Human resource management (HRM) involves developing and carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The primary objective of HRM is to ensure an organization has a competent workforce. Specific HRM objectives include obtaining the right employees to meet goals, maintaining performance standards, and establishing harmonious employee relations. Effective HRM is important for organizations to avoid issues like high turnover, unmotivated employees, and legal problems regarding discrimination.
Strategic Human Resource Management Lecture 1RECONNECT
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Strategic Human Resource Management Lecture 1RECONNECT
This is the lecture 1 of course "Strategic Human Resource Management"
This slideshare network of RECONNECT will provide all the presentation related to case studies, project presentations, educational, motivational slides & much more.
Follow Reconnect on slide share.
Official fb page: facebook.com/reconnectt
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Define HRM? Why it is important for an organization.kumail mehdi
Explain why human resource management is important to an organization? How external influences affect human resource management . Explain environmental factors affecting human resource management.
Human resource management (HRM, or simply HR) is a function in organizations designed[by whom?] to maximize employee performance in service of an employer's strategic objectives.[1] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments and units in organizations typically undertake a number of activities, including employee recruitment, "training and development", performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws
After studying this chapter ,you should be able to:
1.Explain what human resource management is and how it relates to the management process.
2. Give at least eight examples of how all managers can use human resource management concepts and techniques.
3. Illustrate the human resources responsibilities of line and staff (HR) managers.
4. Provide a good example that illustrates HR’s role in formulating and executing company strategy.
5. Write a short essay that addresses the topic: Why metrics and measurement are crucial to today’s HR managers.
6. Outline the plan of this book.
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.
Define HRM? Why it is important for an organization.kumail mehdi
Explain why human resource management is important to an organization? How external influences affect human resource management . Explain environmental factors affecting human resource management.
Human resource management (HRM, or simply HR) is a function in organizations designed[by whom?] to maximize employee performance in service of an employer's strategic objectives.[1] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments and units in organizations typically undertake a number of activities, including employee recruitment, "training and development", performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws
After studying this chapter ,you should be able to:
1.Explain what human resource management is and how it relates to the management process.
2. Give at least eight examples of how all managers can use human resource management concepts and techniques.
3. Illustrate the human resources responsibilities of line and staff (HR) managers.
4. Provide a good example that illustrates HR’s role in formulating and executing company strategy.
5. Write a short essay that addresses the topic: Why metrics and measurement are crucial to today’s HR managers.
6. Outline the plan of this book.
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.
Definition of hr strategies - strategic human resource management - Manu mel...manumelwin
HR strategies set out what the organization intends to do about its human resource management policies and practices, and how they should be integrated with the business strategy and each other.
Objectives
• Why should you lead innovation within your company?
• What should you do to encourage innovation?
• How do you harness the power of innovation to increase your company’s value and minimize risk?
Description
Innovation is a central element of business growth strategy within companies that aim to generate added value for their customers, the company itself, and other stakeholders. While many company executives and business leaders agree that in order for their companies to survive today’s increasingly global marketplace, they must face the unpleasant truth that there may have to be fundamental changes in who they are, what they do, and how they do it. Few executives feel their companies are good at the specific processes and tactics frequently tied to successful innovation, such as generating breakthrough ideas, selecting the right ideas, prototyping, and developing business cases. We will provide insights to help you define and implement a process to drive innovation within your company using a sustainable approach to ignite business growth.
The speaker will discuss how you can leverage innovation as a resource to help shape a better future for your company’s growth and your career. These insights will help you increase creativity, nurture collaboration and lead activities to transform innovation to profit. He will identify the value of innovation, methodologies, and concrete steps you can take to foster innovation within your company.
Who Should Attend
This discussion is for entrepreneurs, business owners, company executives and senior managers who want to increase their company’s value and accelerate their professional careers by leading product innovation efforts.
Connect with me via LinkedIn at http://linkd.in/hdelcastillo with comments or questions regarding this topic.
Contact me for more information regarding AIPMM membership or training courses planned in your area.
Let me know how I can help you create and implement a product strategy and product planning process to successfully grow your business.
Online Lead Generation: How to optimize forms to convert “window shoppers” in...Brian Carroll
Prospective customers aren’t coming to your website looking to buy, they’re just looking for information to help them do their jobs better. So how do you capture your site’s visitors, your greatest potential leads, and start them on a path that ends in the closing of a complex sale?
During February 17th’s complimentary web clinic, CEO of InTouch Brian Carroll welcomes special guest Dr. Flint McGlaughlin, Director of the MECLABS Group, (parent company of MarketingExperiments, InTouch and MarketingSherpa), who will help you optimize your web forms to increase conversion of that traffic.
Definition - human resource management - Manu Melwin Joymanumelwin
Human resource management is defined as a strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of its objectives.
This a part of Management functions that can give a whole description of controlling and Leading, It has something to do with Ideal implementation of Leading in all field of organization.
Types of hr strategies - strategic human resource management - Manu melwin joymanumelwin
Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are:
Overarching strategies; and
Specific strategies relating to the different aspects of human resource management.
Types of hr strategies - overarching hr strategies - strategic human resourc...manumelwin
Overarching strategies describe the general intentions of the organization about how people should be managed and developed and what steps should be taken to ensure that the organization can attract and retain the people it needs and ensure so far as possible that employees are committed, motivated and engaged.
