This document discusses human resource management and related topics. It begins by defining human resource management and its objectives, which include recruitment and selection, training and development, performance management, and compensation and benefits. It then explains the process of human resource management, which involves job analysis, recruitment, selection, onboarding, training, performance management, compensation, employee relations, and other steps. Finally, it discusses human resource planning and its importance in forecasting future workforce needs through environmental scanning, demand and supply forecasting, gap analysis, and developing HR strategies.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
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.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
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.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
HR audit is an overall quality control check on human resource activities in a division or company and how those activities support the organization’s strategy. A human resource audit evaluates the personnel activities used in an organization. The audit may include one division or entire company.
Introduction: Clinical sociology merges sociological principles with applied practice to enhance individual and collective well-being. It leverages sociological insights to diagnose, intervene, and improve social issues, emphasizing the practical application of sociological knowledge in therapeutic contexts.
Definition: Clinical sociology applies sociological theories and methods to analyze and address social issues impacting individuals and communities. It focuses on practical interventions, collaborating with various stakeholders to foster positive social change, resilience, and empowerment. In essence, it bridges the gap between academic sociology and real-world challenges, aiming to improve social functioning and well-being.
FAMILY AND MARRIAGE FAMILY AND MARRIAGE.pptxPRADEEP ABOTHU
Inside the Unit:
Family – characteristics, basic need, types and functions of family.
Marriage – forms of marriage, social custom relating to marriage and importance of marriage.
Legislation on Indian marriage and family.
Influence of marriage and family on health and health practices.
Among all human groups, the family stands out as the paramount primary group, constituting the simplest and most fundamental form of society. This foundational unit holds unparalleled significance as it is within the family that an individual, especially a child, develops their fundamental attitudes and values. Beyond its simplicity, the family nurtures enduring relationships, forming a small social group typically comprising a father, mother, and one or more children. The term "Family" itself, derived from the Roman word "Famulus" meaning a servant, underscores the historical and linguistic roots that emphasize its integral role in societal structures.
A family is a social unit characterized by close relationships, shared bonds, and mutual support among its members. It typically includes individuals connected by blood, marriage, or adoption, forming a fundamental group that plays a central role in the socialization, emotional well-being, and support of its members.
Family is a group defined by a sex relationship sufficiently precise and enduring to provide for the procreation and upbringing of children. -Maclver
Family is a more or less durable association of husband and wife with or without children or of a man or women alone, with children. - Nimkoff
Mating Relationship: A family originates with the establishment of a mating relationship between a man and a woman. This foundational connection forms the basis for the family unit's existence.
Form of Marriage: The mating relationship is formalized through the institution of marriage. Marriage serves as a societal and legal framework that solidifies the bond between partners, providing structure and recognition to the family.
System of Nomenclature: Each family is identified by a specific name and maintains a system of reckoning descent. Descent may be traced through either the male or female line, contributing to the family's unique identity and heritage.
Economic Provision: The head of the family typically engages in a specific profession, earning income to sustain the family. This economic provision is essential for meeting the family's material needs and ensuring a suitable standard of living.
Common Habitation (Surroundings): A family requires a shared dwelling or household for its residence. The presence of a home provides a conducive environment for childbearing and child-rearing, fostering a sense of stability and belonging within the family.
Emotional Bonds: Families are characterized by close emotional bonds among their members, forming a support system that contributes to the overall well-being and mental health of each family member.
Roles and Responsibilities: Distinct roles and responsibilities are
STAFFING
Staffing is the systematic approach of selection, training, motivating and retaining of a professional and non- professional personnel in Any organization.
Philosophy of staffing
Match the employee’s knowledge and skills to patient needs that optimizes job satisfaction and quality of care.
Analysis of data
Generally Research analysis consists of two main steps :
Processing data.
Analysis of data
• The collected data may be adequate, valid and reliable to any extent. It does not serve any worth while purpose unless it is carefully edited, systematically classified, tabulated, scientifically analyzed, intelligently interpreted and rationally concluded.
I. Processing of data includes
Compilation
Editing
Coding
Classification
II. Analysis of Data
RESEARCH APPROACHES AND DESIGNS
A Research design is the framework or guide used for the planning, implementation and analysis of a study. It is a systematic plan of what is to be done, how it will be done and how the data will be analyzed.
ELEMENTS OF RESEARCH DESIGN
Research design is also known as a blueprint thatresearchers select to carry out their research study,sometimes research design is used interchangeably withthe term methodology. Research design includes majorelements like:
The Approach
The Population, Sample and Sampling Technique
The Time, Place and Sources of Data collection
Tools and methods of data collection
Methods of data analysis
PYLORIC STENOSIS
Pyloric stenosis is a medical condition in which the pylorus, the muscular valve between the stomach and the small intestine, becomes abnormally narrowed or obstructed, leading to the obstruction of the gastric outlet. This narrowing of the pylorus prevents the proper passage of food from the stomach to the small intestine.
