The main activities of the Human Resources Department are:
1. Manpower planning to determine future staffing needs based on factors like employee turnover, sales growth, technology changes, and worker productivity.
2. Job analysis and description to define roles, responsibilities, skills, and qualifications needed for open positions.
3. Determining appropriate wages and salaries by conducting market research and working with management and finance.
4. Regular employee performance reviews to evaluate work and set development plans, as well as provide necessary training.
Leadership & Coaching Program Guideline by Sirirat Siriwan Sirirat Siriwan
This document outlines a leadership and coaching program for managers and supervisors. It discusses organizational business challenges, both internal like work efficiency, and external like competition. The program teaches qualities of trusted leaders and covers three parts of coaching: improving performance, enhancing capabilities, and reinforcing behaviors. Performance coaching is defined as a process to help employees maximize their potential and meet expectations. Both internal and external coaches are discussed. Benefits are outlined for employees, direct reports, and organizations, such as increased innovation, revenue, and overcoming challenges. The program utilizes methodologies like role plays, case studies, exercises, and games to teach coaching skills.
Human Resource Management involves managing an organization's employees through various functions like recruitment, staffing, selection, training, and performance appraisals. The document defines these HRM functions and processes. Recruitment involves finding and attracting suitable job candidates. Selection is the process of choosing candidates with the required skills. Training helps develop employees' skills and knowledge. Performance appraisals assess employee contributions and provide feedback for improvement. The goal of HRM is to utilize people's skills effectively and achieve organizational objectives.
There are various functions involved in Human Resource Management in an organisation. Read this document to know about the differences between Personnel management and HR management written by our proficient writers.
For more visit: https://www.assignmentdesk.co.uk/
Office communication involves transmitting information between individuals or groups within an organization using various methods. Effective communication is important for an organization's success as it allows managing staff, decision making, and controlling behavior. Communication also helps socialize employees and influence attitudes. The primary functions of an office are internal and external communication, as the office serves as the central hub for information flow.
This document discusses the basics of human resource management (HRM), including its definition, evolution, principles, and importance. It outlines the core functions of HRM such as recruitment, selection, orientation, training, and performance assessment. It also addresses HR planning, best practices in HRM, and how HR departments interact with other departments in organizations. The role and activities of HRM have changed over time from nominal roles before the industrial revolution to more strategic roles in modern organizations focused on attracting, developing, and retaining talent.
Yogita Gupta is seeking a challenging HR position with her 2.8 years of experience in areas like recruitment, performance management, compensation and benefits, employee welfare and administration. She holds an MBA in HR and Finance and has worked as an HR Assistant and HR Manager. Her expertise includes HR policy execution, recruitment, performance appraisal, payroll, employee relations, and statutory compliance. She is proficient in manpower management, recruitment processes, and motivating employees through clear communication and organization.
This document summarizes the job analysis process for branch managers at Khaadi Pakistan Pvt. Ltd. It describes the company's history and operations. The duties and responsibilities of branch managers are outlined, including managing operations, sales, budgets, and personnel. The job specification, recruitment, selection, orientation, training, and performance appraisal processes are then summarized. The overall purpose is to select qualified candidates and prepare them to effectively lead branches and contribute to the company's goals.
The main activities of the Human Resources Department are:
1. Manpower planning to determine future staffing needs based on factors like employee turnover, sales growth, technology changes, and worker productivity.
2. Job analysis and description to define roles, responsibilities, skills, and qualifications needed for open positions.
3. Determining appropriate wages and salaries by conducting market research and working with management and finance.
4. Regular employee performance reviews to evaluate work and set development plans, as well as provide necessary training.
Leadership & Coaching Program Guideline by Sirirat Siriwan Sirirat Siriwan
This document outlines a leadership and coaching program for managers and supervisors. It discusses organizational business challenges, both internal like work efficiency, and external like competition. The program teaches qualities of trusted leaders and covers three parts of coaching: improving performance, enhancing capabilities, and reinforcing behaviors. Performance coaching is defined as a process to help employees maximize their potential and meet expectations. Both internal and external coaches are discussed. Benefits are outlined for employees, direct reports, and organizations, such as increased innovation, revenue, and overcoming challenges. The program utilizes methodologies like role plays, case studies, exercises, and games to teach coaching skills.
Human Resource Management involves managing an organization's employees through various functions like recruitment, staffing, selection, training, and performance appraisals. The document defines these HRM functions and processes. Recruitment involves finding and attracting suitable job candidates. Selection is the process of choosing candidates with the required skills. Training helps develop employees' skills and knowledge. Performance appraisals assess employee contributions and provide feedback for improvement. The goal of HRM is to utilize people's skills effectively and achieve organizational objectives.
