Human Capital Management is defined as the process of acquiring, training, managing, retaining employees for them to contributeeffectivelyintheprocessesoftheorganization. Human capital management (HCM) is an approach to employee staffing that perceives people as assets (human capital) whose current value can be measured and whose future value can be enhanced through investment.
Human Capital Management is defined as the process of acquiring, training, managing, retaining employees for them to contribute effectively in the processes of the organization. Human capital management (HCM) is an approach to employee staffing that perceives people as assets (human capital) whose current value can be measured and whose future value can be enhanced through investment.
DEFINITION OF HCM
Human Capital Management is defined as the process of acquiring, training, managing, retaining employees for them to contribute effectivelyin the processes of the organization. Human capital management (HCM) is an approach to employee staffing that perceives people as assets (human capital) whose current value can be measured and whose future value can be enhanced through investment.
The document discusses human resource planning and job analysis. It defines human resource planning as forecasting an organization's future demand for and supply of employees. The importance of HRP includes ensuring the right number and type of employees are available. Demand forecasting considers internal and external factors to estimate future personnel needs, while supply forecasting measures available internal and external resources. Job analysis is the process of collecting information on a job's tasks, skills, and responsibilities to create a job description and specification. It helps determine the requirements for a job.
Human resource management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage, Commonly known as the HR Department, it is designed to maximize employee performance in service of an employer's strategic objectives.
What is management ?
Management is a universal phenomenon. It is a very popular and widely used term. All organizations - business, political, cultural or social are involved in management because it is the management which helps and directs the various efforts towards a definite purpose. According to Harold Koontz, “Management is an art of getting things done through and with the people in formally organized groups. It is an art of creating an environment in which people can perform and individuals and can co-operate towards attainment of group goals”. According to F.W. Taylor, “Management is an art of knowing what to do, when to do and see that it is done in the best and cheapest way”.
Organizational behavior (OB) A field of study that investigates the impact of individuals, groups in the organizational setting for the purpose of applying such knowledge toward improving an organization’s effectiveness and achieving organizational goal.
Most employers recognize the fact that their staff is their greatest asset, and the right
Recruitment and induction processes are vital in ensuring that the new employee Becomes
Effective in the shortest time. The success of an organisation depends on having the r light
Number of staff, with the right skills and abilities. Organisations may have a dedicated
Personnel/human resource function overseeing this process, or they may devolve these
Responsibilities to line managers and supervisors. Many people may be involved, and all
Should be aware of the principles of good practice. Even it is essential to involve other s in
The task of recruitment and induction.
Relince life insurance project recruitment and selectionBhupesh sahu
The document provides details about a summer training report submitted for a Master's degree. It discusses the recruitment and selection process at Reliance Life Insurance. The report includes an introduction outlining the importance of effective recruitment and selection. It then describes Reliance Life Insurance's recruitment sources, criteria for advisors, training process, and career paths. The report finds that Reliance recruits 40-50 candidates per month as advisors and focuses on professionalism, pragmatism, and integrity in its process.
Human Capital Management is defined as the process of acquiring, training, managing, retaining employees for them to contribute effectively in the processes of the organization. Human capital management (HCM) is an approach to employee staffing that perceives people as assets (human capital) whose current value can be measured and whose future value can be enhanced through investment.
DEFINITION OF HCM
Human Capital Management is defined as the process of acquiring, training, managing, retaining employees for them to contribute effectivelyin the processes of the organization. Human capital management (HCM) is an approach to employee staffing that perceives people as assets (human capital) whose current value can be measured and whose future value can be enhanced through investment.
The document discusses human resource planning and job analysis. It defines human resource planning as forecasting an organization's future demand for and supply of employees. The importance of HRP includes ensuring the right number and type of employees are available. Demand forecasting considers internal and external factors to estimate future personnel needs, while supply forecasting measures available internal and external resources. Job analysis is the process of collecting information on a job's tasks, skills, and responsibilities to create a job description and specification. It helps determine the requirements for a job.
Human resource management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage, Commonly known as the HR Department, it is designed to maximize employee performance in service of an employer's strategic objectives.
What is management ?
Management is a universal phenomenon. It is a very popular and widely used term. All organizations - business, political, cultural or social are involved in management because it is the management which helps and directs the various efforts towards a definite purpose. According to Harold Koontz, “Management is an art of getting things done through and with the people in formally organized groups. It is an art of creating an environment in which people can perform and individuals and can co-operate towards attainment of group goals”. According to F.W. Taylor, “Management is an art of knowing what to do, when to do and see that it is done in the best and cheapest way”.
Organizational behavior (OB) A field of study that investigates the impact of individuals, groups in the organizational setting for the purpose of applying such knowledge toward improving an organization’s effectiveness and achieving organizational goal.
Most employers recognize the fact that their staff is their greatest asset, and the right
Recruitment and induction processes are vital in ensuring that the new employee Becomes
Effective in the shortest time. The success of an organisation depends on having the r light
Number of staff, with the right skills and abilities. Organisations may have a dedicated
Personnel/human resource function overseeing this process, or they may devolve these
Responsibilities to line managers and supervisors. Many people may be involved, and all
Should be aware of the principles of good practice. Even it is essential to involve other s in
The task of recruitment and induction.
Relince life insurance project recruitment and selectionBhupesh sahu
The document provides details about a summer training report submitted for a Master's degree. It discusses the recruitment and selection process at Reliance Life Insurance. The report includes an introduction outlining the importance of effective recruitment and selection. It then describes Reliance Life Insurance's recruitment sources, criteria for advisors, training process, and career paths. The report finds that Reliance recruits 40-50 candidates per month as advisors and focuses on professionalism, pragmatism, and integrity in its process.