The exact cause of pyloric stenosis is still unknown, but it is believed to have a multifactorial etiology.
Genetic factors are thought to play a role, as there is a higher incidence of pyloric stenosis among siblings and family members.
Environmental factors may also contribute to the development of the condition, but specific triggers remain unidentified.
The hallmark symptom of pyloric stenosis is projectile vomiting, which occurs shortly after feeding.
Vomitus is often non-bilious and may resemble curdled milk.
Forceful vomiting that may project several feet away from the infant.
Signs of hunger and irritability despite frequent feeding attempts.
Weight loss or poor weight gain.
Dehydration and electrolyte imbalances due to excessive vomiting.
Palpable “olive-shaped” mass in the epigastric region.
Infants appear hungry, irritable, and unsatisfied after feeds.
Physical Examination:
Palpation of the abdomen may reveal a palpable “olive-shaped” mass in the epigastric region, which represents the hypertrophied pylorus.
The “olive” can often be felt when the infant is in a relaxed state and the stomach is empty.
Abdominal Ultrasound:
Abdominal ultrasound is the primary diagnostic tool for confirming pyloric stenosis.
Fluid and Electrolyte Management:
Prior to surgery, infants with pyloric stenosis often require fluid resuscitation and correction of electrolyte imbalances caused by excessive vomiting.
Intravenous hydration and electrolyte replacement may be necessary to restore the infant’s fluid and electrolyte balance.
Atropine Therapy:
In some cases, medical management with intravenous atropine may be attempted as a temporary measure to relieve pyloric spasm and improve the passage of food.
Surgical management of pyloric stenosis involves performing a pyloromyotomy.
This procedure is typically done under general anaesthesia and can be performed as an open surgery or laparoscopically.
Postoperative Nursing Care:
Monitor vital signs, surgical site, and signs of infection, such as fever, redness, swelling, or discharge.
Administer prescribed pain medications and antibiotics.
Observe for complications, such as bleeding or infection, and report any abnormalities to the healthcare team.
Encourage early feeding and monitor for successful feeding tolerance, ensuring the infant is retaining and digesting food properly.
Educate parents about postoperative care, including incision care, feeding techniques, and signs of potential complications, emphasizing the importance of follow-up visits and ongoing care.
Material Management in Hospital and Patient Care Units ppt.pptxPRADEEP ABOTHU
INTRODUCTION
Material management is a crucial aspect of hospital and patient care unit operations. It encompasses various processes such as procurement, inventory control, auditing, and maintenance. This article aims to provide a neat explanation of each of these components and their significance in ensuring smooth functioning and efficient patient care.
PROCUREMENT
Procurement refers to the process of acquiring materials, supplies, and equipment required for the functioning of hospitals and patient care units.
It involves identifying the needs, sourcing suppliers, negotiating contracts, and placing orders for the required items.
Effective procurement ensures timely availability of high-quality materials at competitive prices
INVENTORY CONTROL
Inventory control involves managing the stock of materials and supplies within hospitals and patient care units.
It includes activities such as stock monitoring, demand forecasting, setting optimal stock levels, and implementing inventory replenishment strategies.
Proper inventory control minimizes stockouts, reduces excess inventory, and ensures that essential items are readily available when needed.
Auditing
Auditing in material management refers to the process of verifying and assessing the accuracy, completeness, and efficiency of inventory and procurement activities.
It involves conducting periodic audits to ensure that inventory records match the physical stock, identifying discrepancies or losses, and implementing corrective actions.
Auditing helps maintain accountability, prevent fraud, and optimize the overall material management process.
maintenance
Maintenance involves ensuring the proper functioning and longevity of medical equipment and infrastructure within hospitals and patient care units.
It include preventive maintenance activities such as regular inspections, servicing, calibration, and repairs.
Effective maintenance practices minimize equipment downtime, enhance patient safety, and contribute to cost-effective operations.
BUDGETING FOR HOSPITAL & PATIENT CARE UNITS, BUDGETING FOR EMERGENCY & DISAST...PRADEEP ABOTHU
Material management is crucial in hospitals and patient care units. It includes procurement, inventory control, auditing, and maintenance. Procurement involves acquiring materials, negotiating contracts, and ensuring timely availability. Inventory control manages stock, minimizes stockouts, and optimizes inventory levels. Auditing verifies accuracy, prevents fraud, and optimizes material management. Maintenance ensures equipment functionality and safety. Efficient material management streamlines processes, reduces wastage, improves patient care, and optimizes costs.