There are various functions involved in Human Resource Management in an organisation. Read this document to know about the differences between Personnel management and HR management written by our proficient writers.
For more visit: https://www.assignmentdesk.co.uk/
Office communication involves transmitting information between individuals or groups within an organization using various methods. Effective communication is important for an organization's success as it allows managing staff, decision making, and controlling behavior. Communication also helps socialize employees and influence attitudes. The primary functions of an office are internal and external communication, as the office serves as the central hub for information flow.
This document discusses the basics of human resource management (HRM), including its definition, evolution, principles, and importance. It outlines the core functions of HRM such as recruitment, selection, orientation, training, and performance assessment. It also addresses HR planning, best practices in HRM, and how HR departments interact with other departments in organizations. The role and activities of HRM have changed over time from nominal roles before the industrial revolution to more strategic roles in modern organizations focused on attracting, developing, and retaining talent.
Yogita Gupta is seeking a challenging HR position with her 2.8 years of experience in areas like recruitment, performance management, compensation and benefits, employee welfare and administration. She holds an MBA in HR and Finance and has worked as an HR Assistant and HR Manager. Her expertise includes HR policy execution, recruitment, performance appraisal, payroll, employee relations, and statutory compliance. She is proficient in manpower management, recruitment processes, and motivating employees through clear communication and organization.
This document summarizes the job analysis process for branch managers at Khaadi Pakistan Pvt. Ltd. It describes the company's history and operations. The duties and responsibilities of branch managers are outlined, including managing operations, sales, budgets, and personnel. The job specification, recruitment, selection, orientation, training, and performance appraisal processes are then summarized. The overall purpose is to select qualified candidates and prepare them to effectively lead branches and contribute to the company's goals.
S.Chandrasekaran has over 24 years of experience in marketing, sales, distribution, and business development. He is currently serving as an ACM for TATA AIA Life Insurance in Tamilnadu, India. Prior to this role, he held several managerial positions in sales and marketing for various pharmaceutical and insurance companies. He has a proven track record of exceeding sales targets and growing business. Chandrasekaran has a B.Sc and MBA from Madurai Kamaraj University.
The document summarizes the HR department and practices of Interwood, a leading furniture brand in Pakistan. It describes the HR hierarchy and manager. It also outlines both the traditional and modern roles of HR, covering recruitment, selection, compensation & benefits, performance appraisal, training & development, employee relations, and health and safety measures. It concludes with future plans to transform HR into more of a business partner and improve diversity, employer branding, and social media activities.
Mr. Dhani Bakhsh Magsi worked at Osmani & Company (Pvt.) Ltd. for over 7 years in progressively senior business development roles. As a senior manager, manager, and assistant manager of business development, his responsibilities included executing business development strategies, developing and executing business plans, maintaining client relationships, and providing reports. He was found to be professionally competent, sincere, hardworking, and dedicated. The director provides this letter of reference to certify his satisfactory work during his time at the company and wishes him success in his future endeavors.
Afif Zaky Bin Mohamed is a team leader with over 18 years of experience in customer service and 6 years of experience as a team leader in call centers. He has managed teams of up to 20 employees, improving processes to increase efficiency. Afif is seeking a new leadership role where he can apply his problem-solving skills and help a growing company optimize its resources. He has a bachelor's degree in general management and certifications in travel industries.
1) Strategic management is the set of decisions that determine a company's long-term performance. It involves environmental scanning, strategy formulation, implementation, and evaluation.
2) Strategy formulation occurs at the corporate, business unit, and functional levels. It includes determining goals, actions plans, and expectations for business units.
3) Human resource management's role in strategic management includes formulating advanced incentive plans and using employee opinion survey data to help implement practices that increase employee commitment.
Assessing The Employee Performance Septo Indarto (Team Double S)
Employee performance assessments are important for companies to improve, as good employee performance leads to better company results. Regular evaluations allow managers to identify employee strengths and weaknesses, and provide training to boost performance. Change management training is also crucial, as it helps employees and management adapt to changes in the workplace and find solutions to obstacles. Without such training and efforts to improve employee quality, company performance metrics will be ineffective and a waste of resources.