This document discusses the recruitment and selection process at Pragathi Consultancy Services (PCS) in India. It includes an analytical study of their recruitment and selection policies and procedures. The dissertation was submitted to Periyar University in partial fulfillment of an MBA degree. It contains chapters on the company profile, research methodology, data analysis, findings, suggestions, and conclusions regarding PCS's recruitment and selection process.
Project on recruitment and selection processankit kumar
The document discusses the recruitment and selection process of IT personnel at CNC Web World. It covers the various stages of recruitment, including planning, strategy development, searching, screening and evaluation. Internal sources of recruitment mentioned include promotions, transfers, and referrals from existing employees. External sources include campus recruitment, advertisements, consultancies, and walk-ins. The purpose of recruitment and selection and its importance for hiring the right candidates is also covered.
Summer Internship Project on current trends in Talent Acquisitions and Recrui...Krunal Khatri
Hiringlink Solutions is a privately held organization specializing in talent acquisition and HR business partnering services for IT/ITES, pharmaceuticals/healthcare, telecom, and engineering companies. They help clients identify and retain top talent through strategic solutions. Their goals are to become the most preferred business partner for high-tech organizations and lead the market in providing quality talent services across industries. Services include talent acquisition, employee verification, training solutions, and HR business partnering.
Recruitment and selection process reliance life insurancesanarinkal
The document is a summer training report submitted by Ritesh Saini to fulfill the requirements of an MBA degree. The report focuses on analyzing the recruitment and selection process at Reliance Life Insurance. It includes chapters on the insurance industry and company profiles, a literature review, research methodology used, analysis and interpretation of survey results, findings, recommendations, and conclusions. The report provides insights into Reliance Life Insurance's recruitment practices through a survey of employees and aims to enhance the effectiveness of their recruitment and selection process.
This document summarizes a project submitted by LLLL MMMMM for the partial fulfillment of a Master's degree in Management Studies from the University of Mumbai. The project focuses on human resources recruitment and was conducted under the guidance of Prof. SSSSS at the College of Management in KKKKKK, India. It includes sections on the organization profile, introduction and objectives of the study, research methodology, data analysis, theoretical framework, findings, limitations, conclusions, suggestions, bibliography, and questionnaire.
This document provides an overview of recruitment and selection trends in the food industry. It discusses challenges facing the industry such as rising costs, regulations, and changing consumer preferences. There is increased demand for organic and healthy products. The document also outlines key recruitment and selection trends, including an increased focus on organic foods driven by consumer demand. It notes the food processing industry is a major economic driver in many areas and faces both opportunities and challenges in attracting and retaining talent.
Recruitment and selection process synopsisNesar Ahmad
This document provides an overview of a research synopsis on the recruitment and selection process of ICICI Life Insurance. It includes an introduction discussing the importance of recruitment and selection for organizations. It also outlines the objectives of the study, which are to understand ICICI Life Insurance's internal recruitment process and identify areas for improvement. The methodology discusses conducting surveys with 100 employees using a structured questionnaire. The literature review examines previous research on how technology has improved recruitment and the link between timely HR responses and applicant attraction.
Project report on recruitment and selection at cmpdiKumari Pswn
This document provides information about a project report on recruitment and selection at Central Mine Planning and Design Institute (CMPDI) in India. It includes a declaration, certificate of completion, acknowledgements, executive summary, and table of contents. The project report evaluates CMPDI's manpower planning process and recruitment and selection procedures. It contains the student's research findings, conclusions, and recommendations after studying CMPDI's practices from May to June 2014.
A STUDY ON RECRUITMENT AND SELECTION AT IDBI FEDERAL LIFE INSURANCE IN ERODERajan Jothymani
This document discusses recruitment and selection at IDBI Federal Life Insurance in Erode, India. It provides definitions and processes for recruitment and selection. Recruitment involves finding and hiring qualified candidates, while selection involves screening applicants and choosing candidates. The document outlines internal and external sources for recruitment, including promotions, transfers, and external advertising. It also discusses the recruitment process steps of planning, developing strategies, searching, screening, and evaluating. The objective is to help organizations understand effective recruitment and selection.
Summer Training Report on recruitment channels evaluationsunil pandey
This is a report which is based on live training at Reliance Securities.
This provide you detail knowledge how company is using different channels for recruitment and their effectiveness.
The document discusses human resource management and recruitment. It defines HRM as managing people within an organization by attracting, developing and retaining qualified employees. It discusses the objectives and functions of HRM. It also defines the recruitment process as attracting potential candidates to apply for jobs. It describes different internal and external sources and methods for recruitment, such as job postings, referrals, agencies and advertisements. It discusses the advantages and disadvantages of external recruitment compared to internal recruitment.
Project report on evaluation of recruitment and selection processElina Pari
This document is a project report submitted by a student to fulfill requirements for a Master of Business Administration degree. It evaluates the recruitment and selection process of Bharti Airtel Limited. The report includes an introduction, literature review on recruitment and selection, company profile of Bharti Airtel, research objectives and methodology, data analysis and findings, and recommendations. Key points covered include the sources of recruitment used by Bharti Airtel, both internal and external, as well as the factors considered in their recruitment and selection process.
