This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Reward management introduces policies and strategies that reward every employee within the business fairly and consistently across the board. Rewarding employees for outstanding work makes them feel valued and can prove to be a powerful motivational tool that boosts productivity. The most successful reward management programs provide employees with opportunities to elevate themselves and allow businesses to recognize good workers.
Rewards can come in many forms, with the most effective supporting your business’s overall strategy, purpose, culture and performance, and employee requirements. If you are thinking about implementing a reward management scheme, you should give serious consideration to how you are going to manage it. What rewards will your employees appreciate – will these rewards benefit your employees financially, add to their lifestyle or improve their lives? Will the rewards benefit your company’s culture and boost its performance? Are you recognizing and responding to changes in reward expectations of employees?
A compelling reward management program promotes a healthy work-life balance that allows your employees to feel at and perform at their best. It can also contribute to thriving business culture and foster a compassionate environment and caring community. Whilst pay and benefits are significant, research has identified that non-financial rewards can be just as incentivizing for employees.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Reward management introduces policies and strategies that reward every employee within the business fairly and consistently across the board. Rewarding employees for outstanding work makes them feel valued and can prove to be a powerful motivational tool that boosts productivity. The most successful reward management programs provide employees with opportunities to elevate themselves and allow businesses to recognize good workers.
Rewards can come in many forms, with the most effective supporting your business’s overall strategy, purpose, culture and performance, and employee requirements. If you are thinking about implementing a reward management scheme, you should give serious consideration to how you are going to manage it. What rewards will your employees appreciate – will these rewards benefit your employees financially, add to their lifestyle or improve their lives? Will the rewards benefit your company’s culture and boost its performance? Are you recognizing and responding to changes in reward expectations of employees?
A compelling reward management program promotes a healthy work-life balance that allows your employees to feel at and perform at their best. It can also contribute to thriving business culture and foster a compassionate environment and caring community. Whilst pay and benefits are significant, research has identified that non-financial rewards can be just as incentivizing for employees.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Compensating the workforce is a day to day operation essential for keeping the workforce. explore the slides to understand the structure, essentials and fundamentals of compensation.
Strategic total rewards management remuneration and rewards summit 11 june 2014Charles Cotter, PhD
Strategic Total Rewards Management (STORM) process, principles and best practice guidelines, Strategic Talent Attraction, Motivation and Employee Engagement and Benchmarking and Evaluating STORM
Approaches to strategic hrm - the resource-based approach - strategic human ...manumelwin
A fundamental aim of resource-based HR strategy, as Barney (1991) indicates, is to develop strategic capability – achieving strategic fit between resources and opportunities and obtaining added value from the effective deployment of resources.
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
14. HUMAN RESOURCE PLANNING CURRENT WORKFORCE FUTURE WORK FORCE GAP The process to determine how organization should move from current manpower to desired manpower position
15. Human Resource Planning Steps 1)Estimating future organizational structure and manpower requirements 2)Auditing Human resources 3)Planning job requirements and job descriptions 4)Developing a human resource plan
18. Applications of job analysis: 1)Preparation of job descriptions 2)Preparation of job specifications 3)Development of Key Result Areas (KRAs) which state clear goals and targets for the job holder 4)Design of training programmes based on the knowledge and skills required 5)Development of Compensation structure 6)Strategic Planning
19. JOB DESCRIPTION It is job objective and the principal activities required to perform the job. This data is useful for the new entrant as well as for drafting an advertisement for recruitment to the position. JOB SPECIFICATION It provides information on the educational qualifications, experience, critical skills, special knowledge, abilities and aptitudes required to perform the job.
20. JOB EVALUATION It is process to determine in a systematic manner the comparative worth of job in an organization. Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. It does not directly determine pay levels, but will establish the basis for an internal ranking of jobs It aims at “equal pay for equal work”
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22. RECRUITMENT AND SELECTION Recruitment deals with finding the applicants, communicating opportunities and information and generating interest Selection is a systematic process of choosing among the pool of candidates the best qualified potential candidate who is most likely to perform the job successfully.
24. IDENTIFICATION OF VACANCIES PREPARATION OF BUDGET PREPARATION AND PUBLICATION OF INFORMATION RECEIPT OF APPLICATION FORM DECIDING METHOD/S OF RECRUITMENT
31. TRAINING AND DEVELOPMENT Training is provided to update knowledge, sharpen the skills and create awareness of the latest developments and changes Development is intended not only to improve the existing job performance but also to bring about personality growth and equip personnel for promotions and hold positions of greater responsibilities
34. EMPLOYEE MOTIVATION MOTIVATION IS THE KEY TO PERFORMANCE IMPROVEMENT PERFORMANCE IS CONSIDERED TO BE THE FUNCTION OF ABILITY AND MOTIVATION Job Performance=f (ability) (motivation) Why do we need motivated employees? The answer is survival (Smith, 1994). Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform .
35. HUMAN NATURE CAN BE VERY SIMPLE,YET VERY COMPLEX TOO. AN UNDERSTANDING AND APPRECIATION OF THIS IS PREREQUISITE TO EFFECTIVE EMPLOYEE MOTIVATION AND ALSO EFFECTIVE MANAGEMENT AND LEADERSHIP
38. Career and Succession planning Succession planning is a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company. Succession planning ensures you can fill key roles from within your organization. Career planning involves efforts on the part of the organization to provide avenues for growth to an employee to clearly think through and decide areas in which they would like to make a career .
39. Performance Appraisal Performance appraisal, also known as employee appraisal, is a method by which the performance of an employee is evaluated (generally in terms of quality , quantity , cost and time). Performance appraisal is a part of career development .
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41. 360 DEGREE APPRAISAL Modern thinking is that individual appraisals should involve feedback from more than just the line manager. 360-degree feedback, also known as 'multi-rater feedback', 'is employee development feedback that comes from all around the employee. The feedback would come from subordinates, peers, and managers in the organizational hierarchy, as well as self-assessment, and in some cases external sources such as customers and suppliers or other interested stakeholders.
42. “ Reward and Recognition " essentially implies providing incentives to & recognition of employees, individually and as members of groups, for their performance and acknowledging their contributions to the growth of the Company. Recognition ensures a positive, productive and innovative organizational climate & encourages more action. Recognition programs have become a part of a healthy culture , which values colleagues for the results accomplished and the ways we effectively work together
