This document provides an overview of human resource management (HRM). It defines HRM and discusses its scope, functions, objectives and evolution in India. HRM involves acquiring, retaining and motivating human resources in an organization. Its functions include staffing, development, compensation, and maintenance. The objectives of HRM are to meet societal, organizational, functional and personal objectives. HRM has evolved from a welfare focus in the 1920s-1930s to becoming a business partner by the 1990s in India. Studying HRM is important because people are an organization's core strength and competitive advantage.
The document discusses the Employees' Provident Fund Act of 1952 which establishes a mandatory contributory pension fund for employees in India. The key points discussed are:
- The act created a provident fund to provide financial security for employees upon retirement or for dependents in case of death. The Employee Provident Fund Organization (EPFO) manages the fund.
- The fund consists of the Employees' Provident Fund (EPF), Employees' Pension Scheme (EPS), and Employees' Deposit-Linked Insurance (EDLI) scheme.
- 12% of an employee's salary is contributed to EPF each month by the employee and employer. A portion also goes to EPS and EDLI to provide pension
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
This document outlines several human resource policies for an organization, including recruitment, leave, health and safety, termination, and expenses policies. The recruitment policy describes the purpose of hiring the most suitable candidates without discrimination and the hiring process, including reference checks and offering letters. The leave policy covers different types of leave such as sick, personal, maternity and educational leave. The termination policy provides guidelines for terminating employees, including required notice and final pay. The expenses policy specifies which work-related expenses employees can claim reimbursement for with receipts.
Labour administration is concerned with labour welfare and social policy implementation. It establishes the framework for developing, implementing, coordinating, and enforcing national labour policies and laws. The key areas of national labour policy include employment and training, labour protection, inspection, and relations. Labour administration covers activities related to labour, employment, information/research, and labour-management relations. At the central level in India, the Ministry of Labour is responsible for administration and the Chief Labour Commissioner's office assists with enforcement. Other agencies include social insurance organizations, a labour education board, and industrial tribunals.
The document discusses recruitment, which is defined as the process of searching for prospective employees and encouraging them to apply for jobs. It covers the purpose and importance of recruitment, which includes determining staffing needs, increasing the candidate pool, and reducing turnover. Sources of recruitment include internal options like current employees or external options like advertisements. Methods of contacting candidates include direct recruitment like campus recruiting or indirect recruitment through ads. The recruitment process involves planning, contacting sources, building an applicant pool, and selecting candidates. The recruitment policy and process are then evaluated based on objectives, costs, and effectiveness.
This document outlines various HR policies including recruitment, orientation, retention, attendance, grievance handling, drug and alcohol abuse, employee relations, performance evaluations, feedback, coaching, insurance, and termination. It describes the recruitment process, new employee orientation period and documents, approaches to staff retention, leave policies, grievance procedures and prohibited behaviors. Performance is evaluated annually and feedback is provided ongoing. Insurance is offered to regular employees. Termination requirements depend on whether the departure is employee or employer-initiated.
This document provides an overview of human resource management (HRM). It defines HRM and discusses its scope, functions, objectives and evolution in India. HRM involves acquiring, retaining and motivating human resources in an organization. Its functions include staffing, development, compensation, and maintenance. The objectives of HRM are to meet societal, organizational, functional and personal objectives. HRM has evolved from a welfare focus in the 1920s-1930s to becoming a business partner by the 1990s in India. Studying HRM is important because people are an organization's core strength and competitive advantage.
The document discusses the Employees' Provident Fund Act of 1952 which establishes a mandatory contributory pension fund for employees in India. The key points discussed are:
- The act created a provident fund to provide financial security for employees upon retirement or for dependents in case of death. The Employee Provident Fund Organization (EPFO) manages the fund.
- The fund consists of the Employees' Provident Fund (EPF), Employees' Pension Scheme (EPS), and Employees' Deposit-Linked Insurance (EDLI) scheme.
- 12% of an employee's salary is contributed to EPF each month by the employee and employer. A portion also goes to EPS and EDLI to provide pension
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
This document outlines several human resource policies for an organization, including recruitment, leave, health and safety, termination, and expenses policies. The recruitment policy describes the purpose of hiring the most suitable candidates without discrimination and the hiring process, including reference checks and offering letters. The leave policy covers different types of leave such as sick, personal, maternity and educational leave. The termination policy provides guidelines for terminating employees, including required notice and final pay. The expenses policy specifies which work-related expenses employees can claim reimbursement for with receipts.
