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The document summarizes a Post Graduate Diploma Course in Human Resource Management offered by MIT School of Distance Education. The one-year program covers key HR functions like recruitment, training, performance management, and industrial relations. It aims to enhance students' HR skills and qualifications for roles as HR managers in industries, government, and business process outsourcing firms. The curriculum spans two semesters, with courses on HR management, leadership, communications, and labor laws. Candidates with a graduate or diploma degree and three years of work experience are eligible to apply.
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This document outlines several key HR challenges faced in the IT industry, including forecasting workforce needs and required skills, planning effective recruitment strategies, managing performance, providing suitable training and development opportunities, offering competitive compensation packages, and reducing attrition through retention strategies. Performance management can be improved by creating a performance culture and opportunities for growth like job rotation and promotions. Training should equip employees to handle future challenges. Non-monetary benefits like ESOPs can also help with retention.
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The document provides an outline of chapter 1 of a human resource management textbook. It discusses the strategic role of HR and how HR management is important for all managers. It covers the basics of strategic planning and how globalization, technology, and workforce trends impact companies. The chapter outlines HR's evolving role from protector to strategic partner. It also discusses how HR can help execute corporate strategy and form strategic plans.
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The document discusses various challenges faced by human resource managers and suggestions to overcome them. It defines HRM and lists key functions of HR managers. Some major challenges discussed are attrition, recruitment and training costs due to attrition, retention of employees, effective communication, and competitive challenges due to globalization and new technologies. Suggestions provided include adopting new trends, improving job satisfaction, reducing work pressure, effective training, and embracing new technologies. Examples given are of smoking bans in Japanese companies and challenges faced by an Indian cigarette company.Trends in human resource management
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2.Work-force Diversity
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A PowerPoint presentation on Human Resource Management topic.
The topic is highly descriptive on an average level for class presentations.
Download this file and open it in MS-PowerPoint.
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This document discusses the state of human capital risk management in India based on a study of 100 business leaders. It finds that human capital risks like retention of critical talent and leadership succession planning rank as the top concerns and have major potential impact on business performance. However, most organizations in India are still developing their human capital risk management practices. While over 60% of leaders see it as an important issue, only 35% have formally defined risk mitigation strategies. Effectively addressing human capital risks requires taking an integrated approach across HR and risk management functions. The report analyzes the key human capital risks, state of risk management practices, and barriers organizations face in strengthening their approaches.
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This document outlines several key HR challenges faced in the IT industry, including forecasting workforce needs and required skills, planning effective recruitment strategies, managing performance, providing suitable training and development opportunities, offering competitive compensation packages, and reducing attrition through retention strategies. Performance management can be improved by creating a performance culture and opportunities for growth like job rotation and promotions. Training should equip employees to handle future challenges. Non-monetary benefits like ESOPs can also help with retention.
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The document provides an outline of chapter 1 of a human resource management textbook. It discusses the strategic role of HR and how HR management is important for all managers. It covers the basics of strategic planning and how globalization, technology, and workforce trends impact companies. The chapter outlines HR's evolving role from protector to strategic partner. It also discusses how HR can help execute corporate strategy and form strategic plans.
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The document discusses various challenges faced by human resource managers and suggestions to overcome them. It defines HRM and lists key functions of HR managers. Some major challenges discussed are attrition, recruitment and training costs due to attrition, retention of employees, effective communication, and competitive challenges due to globalization and new technologies. Suggestions provided include adopting new trends, improving job satisfaction, reducing work pressure, effective training, and embracing new technologies. Examples given are of smoking bans in Japanese companies and challenges faced by an Indian cigarette company.Trends in human resource management
1.Globalization and its implications
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A PowerPoint presentation on Human Resource Management topic.
The topic is highly descriptive on an average level for class presentations.
Download this file and open it in MS-PowerPoint.
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The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
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The document discusses the roles and challenges faced by HR professionals. It outlines the key roles of HR executives as service providers, facilitators, consultants, and auditors. It also examines the qualities and roles of HR managers in administrative, operational, and strategic capacities. The document then analyzes challenges for HR professionals like changing workforce demographics, personal values, productivity levels, and government regulations. It provides examples of how HR can address issues related to these challenges.