Suvira Sinha Singh is an experienced HR professional with over 10 years of experience in areas such as recruitment, performance management, employee relations, training, and developing HR policies and procedures. She is currently working as an HR manager at Unicharm India Pvt. Ltd. where she leads recruitment, handles employee grievances, and administers employee satisfaction surveys. Prior to this, she has worked at Hughes Communications and SRF Ltd. Suvira holds an MBA from Dayalbagh Educational Institute and has undertaken various projects related to HR, research methodology, and entrepreneurship during her academics.
This resume summarizes Hemant K. Saini's qualifications and experience. He has over 6 years of experience as an HR executive at Emami Limited, with responsibilities including recruitment, payroll management, compliance, training and development, and employee engagement. He holds an MBA degree and has experience in talent acquisition, performance management, and statutory compliance across various industries. Currently he works as an executive in the HR department at Emami Limited, earning an annual salary of 4.8 LPA plus variables.
Sujeet Kumar Tiwari is seeking a senior level HR role where he can utilize over 3 years of experience in human resource generalist functions.
He is currently working as an Executive - HR at Best Foods Ltd. in Delhi, having previously held an HR Executive role at Lemonlearn E-services Pvt Ltd. in Gurgaon.
His responsibilities have included talent acquisition, induction, performance management, training and development, payroll processing, statutory compliance, employee engagement, grievance handling, and administrative tasks. He has an MSW in HR and Social Welfare.
Director of Human Resources job DescriptionDemand Metric
The Director of Human Resources is responsible for implementing HR policies and programs, managing employee relations and development, staffing and recruiting, organizational development, performance management, training, compensation and benefits administration, and employee counseling services. Key responsibilities include developing an employee-oriented culture, implementing HR policies and programs, ensuring accurate job descriptions, creating training programs, conducting performance reviews, recruiting and retaining staff, and creating compensation and benefits plans. The ideal candidate will have 5+ years of HR management experience, exceptional interpersonal and leadership skills, and the ability to develop new HR policies and programs.
Ya Kun Kaya Toast is a Singaporean coffee shop chain that serves coffee, tea, eggs, and toast. It uses a promotion from within policy for recruitment and conducts interviews to assess commitment and willingness to work shifts. To forecast manpower needs, Ya Kun can use Markov analysis to predict promotions to store manager positions from current employees. While interviews assess attitude and commitment, Ya Kun could also check references and past work history to better evaluate candidates. Overall the summary discusses Ya Kun's recruitment and promotion policies as well as suggestions to improve the process.
HRM and TQM is have directly relation when select the require qualified and experience selected them so that they have easy to under standard the system provide quality result. Due to this improve the productivity and have competitive result. So that HR department is the back bone of the organization building and structure.
The document discusses employee engagement and provides strategies for developing and sustaining an effective employee engagement program. It defines employee engagement, identifies its key drivers as well-being, information, fairness, and involvement. It recommends conducting an employee engagement survey to assess the current state, identifying engagement levels and key areas for improvement. The document then outlines developing a strategy using the WIFI model and implementing initiatives to address the key drivers. It emphasizes the importance of leadership, communication, and making employee engagement an ongoing priority to achieve business goals.
This document summarizes knowledge management at Unilever Indonesia. It discusses Unilever Indonesia's background, knowledge strategies, and approaches. It highlights that Unilever Indonesia focuses on developing its people through coaching and knowledge sharing programs. It also sources external knowledge from customers, suppliers, and internship programs. Unilever Indonesia was recognized as one of Indonesia's most admired knowledge enterprises for creating an environment conducive to collaborative knowledge sharing and developing knowledge workers through senior leadership. The key lesson is that people are essential to developing knowledge sustainably to support company growth.
The document discusses the role of a human resource manager. A HR manager is responsible for maximizing employee performance to meet business objectives. Key responsibilities include managing employee relations, performance management, learning and development, recruitment and retention, compensation and benefits, policy implementation, and advising senior managers on people issues. HR managers must have strong skills in areas like building relationships, understanding employment law, delivering high employee satisfaction, and representing the HR function strategically.
This document outlines the organizational structure and roles within Krimson Tech, a construction company. It details positions such as the CEO, Managing Director, Project Manager, and various construction roles. It also discusses the company's recruitment and selection process, including interview questions, a personality assessment, and a group activity to evaluate candidates. The document concludes with sections on training and development plans as well as information management and the software tools used, such as WAN, Basecamp, and Vyew, to facilitate collaboration.
Tonya Wilson deWaart has over 17 years of experience in human resources with expertise in areas such as employee relations, talent management, learning and development, and HR project management. She currently works as an HR Administrator for AuburnBank, where her responsibilities include payroll management, performance management, employee relations, onboarding, benefits administration, and recruiting. Prior to this, she held HR roles at companies such as ACI Worldwide, Silverpop, and CompuCredit Corporation, where she specialized in talent management strategies, leadership development programs, and HR metrics reporting. She has a Bachelor's degree in Business Administration with a concentration in Human Resources.