Labour administration is concerned with labour welfare and social policy implementation. It establishes the framework for developing, implementing, coordinating, and enforcing national labour policies and laws. The key areas of national labour policy include employment and training, labour protection, inspection, and relations. Labour administration covers activities related to labour, employment, information/research, and labour-management relations. At the central level in India, the Ministry of Labour is responsible for administration and the Chief Labour Commissioner's office assists with enforcement. Other agencies include social insurance organizations, a labour education board, and industrial tribunals.
The document discusses recruitment, which is defined as the process of searching for prospective employees and encouraging them to apply for jobs. It covers the purpose and importance of recruitment, which includes determining staffing needs, increasing the candidate pool, and reducing turnover. Sources of recruitment include internal options like current employees or external options like advertisements. Methods of contacting candidates include direct recruitment like campus recruiting or indirect recruitment through ads. The recruitment process involves planning, contacting sources, building an applicant pool, and selecting candidates. The recruitment policy and process are then evaluated based on objectives, costs, and effectiveness.
This document outlines various HR policies including recruitment, orientation, retention, attendance, grievance handling, drug and alcohol abuse, employee relations, performance evaluations, feedback, coaching, insurance, and termination. It describes the recruitment process, new employee orientation period and documents, approaches to staff retention, leave policies, grievance procedures and prohibited behaviors. Performance is evaluated annually and feedback is provided ongoing. Insurance is offered to regular employees. Termination requirements depend on whether the departure is employee or employer-initiated.
HR policies are rules that guide employee performance toward organizational goals. They communicate intentions and translate goals into actions. Objectives of HR policies include fulfilling organizational goals, informing employees, developing duty, providing trained personnel, protecting common interests, establishing trust, and rewarding accomplishments. Policies should be clear, stable, balanced, recognize employee desires, and benefit all parties. There are functional policies for categories and centralized policies across locations. Sound policies are definite, written, reasonably stable, balanced, recognize employee desires, and benefit all.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Career Planning and Succession Planning - Principles of Human Resource Manage...Rai University Ahmedabad
Career and succession planning is very important for every individual, here, students will study about in what stage of life they should lead to the career growth path.
Potential appraisal refers to identifying an employee's hidden talents and skills to predict their future performance potential. It aims to evaluate employees' ability to assume higher positions. Potential appraisal is a future-oriented process that identifies strengths, weaknesses and an individual's suitability for development. It considers technical skills, managerial capabilities, behavioral traits and conceptual abilities through methods like self-appraisals, peer reviews, psychological tests and feedback to help employees understand their potential and areas for growth.
Job evaluation is a systematic way to determine the relative worth of jobs within an organization. It aims to establish a rational pay structure by comparing jobs based on factors like skill, effort, and responsibility required. The main methods of job evaluation are ranking, classification, factor comparison, and point method. Ranking simply arranges jobs in order of value, while classification groups similar jobs into predefined grades. Factor comparison and point method assign scores to jobs based on how they rate on important compensable factors. While objective, job evaluation still involves some subjectivity and may require periodic review.
This ppt. includes in brief about "Placement and Induction" topics of HRM :-
1.Introduction and meaning about placement
2.Importance of placement and induction
3.objectives of placement and induction
4.Procedure of placement and induction
5. Socialization concept in HRM
The document discusses key aspects of the human resource recruitment process, including:
1. It defines recruitment as the process of finding and encouraging potential job applicants, and distinguishes it from selection which is the process of choosing suitable candidates.
2. The recruitment process involves planning needs, developing strategies, searching sources, selling opportunities to candidates, and screening and evaluating applicants to create a pool of candidates.
3. Factors that affect recruitment include internal factors like company policies and external factors like laws, labor market conditions, and competition.
4. Sources of recruitment can be internal like referrals or transfers, or external like job boards, agencies, or campus recruiting. The document compares merits and limitations of internal and
Placement involves matching qualified candidates to suitable job roles within an organization. It aims to improve employee morale and reduce turnover by considering a candidate's skills, abilities, and expectations. Induction is the process of introducing a new employee to their department, job role, and company work culture through orientation sessions and training. The goals of induction are to build employee confidence, reduce confusion, and help the new employee integrate within the organization.