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The document discusses the importance of human resource management (HRM) and its evolution in Pakistan. Until 2000, HRM in Pakistan primarily took a traditional approach of personnel management and dealing with trade unions. After 2000, HRM shifted to focus on maintaining HR policy and procedure manuals that outline job descriptions, qualifications, workforce needs, and HR planning. However, HRM is still inadequately practiced in Pakistan due to a lack of commitment from management, a belief that formal HRM is unnecessary, and challenges implementing credible HRM systems.
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This document summarizes recent trends in human resource management. It discusses changes in the labor force including internal and external labor markets. It also describes high performance work systems that aim to increase employee performance through empowerment, skills, and incentives. The document outlines basic HR practices like self-managing teams and training. It then focuses on strategies around quality standards and discusses trends like mergers, downsizing, outsourcing, and expanding into global markets. Finally, it examines technological changes in HR including HRIS systems and e-HRM, as well as changes in employment relationships.
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The document discusses several technological challenges facing human resource managers, including technological changes, workforce diversity, and how technology is impacting human resource management practices. Specifically, it notes that technology requires fewer skills from workers, has led to deskilling of some jobs and the need to retrain existing workers. It also discusses how technology allows for more efficient work and remote work. Human resource managers must adapt practices like training, recruitment, and retention to address these technological challenges.
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HR professional are facing many challenges in present business scenario like Globalization workforce diversity, technological advances and changes in political and legal environment change in information technology. All these challenges increase the pressure on HR managers to attract, retain and nurture talented employee. HR professional can’t ignore these challenges rather they ought to be line to design and execute innovative mechanisms of developing skills and competencies of human resources to prepare them to accept the emerging challenges
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Human resource planning is a process of forecasting future personnel needs and the availability of personnel to meet those needs in order to ensure that the right number and type of people are available at the right time and place. It involves forecasting demand and supply of personnel, developing programs to fulfill needs, implementing those programs, and evaluating their effectiveness. Effective HRP requires aligning HR strategies with organizational objectives, obtaining management support, maintaining accurate personnel records, using appropriate forecasting techniques, and revising plans and processes over time.
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The document discusses new trends in human resource management (HRM). It covers a variety of topics influencing HRM, including technological changes, economic and political challenges, an aging workforce, skill deficiencies, and changes in the employment relationship. HR must deal with issues like globalization, outsourcing, mergers and acquisitions, and reengineering. The role of HR is shifting from administrative to more strategic. HR needs to anticipate challenges and support organizational strategy.
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This document discusses the changing trends, challenges, and issues in human resource management. Some of the major challenges include globalization, technological advances like increased use of IT, quality revolutions, and changes in political and legal environments. There have also been changes in workforce demographics like higher education levels and diversity. Recent trends in HRM include increased outsourcing, e-recruitment, 360-degree feedback, leadership development, work-life balance programs, use of six-sigma practices, and exit policies like golden handshakes and handcuffs. HR professionals must adapt to these changes and challenges by developing innovative strategies to train employees.
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The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
Session 3 & 4 role & challenges of hr professionals
The document discusses the roles and challenges faced by HR professionals. It outlines the key roles of HR executives as service providers, facilitators, consultants, and auditors. It also examines the qualities and roles of HR managers in administrative, operational, and strategic capacities. The document then analyzes challenges for HR professionals like changing workforce demographics, personal values, productivity levels, and government regulations. It provides examples of how HR can address issues related to these challenges.
Importance of human resource management
The document discusses the importance of human resource management (HRM) and its evolution in Pakistan. Until 2000, HRM in Pakistan primarily took a traditional approach of personnel management and dealing with trade unions. After 2000, HRM shifted to focus on maintaining HR policy and procedure manuals that outline job descriptions, qualifications, workforce needs, and HR planning. However, HRM is still inadequately practiced in Pakistan due to a lack of commitment from management, a belief that formal HRM is unnecessary, and challenges implementing credible HRM systems.
HR Challenges and Solutions - Winning Talent Through Automation and Outsourcing
This report provides details into the challenges faced (talent management, cost saving and improving HR performance) and the solutions being deployed to overcome them.