This document outlines the recruitment process for Krimson Tech to find 3 new employees. It involves posting job advertisements, screening candidates based on criteria like education and experience, conducting personality tests and group activities to evaluate teamwork and management skills. Shortlisted candidates will undergo training and development programs that include mentorship, workshops and rotations to different departments. The company practices information management using cloud-based systems and software like WAN, Basecamp and Vyew for file sharing, communication and remote collaboration between employees. This allows efficient storage, retrieval and sharing of organization data and information.
Poonam Singh has over 15 years of experience in human resources roles. She is currently the Manager of HR at SSF Plastics Ltd., where she handles all HR functions including recruitment, training, employee relations, and health and safety compliance. Previously she held HR leadership roles at Concept Industries Ltd. and Elin Electronics Ltd. She has a strong track record of developing HR strategies and systems, implementing process improvement projects, and managing compliance with ISO standards. Poonam holds an MBA in HR and multiple degrees in geography.
Mona Salah Ali Gaber Saleh is seeking a manager position in an international organization. She has 20 years of experience in human resources, administration, customer service, marketing and sales roles. Her experience includes positions at insurance, construction, technology and language education companies in the UAE and Egypt. She has skills in communication, leadership, problem solving and proficiency with software such as Microsoft Office, Oracle and social media platforms.
The document provides information about HR generalist training at an advanced level, with a focus on recruitment processes. It discusses topics like why candidates may hesitate to work in recruitment after earning an MBA, and how understanding recruitment is important for career development. The document outlines a 10 module training program covering all major HR functions from recruitment to performance management to compensation. It also gives examples of day-to-day recruitment activities like reference checks, offer letters, and time/attendance management. Key recruitment processes like gap analysis and conducting phone interviews are explained in detail.
S.Chandrasekaran has over 24 years of experience in marketing, sales, distribution, and business development. He is currently serving as an ACM for TATA AIA Life Insurance in Tamilnadu, India. Prior to this role, he held several managerial positions in sales and marketing for various pharmaceutical and insurance companies. He has a proven track record of exceeding sales targets and growing business. Chandrasekaran has a B.Sc and MBA from Madurai Kamaraj University.
The document summarizes the HR department and practices of Interwood, a leading furniture brand in Pakistan. It describes the HR hierarchy and manager. It also outlines both the traditional and modern roles of HR, covering recruitment, selection, compensation & benefits, performance appraisal, training & development, employee relations, and health and safety measures. It concludes with future plans to transform HR into more of a business partner and improve diversity, employer branding, and social media activities.
Mr. Dhani Bakhsh Magsi worked at Osmani & Company (Pvt.) Ltd. for over 7 years in progressively senior business development roles. As a senior manager, manager, and assistant manager of business development, his responsibilities included executing business development strategies, developing and executing business plans, maintaining client relationships, and providing reports. He was found to be professionally competent, sincere, hardworking, and dedicated. The director provides this letter of reference to certify his satisfactory work during his time at the company and wishes him success in his future endeavors.
Afif Zaky Bin Mohamed is a team leader with over 18 years of experience in customer service and 6 years of experience as a team leader in call centers. He has managed teams of up to 20 employees, improving processes to increase efficiency. Afif is seeking a new leadership role where he can apply his problem-solving skills and help a growing company optimize its resources. He has a bachelor's degree in general management and certifications in travel industries.
1) Strategic management is the set of decisions that determine a company's long-term performance. It involves environmental scanning, strategy formulation, implementation, and evaluation.
2) Strategy formulation occurs at the corporate, business unit, and functional levels. It includes determining goals, actions plans, and expectations for business units.
3) Human resource management's role in strategic management includes formulating advanced incentive plans and using employee opinion survey data to help implement practices that increase employee commitment.
Assessing The Employee Performance Septo Indarto (Team Double S)
Employee performance assessments are important for companies to improve, as good employee performance leads to better company results. Regular evaluations allow managers to identify employee strengths and weaknesses, and provide training to boost performance. Change management training is also crucial, as it helps employees and management adapt to changes in the workplace and find solutions to obstacles. Without such training and efforts to improve employee quality, company performance metrics will be ineffective and a waste of resources.