Human resource project study of recruitment & Selection process in Insurance ...Alok Singh
This document provides information about a study conducted by Nisha Singh on the recruitment and selection process at Aviva Life Insurance in India as part of her MBA program. It includes an introduction outlining the importance of recruitment and selection. The objectives are listed as understanding the recruitment sources, process, and how candidates are selected at Aviva Life Insurance. The document then provides background information on Aviva's history and joint venture in India with Dabur group before detailing the research methodology used, which involved surveys distributed to managers.
Employees Attrition Rate at Gleneagles Global HospitalKoushik
Koushik Dey conducted an internship with the human resources department at Gleneagles Global Hospital in Hyderabad from December 2019 to February 2021. The internship report analyzes the hospital's employee attrition rate over the year 2019. It discusses the hospital's profile, objectives of studying attrition, methodology for data collection, literature review on attrition, monthly and annual attrition data analysis, findings, limitations, and recommendations. The report provides insights into the operations of the hospital's HR department and employee attrition trends observed during the internship period.
The document provides an overview of human resources (HR) management. It discusses the purpose and role of HR in maximizing return on investment in human capital. Key HR functions include recruitment, organizational design, performance management, and training. HR management trends are influenced by both external factors like the economy and internal factors such as organizational culture. The scope of the study is on HR and industrial relations practices at Larsen & Toubro Limited in Kansbahal, India. The objectives are to understand existing HR practices and their impact on employees. Data collection methods include interviews, questionnaires, and document analysis.
Final Project Report on Recruitment & SelectionMdsamim143
The document is a summer training report submitted by Md. Samim for their Master of Business Administration (MBA) program. It discusses their training at Skope Business Ventures Pvt. Ltd., a recruitment firm, where they explored the topic of recruitment and selection processes. The report includes an introduction of the company, acknowledgements, table of contents, and initial chapters covering the objectives of the study and introductions to recruitment, factors affecting recruitment, sources of recruitment, and recruitment policies and philosophies.
This document discusses a project report submitted by Mandeep Singh on the recruitment and selection process at Infowiz Company in Chandigarh, India. It begins by acknowledging those who helped with the project and training. It then provides background on Infowiz, which is an 8-year-old IT company that offers courses in areas like web development, Java, Android, robotics, and more. The report details Infowiz's management team and technical staff. It also outlines the recruitment and selection chapter that analyzes Infowiz's practices in these areas.
This document provides an overview of a summer project report on the recruitment and selection process at Kiriburu Iron Ore Mines. It includes cover page, certification, acknowledgements, table of contents, and introductory chapters outlining the importance of recruitment and selection, objectives of the study, factors affecting recruitment, and the scope and limitations of the study. The document aims to analyze the current recruitment and selection policies and processes at Kiriburu Iron Ore Mines.
This document provides a project report on the recruitment and selection process at Annamalai University. It includes sections on the title, declaration, preface, acknowledgements, executive summary, table of contents, and objectives of the study. The report then discusses the processes of recruitment and selection at the university in detail. It provides information on pre-selection, eligibility requirements, assessment criteria, and the roles of different committees and individuals in the selection process.
The document provides information about human resource management (HRM) including definitions of HRM, its components, nature, scope, importance, evolution, policies, challenges, and trends. It also discusses the differences between personnel management and HRM as well as HRM and strategic HRM. Additionally, it covers topics related to human resource planning such as meaning, importance, job analysis, and future personnel needs. The document appears to be lecture notes on an introduction to HRM course provided by Ms. Pallavi Sharma.
Management The process of getting things done, effectively and efficiently, through and with other people Efficiency Means doing the thing correctly; refers to the relationship between inputs and outputs; seeks to minimize resource costs Effectiveness Means doing the right things; goal attainment
Management The process of getting things done, effectively and efficiently, through and with other people.
Efficiency Means doing the thing correctly; refers to the relationship between inputs and outputs; seeks to minimize resource costs.
Effectiveness Means doing the right things; goal attainment.
This document discusses the recruitment and selection process at Pragathi Consultancy Services (PCS) in India. It includes an analytical study of their recruitment and selection policies and procedures. The dissertation was submitted to Periyar University in partial fulfillment of an MBA degree. It contains chapters on the company profile, research methodology, data analysis, findings, suggestions, and conclusions regarding PCS's recruitment and selection process.
Project on recruitment and selection processankit kumar
The document discusses the recruitment and selection process of IT personnel at CNC Web World. It covers the various stages of recruitment, including planning, strategy development, searching, screening and evaluation. Internal sources of recruitment mentioned include promotions, transfers, and referrals from existing employees. External sources include campus recruitment, advertisements, consultancies, and walk-ins. The purpose of recruitment and selection and its importance for hiring the right candidates is also covered.
Summer Internship Project on current trends in Talent Acquisitions and Recrui...Krunal Khatri
Hiringlink Solutions is a privately held organization specializing in talent acquisition and HR business partnering services for IT/ITES, pharmaceuticals/healthcare, telecom, and engineering companies. They help clients identify and retain top talent through strategic solutions. Their goals are to become the most preferred business partner for high-tech organizations and lead the market in providing quality talent services across industries. Services include talent acquisition, employee verification, training solutions, and HR business partnering.
Recruitment and selection process reliance life insurancesanarinkal
The document is a summer training report submitted by Ritesh Saini to fulfill the requirements of an MBA degree. The report focuses on analyzing the recruitment and selection process at Reliance Life Insurance. It includes chapters on the insurance industry and company profiles, a literature review, research methodology used, analysis and interpretation of survey results, findings, recommendations, and conclusions. The report provides insights into Reliance Life Insurance's recruitment practices through a survey of employees and aims to enhance the effectiveness of their recruitment and selection process.
