Employee/Personnel Record management
•Download as PPTX, PDF•
1 like•751 views
The document discusses employee record management. It outlines the essentials of good records, including being simple, accurate, economical, useful and timely. It also discusses the principles of record keeping, including justification, verification, classification, and availability of required information at a reasonable cost. Finally, it notes that personnel records are important for functions like audits, research, manpower planning and identifying training needs, and lists common types of personnel records kept.
Report
Share
Report
Share
Recommended
Course Outline - Introduction to Records Management: Getting Organized - File...
Course Outline - Introduction to Records Management: Getting Organized - File...Lorson Resources Limited
Course Outline for the program entitled: "Introduction to Records Management: Getting Organized - Files & Records".
2-Day Training Seminar/Workshop presented by Lorson Resources Limited
Role and Responsibilities HR Executive in a Company
A human resources manager oversees all aspects of workforce development and management for her employer, ensuring the company is appropriately staffed.
Manpower planning ppt
XYZ Ltd plans to enter the banking industry and spend 1000 crore to open branches in state capitals and major cities over the next year. They need to develop an HR plan to staff the new banking operations, taking into account their existing workforce of 20,000 employees across airlines, hospitality, and consumer durables.
A regional retail manager is responsible for 28 stores across small and large formats. They need to develop a manpower plan to address steadily increasing product demands while keeping wages stable. The plan should indicate current staffing across store sizes and positions, expected tenure, and future staffing needs as 6 cities each have 2 large stores and 16 smaller stores are more dispersed.
Human factors that affect human resource planning
HUMAN RESOURCE PLANNING
Human resource planning is a process to ensure an organization has the right number and type of people at the right time. It involves forecasting future human resource needs, analyzing current supply, and implementing programs to address imbalances. Key aspects of HRP include forecasting demand and supply, balancing the two through programming, implementing plans, and controlling and evaluating outcomes. The goal is to maximize returns on human resource investments and ensure strategic objectives are met.
Manpower Planning
The document discusses manpower planning, including its objectives, evaluation pattern, and topics covered. The key topics include manpower planning tools and techniques, career planning, national macro-level manpower planning, and recent trends in human resource planning.
HR Functions
This document discusses the key functions of human resource management: staffing, human resource development, motivation and evaluation, employee provisions, and industrial relations. It provides details on the processes involved in each function, such as human resource planning, job analysis, recruitment, selection, training, performance management, and health and safety. The functions are interrelated and affect each other. The goal of human resource management is to utilize people effectively to achieve organizational objectives.
Personnel records
This document discusses personnel records, audits, and research. It outlines the types of personnel records kept by organizations, including employment history, medical reports, and training records. The purposes of record keeping are listed as keeping an orderly account of employee progress, enabling comparisons, and facilitating error detection. Personnel research involves searching for and analyzing facts to solve personnel problems or derive principles. Key steps in research include formulating a problem, selecting hypotheses, collecting and analyzing data, and writing reports. Personnel audits examine and verify accounts and records through a formal analysis of personnel policies and procedures.
Recommended
Course Outline - Introduction to Records Management: Getting Organized - File...
Course Outline - Introduction to Records Management: Getting Organized - File...Lorson Resources Limited
Course Outline for the program entitled: "Introduction to Records Management: Getting Organized - Files & Records".
2-Day Training Seminar/Workshop presented by Lorson Resources Limited
Role and Responsibilities HR Executive in a Company
A human resources manager oversees all aspects of workforce development and management for her employer, ensuring the company is appropriately staffed.
Manpower planning ppt
XYZ Ltd plans to enter the banking industry and spend 1000 crore to open branches in state capitals and major cities over the next year. They need to develop an HR plan to staff the new banking operations, taking into account their existing workforce of 20,000 employees across airlines, hospitality, and consumer durables.
A regional retail manager is responsible for 28 stores across small and large formats. They need to develop a manpower plan to address steadily increasing product demands while keeping wages stable. The plan should indicate current staffing across store sizes and positions, expected tenure, and future staffing needs as 6 cities each have 2 large stores and 16 smaller stores are more dispersed.
Human factors that affect human resource planning
HUMAN RESOURCE PLANNING
Human resource planning is a process to ensure an organization has the right number and type of people at the right time. It involves forecasting future human resource needs, analyzing current supply, and implementing programs to address imbalances. Key aspects of HRP include forecasting demand and supply, balancing the two through programming, implementing plans, and controlling and evaluating outcomes. The goal is to maximize returns on human resource investments and ensure strategic objectives are met.
Manpower Planning
The document discusses manpower planning, including its objectives, evaluation pattern, and topics covered. The key topics include manpower planning tools and techniques, career planning, national macro-level manpower planning, and recent trends in human resource planning.
HR Functions
This document discusses the key functions of human resource management: staffing, human resource development, motivation and evaluation, employee provisions, and industrial relations. It provides details on the processes involved in each function, such as human resource planning, job analysis, recruitment, selection, training, performance management, and health and safety. The functions are interrelated and affect each other. The goal of human resource management is to utilize people effectively to achieve organizational objectives.
Personnel records
This document discusses personnel records, audits, and research. It outlines the types of personnel records kept by organizations, including employment history, medical reports, and training records. The purposes of record keeping are listed as keeping an orderly account of employee progress, enabling comparisons, and facilitating error detection. Personnel research involves searching for and analyzing facts to solve personnel problems or derive principles. Key steps in research include formulating a problem, selecting hypotheses, collecting and analyzing data, and writing reports. Personnel audits examine and verify accounts and records through a formal analysis of personnel policies and procedures.
