Pratik Vadher - Engineering Economics and Management
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Pratik Vadher presented on the key functions of management - planning, organizing, and staffing. Planning involves determining objectives and how to accomplish them. Organizing is structuring resources and activities to achieve objectives efficiently. Staffing refers to hiring people to carry out the work, and involves manpower planning, recruitment, selection, placement, training, and performance appraisal. The presentation covered the importance of management for making decisions, utilizing resources, and achieving objectives.
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SOURCES
https://l.facebook.com/l.php?u=http%3A%2F%2Fwww.academia.edu%2F31500683%2FPRINCIPLES_AND_BASIC_TECHNIQUES_OF_IMAGE_MANIPULATION&h=ATPJ7WY1iCxHNPIGwhlQjyyf8Jd_JGKO_93BqeDgdtP5FDMRaHe6QfyZxweTjxyugU8QNtjEka1CS-zjOJARcbfEkSyxsex8deJnMbJZi1oadOAArPv_A32H0iApOk5RoLw0hnDsk0iu
https://l.facebook.com/l.php?u=https%3A%2F%2Fprezi.com%2Fozk2zp4nqivc%2Fprinciples-of-visual-message-design-using-infographics%2F&h=ATPJ7WY1iCxHNPIGwhlQjyyf8Jd_JGKO_93BqeDgdtP5FDMRaHe6QfyZxweTjxyugU8QNtjEka1CS-zjOJARcbfEkSyxsex8deJnMbJZi1oadOAArPv_A32H0iApOk5RoLw0hnDsk0iu
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Planning involves determining courses of action to achieve goals, setting goals for an organization, and deciding in advance what to do, how to do it, when to do it, and who will do it. Organizing is bringing together resources and developing relationships among them to achieve goals. It involves determining organizational structure. Staffing involves acquiring, training, and maintaining employees. Directing includes giving instructions, leading, motivating, and communicating with employees. Controlling matches actual performance to plans, identifies deviations, and suggests corrective actions.
Function of human resource management
Human resource management involves planning, organizing, staffing, directing, coordinating, and controlling various functions within an organization. The key functions include managerial functions like planning and organizing the workforce as well as operational functions for procuring, developing, compensating, and maintaining employees. Some specific activities are job analysis, recruitment, selection, training, performance appraisal, compensation administration, and promoting employee health and welfare. The overall goal of human resource management is to achieve organizational goals effectively and economically while also helping individuals meet their goals.
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Human resource management basic intro.
1. Human resource management involves planning, organizing, and managing an organization's human resources in a way that benefits both employees and the business.
2. The key functions of HRM include recruitment and hiring, training and development, compensation and benefits, employee relations, and performance management.
3. HRM aims to maximize employee performance and satisfaction to help achieve organizational goals and strategies.
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Edited final reportseema kumari 9888546117
The document discusses the recruitment and selection process within organizations. It begins by explaining the importance of human resource planning and management for organizational success. It then describes the key objectives and functions of human resource departments, including recruitment and selection. The next sections provide details on the recruitment process, including sources of recruitment both internal and external. It also discusses some common constraints on recruitment. Finally, it outlines the typical steps in a selection process, including application screening, testing, interviews and making a final job offer. The overall summary is that effective recruitment and selection processes are important for organizations to identify and hire the right employees.
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This document outlines the key concepts of human resource development (HRD) including organizational development, career development, and training and development. It discusses the four phases of the HRD process: needs assessment, design, training/implementation, and evaluation. The needs assessment phase involves organizational, task, and personal analysis to identify training needs. The design phase develops goals, budgets, and identifies training methods. Training methods can be off-the-job like lectures or on-the-job like coaching. The evaluation phase assesses outcomes using methods like reaction scales, learning assessments, and organizational metrics. The overall purpose of HRD is to enhance individual and organizational performance through continuous education and skills development.
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This document discusses organizational structure, job design, and work systems. It defines organizational structure as the hierarchy of people and departments and how information flows. Job design means deciding job tasks, responsibilities, and relationships. A work system is a system where humans and machines perform work using resources to produce products or services. The document outlines different types of organizational structures, job design processes and considerations, and provides examples of different types of work systems like information systems and supply chains. Overall, it emphasizes the importance of structure, job design, and work systems in enabling good organizational performance.
