Hrm presetntation
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The Aga Khan University Hospital (AKUH) is part of the Aga Khan Development Network (AKDN) which works in Asia and Africa. AKUH started operations in 1985 and has established strategic human resource practices. These include succession planning, recruitment through various sources including interviews and tests, training and development opportunities through an orientation and performance appraisal process, and strategic compensation determined through salary surveys.
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Irfan Shabbir is seeking a challenging career in human resource management where he can utilize his M.Phil in HRM, MBA in IRM, and over 10 years of experience. He has worked as an Assistant Manager HR at Rays Foundation and Z&J Hygienic Products, and as a Human Resource Assistant at Kohinoor Textile Mills. His experiences include developing policies and procedures, recruitment and selection, performance management, and trainings. He is proficient in SAP HCM, HRMIS, and Microsoft Office applications.
Why talent is important – slides by Marius Meyer Rising Star Summit #SABPP
The document discusses the importance of talent management for organizations. It summarizes that talent is a top strategic priority globally and affects companies' ability to implement strategy, capitalize on opportunities, and deliver high quality products and services. It also outlines the objectives of the South African Board of People Practices' talent management standard, which provides a framework to attract, develop, retain, and optimize talent to ensure organizational sustainability. Additionally, it encourages managers to play a proactive role in addressing their organizations' talent needs.
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This document discusses human resource management (HRM) at an engineering consultancy firm. It provides an overview of the company's industries, locations, founders and areas served. It then summarizes the key aspects of HRM including staffing, motivation, and training & development. For staffing, it describes the recruitment, selection, and hiring processes. It outlines intrinsic and extrinsic motivation strategies like performance management, rewards, and benefits. It also discusses training programs for new and existing employees to ensure effective talent management.
Overview of Human Resource Management
An important area of business management that works to hire and train staff to achieve the business objective is termed Human Resource Management.
It is a lucrative field hence consists of a difficult task; as a result, scholars seek HR assignment help to avoid negative consequences. Management assignment help experts say that professionals in this area need to fulfil many different responsibilities.
An Overview of Human Resource Management
An important area of business management that works to hire and train staff to achieve the business objective is termed Human Resource Management.
It is a lucrative field hence consists of a difficult task; as a result, scholars seek HR assignment help to avoid negative consequences. Management assignment help experts say that professionals in this area need to fulfil many different responsibilities.
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The document discusses elements that should be included in an effective talent management system according to the group. Key elements identified include talent audits, employer branding strategy, compensation strategy, business strategy, goals and objectives, and an employee engagement strategy. The group believes a holistic approach covering all aspects of the talent lifecycle from acquisition to development and retention is needed rather than just focusing on a select few. Alignment of the talent management system with overall business objectives is also important.
Career Development at GlaxoSmithKline Pakistan (HRM: AHK)
GSK is committed to rewarding, developing and retaining talent. It shares the responsibility of its people career development needs through support in financial terms as well as in career through a wide range of programs including rotations in different departments so employees can have an overview of the business process. Then a training and development plan is prepared and all Departmental Heads are involved in it. Periodic assessment is done for training and developmental needs and also for analyzing skills and potential of employees. Based on this at final stage employee is evaluated though a series of interviews and then either promoted or transferred to more appropriate department matched for skills and potential. Most of the time succession planning is done at the time of hiring of a new employee. HR works in close collaboration with departmental heads and defines the road map for a job position.
There are vast ranges of resources available to help employees determine and meet developmental needs discussed in the presentation.
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The presentation discusses the national HR standards as a quality framework for high impact people management in business. It provides an overview of the HR standards journey in South Africa, including examples of specific HR standards and the development of HR professional practice standards. The presentation also covers topics like HR auditing, the importance of ethics for HR professionals, and how the standards can support consistency and quality in HR practices.
Hrm of srs
SAS is a leading business analytics software company founded in 1976. It has over 14,000 employees worldwide and yearly revenues of $3.07 billion. SAS prioritizes employee well-being, motivation, and retention through strategic HR practices. It recruits and selects candidates that fit their strong company culture of cooperation. SAS also provides extensive internal training programs and uses motivation theories like Maslow's hierarchy of needs to engage employees. The company further ensures employee satisfaction through distinctive policies like on-site health care centers and wellness programs.
Motivating people in organization
This document discusses various ways to motivate people in an organization. It outlines different theories of motivation including Maslow's hierarchy of needs, McGregor's XY theory, and McClelland's motivational needs theory. It also provides suggestions for motivating employees such as building trust, promoting pride in work, encouraging team building, and ensuring fair treatment. The document advocates for performance appraisal systems, setting work goals, and basing rewards on job performance. It emphasizes motivating executives through compensation packages that include salary, incentives, benefits, and perks.
Samar - Brief Profile
Dr. Samar.B.Srivastava has over 30 years of experience in human resources leadership roles across various industries. She currently serves as Senior Vice President of HR at Jet Airways, where she leads HR for the global network. In previous roles, she transformed the culture at Jet Airways and Crompton Greaves to focus on performance and implemented talent strategies. She has a PhD in human resource management and has received several awards for her achievements in building high-performance teams and implementing HR best practices.
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Hrm presetntation
- 1. Human Resource Management To: Sir Asif Jalees By: Dynamos.
- 2. ▫ Sana Farah (2741) ▫ Anum Saleem (2745) ▫ Muhammad Shahbaz (2742) ▫ Muhammad Saqib (2735) ▫ Shabbir Hussain (2739) Group Members
- 4. AGA KHAN AT GLANCE The Aga Khan is outsized and well reputed organization which is working in diversify areas such as Aga Khan University (AKU) and Agha Khan University Hospital (AKUH). The Aga Khan University is a highest ranking university Founded in 1983 and Aga Khan University Hospital started operations in 1985. Further, Aga Khan Development Network (AKDN) is an added area which brings together a number of development agencies, institutions and programmes that work primarily in the poorest parts of Asia and Africa.
- 6. • HR strategic role in AKUH. • Function of HR in AKUH • HR Challenges faced by AKUH • Succession Planning
- 7. • Recruitment and Selection procedure • Recruitment Sources of AKUH • Interviews and Tests • Contribution of T & D in AKUH
- 8. • Training and Development opportunities for Employees • T & D cycle • Orientation for New Employees • Performance Appraisal and its tools.
- 9. • Strategic Compensation in AKUH • Salary Surveys • Factors considered in Salary Surveys • Perks and Benefits to Employees
- 10. • Standard Job Description in AKUH. • Assessment Center Facility. • Characteristics of Assessment center. • HR Audits in AKUH.
- 11. Thank You !!