Evolution Of Hrm, Difference b/w PM & HRM, Functions, Wheels Of HRM, Harvard framework of HRM, Challenges faced by HRM, 5- P Models of strategic HRM-- By Akio Morita, Founder, Sony Corporation.
The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
Introduction to HR Management and HR Management Process for beginners. What is HR Management? Key focused areas under HR Management is discussed under the study.
Define HRM? Why it is important for an organization.kumail mehdi
Explain why human resource management is important to an organization? How external influences affect human resource management . Explain environmental factors affecting human resource management.
MEANING OF HRM
DEFINITIONS
OBJECTIVES of HRM
NATURE OF HRM
FEATURES OF HUMAN RESOURCE MANAGEMENT
IMPORTANCE OF HRM
PROCESS OF HRM
RECENT TRENDS IN HRM
ROLE OF HUMAN RESOURCE MANAGER
DUTIES & RESPONSIBILITIES of HRM
SCOPE OF HRM
FUNCTIONS OF HRM
OPERATIVE FUNCTION
QUALIFICATIONS OF HUMAN RESOURCE MANAGER
Human Capital Management is defined as "A strategic approach to people management that focuses on the issues that are critical to an organization's success"
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
Introduction to HR Management and HR Management Process for beginners. What is HR Management? Key focused areas under HR Management is discussed under the study.
Define HRM? Why it is important for an organization.kumail mehdi
Explain why human resource management is important to an organization? How external influences affect human resource management . Explain environmental factors affecting human resource management.
MEANING OF HRM
DEFINITIONS
OBJECTIVES of HRM
NATURE OF HRM
FEATURES OF HUMAN RESOURCE MANAGEMENT
IMPORTANCE OF HRM
PROCESS OF HRM
RECENT TRENDS IN HRM
ROLE OF HUMAN RESOURCE MANAGER
DUTIES & RESPONSIBILITIES of HRM
SCOPE OF HRM
FUNCTIONS OF HRM
OPERATIVE FUNCTION
QUALIFICATIONS OF HUMAN RESOURCE MANAGER
Human Capital Management is defined as "A strategic approach to people management that focuses on the issues that are critical to an organization's success"
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
explaining the development of the organization human resources, how to organize the training, and develop the HR managerial skills as well as their capabilities (ugik sugiharto, GBS)
CONCEPT OF HUMAN RESOUCE MANAGEMENT pptJAANVIARORA1
CONCEPT OF HUMAN RESOUCE MANAGEMENT
Topics Include
1. CONCEPT
2. DEFINE HRM
3. ROLE OF HRM
4. FUNCTIONS OF HRM
5. NATURE OF HRM
6. SCOPE OF HUMAN RESOURCE MANAGEMENT
7. OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
8. IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
9. VIDEO ON IMPORTANCE OF HRM
10. HR LESSONS FROM MOVIE DANGAL
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𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
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➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
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Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
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effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
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In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
1. EVOLUTION OF HRM
“There is no „magic‟ in the success of companies.
The secret of their success is simply the way that treat their employees”
Akio Morita
Founder, Sony Corporation
2. HR HISTORY
OF HRM
• Hiring & Firing
• Unions emerged: Labour relations specialists
EVOLUTION
• Welfare
• Subspecialties as :
Staffing /Training/Compensation/Appraisal System
• Late 70’s HR professionals mastered the activities of
Staffing, Development, Appraisals & Rewards.
• By 1980’s organizational design and communication, got added
3. HOW IS PM DIFFERENT FROM HRM
OF HRM
Personnel Management and HRM differ in scope
PM is viewed as a tool. The behavior of which could be manipulated for the
EVOLUTION
benefit of the organization and replaced when it is worn out. It was a routine
activity meant to hire new employees and to maintain personal records. It
was never considered as a strategic management of business.
HRM would view people as an important source or asset to be used for the
benefit of the organization , employees and society.