What Does HR do - Job Descriptions
The document contains several job descriptions for HR roles. The roles include Manager - HR, HR Manager - Operations, Manager - Recruitments (Telecom), Assistant Manager HR (GENERALIST), Senior Manager - Talent Management, TECHNICAL RECRUITER, Recruitment Executive / Sr. Recruitment Executive, HR Generalists for a US networking company in Bengaluru, and Administration Officers / Admin Executives in Jaipur. The jobs require qualifications like MBA/PGDM and experience ranging from 1-10 years in areas like recruitment, operations, talent management, and administration. Responsibilities include recruiting, managing HR processes, developing talent strategies, and handling general administrative tasks. Locations include Delhi,
Importance of human resource planning
Human resource planning helps organizations in several key ways:
1) It ensures that organizations have the right number and type of employees with the necessary skills, knowledge, and experience to meet their operational needs.
2) It helps offset uncertainties and changes by making sure the right human resources are available at the right time and place.
3) It anticipates and counters imbalances in staffing levels to avoid both shortages and surpluses of employees that could impact productivity.
Records Management
Part 1 of a Training Course on Establishing An Institutional Records Management and Archival Collection Development Program for RVM Schools (held at the RVM Regional House, Singalong, Paco, Manila on 2002 Dec. 11-2 , at the RVM Regional House, Cebu on 2003 Jan. 24-25, at the RVM Regional House, Davao City on 2003 Feb. 28-March 1, and at the RVM Regional House, Cagayan de Oro City. on 2003 March 7-8
Human Resource Management
HRM basic
Human Resources Management
Meaning, Definition
Objective of HRM
Scope of HRM
Approaches to HRM
Functions of HRM
Importance of HRM
Recruitment: Definition, Methods& Techniques
Selections:Definition,Process
Placement & Orientation: Concept, Objectives, Purpose
Induction: Meaning, Objective & Steps
Promotion: Purpose, Types, Policy & Bases
Transfer
HRP(Human Resources Planning
Human Resource Planning is the process of determining manpower requirements and meeting those requirements to achieve organizational goals. The objectives of HRP include ensuring optimal human resource use, avoiding imbalances in distribution, assessing future skill needs, and providing control measures. HRP involves analyzing current staffing levels, projecting future needs, and developing programs for recruitment, training, and staffing changes. Both internal factors like company policies and external factors like technology and regulations affect HRP. Benefits of HRP are reduced costs, improved employee development, identification of skills gaps, and improved business planning.
Introduction to Human Resources Management
The document provides an introduction to human resource management (HRM). It defines HRM and distinguishes it from personnel management. Key differences include that HRM is more modern, encompasses more functions like planning, recruiting, training, and performance evaluation, and takes a more strategic approach compared to the administrative focus of personnel management. The document also outlines the evolution of HRM from early systems like the guild system to more modern approaches incorporating scientific management and industrial psychology. It discusses the objectives and roles of HRM professionals and departments in organizations. Finally, it introduces some challenges facing HRM like diversity, technology changes, and government regulations.
The Best HR Practices
This document discusses best practices in human resources (HR) at top companies. It covers the importance of HR and key HR components like recruitment, selection, training, development, compensation, maintenance, working conditions, and communication. Specific practices highlighted include Google's emphasis on training and growth opportunities, Boston Consulting Group's career development meetings, Novartis' pay for performance and benefits, and techniques by Deloitte, Microsoft, and others to improve culture, retention, and employee satisfaction.
Career planning and development
The document discusses career planning and management. It defines career as a series of roles with increasing responsibility and rewards over time. There are two types of careers: individual careers made up of a person's work experiences, and organization careers which follow standard role progressions. Career management involves both career planning, by which individuals map goals and capabilities to opportunities, and career development, through which employees' skills are improved to benefit both the individual and organization over the long term. The document also outlines five stages of typical careers from exploration to disengagement.
Training & development
The document discusses training and development in organizations. It defines training as a learning process that involves acquiring knowledge and skills to enhance employee performance, while development focuses on broader knowledge for adapting to future demands. Various types of training are described, including induction training, job training, and refresher training. Both on-the-job methods like job rotation and coaching, as well as off-the-job methods like lectures and role playing are outlined. The benefits of training for organizations, individuals, and groups are provided. The training process from needs assessment to evaluation is summarized.
Human Resource Management Full Notes
The document discusses human resource management and human resource development. It defines HRM and HRD, compares their functions, and outlines the scope, objectives, roles and challenges of HRM in India. Key topics covered include strategic HRM, HRM policies, the roles of HR managers, and the differences between HRM and HRD.
Human Resource Management For Line Managers
This document discusses the role of human resource management for line managers. It outlines the challenges facing line managers, including rapidly changing business environments and greater workforce diversity. It emphasizes that line managers play a critical role in human resource functions like developing employees, providing feedback, and managing change. The document also discusses the competencies and training needed for line managers to effectively perform human resource responsibilities. It stresses the importance of collaboration between line managers and human resource teams.
Contemporary issues in hrm
This document discusses several contemporary issues in human resource management (HRM). It addresses topics like strategic HRM, international HRM, green HRM, and the changing role of HRM from an administrative to a more strategic function. It provides an overview of each topic, discussing their importance and how they present challenges and opportunities for modern HR managers to address the diverse needs of today's workforce.