This document discusses organizational development (OD) consulting and the consultant-client relationship. It outlines the roles and responsibilities of consultants, including providing information and recommendations to clients, solving problems, making diagnoses, and assisting with implementation. The document also discusses areas of issues that can arise in the relationship, such as defining responsibilities, building trust, and ensuring ethical standards. Finally, it provides tips for consultants on building effective relationships with clients and achieving positive outcomes.
The document describes the selection process used by organizations to hire qualified applicants. It involves multiple steps: preliminary interviews, application forms, various selection tests to assess skills and aptitudes, employment interviews, medical examinations, reference checks, and finally extending offer letters. Selection tests evaluate abilities like intelligence, aptitude, proficiency, personality, interests, and integrity. The goal is to identify the best candidates by dividing applicants into those suitable for hire versus those unsuitable.
An assessment centre is often used in selection procedures to test the suitability of the candidates. An assessment consists of several tests and practical simulations that are intended to show whether a person is the right fit for a particularly position or still performs optimally.
The document discusses job evaluation, which is defined as the process of determining the relative worth of jobs within an organization. It considers factors like responsibilities, output, decision-making authority, and skills required. The objectives of job evaluation include establishing fair wages, minimizing discrimination, and ensuring positions are ranked appropriately. Common methods include ranking, paired comparison, point-based systems, and job classification. The process involves analyzing job descriptions, selecting an evaluation plan, classifying positions, implementing the program, and maintaining it over time. Job evaluation aims to create a standardized and equitable compensation structure.
This document discusses recruitment, which is the process of finding suitable candidates for open positions in an organization. It defines recruitment as searching for prospective employees and encouraging them to apply. Vacancies can arise due to retirement, death, resignation, disablement, or dismissal of employees.
The recruitment process involves identifying candidates with required characteristics, developing applicant sources, communicating job information, and encouraging candidates to apply. Sources can be internal, like transfers or promotions, or external, such as advertisements, employment agencies, campus interviews, or recommendations. The document compares merits and demitis of internal and external recruitment sources and factors that determine recruitment choices.
Recruitment involves developing and maintaining a pool of available labor for an organization to draw from when additional employees are needed. Organizations recruit from both internal and external sources. Internal sources include promotion, transfer, past employees, and internal advertisements. External sources are recruitment from outside the company through means such as advertisements, employment exchanges, private agencies, campus recruitment, and walk-ins. The selection process involves matching job requirements to candidate skills through steps like notification of openings, preliminary interviews, tests, employment interviews, selection, medical examination, and appointment with an offer letter.
This document outlines 8 key factors that affect industrial relations: institutional, economic, social, technological, psychological, political, enterprise-related, and global. Institutional factors include labor laws, unions, and collective bargaining agreements. Economic factors involve unemployment rates, economic cycles, and types of business ownership. Social factors comprise social groups, values, and status. Technological factors center around the type and rate of change of technology used. Psychological factors relate to attitudes and motivation levels. Political factors incorporate systems of government and involvement of political parties. Enterprise-related factors concern management styles and competition. Finally, global factors pertain to international relations, trade policies, and organizations like the ILO.
A wage board is a tripartite body that represents employers, labor, and independent members nominated by the government. It was established under the Industrial Dispute Act to help settle wage disputes through adjudication. Dissatisfaction with this led to the creation of wage boards to determine wages in industries like cotton textiles and sugar. Wage boards consist of equal numbers of employer and worker representatives, plus an independent chair. Their responsibilities include recommending minimum wages, cost of living adjustments, regional wage differentials, gratuities, and work hours.
The document discusses employee induction, which is the process of welcoming new employees and providing them with basic information to help them settle into their new job and company quickly. It outlines the objectives of induction for both the employee and employer, which include clarifying roles and responsibilities, familiarizing employees with policies and procedures, and reducing employee turnover. The document also describes the different levels of induction programs from compliance to connection and lists the key topics that should be covered in an induction, such as company history, benefits, and health and safety measures. It concludes by posing questions about designing an induction program and discussing induction practices in Tanzanian public sector institutions.