Suvira Sinha Singh is an experienced HR professional with over 10 years of experience in areas such as recruitment, performance management, employee relations, training, and developing HR policies and procedures. She is currently working as an HR manager at Unicharm India Pvt. Ltd. where she leads recruitment, handles employee grievances, and administers employee satisfaction surveys. Prior to this, she has worked at Hughes Communications and SRF Ltd. Suvira holds an MBA from Dayalbagh Educational Institute and has undertaken various projects related to HR, research methodology, and entrepreneurship during her academics.
This resume summarizes Hemant K. Saini's qualifications and experience. He has over 6 years of experience as an HR executive at Emami Limited, with responsibilities including recruitment, payroll management, compliance, training and development, and employee engagement. He holds an MBA degree and has experience in talent acquisition, performance management, and statutory compliance across various industries. Currently he works as an executive in the HR department at Emami Limited, earning an annual salary of 4.8 LPA plus variables.
Sujeet Kumar Tiwari is seeking a senior level HR role where he can utilize over 3 years of experience in human resource generalist functions.
He is currently working as an Executive - HR at Best Foods Ltd. in Delhi, having previously held an HR Executive role at Lemonlearn E-services Pvt Ltd. in Gurgaon.
His responsibilities have included talent acquisition, induction, performance management, training and development, payroll processing, statutory compliance, employee engagement, grievance handling, and administrative tasks. He has an MSW in HR and Social Welfare.
Director of Human Resources job DescriptionDemand Metric
The Director of Human Resources is responsible for implementing HR policies and programs, managing employee relations and development, staffing and recruiting, organizational development, performance management, training, compensation and benefits administration, and employee counseling services. Key responsibilities include developing an employee-oriented culture, implementing HR policies and programs, ensuring accurate job descriptions, creating training programs, conducting performance reviews, recruiting and retaining staff, and creating compensation and benefits plans. The ideal candidate will have 5+ years of HR management experience, exceptional interpersonal and leadership skills, and the ability to develop new HR policies and programs.
Ya Kun Kaya Toast is a Singaporean coffee shop chain that serves coffee, tea, eggs, and toast. It uses a promotion from within policy for recruitment and conducts interviews to assess commitment and willingness to work shifts. To forecast manpower needs, Ya Kun can use Markov analysis to predict promotions to store manager positions from current employees. While interviews assess attitude and commitment, Ya Kun could also check references and past work history to better evaluate candidates. Overall the summary discusses Ya Kun's recruitment and promotion policies as well as suggestions to improve the process.
HRM and TQM is have directly relation when select the require qualified and experience selected them so that they have easy to under standard the system provide quality result. Due to this improve the productivity and have competitive result. So that HR department is the back bone of the organization building and structure.
The document discusses employee engagement and provides strategies for developing and sustaining an effective employee engagement program. It defines employee engagement, identifies its key drivers as well-being, information, fairness, and involvement. It recommends conducting an employee engagement survey to assess the current state, identifying engagement levels and key areas for improvement. The document then outlines developing a strategy using the WIFI model and implementing initiatives to address the key drivers. It emphasizes the importance of leadership, communication, and making employee engagement an ongoing priority to achieve business goals.
This document summarizes knowledge management at Unilever Indonesia. It discusses Unilever Indonesia's background, knowledge strategies, and approaches. It highlights that Unilever Indonesia focuses on developing its people through coaching and knowledge sharing programs. It also sources external knowledge from customers, suppliers, and internship programs. Unilever Indonesia was recognized as one of Indonesia's most admired knowledge enterprises for creating an environment conducive to collaborative knowledge sharing and developing knowledge workers through senior leadership. The key lesson is that people are essential to developing knowledge sustainably to support company growth.
The document discusses the role of a human resource manager. A HR manager is responsible for maximizing employee performance to meet business objectives. Key responsibilities include managing employee relations, performance management, learning and development, recruitment and retention, compensation and benefits, policy implementation, and advising senior managers on people issues. HR managers must have strong skills in areas like building relationships, understanding employment law, delivering high employee satisfaction, and representing the HR function strategically.
This document outlines the organizational structure and roles within Krimson Tech, a construction company. It details positions such as the CEO, Managing Director, Project Manager, and various construction roles. It also discusses the company's recruitment and selection process, including interview questions, a personality assessment, and a group activity to evaluate candidates. The document concludes with sections on training and development plans as well as information management and the software tools used, such as WAN, Basecamp, and Vyew, to facilitate collaboration.