JIT inventory
The document discusses just-in-time (JIT) inventory strategies. It defines JIT as receiving goods only as needed in the production process to reduce inventory costs. JIT consists of JIT purchasing, manufacturing, and distribution. Examples of industries using JIT include fast food restaurants, florists, and computer manufacturers. The benefits of JIT include less space needed for stock, reduced costs, and increased cash flow. Potential disadvantages are risk of lost sales and high supplier dependence.
Records Retention Scheduling
A records retention schedule specifies minimum retention periods for records and authorizes their disposal. It serves as an instruction sheet for caring for and preserving records based on their administrative, legal and historical value. The scheduling process involves analyzing records, determining their value, and establishing retention periods and final dispositions. Records are classified as active, inactive or dead based on their use and retention periods. Inactive records are stored offsite until their value expires and final disposition through destruction or transfer.
Principles of records management Mushi
This document outlines principles of records management for a class at TCRM over six months. It defines key terms related to records management, including records, records management, records manager, and the life cycle of records. It then describes the historical development of records management from ancient civilizations to modern standards and practices developed in various countries from the 12th century onward.
The Importance of Records Management
The document defines records and records management. It discusses the importance of records management, including reducing costs, improving efficiency, and ensuring compliance. It outlines the records lifecycle of creation, use, maintenance, and final disposition or destruction. It also discusses the importance of a records retention schedule and categorizes different types of records like vital records, essential records, and useful records. Finally, it discusses the advantages of properly managing records like aiding memory, adding credibility, and supporting accountability.
Job description & job specification
The document provides job descriptions and specifications for various front office roles at a hotel, including Front Office Manager, Assistant Manager for Reservations, Front Office Supervisor, and Front Office Assistant. It outlines the responsibilities, required experience, skills and reporting structure for each role. The Front Office Manager oversees the entire front office department and staff. The Assistant Manager for Reservations manages reservations, booking, and guest records. The Front Office Supervisor oversees the front office assistants and ensures efficient daily operations.
HR PLANNING
The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
Hr presentation
This document discusses motivation and retention strategies for employees. It defines motivation as boosting employee morale to encourage better performance. Employee motivation and retention are important for productivity, profits and success. Motivating factors include appreciation, career growth, and good working conditions. Retention involves ensuring employees remain with an organization through competitive pay, training, positive relationships, and support. Reasons for turnover include lack of growth, appreciation, trust and high stress. The document provides various strategies for motivating and retaining valued employees.
INTRODUCTION TO RECORDS
Here are the key points on how records can be categorized according to their use or value:
- Administrative value: Records containing information on procedures, operations, decisions needed to support current business functions.
- Fiscal value: Records providing evidence of financial transactions and accounting needed for auditing like invoices, receipts, payment records.
- Legal value: Records containing information needed to protect the legal and financial interests of an organization in case of litigation or investigation.
- Evidential value: Records providing proof of decisions made, actions taken etc. important for accountability and good governance.
- Historical/informational value: Records important for historical research that give an overview of the development of an organization or society over time.
Human resource recods
The document discusses human resource records and their importance. It states that HR must maintain proper records to provide information to management, meet legal obligations, and support various HR functions like planning, recruitment, and separation. Well-maintained records help obtain related information and are essential for discharging HR duties. The document then discusses the definition, purposes, need, and principles of HR records. It also covers the types of records that should be maintained like job applications, employment history, attendance, and training records.
Personnel records, audit and research - HR Audit
This document discusses personnel records, audits, and research. It defines records management as the planned control of records including decisions about retention, transfer, microfilming, and destruction. It notes that personnel records and reports provide managers with information about human resource use. It then discusses the essential characteristics of good records and reports, types of personnel records, principles of record keeping, the significance of personnel records for functions like auditing and research, what a personnel audit involves and its scope, how personnel research is conducted, and techniques used to carry out personnel research like surveys and statistical studies.
More Related Content
What's hot
What Does HR do - Job Descriptions
The document contains several job descriptions for HR roles. The roles include Manager - HR, HR Manager - Operations, Manager - Recruitments (Telecom), Assistant Manager HR (GENERALIST), Senior Manager - Talent Management, TECHNICAL RECRUITER, Recruitment Executive / Sr. Recruitment Executive, HR Generalists for a US networking company in Bengaluru, and Administration Officers / Admin Executives in Jaipur. The jobs require qualifications like MBA/PGDM and experience ranging from 1-10 years in areas like recruitment, operations, talent management, and administration. Responsibilities include recruiting, managing HR processes, developing talent strategies, and handling general administrative tasks. Locations include Delhi,
Importance of human resource planning
Human resource planning helps organizations in several key ways:
1) It ensures that organizations have the right number and type of employees with the necessary skills, knowledge, and experience to meet their operational needs.
2) It helps offset uncertainties and changes by making sure the right human resources are available at the right time and place.
3) It anticipates and counters imbalances in staffing levels to avoid both shortages and surpluses of employees that could impact productivity.