The document discusses the employee selection process. It begins by defining selection as the process of identifying candidates that have the required qualifications for jobs in an organization. It then outlines some of the key steps in the typical selection process, including screening interviews, application forms, testing, and interviews. The document provides details on the types of information collected in application forms, such as personal, educational, and employment history details. It also discusses the importance of references and assessing a candidate's life history and work history. Overall, the document provides an overview of the employee selection process and some of the common techniques used at various stages of selection.
Performance appraisals involve establishing standards, measuring employee performance against those standards, providing feedback, and taking corrective actions. There are traditional methods like essay, ranking, and checklists as well as modern methods like 360-degree feedback and management by objectives. An effective performance appraisal process includes setting goals, evaluating performance, discussing evaluations, and identifying areas for improvement.
Industrial relations refers to the relationships between management and workers in an industrial organization. It involves aspects like trade unionism, collective bargaining, worker participation, and resolving industrial disputes. The relationships are complex and involve managers, workers, and government agencies. Maintaining cooperation and resolving conflicts are important for sound industrial relations. Various approaches like unitary, pluralist, and Marxist view industrial relations and conflicts differently. Dunlop's systems approach views industrial relations as an independent social system influenced by societal factors. Challenges to sound industrial relations include issues related to work nature, compensation, trade unions, employer flexibility, and organizational climate. Developing trust, democratic unions, industrial peace, feedback and a professional approach can help build sound industrial relations.
Unit 2 topic 1 AS and A Level management and leadershipEezy Champion
The document discusses the key functions and roles of management, including setting objectives and planning, organizing resources, directing and motivating staff, coordinating activities, and controlling performance. It also covers important leadership concepts like different leadership styles, Mintzberg's 10 management roles, the importance of emotional intelligence, and factors that influence the best leadership approach in a given situation. Effective management requires both technical skills in functions like planning and organizing as well as strong interpersonal skills in roles like motivating staff and coordinating activities across departments.
The document discusses the role of HR at Toyota and how it has evolved. It describes how Toyota views developing exceptional people as a key competitive advantage. The HR department plays a role in guarding trust and developing employees rather than just processing them. Over time, issues arose and HR reorganized itself into four new roles focused on strategic partnerships, administration, championing employees, and driving change. This included placing mini-HR teams directly in manufacturing areas. The changes helped HR and manufacturing better collaborate to achieve goals.
HR policies are rules that guide employee performance toward organizational goals. They communicate intentions and translate goals into actions. Objectives of HR policies include fulfilling organizational goals, informing employees, developing duty, providing trained personnel, protecting common interests, establishing trust, and rewarding accomplishments. Policies should be clear, stable, balanced, recognize employee desires, and benefit all parties. There are functional policies for categories and centralized policies across locations. Sound policies are definite, written, reasonably stable, balanced, recognize employee desires, and benefit all.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Career Planning and Succession Planning - Principles of Human Resource Manage...Rai University Ahmedabad
Career and succession planning is very important for every individual, here, students will study about in what stage of life they should lead to the career growth path.
Potential appraisal refers to identifying an employee's hidden talents and skills to predict their future performance potential. It aims to evaluate employees' ability to assume higher positions. Potential appraisal is a future-oriented process that identifies strengths, weaknesses and an individual's suitability for development. It considers technical skills, managerial capabilities, behavioral traits and conceptual abilities through methods like self-appraisals, peer reviews, psychological tests and feedback to help employees understand their potential and areas for growth.
Job evaluation is a systematic way to determine the relative worth of jobs within an organization. It aims to establish a rational pay structure by comparing jobs based on factors like skill, effort, and responsibility required. The main methods of job evaluation are ranking, classification, factor comparison, and point method. Ranking simply arranges jobs in order of value, while classification groups similar jobs into predefined grades. Factor comparison and point method assign scores to jobs based on how they rate on important compensable factors. While objective, job evaluation still involves some subjectivity and may require periodic review.
This ppt. includes in brief about "Placement and Induction" topics of HRM :-
1.Introduction and meaning about placement
2.Importance of placement and induction
3.objectives of placement and induction
4.Procedure of placement and induction
5. Socialization concept in HRM
The document discusses key aspects of the human resource recruitment process, including:
1. It defines recruitment as the process of finding and encouraging potential job applicants, and distinguishes it from selection which is the process of choosing suitable candidates.