In emergency and disaster management, material management is vital. Procurement acquires essential resources promptly. Inventory control maintains records, prevents shortages, and optimizes allocation. Auditing verifies accuracy, ensures transparency, and maximizes resource utilization. Maintenance ensures equipment readiness and minimizes disruptions. Effective material management enhances preparedness, response capabilities, and crisis mitigation.
Overall, material management is essential in hospitals, patient care units, and emergencies. It ensures availability, minimizes wastage, improves care, and optimizes costs. In emergencies, it enhances preparedness, resource allocation, and response effectiveness. Implementing these practices improves operations and mitigates crises.
INTRODUCTION
Staff development and welfare are crucial aspects of nursing education.
They focus on enhancing the knowledge, skills, and well-being of nursing staff members.
These initiatives contribute to maintaining a competent and motivated nursing workforce.
DEFINITION
Staff development refers to activities that support the professional growth and advancement of nursing staff.
Staff welfare encompasses efforts to ensure the physical, emotional, and mental well-being of nursing personnel.
IMPORTANCE OF STAFF DEVELOPMENT AND WELFARE:
Enhancing Competence:
Staff development programs improve the knowledge and skills of nursing staff, enabling them to provide high-quality care.
Continuous learning and professional growth contribute to improved patient outcomes.
Motivating Staff:
Investing in staff development and welfare demonstrates an organization’s commitment to its employees.
It enhances job satisfaction, motivation, and retention among nursing staff.
Addressing Changes in Healthcare:
The healthcare landscape is constantly evolving, with new technologies, treatments, and guidelines emerging.
Staff development ensures nursing staff stay updated and adapt to these changes effectively.
Improving Teamwork and Collaboration:
Staff development activities often promote teamwork, effective communication, and collaboration among nursing staff.
This fosters a positive work environment and improves patient care outcomes.
TYPES OF STAFF DEVELOPMENT AND WELFARE:
Continuing Education:
Workshops, seminars, conferences, and online courses to enhance knowledge and skills.
Mandatory education programs on new policies, procedures, and best practices.
Clinical Competency Programs:
Structured programs to improve clinical skills, such as advanced life support training or specialized clinical rotations.
Mentoring and Preceptorship:
Pairing experienced nurses with novice or newly hired staff to provide guidance, support, and knowledge transfer.
Wellness Programs:
Initiatives promoting physical fitness, stress management, and work-life balance.
Employee assistance programs to address personal and professional challenges.
PROCESS OF STAFF DEVELOPMENT AND WELFARE
Assessing Needs:
Identifying the learning and welfare needs of nursing staff through surveys, performance evaluations, and feedback.
Planning
Developing a comprehensive staff development and welfare plan based on identified needs.
Setting goals, objectives, and timelines for implementation.
Implementation:
Providing access to educational resources, organizing workshops, and facilitating wellness activities.
Encouraging participation and engagement among nursing staff.
Evaluation:
Assessing the effectiveness of staff development and welfare initiatives through feedback, performance evaluations, and outcome measures.
Making necessary adjustments and improvements based on evaluation findings.
PLANNING FOR EMERGENCY AND DISASTER MANAGEMENT.pptxPRADEEP ABOTHU
Emergency and disaster management is essential for healthcare preparedness, with nurses playing a crucial role. The World Health Organization (WHO) defines emergencies as immediate threats to human health, life, property, or the environment. Disasters, on the other hand, are sudden or prolonged events that cause significant disruption and exceed a community's ability to cope. They can be natural or human-made.
Disaster management involves mitigation, preparedness, response, and recovery. Mitigation aims to reduce the impact of disasters through risk assessment and vulnerability reduction. Preparedness includes developing plans, conducting training, and stockpiling supplies. Response involves immediate actions to save lives and meet basic needs, while recovery focuses on restoring affected areas and supporting the return to normalcy.
Key organizations and professionals in disaster management include the WHO, National Disaster Management Authority, local government and health departments, and various stakeholders. Disaster management plans are comprehensive strategies to respond to and recover from disasters, aiming to protect life, mitigate damage, coordinate resources, support community resilience, and enhance preparedness.
The disaster control room serves as the central command center, coordinating the response. It includes a rapid response team, designated beds for patients, necessary resources, and training and drills for preparedness. Elements of a disaster plan include education and training, resource assessment and mobilization, communication and coordination, and evacuation and sheltering protocols.
Activation of disaster management plans involves establishing a reception area, implementing a triage system, ensuring accurate documentation, managing public relations, and organizing crowd management and security arrangements.
Nurses have significant roles in disaster management. In healthcare facilities, they provide direct patient care, conduct triage, coordinate and communicate with other professionals, manage resources, and maintain documentation. In the community, nurses engage in preparedness education, conduct health assessments, collaborate with organizations, promote health and disease prevention, provide psychological support, advocate for the affected, and ensure continuity of care.