Records Management
Part 1 of a Training Course on Establishing An Institutional Records Management and Archival Collection Development Program for RVM Schools (held at the RVM Regional House, Singalong, Paco, Manila on 2002 Dec. 11-2 , at the RVM Regional House, Cebu on 2003 Jan. 24-25, at the RVM Regional House, Davao City on 2003 Feb. 28-March 1, and at the RVM Regional House, Cagayan de Oro City. on 2003 March 7-8
Human Resource Management
HRM basic
Human Resources Management
Meaning, Definition
Objective of HRM
Scope of HRM
Approaches to HRM
Functions of HRM
Importance of HRM
Recruitment: Definition, Methods& Techniques
Selections:Definition,Process
Placement & Orientation: Concept, Objectives, Purpose
Induction: Meaning, Objective & Steps
Promotion: Purpose, Types, Policy & Bases
Transfer
HRP(Human Resources Planning
Human Resource Planning is the process of determining manpower requirements and meeting those requirements to achieve organizational goals. The objectives of HRP include ensuring optimal human resource use, avoiding imbalances in distribution, assessing future skill needs, and providing control measures. HRP involves analyzing current staffing levels, projecting future needs, and developing programs for recruitment, training, and staffing changes. Both internal factors like company policies and external factors like technology and regulations affect HRP. Benefits of HRP are reduced costs, improved employee development, identification of skills gaps, and improved business planning.
Introduction to Human Resources Management
The document provides an introduction to human resource management (HRM). It defines HRM and distinguishes it from personnel management. Key differences include that HRM is more modern, encompasses more functions like planning, recruiting, training, and performance evaluation, and takes a more strategic approach compared to the administrative focus of personnel management. The document also outlines the evolution of HRM from early systems like the guild system to more modern approaches incorporating scientific management and industrial psychology. It discusses the objectives and roles of HRM professionals and departments in organizations. Finally, it introduces some challenges facing HRM like diversity, technology changes, and government regulations.
The Best HR Practices
This document discusses best practices in human resources (HR) at top companies. It covers the importance of HR and key HR components like recruitment, selection, training, development, compensation, maintenance, working conditions, and communication. Specific practices highlighted include Google's emphasis on training and growth opportunities, Boston Consulting Group's career development meetings, Novartis' pay for performance and benefits, and techniques by Deloitte, Microsoft, and others to improve culture, retention, and employee satisfaction.
Career planning and development
The document discusses career planning and management. It defines career as a series of roles with increasing responsibility and rewards over time. There are two types of careers: individual careers made up of a person's work experiences, and organization careers which follow standard role progressions. Career management involves both career planning, by which individuals map goals and capabilities to opportunities, and career development, through which employees' skills are improved to benefit both the individual and organization over the long term. The document also outlines five stages of typical careers from exploration to disengagement.
Training & development
The document discusses training and development in organizations. It defines training as a learning process that involves acquiring knowledge and skills to enhance employee performance, while development focuses on broader knowledge for adapting to future demands. Various types of training are described, including induction training, job training, and refresher training. Both on-the-job methods like job rotation and coaching, as well as off-the-job methods like lectures and role playing are outlined. The benefits of training for organizations, individuals, and groups are provided. The training process from needs assessment to evaluation is summarized.
Human Resource Management Full Notes
The document discusses human resource management and human resource development. It defines HRM and HRD, compares their functions, and outlines the scope, objectives, roles and challenges of HRM in India. Key topics covered include strategic HRM, HRM policies, the roles of HR managers, and the differences between HRM and HRD.
Human Resource Management For Line Managers
This document discusses the role of human resource management for line managers. It outlines the challenges facing line managers, including rapidly changing business environments and greater workforce diversity. It emphasizes that line managers play a critical role in human resource functions like developing employees, providing feedback, and managing change. The document also discusses the competencies and training needed for line managers to effectively perform human resource responsibilities. It stresses the importance of collaboration between line managers and human resource teams.
Contemporary issues in hrm
This document discusses several contemporary issues in human resource management (HRM). It addresses topics like strategic HRM, international HRM, green HRM, and the changing role of HRM from an administrative to a more strategic function. It provides an overview of each topic, discussing their importance and how they present challenges and opportunities for modern HR managers to address the diverse needs of today's workforce.
JIT inventory
The document discusses just-in-time (JIT) inventory strategies. It defines JIT as receiving goods only as needed in the production process to reduce inventory costs. JIT consists of JIT purchasing, manufacturing, and distribution. Examples of industries using JIT include fast food restaurants, florists, and computer manufacturers. The benefits of JIT include less space needed for stock, reduced costs, and increased cash flow. Potential disadvantages are risk of lost sales and high supplier dependence.
Records Retention Scheduling
A records retention schedule specifies minimum retention periods for records and authorizes their disposal. It serves as an instruction sheet for caring for and preserving records based on their administrative, legal and historical value. The scheduling process involves analyzing records, determining their value, and establishing retention periods and final dispositions. Records are classified as active, inactive or dead based on their use and retention periods. Inactive records are stored offsite until their value expires and final disposition through destruction or transfer.
Principles of records management Mushi
This document outlines principles of records management for a class at TCRM over six months. It defines key terms related to records management, including records, records management, records manager, and the life cycle of records. It then describes the historical development of records management from ancient civilizations to modern standards and practices developed in various countries from the 12th century onward.
The Importance of Records Management
The document defines records and records management. It discusses the importance of records management, including reducing costs, improving efficiency, and ensuring compliance. It outlines the records lifecycle of creation, use, maintenance, and final disposition or destruction. It also discusses the importance of a records retention schedule and categorizes different types of records like vital records, essential records, and useful records. Finally, it discusses the advantages of properly managing records like aiding memory, adding credibility, and supporting accountability.
Job description & job specification
The document provides job descriptions and specifications for various front office roles at a hotel, including Front Office Manager, Assistant Manager for Reservations, Front Office Supervisor, and Front Office Assistant. It outlines the responsibilities, required experience, skills and reporting structure for each role. The Front Office Manager oversees the entire front office department and staff. The Assistant Manager for Reservations manages reservations, booking, and guest records. The Front Office Supervisor oversees the front office assistants and ensures efficient daily operations.