2. The recruitment process involves planning needs, developing strategies, searching sources, selling opportunities to candidates, and screening and evaluating applicants to create a pool of candidates.
3. Factors that affect recruitment include internal factors like company policies and external factors like laws, labor market conditions, and competition.
4. Sources of recruitment can be internal like referrals or transfers, or external like job boards, agencies, or campus recruiting. The document compares merits and limitations of internal and
Placement involves matching qualified candidates to suitable job roles within an organization. It aims to improve employee morale and reduce turnover by considering a candidate's skills, abilities, and expectations. Induction is the process of introducing a new employee to their department, job role, and company work culture through orientation sessions and training. The goals of induction are to build employee confidence, reduce confusion, and help the new employee integrate within the organization.
This document discusses organizational development (OD) consulting and the consultant-client relationship. It outlines the roles and responsibilities of consultants, including providing information and recommendations to clients, solving problems, making diagnoses, and assisting with implementation. The document also discusses areas of issues that can arise in the relationship, such as defining responsibilities, building trust, and ensuring ethical standards. Finally, it provides tips for consultants on building effective relationships with clients and achieving positive outcomes.
The document describes the selection process used by organizations to hire qualified applicants. It involves multiple steps: preliminary interviews, application forms, various selection tests to assess skills and aptitudes, employment interviews, medical examinations, reference checks, and finally extending offer letters. Selection tests evaluate abilities like intelligence, aptitude, proficiency, personality, interests, and integrity. The goal is to identify the best candidates by dividing applicants into those suitable for hire versus those unsuitable.
An assessment centre is often used in selection procedures to test the suitability of the candidates. An assessment consists of several tests and practical simulations that are intended to show whether a person is the right fit for a particularly position or still performs optimally.
The document discusses job evaluation, which is defined as the process of determining the relative worth of jobs within an organization. It considers factors like responsibilities, output, decision-making authority, and skills required. The objectives of job evaluation include establishing fair wages, minimizing discrimination, and ensuring positions are ranked appropriately. Common methods include ranking, paired comparison, point-based systems, and job classification. The process involves analyzing job descriptions, selecting an evaluation plan, classifying positions, implementing the program, and maintaining it over time. Job evaluation aims to create a standardized and equitable compensation structure.
This document discusses recruitment, which is the process of finding suitable candidates for open positions in an organization. It defines recruitment as searching for prospective employees and encouraging them to apply. Vacancies can arise due to retirement, death, resignation, disablement, or dismissal of employees.
The recruitment process involves identifying candidates with required characteristics, developing applicant sources, communicating job information, and encouraging candidates to apply. Sources can be internal, like transfers or promotions, or external, such as advertisements, employment agencies, campus interviews, or recommendations. The document compares merits and demitis of internal and external recruitment sources and factors that determine recruitment choices.
Recruitment involves developing and maintaining a pool of available labor for an organization to draw from when additional employees are needed. Organizations recruit from both internal and external sources. Internal sources include promotion, transfer, past employees, and internal advertisements. External sources are recruitment from outside the company through means such as advertisements, employment exchanges, private agencies, campus recruitment, and walk-ins. The selection process involves matching job requirements to candidate skills through steps like notification of openings, preliminary interviews, tests, employment interviews, selection, medical examination, and appointment with an offer letter.
This document outlines 8 key factors that affect industrial relations: institutional, economic, social, technological, psychological, political, enterprise-related, and global. Institutional factors include labor laws, unions, and collective bargaining agreements. Economic factors involve unemployment rates, economic cycles, and types of business ownership. Social factors comprise social groups, values, and status. Technological factors center around the type and rate of change of technology used. Psychological factors relate to attitudes and motivation levels. Political factors incorporate systems of government and involvement of political parties. Enterprise-related factors concern management styles and competition. Finally, global factors pertain to international relations, trade policies, and organizations like the ILO.
A wage board is a tripartite body that represents employers, labor, and independent members nominated by the government. It was established under the Industrial Dispute Act to help settle wage disputes through adjudication. Dissatisfaction with this led to the creation of wage boards to determine wages in industries like cotton textiles and sugar. Wage boards consist of equal numbers of employer and worker representatives, plus an independent chair. Their responsibilities include recommending minimum wages, cost of living adjustments, regional wage differentials, gratuities, and work hours.
