Human Resource Management or Human Resource
Introduction, Definition, Human Resource Management Activities, Concepts and Functions of Human Resource Management..
Human Resource Management or Human Resource
Introduction, Definition, Human Resource Management Activities, Concepts and Functions of Human Resource Management..
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.
Fundamentals of Human Resource ManagementAmare_Abebe
Human Resource- is the total of knowledge, skills, creative abilities, talents, aptitudes, values, attitudes & beliefs of an organization’s workforce
HRM views people as an important resource or asset to be used for the benefit of the organization, employees and society. But humans unlike other resources in the context of work and management cause problems.
Human Resource Management and Human Resource DevelopmentMs. Shery Asthana
Introduction of HRM & HRD, Concept of HRM, Objectives, Process, HRM vs. Personnel Management, HRM vs. HRD, Objectives of HRD, focus of HRD system, Structure of HRD System, Role of HRD Manpower
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
Introduction to HR Management and HR Management Process for beginners. What is HR Management? Key focused areas under HR Management is discussed under the study.
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.
Fundamentals of Human Resource ManagementAmare_Abebe
Human Resource- is the total of knowledge, skills, creative abilities, talents, aptitudes, values, attitudes & beliefs of an organization’s workforce
HRM views people as an important resource or asset to be used for the benefit of the organization, employees and society. But humans unlike other resources in the context of work and management cause problems.
Human Resource Management and Human Resource DevelopmentMs. Shery Asthana
Introduction of HRM & HRD, Concept of HRM, Objectives, Process, HRM vs. Personnel Management, HRM vs. HRD, Objectives of HRD, focus of HRD system, Structure of HRD System, Role of HRD Manpower
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
Introduction to HR Management and HR Management Process for beginners. What is HR Management? Key focused areas under HR Management is discussed under the study.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Meaning of HRM, Importance of HRM, Objectives and Functions, process of HRM, Systems and Techniques, Role of human resource manager, duties and responsibilities of human resource manager, typical organization set up of human resource department.
To make this comparison we need to first consider the problem that both approaches help us to solve. When programming any system you are essentially dealing with data and the code that changes that data. These two fundamental aspects of programming are handled quite differently in procedural systems compared with object oriented systems, and these differences require different strategies in how we think about writing code.
• Is more intelligent than human ???
– Of course Not!
• A slave that only does what it is told
• Is always right; can never be wrong
• Good at performing lengthy and recurring tasks
It is a specialized case of ‘Abstraction’, such that it is a mechanism to hide irrelevant details of one object from another, while exposing only the relevant details that the other object might need. E.g. a Manager object may only be concerned with professional skills and availability timings of an employee, not his personal life details.
Abstraction is a process by which concepts are derived from the usage and classification of literal ("real" or "concrete") concepts.
Abstraction is a concept that acts as a super-categorical noun for all subordinate concepts, and connects any related concepts as a group, field, or category.
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.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
1. Fundamentals of Human
Resource Management
Eighth Edition
DeCenzo and Robbins
Chapter 2
Fundamentals of HRM
Fundamentals of Human Resource
2. Management Essentials
• Management involves setting goals and
allocating scarce resources to achieve
them.
• Management is the process of
efficiently achieving the objectives of
the organization with and through
people.
Fundamentals of Human Resource
3. Management Essentials
• Primary Functions of Management
– Planning – establishing goals
– Organizing – determining what activities
need to be done
– Leading – assuring the right people are on
the job and motivated
– Controlling – monitoring activities to be
sure goals are met
Fundamentals of Human Resource
4. Why is HRM Important to an
Organization?
• The role of human resource managers has
changed. HRM jobs today require a new level
of sophistication.
– Federal and state employment legislation has
placed new requirements on employers.
– Jobs have become more technical and skilled.
– Traditional job boundaries have become blurred
with the advent of such things as project teams
and telecommuting.
– Global competition has increased demands for
productivity.
Fundamentals of Human Resource
5. Why is HRM Important to an
Organization?
• The Strategic Nature – HRM must be
– a strategic business partner and represent
employees.
– forward-thinking, support the business
strategy, and assist the organization in
maintaining competitive advantage.
– concerned with the total cost of its function
and for determining value added to the
organization.
Fundamentals of Human Resource
6. Why is HRM Important to an
Organization?
• HRM is the part of the organization
concerned with the “people” dimension.
• HRM is both a staff, or support function
that assists line employees, and a
function of every manager’s job.
Fundamentals of Human Resource
7. Why is HRM Important to an
Organization?
• HRM Certification
– Colleges and universities offer HR
programs.
– The Society for Human Resource
Management and Human Resource
Certification Institute offer professional
certification.
Fundamentals of Human Resource
8. Why is HRM Important to an
Organization?