Issues of hrm
The document discusses several topics related to human resource management (HRM) in Pakistan. It describes the development of HRM as a profession in Pakistan over the past 20 years, moving from an "administration" focus to a more mature, strategic role. However, the author argues HRM penetration into potential user organizations remains relatively low, at around 3.5% currently. The author develops a life-cycle model to analyze the maturity of HRM in Pakistan, estimating it will take another 15 years to reach maturity with around 20,000 organizations using HRM functions. The document also notes a difference in the breadth of HRM integration across user organizations.
International Human Resource Management - Meaning, Definition, Objectives and...
This document discusses international human resource management (IHRM). IHRM refers to managing human resources across national boundaries to implement strategic policies for a multinational workplace. The key functions of IHRM include recruitment and selection of qualified international candidates, managing labor relations across countries, conducting performance evaluations, and establishing compensation and benefits systems. The objectives of IHRM are to reduce international risks, avoid cultural and regional disparities, and manage a diverse global workforce. In conclusion, IHRM enhances job opportunities, economic growth, and skill development in host countries.
Challenges of Human Resource Management
This document discusses the challenges of human resource management in modern organizations. It begins with an introduction on the importance of human resources to an organization's success. It then identifies several challenges HR faces, including globalization, workforce diversity, technological advances, changes in the political/legal and economic environments, information technology revolutions, and organizational restructuring. Additional challenges discussed include professional mobility, the growing importance of strategic HR, and factors like accommodating worker needs, increased managerial complexity, legislation/litigation, consistency, expertise, and human resource costs. The document emphasizes that effective HR management is needed to help organizations adapt to these ongoing changes in the business environment.
Contemporary issues in human resource management
This document discusses several contemporary issues and trends in human resource management. It covers topics like recruitment process outsourcing to staffing companies, downsizing, and the power of people analytics. It describes the benefits and potential pitfalls of using staffing companies. Common approaches to downsizing like natural attrition and early retirement are outlined. The use of people analytics to make smarter hiring decisions and increase retention through data-driven insights is also summarized.
HRM– challenges ahead
The document discusses the challenges facing HRM professionals. It outlines 10 key challenges: 1) managing talent, 2) managing the workplace, 3) leadership development, 4) managing change, 5) communication focus, 6) high performance work culture, 7) enterprise software, 8) understanding business factors, 9) understanding HR policies and practices, and 10) creating a learning organization. The document emphasizes the importance of aligning HR strategy with business strategy, developing talent and leaders, engaging employees, and adapting to macro-level changes in order to help organizations achieve competitive advantage.
Hr planning
Human resource planning is the process of forecasting an organization's future human resource needs and ensuring the organization has the right number and type of people at the right time. It involves assessing the current HR capacity, projecting future needs, and identifying any gaps. Key steps in HR planning include analyzing organizational objectives, taking inventory of current human resources, forecasting future demand and supply, estimating gaps, formulating an action plan, and monitoring progress. Conducting HR planning helps ensure an organization has the right people with the right skills to achieve its goals.
TRENDS IN HUMAN RESOURCE MANAGEMENT
This document summarizes recent trends in human resource management. It discusses changes in the labor force including internal and external labor markets. It also describes high performance work systems that aim to increase employee performance through empowerment, skills, and incentives. The document outlines basic HR practices like self-managing teams and training. It then focuses on strategies around quality standards and discusses trends like mergers, downsizing, outsourcing, and expanding into global markets. Finally, it examines technological changes in HR including HRIS systems and e-HRM, as well as changes in employment relationships.
International Human Resource Management
The document discusses international human resource management and competencies for HR managers. It covers key aspects of IHRM including the global workforce, strategic and operational issues, and competencies needed for an IHRM career. It also examines the shifting paradigms in the HR field from a transactional to a more strategic role. The future of HR depends on the function demonstrating alignment with business strategy and facilitating organizational change.
Evolution Of Hrm
Evolution Of Hrm, Difference b/w PM & HRM, Functions, Wheels Of HRM, Harvard framework of HRM, Challenges faced by HRM, 5- P Models of strategic HRM-- By Akio Morita, Founder, Sony Corporation.