The document discusses employee induction, which is the process of welcoming new employees and providing them with basic information to help them settle into their new job and company quickly. It outlines the objectives of induction for both the employee and employer, which include clarifying roles and responsibilities, familiarizing employees with policies and procedures, and reducing employee turnover. The document also describes the different levels of induction programs from compliance to connection and lists the key topics that should be covered in an induction, such as company history, benefits, and health and safety measures. It concludes by posing questions about designing an induction program and discussing induction practices in Tanzanian public sector institutions.
The document discusses the employee selection process. It begins by defining selection as the process of identifying candidates that have the required qualifications for jobs in an organization. It then outlines some of the key steps in the typical selection process, including screening interviews, application forms, testing, and interviews. The document provides details on the types of information collected in application forms, such as personal, educational, and employment history details. It also discusses the importance of references and assessing a candidate's life history and work history. Overall, the document provides an overview of the employee selection process and some of the common techniques used at various stages of selection.
Performance appraisals involve establishing standards, measuring employee performance against those standards, providing feedback, and taking corrective actions. There are traditional methods like essay, ranking, and checklists as well as modern methods like 360-degree feedback and management by objectives. An effective performance appraisal process includes setting goals, evaluating performance, discussing evaluations, and identifying areas for improvement.
Industrial relations refers to the relationships between management and workers in an industrial organization. It involves aspects like trade unionism, collective bargaining, worker participation, and resolving industrial disputes. The relationships are complex and involve managers, workers, and government agencies. Maintaining cooperation and resolving conflicts are important for sound industrial relations. Various approaches like unitary, pluralist, and Marxist view industrial relations and conflicts differently. Dunlop's systems approach views industrial relations as an independent social system influenced by societal factors. Challenges to sound industrial relations include issues related to work nature, compensation, trade unions, employer flexibility, and organizational climate. Developing trust, democratic unions, industrial peace, feedback and a professional approach can help build sound industrial relations.
Unit 2 topic 1 AS and A Level management and leadershipEezy Champion
The document discusses the key functions and roles of management, including setting objectives and planning, organizing resources, directing and motivating staff, coordinating activities, and controlling performance. It also covers important leadership concepts like different leadership styles, Mintzberg's 10 management roles, the importance of emotional intelligence, and factors that influence the best leadership approach in a given situation. Effective management requires both technical skills in functions like planning and organizing as well as strong interpersonal skills in roles like motivating staff and coordinating activities across departments.
The document discusses the role of HR at Toyota and how it has evolved. It describes how Toyota views developing exceptional people as a key competitive advantage. The HR department plays a role in guarding trust and developing employees rather than just processing them. Over time, issues arose and HR reorganized itself into four new roles focused on strategic partnerships, administration, championing employees, and driving change. This included placing mini-HR teams directly in manufacturing areas. The changes helped HR and manufacturing better collaborate to achieve goals.
This document discusses human resource management (HRM). It defines HRM and lists its core elements as people, management, integration and consistency, influence, and applicability. The nature of HRM is described as a process that brings people and organizations together to meet mutual goals. Objectives of HRM include organizational, societal, functional, and personal objectives. The scope of HRM is also wide, covering personnel, welfare, and industrial relations aspects. Challenges to HRM include a changing environment with a diverse workforce and economic/technological changes.
This document discusses organizational objectives, including the differences between vision and mission statements. It outlines the hierarchy of objectives from aims to strategic, tactical, and operational objectives. SMART criteria for setting objectives and the importance of objectives being specific, measurable, achievable, relevant, and time-bound is described. The need for businesses to change objectives in response to internal or external environmental factors is explained. Finally, the document discusses ethics, sustainability, corporate social responsibility, and how SWOT and Ansoff matrix analyses relate to strategic planning and setting objectives.
The document provides information about Human Capital Department, an HR consulting firm. It introduces the core team members and their backgrounds. It also discusses the company's values, services, experience in the not-for-profit sector, and an example of an HR audit and recommendations provided to a housing charity client.
This document discusses several key topics related to management including:
1. It outlines three waves that transformed societies - agriculture, industrialization, and information technology.
2. It contrasts characteristics of the "old economy" and "new economy".
3. It describes how the industrial revolution influenced the development of formalized management practices to coordinate larger organizations serving larger markets.
