Hrm 2011
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This document discusses how to find and recruit talented people in India. It outlines some key facts about India's population, economy, and diversity. When recruiting in India, it is important to understand employees' expectations, which now include flexibility, career growth, and good compensation. The document also discusses common recruitment methods and HR policies and procedures that organizations should consider when hiring in India, such as health and safety policies. Recruiting successfully in India requires understanding the job needs, employment trends, and HR policies and strategies in the Indian context.
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Low level of open unemployment (3.1%) – high level of disguised unemployment (or under-employment), mostly in rural areas and in agriculture.
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Industrial economics and entrepreneurship development
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HUMAN CAPITAL
Human capital refers to the skills, knowledge, and health that enable people to be productive. Developing human capital through education and training is important for economic growth. While Pakistan has made some investments in education and seen gains in literacy and human development, it spends less than comparable countries on health and education. Improving human capital will require greater investment, better education quality, and addressing issues like population growth and unequal access to opportunities.
Foreign labour [autosaved]
Foreign workers are individuals who work in Malaysia but come from other countries. Malaysia hires foreign workers due to a lack of skilled domestic labor and because Malaysians can be picky about job types. Foreign workers benefit from higher wages than in their home countries. However, their presence also leads to disadvantages like increasing unemployment among Malaysians and overpopulation. Local communities sometimes feel unsafe or unsatisfied with the growing number of foreign workers.
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MBA Syllabus of University Of Mysore - 1st semester
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This document provides an overview of human resource management (HRM). It discusses the definition of HRM and human resources. The development of HRM is detailed through different eras such as the trade union movement, social responsibility, scientific management, and human relations. Current approaches to HRM like systems approach and contingency approach are also examined. The significance, concepts and relevance of HRM are outlined. The document aims to help readers understand the importance and concept of HRM.
0_ch-1-introduction-of-hrm.ppt
This document provides an introduction to human resource management. It defines human resources as the collection of people and their characteristics that make up a workforce. It then discusses definitions of human resource management from various sources, emphasizing that HRM involves planning, organizing, and controlling human resources to accomplish individual and organizational goals. The document outlines objectives, scope, functions and significance of HRM for enterprises, professionals, society, and national development. It traces the evolution of HRM from the industrial revolution to modern approaches and discusses qualities needed in HR managers.
Development of HUMAN RESOURCE in india
Human resource development – Definition
Introduction
Origin of HR – Phases ( early – eighth )
History about the term HR
History about the term HR in India
How different is personal management from HR management
Evolution of HRD in chronological sequence
HR functions in organisations from 1920-1970s
Later arrival of HRM in India
Problems with current HR practises in India
How come the current HR practises in India should be
Importance of HR development in India
Past, present and future
Conclusion
Bibliography
CH-1&2-introduction-of-hrm...ppt
Human resource management (HRM) involves managing an organization's workforce, including hiring, training, compensation, and firing. The key aspects of HRM include ensuring the best use of human resources to fulfill organizational and individual goals, as well as managing policies and practices related to people at work. HRM aims to match an organization's needs with the skills and abilities of its employees. It is a critical managerial function that influences employee motivation and productivity. The effective management of human resources is essential for organizational success.
HRM-FINAL-II.ppt
This document discusses human resource management (HRM) and the evolution and future of HRM in India. It covers key topics such as the definition and objectives of HRM, the functions and sub-functions of HRM departments, emerging challenges and future trends for HRM in India, and how HRM policies and practices may need to change in response to shifts in the workforce and business environment. The future of HRM is seen to involve greater involvement in development planning, changes to HRM policies to adapt to a more educated workforce, a focus on retraining as skills become obsolete, and ensuring occupational health and safety.
human resource management introduction and evolution
This document discusses the evolution of human resource management (HRM) from the Industrial Revolution era to modern times. It covers several important eras: [1] The Industrial Revolution from 1750-1900 saw the treatment of employees as commodities. [2] The Social Responsibility era from 1900 emphasized paternalistic and humanistic approaches. [3] Scientific Management from 1910 focused on applying science to work processes. [4] The rise of trade unions in 1926 led to collective bargaining and other personnel practices. [5] The Human Relations era from 1930 studied social and psychological factors in work. [6] Behavioral science from 1936 examined how individual behavior impacts groups. [7] Systems approaches from 1960-1970 viewed the organization hol
Hrm cm
This document provides an overview of human resource management (HRM). It discusses the evolution of HRM in India from concerns over worker welfare in the 1930s to the modern concept of HRM focusing on developing employees as valuable assets and partners. The objectives of HRM are described as helping organizations achieve their goals by providing well-trained employees, utilizing human resources effectively, and enhancing job satisfaction. The importance of HRM is discussed at the corporate, professional, social, and national levels in regards to attracting talent, developing skills, and aligning individual and organizational goals.