This document summarizes a project submitted by LLLL MMMMM for the partial fulfillment of a Master's degree in Management Studies from the University of Mumbai. The project focuses on human resources recruitment and was conducted under the guidance of Prof. SSSSS at the College of Management in KKKKKK, India. It includes sections on the organization profile, introduction and objectives of the study, research methodology, data analysis, theoretical framework, findings, limitations, conclusions, suggestions, bibliography, and questionnaire.
This document provides an overview of recruitment and selection trends in the food industry. It discusses challenges facing the industry such as rising costs, regulations, and changing consumer preferences. There is increased demand for organic and healthy products. The document also outlines key recruitment and selection trends, including an increased focus on organic foods driven by consumer demand. It notes the food processing industry is a major economic driver in many areas and faces both opportunities and challenges in attracting and retaining talent.
Recruitment and selection process synopsisNesar Ahmad
This document provides an overview of a research synopsis on the recruitment and selection process of ICICI Life Insurance. It includes an introduction discussing the importance of recruitment and selection for organizations. It also outlines the objectives of the study, which are to understand ICICI Life Insurance's internal recruitment process and identify areas for improvement. The methodology discusses conducting surveys with 100 employees using a structured questionnaire. The literature review examines previous research on how technology has improved recruitment and the link between timely HR responses and applicant attraction.
Project report on recruitment and selection at cmpdiKumari Pswn
This document provides information about a project report on recruitment and selection at Central Mine Planning and Design Institute (CMPDI) in India. It includes a declaration, certificate of completion, acknowledgements, executive summary, and table of contents. The project report evaluates CMPDI's manpower planning process and recruitment and selection procedures. It contains the student's research findings, conclusions, and recommendations after studying CMPDI's practices from May to June 2014.
A STUDY ON RECRUITMENT AND SELECTION AT IDBI FEDERAL LIFE INSURANCE IN ERODERajan Jothymani
This document discusses recruitment and selection at IDBI Federal Life Insurance in Erode, India. It provides definitions and processes for recruitment and selection. Recruitment involves finding and hiring qualified candidates, while selection involves screening applicants and choosing candidates. The document outlines internal and external sources for recruitment, including promotions, transfers, and external advertising. It also discusses the recruitment process steps of planning, developing strategies, searching, screening, and evaluating. The objective is to help organizations understand effective recruitment and selection.
Summer Training Report on recruitment channels evaluationsunil pandey
This is a report which is based on live training at Reliance Securities.
This provide you detail knowledge how company is using different channels for recruitment and their effectiveness.
The document discusses human resource management and recruitment. It defines HRM as managing people within an organization by attracting, developing and retaining qualified employees. It discusses the objectives and functions of HRM. It also defines the recruitment process as attracting potential candidates to apply for jobs. It describes different internal and external sources and methods for recruitment, such as job postings, referrals, agencies and advertisements. It discusses the advantages and disadvantages of external recruitment compared to internal recruitment.
Project report on evaluation of recruitment and selection processElina Pari
This document is a project report submitted by a student to fulfill requirements for a Master of Business Administration degree. It evaluates the recruitment and selection process of Bharti Airtel Limited. The report includes an introduction, literature review on recruitment and selection, company profile of Bharti Airtel, research objectives and methodology, data analysis and findings, and recommendations. Key points covered include the sources of recruitment used by Bharti Airtel, both internal and external, as well as the factors considered in their recruitment and selection process.
Human resource project study of recruitment & Selection process in Insurance ...Alok Singh
This document provides information about a study conducted by Nisha Singh on the recruitment and selection process at Aviva Life Insurance in India as part of her MBA program. It includes an introduction outlining the importance of recruitment and selection. The objectives are listed as understanding the recruitment sources, process, and how candidates are selected at Aviva Life Insurance. The document then provides background information on Aviva's history and joint venture in India with Dabur group before detailing the research methodology used, which involved surveys distributed to managers.
Employees Attrition Rate at Gleneagles Global HospitalKoushik
Koushik Dey conducted an internship with the human resources department at Gleneagles Global Hospital in Hyderabad from December 2019 to February 2021. The internship report analyzes the hospital's employee attrition rate over the year 2019. It discusses the hospital's profile, objectives of studying attrition, methodology for data collection, literature review on attrition, monthly and annual attrition data analysis, findings, limitations, and recommendations. The report provides insights into the operations of the hospital's HR department and employee attrition trends observed during the internship period.
The document provides an overview of human resources (HR) management. It discusses the purpose and role of HR in maximizing return on investment in human capital. Key HR functions include recruitment, organizational design, performance management, and training. HR management trends are influenced by both external factors like the economy and internal factors such as organizational culture. The scope of the study is on HR and industrial relations practices at Larsen & Toubro Limited in Kansbahal, India. The objectives are to understand existing HR practices and their impact on employees. Data collection methods include interviews, questionnaires, and document analysis.
Final Project Report on Recruitment & SelectionMdsamim143
The document is a summer training report submitted by Md. Samim for their Master of Business Administration (MBA) program. It discusses their training at Skope Business Ventures Pvt. Ltd., a recruitment firm, where they explored the topic of recruitment and selection processes. The report includes an introduction of the company, acknowledgements, table of contents, and initial chapters covering the objectives of the study and introductions to recruitment, factors affecting recruitment, sources of recruitment, and recruitment policies and philosophies.
This document discusses a project report submitted by Mandeep Singh on the recruitment and selection process at Infowiz Company in Chandigarh, India. It begins by acknowledging those who helped with the project and training. It then provides background on Infowiz, which is an 8-year-old IT company that offers courses in areas like web development, Java, Android, robotics, and more. The report details Infowiz's management team and technical staff. It also outlines the recruitment and selection chapter that analyzes Infowiz's practices in these areas.