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This document discusses strategic human resource planning. It defines strategic HR planning as identifying current and future human resource needs to achieve organizational goals. The process ensures the right number of people with the right skills are in the right places at the right time to implement strategies. Factors affecting HR planning include internal factors like organizational needs, skills requirements, and workforce profiles as well as external factors like technological changes, demographics, and globalization. The document outlines the importance of setting HR objectives and developing plans to meet needs while ensuring supply meets demand.
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This document discusses the key concepts of management. It defines management as planning, organizing, leading, and controlling resources to achieve organizational goals efficiently. It provides details on each of the main functions:
- Planning involves setting goals and determining how to achieve them. It is a systematic process of defining strategies and plans.
- Organizing establishes the organizational structure by determining roles and responsibilities. It involves grouping and assigning tasks.
- Leading includes motivating employees, providing direction, communicating, and resolving conflicts. The role of leadership is to energize employees to attain goals.
- Controlling measures performance against standards, identifies deviations, and takes corrective actions. It ensures goals are achieved according to plans.
Introduction of hrm
Human resource management (HRM) involves acquiring and maintaining human talent to achieve organizational goals. Key aspects of HRM include acquisition, development, motivation, and maintenance of employees. HRM aims to identify staffing needs, develop employee skills through training, motivate high performance, and ensure commitment to the organization. The goal is to utilize human resources optimally and reconcile personal and company objectives.
HRM
The document discusses human resource management and related topics. It begins with definitions of key terms like personnel management, human resources, and human resource development. It then covers objectives and functions of human resource management like planning, organizing, directing, controlling, development, and maintenance of personnel. The document also discusses topics like job analysis, its objectives and techniques, job description vs job specification, and the process of job evaluation.
STAFFING.docx
The document discusses staffing, which is the process of hiring and managing employees within an organization. It defines staffing and its key components, which include recruitment, selection, training, performance evaluation, career development, and compensation. The steps in the staffing process are outlined as manpower planning, recruitment from internal and external sources, selection, placement and orientation, training and development, performance appraisal, promotion and career planning, and compensation. Key aspects of recruitment, sources of recruitment, and manpower planning are also summarized.
Human resources planning
The document discusses key aspects of human resource (HR) strategy and strategic HR management. It defines HR strategy as connecting business strategy to HR efforts to build a competitive organization. Strategic HR management integrates HR strategies and systems to achieve business goals while meeting employee needs. The document also outlines areas where HR can make strategic contributions, such as workforce planning, compensation strategies, and measuring HR performance. Finally, it discusses the goals of workforce planning as identifying gaps between current and future human capital needs.
HUMAN RESOURCE MANAGEMENT
A. HUMAN RESOURCE MANAGEMENT
Objective:
The objective of the course is to familiarize students with different aspects of managing human resources in the organization through the phases of acquisition , development and retention.
UNIT-I
Nature and scope of HRM - Difference between Personnel Management and HRM Functions of HRM - Environment of HRM - Strategic HRM.
UNIT-II
Human Resource Planning - Recruitment - Selection - Methods of Selection - Use of various tests - Interview techniques in selection - Placement.
UNIT-III
Induction – Importance - Meaning of Training and Development - Training Methods - Techniques - Identification of Training needs.
UNIT-IV
Performance Appraisal –Definition – Need for Performance Appraisal – Objectives – Process - Methods – Compensation.
UNIT-V
Transfer - Promotion and termination of services - Career development - Mentoring - HRM Audit - Nature - Benefits - Scope - Approaches
Text Books:
1. Dr. J. Jayasankar - Human Resource Management –Margham Publications
2. Dr. C.D. Balaji – Human Resource Management – Margham Publications
3. Sundar & Srinivasan J –Essentials of Human Resource Management –Vijay Nicole Imrints
4. Murugesan G –Human Resource Management – Laxmi Publications Pvt. Ltd
5. Aswathappa K - Human Resource and Personnel Management
6. Guptha C B- Human Resource Management –Sulthan Chand &Sons.
Books for Reference:
1. Memoria CB - Personnel Management
2. Subba Rao P - Human Resource Management and Industrial Relations
3. Prasad - Getting the right people - MacMillan I Ltd
4. Pattanayak - Human Resources Management - Prentice - Hall of India
5. Decenzo/Robbins - Personnel/Human Resource Management - Prentice - Hall of India
6. Saiyadain Mirza - Human Resource Management –
7. Venkataratanam - Personnel Management & Human Resources –
8. Saxena - Marketing Management - Tata McGraw Hill Pub
9. A. M. Sheikh - Human Resource Development & Management.
10. Dwivedi RS - Human Relations and Organization Behavior
HRTD unit 5 2021.pptx
This document discusses human resource development (HRD) including its key concepts, features, importance, relationship to human resource management, mechanisms, process, outcomes, matrix, interventions, roles of HRD professionals, and competencies required. Some of the main points covered include:
- HRD aims to increase employee knowledge, capabilities and attitudes at all levels through acquiring skills for present and future roles.