In conclusion, nurses are vital in emergency and disaster management, contributing to care, coordination, and support. Their expertise, compassion, and adaptability make them invaluable in mitigating the impact of disasters and promoting the well-being of individuals and communities.
PATIENT ASSIGNMENTS AND NURSING CARE RESPONSIBILITIES.pptxPRADEEP ABOTHU
Patient Assignments and Nursing Care Responsibilities
Functional Nursing:
Functional nursing is a care delivery model in which nursing tasks are divided among team members based on their specific skills and expertise. In this model, each member of the nursing team is assigned specific functions to perform for a group of patients. For instance, one nurse may be responsible for administering medications, while another nurse may focus on vital sign monitoring. This approach aims to promote efficiency by utilizing the specialized skills of each team member. However, it can also result in fragmented care and reduced continuity as different nurses handle different aspects of patient care.
Team Nursing:
Team nursing is a collaborative care delivery model that involves a team of healthcare professionals working together to provide comprehensive care to a group of patients. The team typically includes registered nurses, licensed practical nurses, and nursing assistants, among others. A registered nurse usually leads the team and coordinates care, delegating tasks to team members based on their abilities and scope of practice. This model encourages teamwork, shared decision-making, and a holistic approach to patient care. By leveraging the collective skills and knowledge of the team, team nursing aims to provide high-quality care while maintaining efficiency.
Primary Nursing:
Primary nursing is a patient-centered care delivery model in which a registered nurse takes full responsibility for coordinating and providing care to a specific group of patients. The primary nurse develops a therapeutic relationship with the patients, assesses their needs, creates individualized care plans, and provides direct care throughout their healthcare journey. This model emphasizes continuity of care and places a strong emphasis on the nurse-patient relationship. By having a dedicated primary nurse, patients benefit from personalized attention, improved communication, and a sense of continuity in their care.
Case Management:
Case management is a care delivery model that focuses on coordinating healthcare services for patients with complex medical conditions or multiple healthcare needs. A case manager, often a registered nurse, plays a key role in this model by working closely with the patient, their family, and other healthcare professionals to ensure seamless transitions between healthcare settings and to optimize resource utilization. The case manager assesses the patient's needs, develops and implements care plans, advocates for the patient, coordinates appointments and services, and collaborates with various healthcare providers. The goal is to provide comprehensive and efficient care while maximizing patient outcomes and resource allocation.
Each of these care delivery models has its own strengths and weaknesses, and the choice of model depends on factors such as the healthcare setting, patient population, and available resources.
PATIENT CLASSIFICATION SYSTEMS, PLANING NURSING SERVICES, MANAGEMENT, Patient classification systems are essential tools in healthcare settings that aim to categorize patients based on various factors such as their clinical conditions, resource requirements, and level of care needed. These systems provide a standardized framework for healthcare professionals to assess and classify patients, ensuring appropriate care delivery, resource allocation, and effective management. The primary purpose of patient classification systems is to streamline healthcare processes and optimize patient care delivery. The Johnson Patient Classification System typically categorizes patients into different levels or categories based on their care needs.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
2. HUMAN RESOURCE MANAGEMENT
Is the strategic and operational process of managing an
organization’s workforce, including tasks such as recruitment,
training, compensation, performance management, and
employee relations.
Human resource management (HRM) is the practice of
managing and organizing the people who work for a company
or organization. It involves tasks like hiring, training, and
taking care of employees to help the organization succeed.
3. OBJECTIVES OF HRM
The objectives of Human Resource Management (HRM) are
multifaceted and revolve around effectively managing an
organization’s workforce to achieve its strategic goals and ensure the
well-being of employees. Some of the key objectives of HRM include:
Recruitment and Selection: To attract and hire the right individuals
with the appropriate skills, qualifications, and experience to meet the
organization’s workforce needs.
Training and Development: To provide employees with
opportunities for learning and growth to enhance their skills and
capabilities, leading to improved job performance and career
advancement.
4. Performance Management: To establish a fair and transparent system
for evaluating employee performance, setting performance goals,
providing feedback, and recognizing and rewarding achievements.
Employee Engagement and Satisfaction: To create a positive work
environment that fosters high employee morale, job satisfaction, and
commitment to the organization.
Compensation and Benefits: To design competitive and equitable
compensation packages and benefits to attract and retain talent while
ensuring that employees are fairly rewarded for their contributions.
5. Employee Relations: To maintain good relationships between
employees and management, resolve conflicts, and address
workplace issues to promote a harmonious work environment.
HR Planning and Succession: To forecast future workforce
needs and develop strategies for acquiring and developing the talent
required to meet organizational objectives.
Diversity and Inclusion: To promote a diverse and inclusive
workplace that values individual differences and ensures equal
opportunities for all employees.