Tonya Wilson deWaart has over 17 years of experience in human resources with expertise in areas such as employee relations, talent management, learning and development, and HR project management. She currently works as an HR Administrator for AuburnBank, where her responsibilities include payroll management, performance management, employee relations, onboarding, benefits administration, and recruiting. Prior to this, she held HR roles at companies such as ACI Worldwide, Silverpop, and CompuCredit Corporation, where she specialized in talent management strategies, leadership development programs, and HR metrics reporting. She has a Bachelor's degree in Business Administration with a concentration in Human Resources.
This document outlines the recruitment process for Krimson Tech to find 3 new employees. It involves posting job advertisements, screening candidates based on criteria like education and experience, conducting personality tests and group activities to evaluate teamwork and management skills. Shortlisted candidates will undergo training and development programs that include mentorship, workshops and rotations to different departments. The company practices information management using cloud-based systems and software like WAN, Basecamp and Vyew for file sharing, communication and remote collaboration between employees. This allows efficient storage, retrieval and sharing of organization data and information.
Poonam Singh has over 15 years of experience in human resources roles. She is currently the Manager of HR at SSF Plastics Ltd., where she handles all HR functions including recruitment, training, employee relations, and health and safety compliance. Previously she held HR leadership roles at Concept Industries Ltd. and Elin Electronics Ltd. She has a strong track record of developing HR strategies and systems, implementing process improvement projects, and managing compliance with ISO standards. Poonam holds an MBA in HR and multiple degrees in geography.
Mona Salah Ali Gaber Saleh is seeking a manager position in an international organization. She has 20 years of experience in human resources, administration, customer service, marketing and sales roles. Her experience includes positions at insurance, construction, technology and language education companies in the UAE and Egypt. She has skills in communication, leadership, problem solving and proficiency with software such as Microsoft Office, Oracle and social media platforms.
The document provides information about HR generalist training at an advanced level, with a focus on recruitment processes. It discusses topics like why candidates may hesitate to work in recruitment after earning an MBA, and how understanding recruitment is important for career development. The document outlines a 10 module training program covering all major HR functions from recruitment to performance management to compensation. It also gives examples of day-to-day recruitment activities like reference checks, offer letters, and time/attendance management. Key recruitment processes like gap analysis and conducting phone interviews are explained in detail.
MBA (HRM) with. 8 years of experience in Employee Relations, Resource Management, Attrition & Retention, Policy Formulation & Implementation, Performance Management, Statutory Compliance, Compensation & Benefits, Learning & Development and Recruitment & Administration, Hari is result oriented recruitment professional with an eye to detail to the client requirement. He has good knowledge to delve into the internet to get the matching resources for the requirements. His strong understanding capabilities have made his successful in the IT & Non IT, Manufacturing industry.
Specialties: Self discipline, Union Negotiation, Hiring, Excellent Conversations with clients, Developing the SOP`s, Good knowledge in GMP, Strategically analyst with all operations.
This document is a curriculum vitae for Harikrishnama Raju.G, who has over 8 years of experience in human resources roles. He is currently working as the Deputy Manager of HR for TIL Healthcare Pvt Ltd in Chennai, India. Prior to this role, he held HR positions at SBQ Steels Ltd and Hindusthan National Glass & Industries Ltd. His responsibilities have included recruitment, training, employee relations, administration, and compliance. He has a Doctorate in Management Studies and an MBA in HR.
Dharmveer has over 9 years of experience in HR, training and development, industrial relations, and general administration. He is currently a Senior Executive at Sona Koyo Steering Systems handling HR, IR, and administration. He has successfully implemented various HR initiatives including training programs, employee welfare measures, and health and safety compliance.
The document provides an introduction to human resource management. It defines HRM as the study of activities regarding people working in an organization. The objectives of HRM include obtaining the right employees to fulfill strategic goals, creating an encouraging organizational climate, and maintaining performance standards. The functions of HRM encompass strategic planning, staffing, training, compensation, and employee relations. Emerging trends in HRM include a greater strategic role, increased use of technology, and a focus on globalization's impact like higher workforce mobility and skills mismatches.
Debra Cresswell is an experienced HR professional with over 18 years of experience in retail, FMCG manufacturing, and the not-for-profit sector. She holds qualifications including a Post Graduate Diploma in HR Management and certifications in Myers Briggs Type Indicators and facilitation. Her experience includes roles as an HR Manager, HR Consultant, and Organizational Change Manager. She is currently seeking a challenging HR Business Partner role in a results-driven organization.