Four basic
functions:
• Staffing
• Training and
Development
• Motivation
• Maintenance
Fundamentals of Human Resource
9. How External Influences Affect
HRM
• Strategic Environment
• Governmental Legislation
• Labor Unions
• Management Thought
Fundamentals of Human Resource
10. How External Influences Affect
HRM
• HRM Strategic Environment includes:
– Globalization
– Technology
– Work force diversity
– Changing skill requirements
– Continuous improvement
– Work process engineering
– Decentralized work sites
– Teams
– Employee involvement
– Ethics
Fundamentals of Human Resource
11. Staffing Function Activities
• Employment planning
– ensures that staffing will contribute to the
organization’s mission and strategy
• Job analysis
– determining the specific skills, knowledge
and abilities needed to be successful in a
particular job
– defining the essential functions of the job
Fundamentals of Human Resource
12. Staffing Function Activities
• Recruitment
– the process of attracting a pool of qualified
applicants that is representative of all
groups in the labor market
• Selection
– the process of assessing who will be
successful on the job, and
– the communication of information to assist
job candidates in their decision to accept
an offer
Fundamentals of Human Resource
13. Goals of the Training and
Development Function
• Activities in HRM concerned with
assisting employees to develop up-to-date
skills, knowledge, and abilities
• Orientation and socialization help
employees to adapt
• Four phases of training and development
– Employee training
– Employee development
– Organization development
– Career development
Fundamentals of Human Resource
14. The Motivation Function
• Activities in HRM concerned with helping
employees exert at high energy levels.
• Implications are:
– Individual
– Managerial
– Organizational
• Function of two factors:
– Ability
– Willingness
• Respect
Fundamentals of Human Resource
15. The Motivation Function
• Managing motivation includes:
– Job design
– Setting performance standards
– Establishing effective compensation and
benefits programs
– Understanding motivational theories
Fundamentals of Human Resource
16. The Motivation Function
• Classic Motivation Theories
– Hierarchy of Needs –Maslow
– Theory X – Theory Y –McGregor
– Motivation – Hygiene – Herzberg
– Achievement, Affiliation, and Power Motives
– McClelland
– Equity Theory – Adams
– Expectancy Theory - Vroom
Fundamentals of Human Resource
17. How Important is the
Maintenance Function
• Activities in HRM concerned with maintaining
employees’ commitment and loyalty to the
organization.
– Health
– Safety
– Communications
– Employee assistance programs
• Effective communications programs provide
for 2-way communication to ensure that
employees are well informed and that their
voices are heard.
Fundamentals of Human Resource
18. Translating HRM Functions
into Practice
• Four Functions:
– Employment
– Training and development
– Compensation/benefits
– Employee relations
Fundamentals of Human Resource
19. Translating HRM Functions
into Practice
• Employment - Employment specialists:
– coordinate the staffing function
– advertising vacancies
– perform initial screening
– interview
– make job offers
– do paperwork related to hiring
• Training and Development –
– help employees to maximize their potential
– serve as internal change agents to the
organization
– provide counseling and career development
Fundamentals of Human Resource
20. Translating HRM Functions
into Practice
• Compensation and Benefits –
– establish objective and equitable pay
systems
– design cost-effective benefits packages
that help attract and retain high-quality
employees.
– help employees to effectively utilize their
benefits, such as by providing information
on retirement planning.
Fundamentals of Human Resource
21. Translating HRM Functions
into Practice
• Employee Relations – involves:
– communications
– fair application of policies and procedures
– data documentation
– coordination of activities and services that
enhance employee commitment and
loyalty
– Employee relations should not be confused
with labor relations, which refers to HRM in
a unionized environment.
Fundamentals of Human Resource
22. Translating HRM Functions
into Practice
• Purpose and Elements of HRM
Communications
– Keep employees informed of what is
happening and knowledgeable of policies
and procedures.
– Convey that the organization values
employees.
– Build trust and openness, and reinforce
company goals.
Fundamentals of Human Resource
23. Translating HRM Functions
into Practice
• Effective Communication programs
involve:
– Top Management Commitment
– Effective Upward Communication
– Determining What to Communicate
– Allowing for Feedback
– Information Sources
Fundamentals of Human Resource
24. Does HRM Really Matter?
• Research has shown that a fully functioning
HR department does make a difference.
• Organizations that spend money to have
quality HR programs perform better than
those who don’t.
• Practices that are part of superior HR
services include:
– rewarding productive work
– creating a flexible work-friendly environment
– properly recruiting and retaining quality workers
– effective communications
Fundamentals of Human Resource
25. HRM in an Entrepreneurial
Enterprise
• General managers may perform HRM
functions, HRM activities may be
outsourced, or a single generalist may
handle all the HRM functions.
• Benefits include
– freedom from many government regulations
– an absence of bureaucracy
– an opportunity to share in the success of
the business
Fundamentals of Human Resource
26. HRM in a Global Village
• HRM functions are more complex when
employees are located around the
world.
• Consideration must be given to such
things as foreign language training,
relocation and orientation processes,
etc.
• HRM also involves considering the
needs of employees’ families when they
are sent overseas.
Fundamentals of Human Resource
27. HR and Corporate Ethics
• HRM must:
– Make sure employees know about
corporate ethics policies
– Train employees and supervisors on how
to act ethically
Fundamentals of Human Resource