HR PLANNING
The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
Hr presentation
This document discusses motivation and retention strategies for employees. It defines motivation as boosting employee morale to encourage better performance. Employee motivation and retention are important for productivity, profits and success. Motivating factors include appreciation, career growth, and good working conditions. Retention involves ensuring employees remain with an organization through competitive pay, training, positive relationships, and support. Reasons for turnover include lack of growth, appreciation, trust and high stress. The document provides various strategies for motivating and retaining valued employees.
INTRODUCTION TO RECORDS
Here are the key points on how records can be categorized according to their use or value:
- Administrative value: Records containing information on procedures, operations, decisions needed to support current business functions.
- Fiscal value: Records providing evidence of financial transactions and accounting needed for auditing like invoices, receipts, payment records.
- Legal value: Records containing information needed to protect the legal and financial interests of an organization in case of litigation or investigation.
- Evidential value: Records providing proof of decisions made, actions taken etc. important for accountability and good governance.
- Historical/informational value: Records important for historical research that give an overview of the development of an organization or society over time.
What's hot (20)
Similar to Employee/Personnel Record management
Human resource recods
The document discusses human resource records and their importance. It states that HR must maintain proper records to provide information to management, meet legal obligations, and support various HR functions like planning, recruitment, and separation. Well-maintained records help obtain related information and are essential for discharging HR duties. The document then discusses the definition, purposes, need, and principles of HR records. It also covers the types of records that should be maintained like job applications, employment history, attendance, and training records.
Personnel records, audit and research - HR Audit
This document discusses personnel records, audits, and research. It defines records management as the planned control of records including decisions about retention, transfer, microfilming, and destruction. It notes that personnel records and reports provide managers with information about human resource use. It then discusses the essential characteristics of good records and reports, types of personnel records, principles of record keeping, the significance of personnel records for functions like auditing and research, what a personnel audit involves and its scope, how personnel research is conducted, and techniques used to carry out personnel research like surveys and statistical studies.
Personnel Records.ppt
This document discusses personnel records, reports, and audits. It describes the purpose and types of personnel records, including job applications, medical reports, and attendance records. Personnel records and reports are significant because they provide management with information for decision making, research, and reviewing policies. A good personnel record system needs to be simple, accurate, economical, and useful. Personnel audits examine personnel policies and procedures to evaluate their effectiveness and identify areas for improvement.
STAFF PERSONAL RECORD copy.pptx
Records provide ready information and preserve evidence for future use. Personnel records are used for long-term purposes and include employment history, medical reports, attendance records, and more. The purpose of record keeping is to facilitate an orderly account of progress, enable comparisons, detect errors and frauds, meet legal requirements, and support personnel decisions. Personnel records play a significant role in performing functions like audits, research, and reviewing policies. They supply necessary information to management and unions.
Chapter 27
Personnel records and reports enable managers to obtain information about human resource usage across departments. Effective record keeping requires principles like justification, verification, classification, availability of needed information, and reasonable cost. Personnel records are significant for functions like reviewing policies, supplying agency information, succession planning, conducting research, and identifying training needs. Personnel audit systematically evaluates personnel programs, policies, and practices to identify gaps and determine future actions. Personnel research investigates human resource management aspects through methods like surveys, statistics, and case studies to improve programs and activities.
HUMAN RESOURCE INFORMATION SYSTEM.pdf
The document discusses Human Resource Information Systems (HRIS). It defines HRIS as a system used to acquire, store, manipulate, analyze, retrieve and distribute relevant human resources information within an organization. HRIS is designed for the operative management of an organization and includes individuals, forms, policies, procedures, data and information. The document outlines the main objectives and subsystems of HRIS, including procurement, HR planning, personnel administration, training and development, maintenance, appraisal, payroll, industrial relations, job analysis and design, and projects/assignments. It also discusses data collection/management functions, planning/organizing information flow, implementation, feedback, and how HRIS supports HR planning/analysis, equal employment opportunities, staffing
Managerial accounting
This document provides an overview of managerial accounting. It discusses how managerial accounting provides qualitative and quantitative information to internal managers for planning, decision-making, and controlling. It also outlines some key concepts in managerial accounting like just-in-time, total quality management, process reengineering, and theory of constraints. Finally, it discusses professional ethics in accounting and compares financial and managerial accounting.
Akuntansi Manajemen (Managerial Accounting)
This document provides an overview of managerial accounting. It discusses how managerial accounting provides information for internal managers, compared to financial accounting which provides information to external parties. Key aspects of managerial accounting covered include planning, controlling, and decision making. The document also discusses how the business environment has changed with trends like just-in-time and total quality management, requiring more from managerial accounting. Finally, it outlines the code of ethics for management accountants from the Institute of Management Accountants, focusing on competence, confidentiality, integrity, objectivity, and resolving ethical conflicts.
B1 ma lingkungan
This document provides an overview of managerial accounting. It discusses the differences between managerial and financial accounting, noting that managerial accounting provides internal information for management, while financial accounting provides external information. It also outlines the planning and control cycle used by management in organizations. Additional sections describe factors driving changes in business environments that increase the need for managerial accounting information, organizational structures, and the role and code of ethics for management accountants.
Introduction 1.ppt
What changes in employment relationships are likely
to occur as the population ages?
2. Do you think increasing age diversity will create new
challenges for managers? What types of challenges do
you expect will be most profound?
3. How can organizations cope with differences related
to age discrimination in the workplace?