This document provides an overview of a summer project report on the recruitment and selection process at Kiriburu Iron Ore Mines. It includes cover page, certification, acknowledgements, table of contents, and introductory chapters outlining the importance of recruitment and selection, objectives of the study, factors affecting recruitment, and the scope and limitations of the study. The document aims to analyze the current recruitment and selection policies and processes at Kiriburu Iron Ore Mines.
This document provides a project report on the recruitment and selection process at Annamalai University. It includes sections on the title, declaration, preface, acknowledgements, executive summary, table of contents, and objectives of the study. The report then discusses the processes of recruitment and selection at the university in detail. It provides information on pre-selection, eligibility requirements, assessment criteria, and the roles of different committees and individuals in the selection process.
The document provides information about human resource management (HRM) including definitions of HRM, its components, nature, scope, importance, evolution, policies, challenges, and trends. It also discusses the differences between personnel management and HRM as well as HRM and strategic HRM. Additionally, it covers topics related to human resource planning such as meaning, importance, job analysis, and future personnel needs. The document appears to be lecture notes on an introduction to HRM course provided by Ms. Pallavi Sharma.
Management The process of getting things done, effectively and efficiently, through and with other people Efficiency Means doing the thing correctly; refers to the relationship between inputs and outputs; seeks to minimize resource costs Effectiveness Means doing the right things; goal attainment
Management The process of getting things done, effectively and efficiently, through and with other people.
Efficiency Means doing the thing correctly; refers to the relationship between inputs and outputs; seeks to minimize resource costs.
Effectiveness Means doing the right things; goal attainment.
This document contains lecture notes on the principles of management. It defines management and discusses its key functions, including planning, organizing, staffing, directing, and controlling. It also covers management processes, characteristics, objectives, levels, and roles. Classical management theories from Taylor, Fayol, and Weber are summarized. Behavioral and modern theories like systems theory are also introduced.
The document discusses organizational behavior (OB) and related concepts. It defines OB as a field that investigates how individuals and groups impact organizational effectiveness and goal achievement. Key contributing disciplines are identified as psychology, sociology, social psychology, and anthropology. Models of OB described include the autocratic, custodial, supportive, and collegial models. The document also covers organizational culture and climate, attitudes, values, and challenges and opportunities in OB like globalization and workforce diversity.
Management Process and Organizational Behaviorcpjcollege
Management
• According to Henri Fayol, "Management is to manage is to forecast and to plan, to organise, to command, to co-ordinate and to control.“ • Mary Parker Follett (1868–1933), defined management as "the art of getting things done through people."
Management
• The act, art, or manner of managing, handling, controlling directing, etc. • Origin: to train (a horse) in his paces; cause to do exercises of the manage • To control the movement or behavior of; handle; manipulate • To have charge of; direct; conduct; administer • To get (a person) to do what one wishes
The document discusses key concepts in management information systems including:
1) It outlines the objectives of the course which are to understand systems approach, the importance of technology, Porter's 5 forces framework, value chain framework, and differentiating between types of systems.
2) It discusses different frameworks for understanding competitive strategy including Porter's 5 forces model and the value chain framework.
3) It provides an overview of different types of information systems like transaction processing systems, office automation systems, and management information systems.
Operations Management • Operations management refers to the administration of business practices to create the highest level of efficiency possible within an organization. It is concerned with converting materials and labor into goods and services as efficiently as possible to maximize the profit of an organization. Operations management teams attempt to balance costs with revenue to achieve the highest net operating profit possible.
Strategic Management
A set of managerial decisions and actions that determines the long-run performance of a corporation. Includes: Internal and external environment scanning Strategy formulation Strategy implementation Evaluation and control.
Organization Behavior ….
Organization Behavior a field of study that investigates how individuals, groups and structure affect and are affected by behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness.
The document is from Chanderprabhu Jain College and discusses various topics related to business studies. It covers definitions of business and what businesses do, different business objectives, the scope of business, and forms of business organization. It also discusses entrepreneurship and the entrepreneurial process, characteristics of entrepreneurs, and sources of business finance. The document appears to be course materials for a second semester business studies class covering various foundational business concepts.
Strategic Management
A set of managerial decisions and actions that determines the long-run performance of a corporation. Includes: Internal and external environment scanning Strategy formulation Strategy implementation Evaluation and control.
UnitManagerial Economics for BbALlB.pptxDrAmitJain13
The document is a lesson plan for a course on Managerial Economics at Chanderprabhu Jain College. It covers several key topics in the introduction to managerial economics, including the circular flow of economic activity, the nature and objectives of firms, profit concepts, and the principal-agent problem. The document provides definitions and explanations of these fundamental economic concepts and how they relate to business decision making. It also outlines the contents to be covered in the unit on the introduction to managerial economics.
The document discusses the business environment and its types. It defines business environment as the set of external forces and factors that affect a business outside of its control. The business environment is categorized into internal environment and external environment. The internal environment includes factors within the firm's control like value systems and management. The external environment includes the micro environment of suppliers, customers, and competitors, as well as the macro environment of economic, political, technological, social, and global conditions.
The document is from Chanderprabhu Jain College and discusses topics related to financial management. It covers definitions of financial management, the scope and decisions involved, objectives like profit and wealth maximization. It also discusses concepts like time value of money, types of interest, valuation of securities, capital structure theories and factors, and working capital management including inventory and receivables.