6. Compliance with Labor Laws: To ensure that the
organization adheres to relevant labor laws and regulations to
protect the rights of employees and the company.
Strategic Alignment: To align HR practices and initiatives
with the overall business strategy, contributing to the
organization’s success and competitiveness.
Talent Retention: To implement retention strategies that
help retain key employees and reduce turnover, thereby
minimizing the costs and disruptions associated with
employee turnover.
Employee health and safety: To prioritize employee health
and safety by establishing policies and practices that create a
safe working environment and promote employee well-being.
7. PROCESS OF HRM:
1. Job Analysis
- Gather information on job roles and requirements
2. Recruitment and Selection
- Create job postings
- Advertise job openings
- Screen resumes
- Conduct interviews
- Select and hire candidates
8. 3. On boarding and Orientation
- Provide orientation programs
- Complete paperwork and administrative tasks
4. Training and Development
- Identify training needs
- Design and deliver training programs
- Implement mentoring or coaching initiatives
- Offer opportunities for professional growth
9. 5. Performance Management
- Set performance goals
- Provide regular feedback
- Conduct performance appraisals
- Identify areas for improvement
- Recognize and reward exceptional performance
6. Compensation and Benefits
- Determine salary structures
- Administer employee benefits
- Manage payroll
10. 7. Employee Relations
- Address workplace conflicts
- Resolve grievances
- Promote open communication
- Ensure compliance with employment laws
8. Employee Engagement and Retention
-Conduct employee surveys
- Implement recognition and reward programs
- Promote work-life balance
- Address employee concerns
11. 9. HR Information Systems
- Utilize HR technology and systems
- Maintain employee records
- Manage payroll and benefits information
10. HR Planning
- Forecast future workforce needs
- Identify skills gaps
- Plan for succession
- Develop talent strategies
12. 11. Legal Compliance
- Stay updated on employment laws
-Manage employee records in compliance with privacy laws
- Ensure fair and equitable treatment of employees
12. Continuous Improvement
- Evaluate HR processes, policies, and practices
- Seek feedback from employees and stakeholders
- Make adjustments for improvement
13. HUMAN RESOURCE PLANNING
(HRP)
Definition: Human Resource Planning (HRP) refers to the
systematic process of forecasting an organization’s future
human resource needs and ensuring that the right people with
the right skills are available in the right positions at the right
time.
14. OBJECTIVES
1. Forecasting HR Needs:
- Determine future human resource requirements
- Based on strategic goals and anticipated changes
2. Talent Acquisition:
- Identify gaps between current and future workforce
- Develop strategies for recruitment, selection, and hiring
- Fill gaps with skilled individuals
3. Employee Development and Training:
- Assess skills and knowledge required for future roles
- Plan employee development and training programs
- Enhance capabilities for future challenges
15. 4. Succession Planning:
- Identify potential leaders and successors
- Ensure smooth transition of key positions
- Maintain continuity in leadership
5. Restructuring and Downsizing:
- Assess impact on the workforce
- Plan necessary changes
- Implement in a fair and effective manner
6. Cost Control:
-Align staffing levels with organizational needs
- Optimize allocation of human resources
- Control labor costs
16. Steps of Human Resource Planning (HRP):
1. Environmental Scanning:
Analyze internal and external factors
Identify technology, industry trends, economic conditions, and demographic
shifts
2.Demand Forecasting:
Analyze strategic plans and environmental factors
Estimate future HR demand (quantity and quality)
3. Supply Forecasting:
Assess current workforce capabilities
Analyze attrition rates, retirements, promotions, and external hiring
17. 4. Gap Analysis:
Compare demand and supply forecasts
Identify gaps or surpluses in the workforce
5. Developing HR Strategies:
Develop strategies and action plans
Address gaps identified in the gap analysis
Plan recruitment, training, development, succession, or
restructuring
18. 6. Implementation:
- Execute planned strategies
- Implement recruitment, training, and development programs
- Revise organizational structure if required
- Monitor progress and outcomes
7. Evaluation and Adjustment:
- Evaluate effectiveness of implemented strategies
- Gather feedback and assess organizational needs
- Make adjustments for ongoing alignment
- Ensure HR practices support organizational goals
19. COMPONENTS OF HUMAN
RESOURCE MANAGEMENT
Recruitment and selection
Training and development
Performance appraisal and feed back
Pay and benefits
Labour relations
The components of Human Resource Management (HRM)
encompass various aspects of managing the workforce within
an organization. The components you mentioned are as
follows:
20. Recruitment and Selection:
Attracting and sourcing qualified candidates for job openings.
Screening and evaluating candidates to select the best fit for the
organization.
Conducting interviews, assessments, and background checks.
Making job offers and negotiating employment terms.
Training and Development:
Identifying skill gaps and training needs within the organization.
Designing and implementing training programs to enhance employee skills
and competencies.