Megan W. Carson has over 10 years of experience in human resources, most recently as Regional HR Manager for Gerdau. She holds an MBA and PHR certification. In her current role, she manages HR processes for over 400 employees across 3 states, focusing on increasing engagement and productivity. Previously, she held HR generalist roles with Gerdau locations in Beaumont, Charlotte, and Tampa, gaining experience in labor relations, training, and benefits administration.
HR Process Strategy - Determine process priority and maturityRustin Richburg
A structured approach to set HR / Talent Process Strategy. Includes an evaluation of process relative maturity. Provides survey template to assess customer feedback regarding process priorities, quality, and importance.
Amarjit Kaur seeks opportunities in human resources management where her 2.5 years of experience in staffing, employee relations, and project management can enhance a company's strategic goals. She has expertise in recruitment, performance reviews, separation processes, feedback collection, and implementing company policies. Her personal qualities include strong analytical, communication, and motivational skills. She is proficient in using HR tools like SAP and has handled projects involving department segregation and onboarding programs. Amarjit holds an MBA in HR and BBA and has worked as an HR executive and counselor.
Amit Sharma is an HR/Administration professional with over 9 years of experience in HR, administration, facilities management, and business development. He is currently working as an HR/Administration & Business Development Manager for Charoen Pokphand (India) Pvt. Ltd. handling recruitment, employee relations, payroll, and maintaining government compliance. Previously he has worked for ICFAI National College and ANIL ENGICON PVT.LTD. handling HR, administrative, and facility management responsibilities. He has an MBA in HR and seeks to further his career in a role that provides learning and growth opportunities.
Meaning of HRM, Importance of HRM, Objectives and Functions, process of HRM, Systems and Techniques, Role of human resource manager, duties and responsibilities of human resource manager, typical organization set up of human resource department.
The document provides a summary of an individual's career objective, education, certifications, work experience, and personal details. The career objective is to attain a senior middle-management position in HR. The individual has over 7 years of experience as an HR executive and officer, and holds an MHRM degree and professional certifications in HR. Responsibilities have included recruitment, performance management, training, policy development, and statutory compliance. Personal details include family information and contact details.
The document discusses several key aspects of human resource management including:
1. The management process and functions of HRM like planning, organizing, staffing, leading, and controlling.
2. The objectives of HRM which include developing human capital, organizational climate, performance standards, and employer-employee relationships.
3. The roles and responsibilities of HR managers in facilitating development, communication, and achieving organizational objectives.
The document discusses the job analysis and requirements for a human resource specialist position. It includes a description of tasks and their importance, as well as knowledge, skills, and abilities needed. Key tasks include interviewing applicants, training employees, evaluating performance, and advising management. Important skills are communication, active listening, problem solving, decision making, and developing relationships. The document also provides job context, rewards, and qualifications needed for the role.
The document discusses the job analysis and requirements for a human resource specialist position. It includes a description of tasks and their importance, as well as knowledge, skills, and abilities needed. Key tasks include interviewing applicants, training employees, evaluating performance, and advising management. Important skills are communication, active listening, problem solving, decision making, and developing relationships. The document also provides context on rewards and qualifications for the role.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
1. Woranee Katisawatwong
31/95 Soi Lardprao 33, Lardprao Road
Chantarakasem, Chatujak Contact Telephone: 095 549 5562
Bangkok 10900 E-mail Address: woranee.k@gmail.com
___________________________________________________________________________
Career Objectives:
To work in Human Resources Management position.
Profile Summary:
• Possess strong experience in Human Resources Management, including recruitment,
compensation and benefits, employee relations, training & development, retention,
succession plan and conflict resolution.
• In-depth knowledge in labor law and in handling employee relations issues.
• Proactive, hands-on with result-oriented and strong determination for success.
• High integrity and aggressive working style with flexibility and diplomatic approach.
• Very organized & attention to details.
• Continuous improvement in work processes.
• Outstanding interpersonal skills.
• Ability to work effectively in high pressure environment.
• High efficiency in communication skills in both written and spoken Thai and English.
• Effective computer literacy.
Education:
1980: Bachelor of Political Science, Chulalongkorn University (GPA : 2.80)
Work Experience:
Grand Sport Group Co., Ltd. May 4, 2011 – Present
Type of business: Sportswear and Sporting Goods
Position: HR Manager
(Including Administration, Building Maintenance, Environment and Safety)
Freelance HR Consultant & Recruitment Service February 1, 2010 – April 30, 2011
Position: HR Consultant:
1.1 Villa Market
1.2 Technomedical Co., Ltd.
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2. Lyreco (Thailand) Co., Ltd. October 2, 2006–September 2009
Type of business: Office Supplies Sales and Distribution
Position: Human Resources Manager
ActMedia (Thailand) Co., Ltd. July 15, 2002 – September 2006
(The leading in-store advertising agency, subsidiary of OMG Holdings (Thailand) Co., Ltd.)