Human
Resource
Management
Meaning
Definition
Importance of HRm
Objectives of HRM
Process of HRM
MCQ
Recruitment and selection
Performance and selections
Learning and development
Succession planning
Compensation and benifits
Dr. Jhansi Rani M R - Module 1 - Introduction to Human Resource ManagementMRJhansiRani
Dr. Jhansi Rani M R - Introduction to Human Resource Management, Essentials of HRM, Nature of HRM, Scope of HRM, Process of HRM, Functions of HRM, Ethics of HRM, Evolution of HRM, HRM Policies, Contemporary issues and practices in HRM, Changing concept of
HRM in India and in the globe.
1. 1–
1
Welcome To Our Presentation
Presentation on
The Strategic Role of
Human Resource Management
Prepared by
Nayon Kumar Sarker
BBA, IUBAT.
2. There is no best way to manage people and no manager has formulated how
people can be managed effectively, because people are complex beings
with complex needs. Effective HRM depends very much on the causes and
conditions that an organizational setting would provide. Any Organization
has three basic components, People, Purpose, and Structure.
.
Human resource management (HRM)
The policies and practices involved in carrying out the “people” or
human resource aspects of a management position, including recruiting,
screening, training, rewarding, and appraising.
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3. The primary objective of HRM is to ensure the availability of competent and
willing workforce to an organization.
The specific objectives include the following:
Human capital : assisting the organization in obtaining the right number
and types of employees to fulfill its strategic and operational goals
Developing organizational climate: helping to create a climate in which
employees are encouraged to develop and utilize their skills.
Helping to maintain performance standards and increase productivity
through effective job design.
Helping to establish and maintain a harmonious employer/employee
relationship
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4. Helping to create and maintain a safe and healthy work environment
Developing programs to meet the economic, psychological, and social
needs of the employees
To provide organization with well-trained and well-motivated employees
To increase the employees satisfaction and self-actualization
To develop and maintain the quality of work life
To communicate HR policies to all employees.
To help maintain ethical polices and behavior.
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5. The above stated HRM objectives can be summarized under four specific
objectives: societal, organizational, functional and personnel.
1) Societal Objectives: seek to ensure that the organization becomes socially
responsible to the needs and challenges of the society while minimizing
the negative impact of such demands upon the organization.
2) Organizational Objectives: it recognizes the role of HRM in bringing
about organizational effectiveness. It makes sure that HRM is not a
standalone department.
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6. 3) Functional Objectives: is to maintain the department’s contribution at a
level appropriate to the organization’s needs
4) Personnel Objectives: it is to assist employees in achieving their personal
goals, at least as far as these goals enhance the individual’s contribution to
the organization.
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7. Hire the wrong person for the job
Experience high turnover
Have your people not doing their best
Waste time with useless interviews
Have your company in court because of discriminatory actions
Have some employees think their salaries are unfair and inequitable
relative to others in the organization
Allow a lack of training to undermine your department’s effectiveness
Commit any unfair labor practices
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8. Line manager
◦ A manager who is authorized to direct the work of subordinates and is
responsible for accomplishing the organization’s tasks.
Staff manager
◦ A manager who assists and advises line managers.
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9. A line function
◦ The HR manager directs the activities of the people in his or her own
department and in related service areas (like the plant cafeteria).
A coordinative function
◦ HR managers also coordinate personnel activities, a duty often referred
to as functional control.
Staff (assist and advise) functions
◦ Assisting and advising line managers is the heart of the HR manager’s
job.
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10. Authority
◦ The right to make decisions, direct others’ work, and give orders.
Implied authority
◦ The authority exerted by an HR manager by virtue of others’ knowledge
that he or she has access to top management.
Line authority
◦ The authority exerted by an HR manager by directing the activities of
the people in his or her own department and in service areas.
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11. HR must take responsibility for:
◦ Clearly defining how management should be treating employees.
◦ Making sure employees have the mechanisms required to contest unfair
practices.
◦ Represent the interests of employees within the framework of its
primary obligation to senior management.
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12. Recruiters
◦ Search for qualified job applicants.
Job analysts
◦ Collect and examine information about jobs to prepare job descriptions.
Compensation managers
◦ Develop compensation plans and handle the employee benefits program.
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13. Training specialists
◦ Plan, organize, and direct training activities.
Labor relations specialists
◦ Advise management on all aspects of union–management relations.
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17. Strategy
◦ The company’s long-term plan for how it will balance its internal
strengths and weaknesses with its external opportunities and threats to
maintain a competitive advantage.
◦ Top management wants to see, precisely, how the HR manager’s plans
will make the company more valuable.
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18. The HR Scorecard
◦ Shows the quantitative standards, or “metrics”
the firm uses to measure HR activities.
◦ Measures the employee behaviors resulting
from these activities.
◦ Measures the strategically relevant
organizational outcomes of those employee
behaviors.
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19. Generate more job applicants
Screen candidates more effectively
Provide more and better training
Provide a safer work environment
Produce more qualified applicants per position
More employees are hired based on validated selection tests
Provide more hours of training for new employees
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20. Benefits of technological applications for HR
◦ Intranet-based employee portals through which employees can
self-service HR transactions.
◦ The availability of centralized call centers staffed with HR
specialists.
◦ Increased efficiency of HR operations.
◦ The development of data warehouses of HR-related
information.
◦ The ability to outsource HR activities to specialist service
providers.
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22. Human Resource Management is the management function that helps the
managers to plan, recruit, select, train, develop, remunerate and maintain
members for an organization. HRM has four objectives of societal,
organizational, functional and personal development. An organization
must have set policies; definite procedures and well defined principles
relating to its personnel and these contribute to the effectiveness,
continuity and stability of the organization.
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