Providing on-the-job training, workshops, seminars, and e-learning
opportunities.
Supporting career development and fostering a learning culture.
21. Performance Appraisal and Feedback:
Setting performance goals and expectations for employees.
Conducting periodic performance evaluations and assessments.
Providing constructive feedback on strengths and areas for improvement.
Recognizing and rewarding exceptional performance.
Pay and Benefits:
Determining and administering compensation structures and salary scales.
Managing payroll processes and ensuring timely and accurate payment.
Designing and implementing employee benefits packages, such as health
insurance, retirement plans, and paid time off.
Addressing compensation-related issues and ensuring compliance with
labor laws.
22. Labor Relations:
Managing employee relations and maintaining a positive work
environment.
Promoting effective communication between management and
employees.
Handling employee grievances, disputes, and conflicts.
Ensuring compliance with labor laws and regulations.
25. INTRODUCTION
Recruitment is the process of identifying, attracting, and
hiring qualified individuals to fill job vacancies within an
organization. It involves various activities, from creating
job advertisements to conducting interviews and making
job offers.
26. DEFINITION
Recruitment refers to the process of searching for and
attracting potential candidates for job openings within an
organization.
27. TYPES OF RECRUITMENT
Internal Recruitment: This type of recruitment involves
filling job positions with existing employees from within the
organization. It can include promotions, transfers, or internal
job postings.
External Recruitment: External recruitment involves
seeking candidates from outside the organization. It can be
done through various methods such as job advertisements,
job portals, recruitment agencies, career fairs, and campus
placements.
28. PURPOSE AND IMPORTANCE
Attracting talent: Recruitment helps organizations attract a pool of
qualified candidates who can contribute to their success.
Meeting organizational needs: It ensures that there is a suitable
workforce available to fulfill current and future job requirements.
Enhancing diversity: Effective recruitment practices promote
diversity and inclusion within the organization.
Improving employee retention: A well-planned recruitment process
helps find candidates who are a good fit for the organization,
increasing the likelihood of employee satisfaction and retention.
29. SOURCES OF RECRUITMENT
Internal Sources: These include current employees who may be
considered for promotions or transfers within the organization.
External Sources: These involve seeking candidates from outside the
organization, such as job seekers, fresh graduates, or experienced
professionals.
Modern Sources of Recruitment: These include online job portals,
social media platforms, professional networking sites, and recruitment
agencies.
30. PROCESS OF RECRUITMENT
Identifying job vacancies and requirements.
Creating job descriptions and specifications.
Advertising and promoting the job openings through various channels.
Receiving and screening applications and resumes.
Conducting interviews and assessments.
Selecting the most suitable candidates.
Making job offers and negotiating employment terms.
On boarding and integrating new hires into the organization.
31. FACTORS AFFECTING RECRUITMENT
Organizational policies and practices.
Economic conditions and labor market trends.
Competitor actions and industry dynamics.
Government regulations and labor laws.
Employer brand and reputation.
Recruitment budget and resources.
Technological advancements and recruitment trends.
33. INTRODUCTION
Selection is a crucial component of the recruitment and
staffing process. It involves assessing and choosing the most
suitable candidates from a pool of applicants who have
applied for job openings within an organization.
34. DEFINITION
Selection refers to the process of evaluating and choosing
the best-fit candidates for specific job roles based on their
qualifications, skills, experience, and other relevant factors.
PLACEMENT: Placement, in the context of selection,
refers to the final decision of assigning a selected candidate
to a specific job position within the organization.
35. SELECTION PROCESS
Preliminary Screening: Initial review of applications and
resumes to shortlist candidates who meet the basic qualifications
and requirements.
Selection Tests: Conducting various tests, such as aptitude tests,
skill assessments, personality assessments, or technical tests, to
evaluate candidates’ abilities and suitability for the job.
Interviews: Conducting interviews, which can include multiple
rounds, to assess candidates’ communication skills, problem-
solving abilities, cultural fit, and overall suitability for the job.
Background Checks: Verifying the information provided by
candidates, such as employment history, educational
qualifications, and references.
36. Reference Checks: Contacting provided references to gather
additional insights and validate the candidate’s qualifications and
experience.
Decision Making: Evaluating the results of the selection process
and making a final decision on which candidate(s) to hire.
37. IMPORTANCE OF SELECTION AND
PLACEMENT
Placement: Assigning the selected candidate to a specific job role
or position within the organization.
1) Finding the Right Fit: Effective selection ensures that the
organization hires candidates who possess the required skills,
competencies, and qualifications for the job, increasing the
likelihood of success in the role.
2) Enhanced Performance and Productivity: Selecting
candidates who are well-suited for the job contributes to
improved job performance and increased productivity.