Competitive challenges to hrm
The document discusses several technological challenges facing human resource managers, including technological changes, workforce diversity, and how technology is impacting human resource management practices. Specifically, it notes that technology requires fewer skills from workers, has led to deskilling of some jobs and the need to retrain existing workers. It also discusses how technology allows for more efficient work and remote work. Human resource managers must adapt practices like training, recruitment, and retention to address these technological challenges.
role of HRM IN FUTURE INDIA
HR professional are facing many challenges in present business scenario like Globalization workforce diversity, technological advances and changes in political and legal environment change in information technology. All these challenges increase the pressure on HR managers to attract, retain and nurture talented employee. HR professional can’t ignore these challenges rather they ought to be line to design and execute innovative mechanisms of developing skills and competencies of human resources to prepare them to accept the emerging challenges
Human Resource planning
Human resource planning is a process of forecasting future personnel needs and the availability of personnel to meet those needs in order to ensure that the right number and type of people are available at the right time and place. It involves forecasting demand and supply of personnel, developing programs to fulfill needs, implementing those programs, and evaluating their effectiveness. Effective HRP requires aligning HR strategies with organizational objectives, obtaining management support, maintaining accurate personnel records, using appropriate forecasting techniques, and revising plans and processes over time.
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Changing Roles of HR Management_ Materi Training "Fundamental HUMAN RESOURCES...
Contact (Pemateri): Kanaidi, SE., M.Si., cSAP
e-mail : kanaidi963@gmail.com atau kanaidi@yahoo.com
HP. 0812 2353 284, WA:0878 2330 6608
-----------------------------------------------------
E- HUMAN RESOURCE MANAGEMENT
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The document discusses talent management, defining it as attracting, developing, and retaining employees to meet organizational needs. It outlines the purpose of talent management as developing leaders internally and maximizing performance. Benefits include retaining top talent, better hiring, understanding employees, and professional development decisions. The talent management process involves workforce planning, recruiting, onboarding, performance management, training, succession planning, compensation, and critical skills gap analysis. Recent trends in talent management include increased competition for talent, greater use of technology, focus on employer branding, promoting internal talent, and addressing population changes.
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‘Human resources recuritment’ project report
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Md. Aliul Azim Sogir Howlader is an experienced HR and Admin professional with over 13 years of experience in various industries. He is currently the Head of HR and Admin at Orient BD Limited, where he oversees HR policies and procedures, employee recruitment, training, and development. Prior to this, he held several HR leadership roles at organizations such as Islamic Relief Worldwide Bangladesh, Unnayan Sangha, and FarkanTex Ltd. Howlader has a strong track record of improving employee retention rates, reducing absenteeism and benefits costs, and ensuring compliance with labor laws. He holds an MBA in Management and is proficient in various HR software and databases.
Resume Anshuman
Anshuman Negi is seeking a senior managerial role in human resources with a growth-oriented organization. He has 12 years of experience in human resources management including manpower management, statutory compliance, employee engagement, and training and development. Currently he is the Factory HR Deputy Manager at Delta Power Solutions India Ltd in Pantnagar, India, a role he has held since 2008. Prior to that he held human resources roles at Aurangabad Electricals Pvt Ltd and Maxop Engineering Pvt. Ltd. He has a diploma in personnel management and industrial relations and is pursuing an LL.B.
Resume (1)
Naveen Gautam has over 4 years of experience as an Assistant Manager - HR, IR & Administration. He leads a team of 3 HR Executives and is responsible for all aspects of HR including statutory compliance, employee welfare, recruitment, performance management, training and development, and general administration. Prior to his current role, he worked as an Executive - HR for 4 years where he handled HR processes, policies, grievances, and training & development projects. He has obtained several qualifications including an MBA in HR and Marketing and post graduate diplomas in Industrial Safety Management and Social Work.
Talent management
This document is a project report on studying talent management at A.C. Patil College of Engineering, Management Studies and Research. It includes an introduction, acknowledgements, executive summary, table of contents, and initial chapters on the history and importance of talent management. The executive summary discusses how talent management can improve employee engagement, retention, productivity, and culture to help identify future leadership. It also outlines the report's chapter structure.
SheltonCy Resume
Cynthia Shelton has over 15 years of experience in senior human resources roles. She has a proven track record of recruiting top talent, implementing HR systems, and directing international hiring. Currently, she is the Senior HR Manager at American Canine Detection Services where she supervises employees, facilitates training programs, and oversees applicant tracking and hiring processes.
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Changing Roles of HR Management_ Materi Training "Fundamental HUMAN RESOURCES...
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