4. OF HRM
HOW IS PM DIFFERENT FROM HRM
PERSONNEL FUNCTION POINTS OF DISCUSSION HRM
EVOLUTION
Maintenance oriented Development oriented
Orientation
An independent function with independent sub- Consists of inter-dependant parts
functions Structure
Proactive, trying to anticipate & get ready with
Reactive, responding to events when they occur
appropriate responses
Philosophy
Exclusive responsibility of personnel Responsibility of all managers in the organisaiton
Responsibility
department
Emphasis on higher order needs eg. Empowering
Emphasis on monetary rewards
people
Motivators
Improved performance is a result of improved Better use of human resources leads to improved
satisfaction & morale satisfaction & morale
Outcomes
Tries to improve the efficiency of people & Tries to develop the organisation as a whole & its
administration culture
Aims
5. ESSENTIALS IN THE DEFINITION OF HRM
OF HRM
It is people who staff the organization and manage organizations
HRM involves application of management functions and principals.
EVOLUTION
Functions and principals are applied to acquisitioning, developing
, maintaining and remunerating employees
Decisions on different aspects of employees must be consistent with
other decisions on HR
Decisions made must influence the effectiveness of the
organization, i.e. it should result in betterment of services to
customers or productivity
6. DEFINITIONS OF HRM
OF HRM
HRM is a series of integrated decisions that form the employment
relationship; their quality contributes to the ability of the organization and
EVOLUTION
the employees to achieve their objective.
HRM is concerned with the people dimension in management. Since every
organization is made up of people , acquiring their services, developing
their skills , motivating them to higher levels of performance and ensuring
that they continue to maintain their commitments to the organization are
essential to achieving organizational objectives.
7. DEFINITIONS OF HRM
OF HRM
EVOLUTION
HRM is management in planning, organizing, directing and controlling of the
procurement, development, compensation, integration, maintenance and
separation of human resources to the end that individual, organizational and
social responsibilities are accomplished.
8. MANAGERIAL FUNCTIONS OF HRM
OF HRM
Planning: Determination in advance of a personal program that will
contribute to goals established for the enterprise
EVOLUTION
Organising : This is required to carry out the plans. Designing the structure of
relationships among jobs , personnel and physical factors.
Directing : Before the action is started “direction “ is necessary; this may be
in the form of “motivation “ “ actuation “ or “ command “.This is to get
people to work willingly and effectively
Controlling: Observation of action and its comparison with plans and
correction of any deviation that may occur at any time.
9. OPERATIVE FUNCTIONS OF HRM
OF HRM
Procurement: Obtaining proper kind and number of personnel necessary to
accomplish organizational goals
Development: Increasing the skill through training that is necessary for proper
EVOLUTION
job performance
Compensation: Adequate and equitable remuneration of personnel for their
contribution to organization objectives.
Integration : It is concerned with a reasonable reconciliation of individual
, societal and organizational interests .
Maintenance: Maintenance is concerned with the continuation of this state , this
is heavily effected by communication with employees.
Separation : Separations and return of that person to society. Could be
retirement , lay off , out-placements and discharge
10. THE HUMAN RESOURCE CYCLE
OF HRM
HRM Concept – Michigan School
EVOLUTION
Rewards
Performance
Selection Performance
Management
Development
1. Selection: Matching available human resources to jobs
2. Appraisal: Performance management
3. Rewards: It must reward short as well as long-term achievements
4. Development: Developing high quality employees
11. THE HARVARD FRAMEWORK FOR HRM
OF HRM
Stakeholder Interests
EVOLUTION
• Shareholders
• Management
HRM policies HRM outcomes Long-term
• Employee groups
• Employee • Commitment consequences
• Government
• Competence • Individual well-
influence
• Community
• Human • Congruence being
• Cost - • Organizational
resource flow
• Reward effectiveness effectiveness
• Societal well-
systems
• Work systems being
Situational factors
• Workforce
characteristics
• Business strategy
and conditions
• Management
philosophy
• Labour market
• Unions
• Tasks technology
• Law & societal
values
12. THE 5-P MODEL OF STRETEGIC HRM
OF HRM
Organization Strategy
EVOLUTION
External Characteristics
Internal Characteristics
Strategic business needs
Strategic Human Resources Management Activities
Human Resources Philosophy - Expresses how to treat and
value people
Human Resources Policies - Guidelines for action on
people related business and HR programs
Human Resources Programs - Help to address and change major people
related business issues
Human Resources Practices - Motivates needed role behavior
Human Resources Processes - Defines how these activities are carried out
13. HUMAN RESOURCE WHEELS
OF HRM
The American Society for Training & Development (ASTD) has developed a Human
Resource Wheel in 1983 highlighting different functions of HRM leading to quality of
work life, productivity and readiness for change.