3) Reduced Employee Turnover: Proper selection reduces the
risk of hiring candidates who may not fit well within the
organization or the job role, leading to lower turnover rates.
38. 3) Cost Savings: Selecting the right candidates reduces recruitment and
training costs associated with high turnover rates.
4) Cultural Fit: Selecting candidates who align with the organization’s
values, culture, and work environment fosters a positive and cohesive
workplace.
5) Succession Planning: Effective selection and placement processes
help identify candidates with potential for growth and advancement,
facilitating succession planning within the organization.
Selection and placement are critical in ensuring that the organization
hires the best-suited candidates for its job roles, leading to improved
performance, reduced turnover, and overall organizational success.
39. Difference between selection and recruitment:
S.NO
RECRUITMENT SELECTION
1 Recruitment is the process of attracting
and sourcing potential candidates for a
job vacancy.
Selection is the process of
choosing the most suitable
candidate among the pool of
applicants.
2 It involves creating awareness about job
openings, advertising, and reaching out
to potential candidates
It involves assessing and
evaluating candidates’
qualifications, skills, and
suitability for the job.
3 The goal is to generate a pool of
qualified candidates for further
consideration.
The goal is to identify the best
fit candidate who meets the job
requirements and organizational
needs.
40. S.NO RECRUITMENT SELECTION
4 It focuses on building a pipeline of
potential candidates for current or
future job openings.
It focuses on making a final decision
and offering employment to the most
suitable candidate.
5 Recruitment activities include job
posting, resume screening, and
initial interviews.
Selection activities include interviews,
tests, assessments, reference checks,
and final interviews.
6 It is a broader process that
precedes selection.
It is a specific process that follows
recruitment.
7 Recruitment is a proactive process
to attract candidates.
Selection is a reactive process to
evaluate and choose candidates.
8 It involves creating a positive
employer brand and promoting the
organization as an employer of
choice.
It involves evaluating candidates based
on their qualifications, skills,
experience, and fit with the
organization’s values and culture.
41. S.NO RECRUITMENT SELECTION
9 The outcome of recruitment is a pool
of potential candidates for further
consideration in the selection process.
The outcome of selection is the
identification of the most suitable
candidate for the job.
43. INTRODUCTION
Training is a systematic process of acquiring knowledge,
skills, and competencies through instruction, practice, and
experience. It aims to improve employee performance and
enhance their capabilities to meet the organization’s goals
and objectives.
44. DEFINITION
Training refers to the process of providing employees with
specific knowledge, skills, and competencies required to
perform their job effectively and efficiently.
45. PURPOSES OF TRAINING
Enhancing Job Performance: Training equips employees with the
necessary skills and knowledge to perform their job roles competently,
leading to improved job performance and productivity.
Skill Development: Training helps employees develop new skills and
refine existing ones, enabling them to take on new responsibilities and
challenges.
Adapting to Technological Changes: Training helps employees stay
updated with advancements in technology and acquire the skills needed
to use new tools and systems.
Addressing Performance Gaps: Training can target specific areas
where employees need improvement, addressing performance gaps and
enhancing overall performance.
46. AREAS OF TRAINING
Technical Skills: Training focuses on developing technical skills
related to specific job roles, such as operating machinery, using
software applications, or understanding industry-specific
processes.
Soft Skills: Training can include enhancing communication
skills, teamwork, leadership abilities, problem-solving, and
decision-making skills.
Compliance and Regulatory Training: This training ensures
employees are aware of and comply with legal and regulatory
requirements relevant to their job roles.
47. CHARACTERISTICS OF TRAINING
o Systematic and Planned: Training is designed and
implemented in a structured manner, following a planned
approach to address specific objectives and goals.
o Continuous and Ongoing: Training is not a one-time event but
a continuous process, with opportunities for learning and
development throughout an employee’s career.
o Customized and Tailored: Training is customized to meet the
specific needs of employees and the organization, considering
job roles, skills gaps, and developmental requirements.
48. o Practical and Application-Oriented: Training emphasizes
practical application of knowledge and skills, providing
opportunities for practice, feedback, and real-life scenarios.
o Evaluation and Feedback: Training programs include
mechanisms to assess the effectiveness of training, gather
feedback, and make improvements as needed.
o Training plays a vital role in developing employees’ skills,
improving performance, and enabling them to adapt to changing
work environments. It contributes to the overall growth and
success of both employees and the organization.
50. DEFINITION
Deployment in the context of nursing refers to the strategic
assignment and utilization of nursing personnel within
healthcare organizations to meet patient care needs
effectively.
51. OBJECTIVES
Optimal Patient Care: The primary objective of staff deployment in
nursing is to ensure that nurses are deployed in a manner that allows
them to provide high-quality patient care. This involves assigning
nurses to patient care units where their skills and expertise match the
needs of the patients being served.