Importance Of Documentation Skills In Social Work
This document discusses the importance of documentation skills in social work. It notes that documentation is an essential component of good social work practice as it facilitates theory building, research, teaching, and protects both clients and practitioners. The document outlines various types of recording used in social work, including process recording, summary recording, and problem-oriented recording. It emphasizes that documentation allows for assessment and planning, ensures service delivery and continuity of care, aids supervision, and provides accountability. Overall, the document argues that documentation is a vital skill for social workers that supports high-quality services for clients.
Checklist gestión de registros en el gobierno. cómo hacerlo bien en 12 pasos?
Checklist gestión de registros en el gobierno. cómo hacerlo bien en 12 pasos?Radar Información y Conocimiento
This 12-step checklist provides guidance for establishing an effective records management governance program. It outlines key elements including developing a records management policy, plan, and program. It also discusses conducting a records inventory, developing retention schedules, establishing a file plan, ensuring regulatory compliance, developing business continuity plans, implementing security and privacy protocols, managing metadata, establishing records center operations and defining IT obligations. The checklist also addresses preservation of records, developing disposition procedures, implementing training programs, conducting monitoring and audits, and continually improving the records management program. Effective records management governance is important for compliance, reducing costs and risks.Contemporary issues in HR.pptx
The balanced scorecard is a performance management tool used in human resource management to evaluate organizational effectiveness. It was developed by Kaplan and Norton and measures performance across four dimensions: financial, customer, business process, and learning and growth. Organizations use it to align daily work with strategic goals. A human resource information system is a database that collects, analyzes, and reports employee and job data. It performs three activities - inputting data, storing and processing data, and generating outputs. Human resource accounting quantifies the costs and economic value of human assets to provide information for decision making.
Report writing importance and uses
Reports serve several important purposes within organizations. They provide a formal way to analyze topics and communicate information internally. Reports give consolidated, up-to-date information that can be used for planning, decision-making, and guiding employees. They also provide permanent records of information for future reference and help address current problems by giving reliable guidance.
Entrepreneurship-Lesson.pptx
This document provides guidance on developing an effective business plan, including recommendations on evaluating personal and community resources, analyzing the market, choosing a business location, preparing financial and production plans, developing an organizational structure, and implementing proper management strategies. Key components of a business plan are identified as the executive summary, description of the business and products/services, market analysis, location, competition, management team, funding sources and expenses, production plan, and organizational structure. The document emphasizes analyzing strengths and weaknesses, as well as market opportunities and threats.
Administrative support system
The document discusses various components of administrative support systems and educational institutions. It explains the importance of effective school administration by allowing teachers to focus on teaching, promoting accountability, and informing decisions. It then discusses personnel management, defining it and outlining the roles and responsibilities of personnel managers. It also discusses infrastructure management, defining it and outlining essential IT elements. Finally, it discusses financial management, outlining its scope, objectives, and functions in educational institutions.
Thought Leader Interview: Allen Podraza on Records Management
Allen Podraza is a Certified Information Professional who believes that organizations benefit from developing a strategy for managing their information. He serves as the Director of Records Management & Archives for the American Medical Association in Chicago. He is an active member of a number of professional associations including the Association for Information and Image Management (AIIM), ARMA International and the Society of American Archivists (SAA), and has advised organizations on the development and administration of records management and archive programs. He also provides a wealth of “How To” advice though his blog, posts, and tweets.
This interview uses the Architecture Development Method (ADM) of The Open Group Architecture Framework (TOGAF®) as a template for interviewing Allen Podraza. As shown in the figure below, the ADM cycle focuses successively on the establishment of an architecture capability, the development of an architecture, planning for the transition to the new architecture, and architecture governance. Allen has responded to this unusual interview format with expert advice relevant to all aspects of the architecture lifecycle.
Thought Leader Interview: Allen Podraza on Records Management
Thought Leader Interview: Allen Podraza on Records ManagementEnterprise Architecture Professional Journal
Allen Podraza is a Certified Information Professional who believes that organizations benefit from developing a strategy for managing their information. He serves as the Director of Records Management & Archives for the American Medical Association in Chicago. He is an active member of a number of professional associations including the Association for Information and Image Management (AIIM), ARMA International and the Society of American Archivists (SAA), and has advised organizations on the development and administration of records management and archive programs. He also provides a wealth of “How To” advice though his blog, posts, and tweets.
This interview uses the Architecture Development Method (ADM) of The Open Group Architecture Framework (TOGAF®) as a template for interviewing Allen Podraza. As shown in the figure below, the ADM cycle focuses successively on the establishment of an architecture capability, the development of an architecture, planning for the transition to the new architecture, and architecture governance. Allen has responded to this unusual interview format with expert advice relevant to all aspects of the architecture lifecycle.
For more content like this, go to eapj.org.Records Creation And Maintenance
The document discusses effective records and information management. It defines key terms like document, record, file plan, retention and disposal. It explains that documents become records once finalized and must remain unaltered. There are two types of records - ephemeral which have no long-term value, and vital which are critical to operations. A file plan structures records in a logical hierarchy for easy storage and retrieval. Retention schedules provide guidance on how long to keep records before disposal based on legal and business needs. Proper records management promotes good business practices and compliance.
records and reportsin phc.pptx
This document discusses nursing records and reports. It defines records as documenting organizational activities and being a continuing account of a client's health needs. Reports contain information in a narrative, graphic, or tabular form about a specific topic.