EVOLUTION
Union/ Labor
relations
Employee
T& D
assistance
HR areas output:
Compensation/ Organization/
Quality of work life
Benefits Job design
Productivity readiness
for change
Personnel
research and
HRP
information
Selection
systems
and staffing
14. HUMAN RESOURCE WHEELS
OF HRM
T & D focus
Identifying, assessing and through planned learning---helping develop the key
competencies which enable individuals to perform current or future jobs.
EVOLUTION
OD focus
Assuring healthy inter- and inter-personal relationships and helping groups initiate
and manage change.
Organization/Job design focus
Defining how tasks, authority and systems will be organized and integrated across
organization units and in individual jobs.
HRP focus
Determining the organization‟s major HR needs strategies and philosophies.
15. HUMAN RESOURCE WHEELS
OF HRM
Selection and staffing
Matching people and their career needs and capabilities with jobs and career paths.
EVOLUTION
Personnel research and information systems
Assuring a personal information base.
Compensation/Benefits focus
Assuring compensation and benefits fairness and consistency.
Employee assistance focus
Providing counseling to individual employees, for personal problem-solving.
Union/Labour relations focus
Assuring healthy union/organization relationships.
16. Nature of HRM
Human Resource Planning
THE
Job analysis
HRM Recruitment
MODEL Selection
Placement
Training &development
Remuneration
Environment
Motivation Competent &
Participative Management Willing work
force
Communication
Safety, health & Welfare
Promotions etc. Organisational
Goals
Industrial relations
Trade Unionism
Disputes & their settlement
International HRM
Ethical issues in HRM
17. HUMAN RESOURCE FUNCTIONS
OF HRM
Forecasting the human resource requirements necessary for the organization to
achieve its objective – both in terms of number of employees and skills.
Developing and implementing a plan to meet the manpower requirements.
EVOLUTION
Carrying out job analysis to establish the specific requirements for individual jobs
within an organization.
Recruiting and selecting personnel to fill specific jobs within an organization.
Designing systems for appraising the performance of individuals.
Orienting and training employees.
Designing and implementing management and organizational development
programmes.
18. HUMAN RESOURCE FUNCTIONS
OF HRM
Designing and implementing compensation system for all employee and have
systems for promotions and transfer
EVOLUTION
Assisting employees in developing career plans.
Employee communication , personal counseling, personal research etc
Departmental administration programs – Planning, record keeping, reporting ,policy
formulation , and general administration.
Implement activities to ensure proper health and sanitation and safe work place
Adherence to Government norms and regulations
19. CHALLENGES FACED BY HRM
OF HRM
Globalization
EVOLUTION
Build value chain for business competitiveness
Profitable through cost and growth
Capability Focus
Change
Technology
Attracting and retaining intellectual capital
20. CONCLUSION
OF HRM
Organizations are now defined as :
• The core competencies within the organization
EVOLUTION
• The people within the organization
• The organizational culture or shared values and knowledge or learning.
The HR systems needs to be retained and constantly upgraded and changed:
People will always need to be hired and trained
Process will always need to be created and upgraded
Cultures will always need to be established and transformed.
HR practices must
Be aligned to business realities, meeting deadlines , making profits, leveraging
technology, satisfying investors and to serving customers ,.
HRM is to create organizational capabilities that will lead to competitiveness