- It emphasizes developing human resources and their capabilities for mutual benefit of employees and organization.
- HRD mechanisms include training, performance management, career planning, and organizational development.
- The HRD process involves need assessment, program design, implementation and evaluation.
- Effective HRD leads to outcomes like competent employees, commitment
Training And Development
This document provides a project report submitted by Mr. Jiten H Menghani for his M.Com degree. The 3-page report includes a declaration signed by Menghani, an acknowledgements section thanking those who helped with the project, and a table of contents outlining the topics to be covered. The topics include introductions to human resource management and training and development. It also discusses the importance, objectives, and models of training, including the system model and instructional system development model.
Functional role of personnel management
The document discusses the functional role of personnel management and its transition to human resource management. It begins by defining key terms like objectives, roles, strategies, and compliance. It then explains the traditional functions of personnel management related to record keeping, benefits administration, and research. Models of the personnel section are described including clerk of works, contracts manager, and architect. The key differences between personnel management and human resource management are outlined, with HRM being more strategic and integrated with corporate goals. The major functional areas of HRM are identified as planning, staffing, development, maintenance, and compliance. Finally, workforce planning is discussed as a key HRM activity involving analyzing current and future staffing needs.
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- 1. Shantilal Shah Engineering College Production Engineering Sem.- 4 th. Group- 22
- 2. Presentation on Functions of Management, Planning, Organizing, & Staffing by: Pratik Vadher 130430125113 Guided by : Prof. Maharshi Bhatt Prof. Prashant Sartanpara
- 3. The Importance of Management Process designed to achieve an organization’s objectives by using its resources effectively & efficiently in a changing environment.
- 4. Make decisions – utilization of resources – achieve objectives: • Planning • Organizing • Staffing What Managers Do
- 5. Main objectives of Management
- 6. Planning Process of determining the organization’s objectives and deciding how to accomplish them.
- 7. Planning o Deciding in advance : o What to do o How to do o When to do o Who is going to do it o Bridges a gap between where we are today and where we want to reach. o Sets the goal of an organization.
- 8. It is the basic function of management. It deals with chalking out a future course of action & deciding in advance the most appropriate course of actions for achievement of pre-determined goals. Thus, planning is a systematic thinking about ways & means for accomplishment of pre-determined goals. Planning is necessary to ensure proper utilization of human & non-human resources. It is all pervasive, it is an intellectual activity and it also helps in avoiding confusion, uncertainties
- 9. Organizing o Structuring of resources & activities to accomplish objectives efficiently & effectively.
- 10. It is the process of bringing together physical, financial and human resources and developing productive relationship amongst them for achievement of organizational goals. Establishing the framework of working: How many units or sub-units or departments are needed. How many posts or designations are needed in each department. How to distribute authority and responsibility among employees Once these decisions are taken, organizational structure gets set up.
- 11. Organizing as a process involves: • Identification of activities. • Classification of grouping of activities. • Assignment of duties. • Delegation of authority and creation of responsibility. • Coordinating authority and responsibility relationships.
- 12. Staffing • Hiring people to carry out the work of the organization.
- 13. It is the function of manning the organization structure and keeping it manned. Staffing has assumed greater importance in the recent years due to advancement of technology, increase in size of business, complexity of human behavior etc. The main purpose of staffing is to put right man on right job i.e. square pegs in square holes and round pegs in round holes.
- 14. Staffing involves : Manpower Planning (estimating man power in terms of searching, choose the person and giving the right place). Recruitment, selection & placement. Training & development. Remuneration. Performance appraisal. Promotions & transfer.
- 15. Source : - 1. Engineering Economics & Management by Sachin Kulkarni ( Tech- Max Publications ). 2. Internet.