Workload Balancing: Staff deployment aims to distribute the workload
among nurses evenly, considering factors such as patient acuity, nurse-to-
patient ratios, and the complexity of care required. It helps prevent
excessive workload on individual nurses, thereby promoting better
patient safety and nurse well-being.
52. Skill Utilization: By deploying nurses to appropriate units and patient
assignments, organizations can effectively utilize their skills and
competencies. Nurses with specialized training or experience can be
deployed to areas where their expertise is most valuable, ensuring
efficient and effective care delivery.
Staff Development and Growth: Staff deployment can provide
opportunities for nurses to enhance their skills and knowledge. By
assigning nurses to diverse patient populations or specialty areas,
organizations facilitate professional growth and development, contributing
to their career advancement and job satisfaction
53. Adaptability and Flexibility: Staff deployment enables healthcare
organizations to respond to fluctuations in patient census, emergencies,
or other unforeseen circumstances. It allows for the redistribution of
nursing personnel to areas with increased patient needs or urgent
situations, ensuring adequate staffing and continuity of care.
Succession Planning: Staff deployment can be aligned with succession
planning efforts in nursing. Nurses can be assigned to rotations or
opportunities that prepare them for leadership roles, specialized areas, or
advanced practice positions, ensuring a pipeline of qualified nursing
professionals for future organizational needs.
55. DEFINITION
Retaining refers to the strategies and efforts implemented by
organizations to retain talented employees and reduce
turnover
56. PURPOSE
Talent Retention: Keeping top performers within the
organization.
Cost Savings: Minimizing recruitment and training expenses.
Knowledge and Expertise Retention: Preserving valuable
institutional knowledge.
57. Continuity and Productivity: Ensuring stability and high
performance.
Organizational Culture and Engagement: Fostering a
positive work environment.
Employee Development and Growth: Providing opportunities
for advancement.
58. PROCESS
Employee Engagement: Creating a supportive and engaging
work environment.
Career Development: Offering growth opportunities and
promotions.
Competitive Compensation and Benefits: Providing attractive
packages.
59. Work-Life Balance: Promoting flexibility and wellness
programs.
Feedback and Performance Management: Regular
assessments and recognition.
Continuous Improvement: Analyzing feedback and making
necessary adjustments.
61. DEFINITION
Staff promotion refers to the advancement of an employee to a
higher position or job level within an organization. It typically
involves increased responsibilities, authority, and often comes
with a higher salary or benefits
62. TYPES OF PROMOTION
Vertical Promotion: This type of promotion involves moving
an employee to a higher-level position within the same job
hierarchy or career ladder. For example, a staff nurse being
promoted to a nurse manager.
Horizontal Promotion: Horizontal promotion involves moving
an employee to a different position at the same job level but with
different responsibilities or within a different department. It
allows employees to gain new experiences and expand their skill
sets without necessarily moving up the organizational hierarchy.
63. Lateral Promotion: Lateral promotion refers to a promotion
where an employee is moved to a different position at the same
job level and with similar responsibilities. This type of promotion
may be based on factors such as seniority, performance, or special
projects.
64. PURPOSE
Career Growth and Development: Promotion provides
employees with opportunities for advancement and progression
in their careers. It recognizes their skills, competencies, and
achievements, motivating them to further develop their abilities.
Employee Retention and Engagement: Promotion helps in
retaining talented and high-performing employees within the
organization. It serves as a reward for their contributions and
commitment, enhancing their job satisfaction and loyalty.
65. Succession Planning: Promotion plays a crucial role in
succession planning by identifying and preparing employees for
higher-level positions and leadership roles. It ensures a smooth
transition and continuity of operations when key positions
become vacant.
Motivation and Morale Boost: Promotion recognizes and
rewards employees’ hard work and dedication, boosting their
motivation and morale. It encourages them to continue
performing at a high level and contributes to a positive work
environment.
66. Talent Development and Retention: Promotion serves as
an incentive for employees to enhance their skills and
capabilities. It encourages them to pursue further training
and professional development, contributing to the
organization’s talent pool and long-term success.
Organizational Performance: Effective promotion
practices align employee skills and competencies with job
requirements, resulting in improved performance and
productivity at both individual and organizational levels.
Promotion is an important tool for organizations to
recognize and reward employee performance, foster career
growth, and ensure the availability of qualified and motivated
individuals to meet current and future organizational needs.
68. DEFINITION
Superannuation refers to a pension or retirement savings
scheme that is designed to provide financial security to
individuals after they retire from the workforce. It involves
regular contributions made by employers and employees,
which are invested over time to accumulate a retirement
fund.
69. PURPOSE
Retirement Income
Financial Security
Long-Term Savings
Tax Advantages
Employer Contributions
Social Welfare and Dependency Reduction
Estate Planning