The principles of maintaining accurate, organized, and confidential records are outlined. Records have several purposes including communication, education, documentation, and legal protection. The types of records discussed include patient clinical records, individual staff records, ward records, and administrative records. Record keeping principles in community and hospital settings are also described. The criteria for good reports include being prompt, clear, concise, and including all pertinent details. The types of reports in nursing education and based on format are summarized.
Similar to Employee/Personnel Record management (20)
Checklist gestión de registros en el gobierno. cómo hacerlo bien en 12 pasos?
Checklist gestión de registros en el gobierno. cómo hacerlo bien en 12 pasos?
Thought Leader Interview: Allen Podraza on Records Management
Thought Leader Interview: Allen Podraza on Records Management
Thought Leader Interview: Allen Podraza on Records Management
Thought Leader Interview: Allen Podraza on Records Management
More from Dr. Anita Rathod
International Relations - Trade Relations
This document discusses various instruments of trade policy used by governments, including tariffs, subsidies, and quotas. It provides details on different types of tariffs (specific vs. ad valorem), subsidies (consumption, export, employment, agriculture), quotas (absolute, tariff rate), and dumping (sporadic, predatory, persistent, reverse). Anti-dumping policies, which impose tariffs on imports priced below fair market value, are also examined.
Career Planning, Employee Moral and Job Satisfaction
Career Planning- Meaning, Definition, Objectives, Process, Benefits and Stages.
Employee Morale & Job Satisfaction :
Employee Morale- Meaning, Definition, causes of low Morale
Job Satisfaction- Meaning, Definition, Factors contributing to Job Satisfaction, Measures to increase Job Satisfaction, Advantages of Job Satisfaction
International Relations - World Trade Organization
History of the multilateral trading system, The General Agreement on Trade in Services (GATS), Trade-Related Aspects of Intellectual Property Rights (TRIPs), Trade-Related Investment Measures (TRIMs), Principles of WTO, WTO, Functions of WTO, General Council and their functions.
Regional Economic Integration & their current practices Part -2
South Asian Association for regional Co-operation (SAARC), their practices, SAARC Preferential trading arrangement (SAPTA), SAARC Free Trade Agreement (SAFTA) their practices, Statistical data
Human Resource Planning
This document discusses human resource planning and recruitment and selection processes. It defines human resource planning as forecasting an organization's future demand for and supply of employees. The document outlines the objectives, need, importance and process of HR planning. It also discusses the concepts, importance, sources and process of recruitment as well as the concept, importance, selection tests, types of interviews, basis of selection and induction process.
Introduction to Human Resource Management
Introduction
Development of HRM concept
HRD & HRM
Importance of HRM
Functions of HRM
Role of HR Manager
Duties and Responsibilities of HR Manager
Structure of HRM Department
Components of Hotel Industry
Facilities in Hotels, Departments in Hotels and their functions, Classification of hotel in India (On the basis of Size, On the basis of Location, On the basis of Theme, On the basis of target market, On the basis of length of stay), (Floatel, Roatel, Motel, Airtel, Resorts, Heritage hotels, Star Hotels) Indian & International hotel chains,
Introduction to Hospitality and Tourism Management
Introduction, Structure of Hospitality Management
Scope of Hospitality and Tourism Industry
Indian Tourism and Hospitality Industry (Market Size, Government Initiatives)
Characteristics of Hospitality Industry
Challenges of Hospitality Industry
Career Prospect of the Hospitality Industry
Factors affecting in growth of hospitality and tourism Industry
International Economic Integration and their Current Practices Part - I
Economic regional block, European Union, EU's current practices, North American Free Trade Agreement (NAFTA), USMCA/CUSMA, Difference between NAFTA and USMCA, NAFTA's Current Practices
Introduction to International Relation
The document contains lecture slides from Dr. Anita Rathod of the BBA Department at ICCS, Pune about various topics related to international relations. The slides cover an overview of international relations, regional economic integration practices, socio-cultural relations, legal relations, trade relations, and economic relations. Additional slides discuss the exchange rate, India's external debt, multilateral and bilateral debt, socio-cultural systems, international law, international issues, territorial disputes, sanctions, and US-India relations. Key international organizations are also listed along with suggested additional reading materials.
Data Analysis, Data Interpretation, Research Report, Project report writing
Data Processing, Analysis, Interpretation,
Meaning & Characteristics of Research Report, Steps
involve in report writing
Research Design, Process of research with examples
Meaning and Definition,
Objectives & limitations
Essentials of good Research Design
Process of Research
Manpower Planning / HR Planning and Forecasting of manpower
Manpower planning, Meaning, Definition, Need,
Objectives, Levels, Importance,
Process, Techniques of Manpower Forecasting,
Factors influencing estimation of Manpower,
Barriers to Manpower Planning
Recruitment, Talent Acquisition, E-Recruitment, Selection process
Recruitment : Meaning, Definition, Need,
Factors Affecting Recruitment, Internal and External
Sources of Recruitment and its Advantages and
Disadvantages,
Traditional and New Methods of Recruitment- ERecruitment, Talent Acquisition,
Difference between Recruitment and Talent Acquisition.
Selection: Meaning, Definition, Process, Difference
between Recruitment and Selection,
Sources of Data Collection
Primary Data: Concept and Definitions
Respondents: Concept and Meaning
Secondary Data: Concept and Definition
Types of sources of secondary data
Research Methodology
Research – Meaning, Characteristics & Importance
Basic Research Process – An overview & steps involved
Research Design
Components of Research Design
Sampling Design
Conflict Management
Traditional & Modern View of Conflict
Organizational Performance & Conflict
Frustration Model
Conflict Management
Individual determinants of organisational behaviour
The document discusses concepts related to personality, motivation, values, and attitudes. It provides definitions of these terms from various scholars and theorists. It describes key determinants that shape personality as well as different theories of personality such as trait theory and psychological theory. It also discusses types of values and attitudes and how they differ. The document outlines several theories of motivation, including Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's two-factor theory. Case studies related to these topics are also mentioned.