1 introduction to hrm
The document discusses human resource management (HRM) and its evolution over time. It defines HRM as the process of managing people in organizations in a way that helps achieve organizational goals. The key aspects of HRM include attracting, developing, utilizing, and maintaining a talented workforce. The document traces the history and development of HRM from its early roots in personnel management to the current strategic focus on human capital. It also outlines the typical processes and functions involved in modern HRM practices.
3272_Introduction to HRM.ppt
Human resources refers to the people that work for an organization and their unique characteristics. Human resource management involves planning, organizing, directing, and controlling human resources to accomplish individual, organizational, and societal goals. The objectives of human resource management are to act as a liaison between management and employees, maintain adequate staffing levels, offer employee benefits and training, maintain high morale, and ensure ethical conduct. Effective management of human resources is important for enterprises, professionals, and national development.
Assignment 4 Analysis of the Agency’s Policies, Procedures, and P.docx
Assignment 4: Analysis of the Agency’s Policies, Procedures, and Plans regarding Unions, Privatization, Pensions, and Productivity, Part 4
Due Week 10 and worth 250 points
Refer to the Scenario for Assignments 1, 2, 3, and 4
Write a four to six (4-6) page paper in which you:
1. Determine whether your selected agency should have union representation. Defend your position with at least two reasons. (Title this section "The Agency and Unions")
2. Determine whether your selected agency should privatize its services. Defend your position with at least two (2) reasons. (Title this section "The Agency and Privatization")
3. Analyze at least two (2) of the agency’s policies, procedures, and / or plans regarding pensions. (Title this section "Employee Pension Plans")
4. Recommend at least three (3) actions the agency could take to improve in the areas of productivity and performance evaluation. (Title this section "Recommendations for Improving Productivity and Performance Evaluation")
5. Appropriately incorporate at least four (4) quality sources. A quality source can be either popular, such as a news article, or scholarly, such as peer-reviewed works. In the case of public administration, government websites are appropriate quality resources. Note: Wikipedia, Spark Notes, and similar websites do not quality as academic resources. Visit the Strayer University Library at http://research.strayer.edu to conduct research.
Icampus.strayer.edu
Login: c9468652853
Password: [email protected]
Running head: AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE 1
AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE 4
Agency’s Law and Ethics of Hiring a Diverse Workforce
Delores Blango
Strayer University
Dr. Pantaleo
PAD-530 Public Personnel Management
November 17, 2019
Laws Affecting the Agency
Law of discrimination based on the age impacts the agency’s personal management. The Age Discrimination Act of 1967 prohibits the employers from discriminating individuals who are above forty years. In United States, there are penalties and charges for the individual who are involved in discrimination. The act also applies to the businesses, which have more than 20 employees and those operating overseas and interstate. Some of the actions show’s discrimination against age a demoting or fired because they have reached at the age of 40 years. Age discrimination can also come with other factors such as the race of the individual, ethnicity and nationality (Cumming, Dannhauser & Johan, 2015). Age discrimination can bring anxiety and hatred because some of the people feel that they are not valued. Similarly, another law is Whistleblower Protection Act (WPA). The aim of the act was protecting federal employees and ensuring that their rights have been improved and protected. The employers have changed the ways of handling business because of the issue of whistle blowing. It is something, which is very common and the Human Resource Managers have to make ...
Introduction & a brief history of hrm
The document discusses the evolution of human resource management (HRM) from a personnel management perspective to a strategic approach. It outlines that organizations now view employees as human capital rather than a commodity. Effective HRM involves attracting, developing, and retaining talent to achieve organizational goals. The document also highlights the changing nature of HRM functions such as strategic planning, training, compensation to develop and maintain a skilled workforce in a rapidly changing environment.
Fostering a Diversity Culture in Business: Npower and the Recruitment of Ethn...
