The document discusses the organization of personnel functions in a company. It outlines responsibilities like strategic planning, recruitment, training, performance management, and industrial relations. It also describes how personnel policies provide guidelines for employment, compensation, transfers, promotions, working conditions, and grievance handling. Developing employee-friendly policies can help support work-life balance at all stages of an employee's career.
This PPT contains about wage differentials or compensating differentials. it is an HR concept. it has meaning, reason, factors, types, and determinants of inter and intra industry wage differential.
Dearness allowances - compensation management - Manu Melwin Joymanumelwin
Dearness Allowance: This allowance is given to protect real income against inflation. Generally, dearness allowance (DA) is paid as a percentage of basic pay.
Definition of compensation management - compensation management - Manu Melwi...manumelwin
“Compensation management is the process of determining cost effective pay structure, designed to attract and retain, provide an incentive to work hard, and structured to ensure that pay levels are perceived as fair.”
Stephen P Robbins.
Performance-linked compensation (PLC) is a form of payment from an employer to an employee, which is directly related to the performance output of an employee and which may be specified in an employment contract.
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
This PPT contains about wage differentials or compensating differentials. it is an HR concept. it has meaning, reason, factors, types, and determinants of inter and intra industry wage differential.
Dearness allowances - compensation management - Manu Melwin Joymanumelwin
Dearness Allowance: This allowance is given to protect real income against inflation. Generally, dearness allowance (DA) is paid as a percentage of basic pay.
Definition of compensation management - compensation management - Manu Melwi...manumelwin
“Compensation management is the process of determining cost effective pay structure, designed to attract and retain, provide an incentive to work hard, and structured to ensure that pay levels are perceived as fair.”
Stephen P Robbins.
Performance-linked compensation (PLC) is a form of payment from an employer to an employee, which is directly related to the performance output of an employee and which may be specified in an employment contract.
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post
POWER AND POLITICS
Study questions.
What is power?
How do managers acquire the power needed for leadership?
What is empowerment, and how can managers empower others?
What are organizational politics?
Study questions.
How do organizational politics affect managers and management?
Can the firm use politics strategically?
“Power tends to corrupt; absolute power corrupts absolutely”
--- Lord Acton
POWER
A capacity that A has to influence the behavior of B so that B acts in accordance with A’s wishes.
DEPENDENCY
B’s relationship to A when A possesses something that B requires.
HR policy in HRm at BIM (lecture_03 class)abir hossain
The differences between policies and procedures can be summarized as follows:
Policies guide of decision making, while procedures drive actions.
Policies leave some room for managerial discretion, while procedures are detailed and rigid.
Policies are an integral part of organizational strategies, while procedures are tactical tools.
Policies are generally formulated by top management, while procedures are laid down at lower organizational levels in line with policies.
Policies are more evergreen than procedures. Procedures change more frequently, because they should be adaptable to the changing operational environment and technological advancements.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
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Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
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Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
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➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
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2. What is a personnel
department…??
Part of an organization concerned with the
appointment, training and welfare of the employees
It is concerned with the relationships of
management to employees
It is also concerned with the relationships of
employees to employees in all matter
And setting organizational policies for the same.
3.
4.
5. Responsibilities
Involvement in the strategic planning process
Forecasting the labour requirement
Selection
Recruitment
Induction
Industrial relations (Maruti- Manesar plant
incident)
6. The mass violence at Maruti Suzuki's Manesar plant in Haryana July 18,
2012 was shocking. What started as a petty tiff over tea time between a
supervisor and a worker Jiya Lal, during which supervisor also allegedly
used caste based slur, snowballed into one of the goriest incidents of
recent times.
When Jiya Lal was suspended and the management refused to revoke
his suspension the same day the workers staged a sit-in after the shift
was over.
During the sit-in, iron rods which actually fit into the car door, were
distributed to workers secretly.
When there was a signal from the leadership which was engaged in
failed negotiations with the management, the workers outpoured their
wrath over 90 members of the executive including a couple of women
and three Japanese nationals.
The managers were severely beaten and one of them Ashwin Kumar
Dev, plant's human-resources manager, was burnt to death. Around 65
of them had to be admitted to the hospital including 3 in the Intensive
Care Unit (ICU).
7.
8. Training and development
Career progression/promotions
Motivation
Performance appraisals
Managing employee grievances
Managing complains about employees
Health and safety concerns
10. Personnel Policies
Personnel policies are statements of
personal objectives of an organization and
provide a broad framework within which
decisions on personal matters can be made
without reference to higher authorities.
They lay down the criteria for decision
making in the field of personnel
management.
11. Benefits / Aims / Objectives of Personnel Policies
Basic needs of both organization and employees taken care of.