1. introduction to organizational behavior
Organizational Behaviour,
Key Elements of OB
Disciplines that contribute to the OB field
Models of OB
Challenges for OB
More from Dr. Anita Rathod (19)
Career Planning, Employee Moral and Job Satisfaction
Career Planning, Employee Moral and Job Satisfaction
International Relations - World Trade Organization
International Relations - World Trade Organization
Regional Economic Integration & their current practices Part -2
Regional Economic Integration & their current practices Part -2
Introduction to Hospitality and Tourism Management
Introduction to Hospitality and Tourism Management
International Economic Integration and their Current Practices Part - I
International Economic Integration and their Current Practices Part - I
Data Analysis, Data Interpretation, Research Report, Project report writing
Data Analysis, Data Interpretation, Research Report, Project report writing
Research Design, Process of research with examples
Research Design, Process of research with examples
Manpower Planning / HR Planning and Forecasting of manpower
Manpower Planning / HR Planning and Forecasting of manpower
Recruitment, Talent Acquisition, E-Recruitment, Selection process
Recruitment, Talent Acquisition, E-Recruitment, Selection process
Individual determinants of organisational behaviour
Individual determinants of organisational behaviour
Recently uploaded
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版一模一样【微信：741003700 】【(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。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，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：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、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
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
Webinar - How to Craft a Winning Compensation Strategy
Join Payscale’s HR team as they discuss how to rethink and build a better compensation strategy that works for your organization.
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
原版一模一样【微信：741003700 】【(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。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，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：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、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
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
加急制作美国密歇根州立大学毕业证（msu毕业证书）本科文凭原版一模一样
原版一模一样【微信：741003700 】【美国密歇根州立大学毕业证（msu毕业证书）本科文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。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，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：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、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
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
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
高仿迈阿密大学毕业证（um毕业证）硕士文凭证书原版一模一样
原版一模一样【微信：741003700 】【迈阿密大学毕业证（um毕业证）硕士文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。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，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：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、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
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
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版一模一样【微信：741003700 】【英属哥伦比亚大学毕业证研究生文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。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，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：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、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
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
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。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，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：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、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
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
Recently uploaded (8)
Webinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation Strategy
Employee/Personnel Record management
- 2. z Dr. Anita Rathod, ICCS, Pune Content: Meaning, Definition, Essentials of a Good Record Principles of Record Keeping Significance of Employee records, Types of Employee records.
- 3. z Dr. Anita Rathod, ICCS, Pune INTRODUCTION Records management is the planned control of records. It includes decision making regarding the retention, transfer, microfilming and destruction of records. Personnel records and reports enable managers to obtain requisite information regarding the use of human resources in various departments or divisions.
- 4. z Essentials of a good record 1. Simple: Record-keeping must be simple. It should, at the same time, meet the requirements of the organization. 2. Accurate: Records should be error-free. They must be built around facts as far as possible. 3. Economical: It should not cost a fortune to maintain records. The cost of maintaining records must not be high. 4. Useful: Records must provide information which could be put to use. They must facilitate managerial decision making 5. Time: To this end they must be reviewed and kept up-to-date. Dr. Anita Rathod, ICCS, Pune
- 5. z Essentials of a good report Dr. Anita Rathod, ICCS, Pune 1. Conformity: Reports must conform to organizational objectives. 2. Unbiased: Reports must be objective and prepared without prejudice or bias 3. Data based: Reports must be built around facts. They must not only present facts but interpret them in a meaningful manner. 4. Clarity and Simplicity: The report must be clearly worded so that people could use it easily. To make it simple, some illustrative points could also be used. 5. Timely: Reports must be submitted keeping the time limits in mind. They very purpose of preparing a report gets defeated once it exceeds the limit.
- 6. z 27-4 The purposes of records management may be listed thus Records Management To keep an orderly account of progress To facilitate the preparation of the statement of the true conditions To enable the making of comparisons To facilitate the detection of errors and frauds To meet legal requirements To serve other miscellaneous purposes Dr. Anita Rathod, ICCS, Pune
- 7. z Fundamental principles of record Dr. Anita Rathod, ICCS, Pune For effective records management, record keeping must JUSTIFICATION VERIFICATION CLASSIFICATION AVAILABILITY OF REQUIRED INFORMATION REASONABLE COST
- 8. z Significance of Personnel records Dr. Anita Rathod, ICCS, Pune Personnel records play a significant role in performing various personnel functions including audit and research. They are specially needed to: supply the information required by the management and trade unions to review the effectiveness of personnel policies and practices and develop them supply the information required by various agencies on the accidents, employment position, strikes, absenteeism, turnover, etc. provide the information about manpower inventory for manpower planning and succession planning. conduct research in personnel and industrial relations areas. identify training and development needs. revise pay scales and benefits from time to time.
- 9. z Types of Personnel Records Dr. Anita Rathod, ICCS, Pune Job application and test scores Job descriptions and job specifications interview results Employment history medical reports Attendance records payroll Employee ratings training records leave records Accident and sickness records grievances, disputes records contracts of employment Records to be kept under various statutes