This research delves into a multi layered reality of Diversity in recruitment from NPower. The purpose of this small scale research was to evaluate the practice of diversity in recruitment in the organization to attempt answering wider questions regarding the importance of diversity in business and the challenges in its practical implementation. Although there is a vast amount of literature and research on the sociologically, ethically and economically important subject of Diversity; this research develops the idea further by delving into the organizational practice of the policy, evaluating the problems and challenges in its practical implementation. In order to answer the questions raised by this study, the researcher relied on semi-structured in-depth interviews. Data generated by these semi structured interviews formed the basis for theorising in this inductive research. In addition, statistical data of employee composition by ethnicity was presented to supplement the information provided by the interviews. Having made best use of the resources available and worked within the constraints of a small scale academic project, the researcher asserts that this research, although by no means the final word on this subject, can be a reference or a starting point for further research in the field.
BS 76001 HR Professionals invited to shape development of British Standard fo...
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Human resource management (HRM or HR) is the strategic approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee-benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.An Organizational Concept Of Human Resource Developdment How Human Resource...
This document discusses different perspectives on how human resource management (HRM) scholars view human resource development (HRD). It begins by outlining narrow and broader organizational concepts of HRD from the HRM perspective. Narrow concepts focus on training and skill building, while broader concepts incorporate additional activities like empowerment, awareness raising, and organizational development. The document then examines the purposes, benefits, and importance of HRD, noting it aims to develop individual and organizational competencies to achieve business strategies and economic development through increased productivity.
Report friday
The document discusses a literature review on Hofstede's cultural dimensions theory and its implications for staffing globally at a multinational company (MNC). It summarizes Hofstede's six cultural dimensions: power distance, individualism, masculinity, uncertainty avoidance, long-term orientation, and provides country scores. It also discusses the significance of cultural awareness training when sending employees to countries with different cultures, like Bangladesh, USA, and UK, to increase understanding and effectiveness.
HUMAN RESOURCE MANAGEMENT
Human resource management has evolved over time from a focus on industrial welfare in the late 1800s to addressing broader personnel issues like recruitment, selection, training, and labor relations. As the role of HR expanded, dedicated personnel departments were established to handle these growing responsibilities. More recently, HR has adapted to increasing legislation, the need for flexible work arrangements, and a more diverse workforce in a global, digital economy.
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Hrm 2011
- 1. HRM 2011-GROUP PRESENTATION HOW CAN WE FIND AND RECRUIT TALENTED PEOPLE IN INDIA. BY SREEYESH NAIR,PRASHANT DINESH, ALLY ALBEITY & JAMAL MUSABIH
- 3. Employees expectations Flexible timings. More to be career based. Today's employees want to move up the ladder of success very fast, its no more like the old days. Money oriented.
- 6. Determinants Of Cultural Differences in India according to Hoftsede’s theory Power Distance. Masculinity v/s Feminism. Individualism v/s Collectivism. Uncertainity Avoidance
- 7. During employment Policies and procedures that an organization may want to introduce are: Health and safety Maternity and paternity leave and pay Redundancy Absence Whistle-blowing Performance management Communication and involvement, including employee voice Harassment and bullying.
- 9. The Trade Union Act of 1926 gave formal recognition to trade unions.
- 10. The Industrial Disputes Act of 1947 led to the increased role of industrial relations (employees were distinguished by the work they did such as permanent, temporary, trainee etc.).
- 11. The Factories Act of 1948 regulated the work environment in factories to ensure the safety of employees.
- 13. Conclusion For being able to recruit the right kind of employees in India, You should know/ have and idea of what kind of employees you are finding. Employment trends. Hr policies and organizational strategies.
- 14. Mike, L (2001). Exploring Employee Relation. Burlington: Butterworth-Heinemann. p163-182 Taylor, S (2007). People Resourcing. 3rd ed. London: Chartered Institute Of Personnel and Development. p230-252. Book references:
- 15. Website references Mohan, S. (2010). Employee Expectations. Available: http://www.citeman.com/11954-employee-expectations/. Last accessed 8th Feb 2011. Prakash, P. (2009). Tracking Employee Expectations. Available: http://dqindia.ciol.com/content/dqtop20_09/BestEmployers09/2009/109090822.asp. Last accessed 5th Feb 2011 .
- 16. Website reference Madhav, J. (2008). Find a Job. Available: http://www.easyexpat.com/en/bangalore/job/adverts-recruitment.htm. Last accessed 7th Feb 2011.
Editor's Notes
- http://www.worldendeavors.com/India/http://www.naukri.comhttp://www.timesjobs.comhttp://www.jobsahead.comhttp://www.bixee.comhttp://www.clickjobs.comhttp://www.careerindia.comhttp://www.placementindia.comhttp://www.topindiajobs.comhttp://www.jobsbazaar.com