Position: Human Resources Director
Subsidiary companies of OMG Holdings (Thailand) Co., Ltd.
1.1 ActMedia (Thailand) Co., Ltd.
1.2 Demo Power Co., Ltd.
1.3 U-Marketing International Co., Ltd.
1.4 K2 Retail Marketing Services Co., Ltd.
Full-time Insurance Agent at AIA May 16, 2000 – December 2001
American International Assurance Co., Ltd. July 16, 1999 – March 16, 2000
Type of business: Life Insurance
Position: Project Coordinator (Contractual Employment for People Building Project)
Kodak (Thailand) Limited: July 1981 – October 31, 1998
Type of business: Photographic Product Sales and Distribution
Position: Human Resources Manager
Kodak (Thailand) Limited and Kodak Representative Office in Vietnam
Career Path Advancement at Kodak (Thailand) Limited
July 1993 - October 31, 1998 - Human Resources Manager
April 1992 - June 1993 - Personnel Executive
March 1983 - March 1992 - Human Resources Assistant
July 1981 - February 1983 - Secretary
Summary on Scope of Job Responsibilities & Achievements:
1. Staffing and Manpower Plan
• Developed and implemented HR Authority Procedures and Recruitment Policies.
• Handled recruitment and selection process to ensure qualified candidates were selected
effectively.
2. Compensation & Benefits
• Responsible for full spectrum of compensation & benefits activities, salary structure
management, salary administration procedure and monthly payroll.
• Proposed and handled bonus payment and merit increase plan based upon individual
job performance.
• Developed job descriptions and job evaluations for the organization.
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3. •••• Performance Management
• Developed and implemented Performance Management System for different staff
levels.
•••• Training & Development
• Developed and implemented Guidelines for Public Training Procedures.
• Organized and facilitated in conducting in-house training and development programs.
•••• Career Path & Succession Plan
• Implemented Staff Assessment Procedure to make sure all employees were monitored
closely in order to confirm the Replacement Plan was completed effectively which will
be great support to proceed on Career Advancement or Succession Plan.
•••• Employee Communication
• Tactful in communication skills both written and spoken English and Thai
•••• Legal & Labor Relations
• Outstanding in developing legal documents in terms of warning letter for penalty cases,
or specific agreements/contracts, policies, work rules and regulations, etc.,
to protect the company from being in disadvantage position.
• Solid experience in handling labor relations issues.
•••• Other Related Jobs
•••• Key support in developing Grand Sport’s Vision / Mission / Values.
• Developed Orientation Presentation in structured processes to build up Company’s
Image and first impressive organization for new employees.
• Implemented Exit Communication Process, Exit Interview and Exit Summary
Report to the Management on quarterly basis with proposed solutions.
• Provided advice and consultation to line managers in terms of HR issues, policies,
procedures, labor law and take appropriate actions with solutions.
• Developed and implemented HR & Admin. policies, procedures and guidance.
• HR Annual Operating Plan and Budget.
• HR Strategy.
• Manpower Planning and Personnel Summary Report.
• Employee communication.
• Etc.
•••• Employee Activities
• Birthday Party, Spirit Night, Sports Day, Family Day, Staff Annual Party,
• Happy Hours with MD.
• Employees' Sport Clubs: Yoga, Jazz Dance, Badminton, Football.
• Team Building Program.
10. Health, Safety and Environmental responsibilities under HR concerns.
11. ISO 9001 & ISO 14001Knowledge and Management.
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4. 12. Training & Development:
• Essential Leadership Skills
• Supervision Techniques
• Leading for Success
• New Labor Protection Law
• How to Create & Improve the Company's Work Rules & Regulations
• Tricks of Welfare
• Performance Management Workshop
• Goals Setting
• Internal Consultancy Skills
• Problem Solving & Decision Making Workshop
• Effective Communication in Organization
• Effective Orientation Program
• Effective Recruitment
• Human Relations & Public Speaking
• Interviewing Techniques for Effective Human Resources Management
• Successful Working Relations
• Transition Training
• Change Management
• New Work Habits
• Service Excellence
• Integrated ISO 9001 & ISO 14001
• Internal Auditor for ISO 9001 & ISO 14001
• Etc.
Personal Data:
• Thai, Female, Married
• Date of Birth: June 5, 1959
• Good Health
Reference:
To be provided upon request.
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