Management Management covers the planning, control, and administration of the operations of a concern. The top management handles planning; the middle management concentrates on controlling; and the lower management is concerned with actual administration. Information Information, in MIS, means the processed data that helps the management in planning, ontrolling and operations. Data means all the facts arising out of the operations of the concern. Data is processed i.e. recorded, summarized, compared and finally presented to the management in the form of MIS report. System Data is processed into information with the help of a system. A system is made up of inputs, processing, output and feedback or control. Thus MIS means a system for processing data in order to give proper information to the management for performing its functions.
The document is a lecture note on basic concepts of taxation from Chanderprabhu Jain College of Higher Studies & School of Law. It defines key terms like taxes, direct and indirect taxes, income, assessment year, financial year. It distinguishes between capital and revenue receipts and discusses the differences between direct and indirect taxes. It also explains the concepts of application of income versus diversion of income and gives examples. Finally, it provides an overview of the different sections related to assessment under the Income Tax Act.
Socio-Legal Dimensions of Gender (LLB-507 & 509 )cpjcollege
This paper intends to sensitize the students about the changing
dimensions of gender and also familiarizes them with the subtle manifestations of inequality rooted in our society.
The objective of the paper is to apprise the students with the laws relating to marriage, dissolution, matrimonial remedies, adoption, contemporary trends in family institutions in India, in particular the Hindus and Muslims.
Alternative Dispute Resolution (ADR) [LLB -309] cpjcollege
Alternative Dispute Resolution has become the primary means by which cases are resolved now days, especially commercial, business disputes. It has emerged as the preferred method for resolving civil cases, with litigation as a last resort. Alternative Dispute Resolution provides an overview of the statutory, procedural, and case law underlining these processes and their interplay with litigation. A significant theme is the evolving role of
professional ethics for attorneys operating in non-adversarial settings. Clients and courts increasingly express a preference for attorneys who are skilled not only in litigation but in problem-solving, which costs the clients less in terms of time, money and relationship. The law of ADR also provides an introduction to negotiation and mediation theory.
Environmental Studies and Environmental Laws (: LLB -301)cpjcollege
The objective of this paper is to acquaint the students with the environmental issues and the measures taken for its protection along with the norms prevailing at international and national
level
The paper will focus on the civil procedures followed in instituting a suit. The students will be familiarised with certain important concepts and practical skill development activity will provide insights into the actual working of the court procedures.
The objective of this paper is to provide an understanding of basic concepts of Indian Constitution and various organs created by the Constitution and their functions.
The document discusses various topics related to corporate law including types of companies, forms of business organization, shares, debentures, and securities. It provides information on sole proprietorships, partnerships, corporations, limited liability companies (LLCs), and different types of companies such as private companies and public companies. The document also defines key terms like shares, share capital, debentures, debenture bonds, and classifications of company securities.
It is an indispensable complementary part of our legal system without the study of which no advocate is suitably equipped with the basic requisites required to go to the court.
This document provides an overview of key concepts in international relations discussed in a political science class, including:
- Democracy and its key principles such as majority rule, protection of minority rights, and consent of the governed.
- Federalism and its features such as division of powers between central and state/provincial governments.
- The parliamentary system in India and features such as a ceremonial head of state, executive drawn from the legislature, and collective responsibility of ministers.
- Concepts in international relations like power, sovereignty, and the elements and limitations of national power, including international law, morality, and world public opinion.
This paper focuses on various aspects of health care law including the constitutional perspective, obligations, and negligence of medical professionals and remedies available to
consumers of health care.
The object of this paper is to focus on land reforms in India, Constitutional provisions related to land reforms, Land Acquisition, Rehabilitation, and Resettlement Act,2013, Urban Real Estate Development Laws and the Provisions of the Rent Laws under the
Delhi Rent Control Act, 1958.
Business Environment and Ethical Practices (BBA LLB 213 )cpjcollege
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Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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1. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Semester: 2nd Semester
Subject Code: 102
Name of the Subject:
HUMAN CAPITAL MANAGEMENT
2. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
DEFINITION OF HCM
Human Capital Management is defined as the process of
acquiring, training, managing, retaining employees for them to
contribute effectively in the processes of the organization.
Human capital management (HCM) is an approach to
employee staffing that perceives people as assets (human
capital) whose current value can be measured and whose
future value can be enhanced through investment.
3. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Scope Of HCM
Scope
Of HCM
4. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
HRM : Objectives and Functions
5. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Evolution of HRM
Period Development Status Outlook Emphasis Status
1920s to 1930s Beginning Pragmatism of
capitalists
Statutory welfare
paternalism
Clerical
1940s to 1960s Struggling for
recognition
Technical legalistic Introduction
Of Techniques
Administrative
1970s to 1980s Achieving
Sophistication
Professional
Legalistic impersonal
Regulatory, conforming,
imposition of standards
on other function
Managerial
1990s Promising Philosophical Human values,
productivity through
people
Executive
Table: Evolution of HRM in India:
6. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Personnel Management Vs. HRM
• Personnel management is a traditional approach of managing people in the
organization. Human resource management is a modern approach of managing
people and their strengths in the organization.
• Personnel management focuses on personnel administration, employee welfare and
labor relation. Human resource management focuses on acquisition, development,
motivation and maintenance of human resources in the organization.
• Personnel management assumes people as a input for achieving desired output.
Human resource management assumes people as an important and valuable
resource for achieving desired output.
• Under personnel management, personnel function is undertaken for employee's
satisfaction. Under human resource management, administrative function is
undertaken for goal achievement.