The document provides information on career management through interviews and discussions at Prothious Engineering Services. It discusses the objectives of career management and outlines different types of interviews that can be used, including selection interviews, appraisal interviews, and exit interviews. It emphasizes the importance of conducting interviews and discussions regularly to understand employees' career goals and identify opportunities for development and advancement. Case studies are also presented on topics like conducting selection interviews, discussing offers and acceptances, administering salaries, managing shifts and leaves, conducting employee satisfaction surveys, and performing performance appraisals.
The document discusses the functions of human resource management which include planning, organizing, staffing, directing, and controlling as managerial functions and employment, human resource development, compensation management, and employee relations as operational functions. It also outlines the roles of HR executives as service providers, administrative experts, facilitators, consultants, auditors, change agents, and employee advocates.
THE P-O-L-C FRAMEWORK OF MANAGEMENT.pptxMayegaRodney
The document discusses the P-O-L-C (planning-organizing-leading-controlling) framework of management. It describes each component of the framework:
- Planning involves setting objectives, determining courses of action, and making decisions.
- Organizing develops the organizational structure and allocates human resources. It includes organizational and job design.
- Leading uses influence to inspire others through understanding personalities, motivating, and communicating effectively.
- Controlling establishes performance standards, compares actual performance to standards, and takes corrective action when needed.
The framework provides a useful way to classify management activities, though it may not fully depict all managers' daily tasks.
UNIT 2 SEM 5.pptx bcom ba bba mba study materialAarifa gaur
The document discusses strategic planning and management. It defines strategic planning as a process where an organization's leaders define their vision and goals for the future. This typically represents mid- to long-term goals of 3-5 years. The process of strategic planning involves determining objectives, analyzing the external environment, conducting a self-appraisal, making strategic decisions, and implementing and controlling the strategy. The McKinsey 7S framework is also summarized, which analyzes 7 internal elements that must be aligned for organizational effectiveness: strategy, structure, systems, skills, style, staff, and shared values. PEST analysis is explained as a tool to assess political, economic, social and technological factors affecting an organization.
This document discusses key concepts in management and business organization. It covers 3 main topics:
1) The definition of a business organization and the importance of decision making for managers. Decision making is a key activity that ranges from daily operational decisions to long-term strategic decisions.
2) The various external factors global managers must consider, including economic, political/legal, and cultural environments. Understanding these environments helps managers lead employees.
3) The core functions of management - planning, organizing, leading, and controlling. It discusses topics like goal setting, strategies, human resource management, and operations management. Control is important for oversight and empowering employees.
Management is the coordination and administration of tasks to achieve a goal. Such administration activities include setting the organization’s strategy and coordinating the efforts of staff to accomplish these objectives through the application of available resources. Management can also refer to the seniority structure of staff members within an organization.Companies and organizations need effective management to achieve business goals. There are different levels of management that aim to organise and coordinate the business functions of a company. If you're interested in becoming a manager, you may want to learn more about what a manager does. In this article, we discuss what management is and its unique characteristics, objectives, levels and functions.
The document discusses the functions of human resource management (HRM). It outlines managerial functions such as planning, organizing, staffing, directing, and controlling. It also describes operative functions including employment, development, compensation, maintenance, motivation, personnel records, employee relations, and separation. Finally, it notes the advisory functions of HRM which involve advising top management and departmental heads. The overall purpose of HRM is to acquire, develop, manage, motivate, and gain commitment from employees to achieve organizational goals.
Here are some key advantages of being a government employee:
- Job security: Government jobs typically offer stable employment with less risk of layoffs compared to private sector jobs. This allows for reliable income and benefits.
- Benefits: Government employees often receive generous benefit packages including health insurance, paid time off, retirement plans, and pension plans.
- Work-life balance: Many government jobs have standard working hours and allowances for time off. This can provide a better work-life balance than some private sector jobs.
- Purpose: Government work often involves serving the public good in areas like education, healthcare, infrastructure, etc. This can be personally fulfilling for some.