Consistent treatment to all the employees
Stability & Security of work environment
Standard of Performance
Builds employee loyalty and motivation
Resolves Conflicts -- intrapersonal and interpersonal
12. Sources for determining the content and meaning of policies
Past Practice in the organization
Prevailing practice in rival companies
Attitudes and philosophy of founders of the company, directors
and top management
Attitudes and philosophy of middle and lower management
Knowledge and experience gained from handling countless
personnel problems on day-to-day basis
Policy Formulation is an essential pre-requisite for manpower
planning.
13. Identifying the need – The areas where policy has to be
formulated identified. Need for a new policy, revision, or an
existing policy is voiced by the staff and members of
organization
Gathering Information – thru past & prevailing in industry ,
knowledge and experienced gained from handling problems on
day-to-day basis.
Examining Policy Alternatives- involving people who use the
policy and live with the policies
Getting Approval – from the top management at right time.
Communicating the Policy - to staff through journals, in house
magazines, circulars, meeting, educational programmes etc
Evaluating the policy – after the policy is framed it should be
evaluated after a certain time period
14. i. Functional or Organizational – policies which are grouped for
different categories of personnel eg- for the mgmt dealing with
planning, organizing & controlling etc.
ii. Centralized – are planned for companies with several locations and
are formulated at the Head Office
iii. Major Policy – pertain to overall objectives, procedures and control
which affect an organization as a whole. They are formulated by the
Board of Directors and framework is established within which major
executives for the remaining policies necessary to carry out the
major objectives of an organization.
iv. Minor Policy- cover relationships in a segment of and organization
with considerable emphasis on details and procedures.
15. Types of Personnel Policies
1. Originated Policies – established formally by top management
2. Appealed Policies – formulated on requests of subordinates
who want to know handle some situations.
3. Imposed Policies – An organization accepts these policies due
to external agencies like govt.,trade association .
4. Eg.- Not to accept any one below the age of 14 according
to the factories act.
5. General Policies – These policies do not relate to specific
issues in particular
6. Specific Policies – Policies relating to specific issue like
staffing compensation , collective bargaining etc.
7. Written or Implicit Policies – are inferred from behavior
of managers.
16. Advantages Of Personnel
policies:-
Delegation
Uniformity
Better Control
Standards Of Efficiency
Confidence
Speedy Decisions
Coordinating Devices
17. Coverage of Policies
In most companies, policies are established
regarding various functions of personnel
management which are as follows:-
18. Coverage of Policies
1)Employment : Employment policies should provide clear
guidelines on the following points:
a) Minimum hiring qualifications.
E.g. – Minimum qualification for cabin crew is HSC
b) Preferred sources of recruitment
* Internal * External
c) Reservation of seats for SC, ST, handicapped persons and ex-
servicemen.
E.g. – Banks have reservation systems for employees
E.g. – BMC , Police departments , Armed Forces
d) Probation period
e) Lay off and rehiring
19. Coverage of Policies
2) Training and Development
a) Attitude towards training
b) Objectives of training
c) Basis of training
d) Methods of training
e) Programmes for executive development
f) Orientation of new employees
Eg- Armed Forces, Police Department, Fire
Departments, Disaster Management Dept
20. Coverage of Policies
3) Transfers and Promotions
a) Rationale for transfer
b) Seniority required for promotion
c) Relative weightage of seniority and merit in
promotion
E.g.- Police constables are transferred to urban
cities if they belong to some interiors of
Maharashtra
21. Coverage of Policies
4. Compensation
a) Job evaluation system
b) Minimum wages and salaries
c) Method of wage payment
d) Profit sharing and incentive plans
e) Non monetary rewards
22. Coverage of Policies
5. Working Conditions
a) Working hours
b) Number and duration of rest intervals
c) Overtime work
d) Shift work
e) Safety rules and regulations
f) provision of transportation etc
23. Coverage of Policies
6. Industrial Relations
a) Handling of grievances
b) Recognition of Trade union
c) Suggestion Schemes
d) Discipline and Conduct rules- Punctuality,
smoking and drinking
e) Workers participation – through quality circles,
total quality management etc
24. 1) History of company’s growth
2) Employment practices and conditions of employment
3) Grievance redressal procedure
4) Safety rules and regulations and responsibilities of employees at work
5) General Practices
6) Mutuality of interests
7) Employee financial Aid
8) Educational Aids
9) Employees news sheet and house journals
10) Health & Hospitalization
11) Vacation with pay
12) Sickness, death and maternity benefits and allowances
13) Prohibited Activities
14) Labour Management & Industrial Relations etc
25. SUMMARY
Employee friendly policies should live up and not
exist on paper
Men and women at all levels of companies in all
stages of their career development and all stages
of their life cycle are seeking flexibility to achieve a
better work life balance
Employee friendly policies are one way to
support and recognize the changing needs of
employees
26. HRM is a tool that helps managers to plan, recruit, select, train, develop,
remunerate, motivate and make maximum utilization of human and non
human resources for the organization and society at large.