CHIRAG'S HRM ppt .pptx
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Human resource management involves attracting, developing, and retaining employees to achieve organizational goals. The key functions of HRM include recruitment and selection, training and development, performance management, and compensation and benefits. As a strategic partner, employee champion, change agent, and administrative expert, HRM works to forecast workforce needs, design jobs, source candidates, enhance skills, evaluate performance, develop compensation, promote relations, and ensure health and safety while managing data systems and addressing challenges like diversity, technology, regulations, retention, leadership, and balancing expectations.
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Introduction to HRM
This document provides an overview of human resource management (HRM). It defines HRM and management, describes the primary functions of management as planning, organizing, leading, and controlling, and explains the importance of HRM for hiring the right employees, ensuring their training and development, assessing performance, and maintaining legal and regulatory compliance. The document also outlines the main functional areas of HRM like workforce planning, compensation and benefits, and labor relations. It discusses the challenges that HR managers may face from environmental, organizational, and individual factors and identifies qualities needed for success in an HR career, such as business knowledge, planning skills, and strong communication abilities.
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This document discusses human resource management and related topics. It begins by defining human resource management and its objectives, which include recruitment and selection, training and development, performance management, and compensation and benefits. It then explains the process of human resource management, which involves job analysis, recruitment, selection, onboarding, training, performance management, compensation, employee relations, and other steps. Finally, it discusses human resource planning and its importance in forecasting future workforce needs through environmental scanning, demand and supply forecasting, gap analysis, and developing HR strategies.
HRM.pptx
1. The document provides an overview of human resource management (HRM) presented by students at the University of Gujrat.
2. It discusses the key functions and objectives of HRM including staffing, training and development, motivation, and maintenance.
3. Specific aspects of HRM covered include recruitment, selection, compensation, benefits, health and safety, communication, and employee relations.
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The document discusses the strategic role of human resource management. It covers several topics:
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2) Types of strategies including corporate, competitive, and functional strategies. Corporate strategies include diversification, vertical integration, consolidation, and geographic expansion. Competitive strategies include cost leadership and differentiation.
3) Translating strategy into HR policies and practices through initiatives like enriching work, training and benefits programs, rewarding employee performance, and improved hiring and dismissal procedures.
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Human Resources Roles and Responsibility.pptx
HR handles key functions such as recruitment and selection, employee onboarding, training and development, performance management, compensation and benefits administration, employee relations, and compliance. Recruitment includes attracting top talent while onboarding helps integrate new hires. HR also oversees training, performance evaluations, compensation, and employee grievance handling. Managing these human capital responsibilities helps organizations build engaged workforces to achieve their objectives.
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The document discusses human resource management (HRM) and its key principles and activities. It defines HRM as attracting, developing and maintaining a talented workforce to support organizational goals. The principles of HRM discussed include strategic integration of HRM with business strategies, organizational flexibility, employee commitment and quality. Key HRM activities mentioned are job analysis, recruitment and selection, performance appraisal, training and development, and motivating employees.
HUMAN RESOURCE MANAGER QUALITIES,SKILL,RESPONSIBILTY AND QUALIFICATION .pptx
A human resource manager is responsible for placing employees in the right positions, training and orienting staff, addressing grievances, ensuring safety, and managing promotions and appraisals. They aim to retain valuable employees while acting as a liaison between management and staff. To become an HR manager typically requires a bachelor's degree, several years of related work experience, and professional certifications. Key responsibilities include recruiting, employee development, and overseeing compensation and benefits programs.
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HRM.pptx
1. The document provides an overview of human resource management (HRM) presented by students at the University of Gujrat.
2. It discusses the key functions and objectives of HRM including staffing, training and development, motivation, and maintenance.
3. Specific aspects of HRM covered include recruitment, selection, compensation, benefits, health and safety, communication, and employee relations.
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The document discusses the strategic role of human resource management. It covers several topics:
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3) Translating strategy into HR policies and practices through initiatives like enriching work, training and benefits programs, rewarding employee performance, and improved hiring and dismissal procedures.
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HR handles key functions such as recruitment and selection, employee onboarding, training and development, performance management, compensation and benefits administration, employee relations, and compliance. Recruitment includes attracting top talent while onboarding helps integrate new hires. HR also oversees training, performance evaluations, compensation, and employee grievance handling. Managing these human capital responsibilities helps organizations build engaged workforces to achieve their objectives.
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Human resource management has evolved over time from a personnel administration function focused on employee welfare to a strategic function. Key developments include the emergence of HRM as a comprehensive model in the 1970s allowing better management of employees. HRM encompasses activities from recruitment to training and development to compensation. The main functions of HRM include planning human resource needs, recruiting and selecting employees, orienting and training new hires, managing compensation and benefits, ensuring performance and career development, and maintaining employee records and government compliance. HRM aims to align human resource strategies with business goals to help organizations gain employee commitment and add value.
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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！
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- 1. NATURE & SCOPE OF HRM Presented By: Chirag Gautam MBA(BA) 22L9MBA34012
- 2. DEFINITION • Human Resource Management is the strategic approach to managing employees within an organization, focusing on recruitment, development, retention, and utilization of human resources to achieve organizational goals.
- 3. Objective Of HRM • Attracting and recruiting talented individuals. • Developing employees' skills and capabilities. • Retaining valuable employees. • Motivating and engaging the workforce. • Ensuring legal compliance. • Creating a positive work culture.
- 4. Functions of HRM 1. Recruitment and Selection: Attracting, sourcing, and selecting qualified candidates. 2. Training and Development: Enhancing employee skills through training programs and career development initiatives. 3. Performance Management: Assessing employee performance, providing feedback, and rewarding achievements. 4. Compensation and Benefits: Designing and managing employee compensation packages, including salaries, incentives, and benefits. 5. Employee Relations: Building and maintaining positive relationships between employees and management, handling conflicts, and ensuring employee satisfaction. 6. HR Planning: Forecasting future human resource needs and planning strategies accordingly.
- 5. Role Of HRM • Strategic Partner: Align HR strategies with organizational goals and contribute to strategic decision-making. • Employee Champion: Advocate for employees' rights, well-being, and career development. • Change Agent: Facilitate and manage organizational change processes. • Administrative Expert: Manage HR-related paperwork, policies, and procedures. • Employee Advocate: Ensure fair treatment, diversity, and inclusion within the workplace.
- 6. Scope of HRM • HR Planning: Forecasting future workforce needs, succession planning, and analyzing skills gaps. • Job Analysis and Design: Determining job roles, responsibilities, and specifications. • Recruitment and Selection: Sourcing, attracting, and hiring suitable candidates. • Training and Development: Enhancing employee skills through training programs and continuous learning opportunities. • Performance Management: Establishing performance goals, providing feedback, and evaluating employee performance. • Compensation and Benefits: Developing fair and competitive compensation packages, including salary structures and employee benefits. • Employee Relations: Promoting positive employee relations, addressing grievances, and fostering a healthy work environment. • Health and Safety: Ensuring employee well-being, implementing safety measures, and complying with health regulations. • HR Information Systems: Managing employee data, HR metrics, and technology systems.
- 7. Challenges in HRM • Managing a diverse workforce. • Adapting to technological advancements. • Navigating legal and regulatory complexities. • Retaining top talent. • Developing effective leadership. • Balancing employee expectations and organizational goals.