- Pensions: Pension plans for
"Dive into the intricate world of the Business Environment with this insightful presentation. Tailored for students, entrepreneurs, and professionals alike, it delves deep into the dynamic forces shaping today's business landscape. Topics covered include market analysis, regulatory shifts, cutting-edge technology trends, and the growing importance of sustainability. Packed with real-world case studies and data-driven insights, this presentation equips you with valuable knowledge and actionable strategies to navigate the ever-evolving challenges and opportunities in the business world. Stay ahead of the curve and gain a competitive edge with this comprehensive exploration of the Business Environment."
The document discusses key concepts in strategic management including:
1) Strategic management involves formulating, implementing, and evaluating cross-functional decisions to achieve organizational objectives.
2) The strategic management process consists of three stages: strategy formulation, implementation, and evaluation.
3) Strategic management requires integrating both analysis and intuition when making decisions under uncertain conditions.
4) Firms must adapt to changes in the external environment and internal capabilities to achieve sustained competitive advantage.
This document discusses strategic planning and marketing analysis. It defines strategic planning as a process by which leaders determine their organization's vision for the future and how to achieve that vision. The strategic planning process involves analyzing internal and external environments, establishing goals and objectives, and developing functional plans including a marketing plan. It also discusses the importance of an organization having a clear mission statement that defines its reason for existence and how it differs from the organization's vision for the future.
This document outlines the key concepts and principles of strategic management. It discusses corporate strategy and why it is important for organizations. Corporate strategy involves commitments, decisions and actions to achieve competitive advantage and above average returns. It allows companies to keep pace with a changing environment, minimize competitive disadvantages, provide a clear strategic vision and goals, motivate employees, and strengthen decision-making. The document also defines strategy and outlines Mintzberg's 5 P's of strategy - plan, pattern, position, ploy, and perspective. Overall, corporate strategy is a comprehensive master plan for how a company will achieve its mission and objectives.
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.
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.
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.
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?
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.
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.
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.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
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.
3. ADMINISTRATIVE ROLES
Policy maker :-
• Helps management in the formation of
policies governing
i. Talent acquisition and Retention
ii. Wage & Salary administration
iii. Welfare activities
4. Advisor:-
• Perform his function by advising, suggesting,
counselling and helping the line managers in
discharging their responsibilities related to
i. Grievance Redressal
ii. Conflict Resolution
iii. Employee Selection & Training
(Line manager- One of the manager who is
responsible for the most important activities
of a large company such as production.)
5. Counsellor:-
• Discusses problems of the employees related
to their work, career, supervisors, health,
family and advises them to minimise &
overcome problems.
Legal Consultant:-
• Plays the role of
i. Grievance Handling
ii. Settlement of Disputes
iii. Collective Bargaining
6. OPERATIONAL ROLES
Recruiter:-
• Plans and devise strategic campaigns and
guidelines for recruiting suitable candidates for a
required Job Description.
(Job Description)- It is the organised & factual
statement of duties & responsibilities of a specific
job).
• Contents include:- Job Title, Job Location, Nature
of Supervision, Designation of immediate
superiors and subordinates, Salary Status,
Complete list of duties & responsibilities, T & D
Facilities, Working conditions, Promotional
channels & Chances.
7. Co-ordinator:-
• Acts as a co-ordinator between various
departments of the organisation.
Mediator:-
• Acts as a mediator in case where conflict
arises between
i. Two Employees
ii. Group of Employees
iii. Superiors & Sub-ordinates
iv. Workers & Management
• For maintaining Industrial Peace in the
organisation.
8. STRATEGIC ROLES
Change Agent:-
• The individual/groups that undertakes the
task of initiating & managing change in an
organisation is known as Change Agent.
• It can be internal or external.
• Internal- such as managers or employees who
are appointed to oversee the change process.
• External- such as consultants from outside the
firm.
9. Roles of Change Agent:-
• Ensures that change initiatives that are
focussed on creating high-performance teams,
implementing new technology are defined,
developed & delivered in a timely manner.
• Helps the employees in translating the vision
statements into a meaningful format.
• Helps the organisation to identify the key
success factors for bringing change in the
organisation.
10. Strategic Partner:-
• Plays an important role in strategy formulation
as well as strategy implementation.
• Identify external opportunities from time to
time.
• Develop HR based competitive advantages
and move forward to close the gaps
advantageously (like training centre, design
centre which could be used by others as well).
• Develop appropriate ways to restructure work
process smoothly.