen's true potential with expert remodeling services from O'Brien Group Inc. Transform your space into a functional, modern, and luxurious haven with their experienced professionals. From layout reconfiguration to high-end upgrades, they deliver stunning results tailored to your style and needs. Visit obriengroupinc.com to elevate your kitchen's beauty and functionality today.
Part 2 Deep Dive: Navigating the 2024 Slowdown
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Profiles of Iconic Fashion Personalities.pdf
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
欧洲杯赌球-欧洲杯赌球买球官方官网-欧洲杯赌球比赛投注官网|【网址🎉ac55.net🎉】
【网址🎉ac55.net🎉】欧洲杯赌球是世界上历史最悠久的博彩公司之一。其历史可以追溯到十九世纪末，确切时间是1886年。这家英国公司拥有超过15000名员工，是博彩行业规模最大的公司。欧洲杯赌球是英国最受欢迎的实体博彩公司之一，其排名仅次于欧洲杯赌球，旗下2800家投注站遍布全英国。
一比一原版新西兰奥塔哥大学毕业证（otago毕业证）如何办理
一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
Recently uploaded (20)
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
Registered-Establishment-List-in-Uttarakhand-pdf.pdf
Registered-Establishment-List-in-Uttarakhand-pdf.pdf
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Digital Transformation Frameworks: Driving Digital Excellence
Digital Transformation Frameworks: Driving Digital Excellence
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Discover the Beauty and Functionality of The Expert Remodeling Service
Discover the Beauty and Functionality of The Expert Remodeling Service
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
Chapter 1 HRM.pptx
- 2. [1] Meaning of Human Resource Human resource means natural quality endowed by God and qualifications acquired by man through education and training. “Human resources is a whole consisting of interrelated, interdependent and intereacting physiological, sociological and ethical components”. -Micle Jucius
- 3. [2] Meaning of Human Resource Management HRM is the Planning,Organising,Directing and Controlling of procurement,development, maintenance and integration of human resources for the achievement of individual organisational and social objective are accomplished. HRM is consult with man at work and with their group relationship, with a view to achieve the objectives of the organisation through the man power.
- 4. [3] Scope of Human Resource Management 1.Planning of human resources requirements 2. Recruitment and Selection 3. Development of human resources 4. Career Planning and development 5. Performance appraisal 6. Motivation 7. Labour welfare activities 8. Executive development
- 5. 9. Make policy decisions to regulate transfers, promotion, demotion etc. 10. Designing of wage structure and its administration 11. Promote industrial peace and harmony 12. Organisation development 13. Reporting to higher level of authority 14. Development of communication network 15. Employee evaluation or merit rating
- 6. [4] Importance of HRM 1. Cordial Relations between employer and employees 2. Increase in efficiency of employees 3. Higher level of employees’ morale 4. Maximum utilisation of Human Resource 5. Increasing team spirit of employees 6. Achievement of personal objectives 7. Need for self esteem is satisfied 8. Effectively achievement of organisational objectives
- 7. [5] Human Resource Development (HRD) Human resource development means promotion and development of job knowledge, experience, different types of skills, creativity and intelligence through education, training and executive development programmes for the efficient achievement of organisation objectives and satisfaction of personal needs of self development.
- 8. [6] Personnel Management According to the American society for the personnel administration – personnel management means an art of acquiring, developing and maintaining a properly qualified workforce for the efficient and effective performance and achievement of organisation functions and objectives.
- 9. [7] Scope or Functions of Personnel Management 1. Manpower Planning 2. Recruitment and Selection 3. Promotion, Transfers and separations 4. Training 5. Administration of wage plans with incentives 6. Welfare Activities 7. Negotiation with Trade Union 8. To design and prepare HR system and actions
- 10. [8] Personnel Management v/s Human Resource Management Personnel Management 1. It is traditional concept of managing people in the organisation. Human Resource Management 1. HRM is modern concept of managing people dnd their strength in the organisation.
- 11. 2. Routine function 3. PM focus on personnel administration, labour welfare and labour selection. 4. Personnel management is included in HRM. 2. Strategic function 3. HRM focus on procur- ment, development, motivation and maintenance of HR in organisation. 4. HRM is not included in personnel manage- ment.
- 12. 5. PM assume people as an input for achieving desire output. 6. Decisions are made by the top management as per the rules and regulat- ion of the organisation. 5. HRM assume people as an important and valua- ble assets to achieve desired output effectively 6. Decisions are made coll- ectively after considering participation and authority ect.
- 13. 7. PM focus on increased production and satisfi- ed employees. 8. It is labelled by some of the experts as a staff function. 7. HRM focus on effect- iveness, culture, produ -ctivity and employe- es participation. 8. There is no valid reason to label HRM as a staff function.