Human resource management is the new version of personnel management. There is no
any watertight difference between human resource management and personnel
management. However, there are some differences in the following matters:
7. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Personnel Management Vs. HRM
• Under personnel management, job design is done on the basis of division of labor.
Under human resource management, job design function is done on the basis of
group work/team work.
• Under personnel management, employees are provided with less training and
development opportunities. Under human resource management, employees are
provided with more training and development opportunities.
• Personnel management focuses on increased production and satisfied employees.
Human resource management focuses on effectiveness, culture, productivity and
employee's participation.
• Personnel management is concerned with personnel manager. Human resource
management is concerned with all level of managers from top to bottom.
• Personnel management is a routine function. Human resource management is a
strategic function.
8. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
HUMAN RESOURCE PLANNING
DEFINITION
• It includes the estimation of how many qualified people are
necessary to carry out the assigned activities, how many
people will be available, and what, if anything, must be done
to ensure that personal supply equals personnel demand at the
appropriate point in the future.
• Basically it’s the process by which an organization ensures that
it has the right number & kind of people, at the right place, at
the right time, capable of effectively & efficiently completing
those tasks that will help the organisation achieve its overall
objectives.
9. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
HUMAN RESOURCE PLANNING
MEANING
• In simple words, HRP is understood as the process of
forecasting an organization's future demand for, and
supply of, the right type of people in the right number.
• After this only the HRM department can initiate the
recruitment and selection process
• Its called by manpower planning, personal planning or
employment planning
10. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
IMPORTANCE OF HRP
FUTURE PERSONNEL NEEDS
• Surplus or deficiency in staff strength
• Results in the anomaly of surplus labour with the lack
of top executives
COPING WITH CHANGE
• Enables an enterprise to cope with changes in
competitive forces, markets, technology, products &
government regulations
11. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
CREATING HIGHLY TALENTED PERSONNEL
• HR manager must use his/her ingenuity to attract & retain qualified &
skilled personnel • Succession planning
PROTECTION OF WEAKER SECTIONS
• SC/ST candidates, physically handicapped, children of the socially
disabled & physically oppressed and backward class citizens
INTERNATIONAL STRATEGIES
• Fill key jobs with foreign nationals and reassignment of employees
from within or across national borders
FOUNDATION FOR PERSONNEL FUNCTIONS
• Provides information for designing & implementing recruiting,
selection, personnel movement(transfers, promotions, layoffs) &
training & development
IMPORTANCE OF HRP(Contd.)
12. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Job Analysis
Job Analysis is a process to identify and determine in detail the particular
job duties and requirements and the relative importance of these duties for a
given job. It is a process where judgements are made about data collected
on a job. It is an analysis which is conducted of the Job, not the person.
While Job Analysis data may be collected from incumbents through
interviews or questionnaires, the product of the analysis is a description or
specifications of the job.
Job Analysis consists of Job Description and Job Specification.
Job Description describes the information about the job.
Job Specification specifies information about the skills or qualities
required for doing the job.
13. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Stages in Job Analysis Process
14. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Recruitment
Recruitment is a positive process of searching for prospective employees
and stimulating them to apply for the jobs in the organization. When more
persons apply for jobs then there will be a scope for recruiting better
persons .
Recruitment is a linkage activity bringing together those with jobs and
those seeking jobs. In simple words, recruitment refers to discovering the
source from where potential employees may be selected. The scientific
recruitment process leads to higher productivity, better wages, high morale,
reduction in labour turnover and enhanced reputation. It stimulates people
to apply for jobs; hence it is a positive process.
15. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Sources Of Recruitment
16. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Selection
The Selection is the process of choosing the most suitable
candidate for the vacant position in the organization. In other
words, selection means weeding out unsuitable applicants and
selecting those individuals with prerequisite qualifications and
capabilities to fill the jobs in the organization.
It is a negative process as it rejects as many unqualified
applicants as possible so as to hire the right candidate.
17. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Steps In Selection Process
18. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
What is induction?
• Once an employee is selected and placed on an appropriate
job, the process of familiarizing him with the job and the
organization is known as induction.
• Induction is the process of receiving and welcoming an
employee when he first joins the company and giving him
basic information he needs to settle down quickly and
happily and stars work.
19. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Job Changes
• Mobility of employees from one job to another
through transfer, promotion and demotion is
internal mobility and some employees leave the
organization due to resignation, retirement and
termination is called external mobility. Taking
internal and external together makes job change.
20. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Why job changes emerge?
* Changes in the structure of the organization involving
job redesign, job regrouping etc.
* Changes in technology.
* Changes in political environment.
* Changes in legal policies.
* Fluctuation in volume of work due to expansion,
diversification etc.
* Changes in demand of trade union.
* Changes in the knowledge, skills and values of
employees.
21. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
DEFINE TRAINING
• Training as defined by some experts of the
management as:
• In the words of Dale, I. Beach, “Training is the
organised procedure in which people learn
knowledge and/or skill for definite purpose.”
• According to Jucius, “The term training is used here
to indicate only the process by which the aptitudes,
skill and ability of employee to perform specific jobs
is increased.”
22. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Importance of Training
Increased Productivity
Improvement in Employee Morale
Better Safety
Reduced Supervision
Personal Growth
23. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Types of Training
Job Training Safety Training
Apprenticeship
Training
Internship
Training
Refresher
Training
Promotional
Training
Remedial
Training
24. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Methods Of Training
25. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Training Program Framework
Development
26. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Executive Development
Executive or management development is
a planned, systematic and
continuous process of learning and
growth by which managers develop their
conceptual and analytical abilities to
manage.
27. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Features Of Executive Development
28. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Executive Development Process
29. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Career Planning
Career planning is the ongoing process where
you: Explore your interests and abilities;
Strategically plan your career goals; and.
Create your future work success by designing
learning and action plans to help you achieve
your goals.
30. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Features Of Career Planning
1. It is an ongoing process.
2. It helps individuals develop skills required to fulfill different
career roles.
3. It strengthens work-related activities in the organization.
4. It defines life, career, abilities, and interests of the employees.
5. It can also give professional directions, as they relate to career
goals.
31. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Training & Development
It is any attempt to improve current or future
employee performance by increasing an
employee's ability to perform through
learning, usually by changing the employee's
attitude or increasing his or her skills and
knowledge.
32. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Performance Appraisal
A performance appraisal is a regular review of an
employee's job performance and overall contribution
to a company. Also known as an "annual review,"
"performance review or evaluation," or
"employee appraisal," a performance
appraisal evaluates an employee's skills,
achievements and growth, or lack thereof.
33. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Objective Of Performance Appraisal
• To maintain records in order to determine compensation packages, wage
structure, salaries raises, etc.
• To identify the strengths and weaknesses of employees to place right men
on right job.
• To maintain and assess the potential present in a person for further
growth and development.
• To provide a feedback to employees regarding their performance and
related status.
• To provide a feedback to employees regarding their performance and
related status.
• It serves as a basis for influencing working habits of the employees.
• To review and retain the promotional and other training programmes.
34. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Performance Appraisal Process
35. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Methods of Performance Appraisal
36. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Advantages Of Performance Appraisal
• Promotion: Performance Appraisal helps the supervisors to
chalk out the promotion programmes for efficient
employees. In this regards, inefficient workers can be
dismissed or demoted in case.
• Compensation: Performance Appraisal helps in chalking
out compensation packages for employees. Merit rating is
possible through performance appraisal. Performance
Appraisal tries to give worth to a performance.
Compensation packages which includes bonus, high salary
rates, extra benefits, allowances and pre-requisites are
dependent on performance appraisal. The criteria should
be merit rather than seniority.
37. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Advantages Of Performance Appraisal
• Selection Validation: Performance Appraisal helps the
supervisors to understand the validity and importance of
the selection procedure. The supervisors come to know the
validity and thereby the strengths and weaknesses of
selection procedure. Future changes in selection methods
can be made in this regard.
• Employees Development: The systematic procedure of
performance appraisal helps the supervisors to frame
training policies and programmes. It helps to analyse
strengths and weaknesses of employees so that new jobs
can be designed for efficient employees. It also helps in
framing future development programmes.
38. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Advantages Of Performance Appraisal
• Communication: For an organization, effective communication between
employees and employers is very important. Through performance
appraisal, communication can be sought for in the following ways:
– Through performance appraisal, the employers can understand and accept
skills of subordinates.
– The subordinates can also understand and create a trust and confidence in
superiors.
– It also helps in maintaining cordial and congenial labour management
relationship.
– It develops the spirit of work and boosts the morale of employees.
• Motivation: Performance appraisal serves as a motivation tool. Through
evaluating performance of employees, a person’s efficiency can be
determined if the targets are achieved. This very well motivates a person
for better job and helps him to improve his performance in the future.
39. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Limitations Of Performance Appraisal
1. Bias of Appraiser
2. Ambiguity in Standards
3. Insufficient Evidence
4. Several Qualities Remain Without Appraisal
5. Leniency or Strictness Tenancy
6. Average Rating Problem
7. Influence of Man’s Job
8. Similarity Error.
40. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Compensation
Compensation is the total cash and non-
cash payments that you give to an
employee in exchange for the work they
do for your business. It is typically one of
the biggest expenses for businesses with
employees
41. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Types of Compensation
Base pay (hourly or
salary wages)
Sales commission Overtime wages
Tip income Bonus pay
Recognition or merit
pay
Benefits
(insurances, standard
vacation policy,
retirement)
Stock options
Other non-cash
benefits
42. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Job Evaluation
Job evaluation is the rating of jobs in an
organisation. This is the process of
establishing the value or worth of jobs in a job
hierarchy. It attempts to compare the relative
intrinsic value or worth of jobs within an
organisation. Thus, job evaluation is a
comparative process.
43. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Objectives Of Job Evaluation
• Provide a standard procedure for determining the relative worth of
each job in a plant.
• Determine equitable wage differentials between different jobs in
the organization.
• Eliminate wage inequalities.
• Ensure that like wages are paid to all qualified employees for like
work.
• Form a basis for fixing incentives and different bonus plans.
• Serve as a useful reference for setting individual grievances
regarding wage rates.
• Provide information for work organization, employees’ selection,
placement, training and numerous other similar problems.
• Provide a benchmark for making career planning for the employees
in the organization.
44. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Procedure of job evaluation:
45. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Components of Employee
Compensation:
46. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
• Basic Compensation: Basic compensation
refers to the basic pay of an employee which is
usually expressed in terms of a pay scale e.g.
5,000-200-10,000- 500 -20000 etc.
• Supplementary Compensation:
Supplementary compensation refers to
payment of allowances and provision of perks
or perquisites. Allowances refers to amounts
of money which are given to employees
regularly for particular purposes
47. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Social Security System in India
• India’s social security system is composed of a
number of schemes and programs spread
throughout a variety of laws and regulations.
Keep in mind, however, that the government-
controlled social security system in India
applies to only a small portion of the
population.
48. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
India’s social security schemes cover the
following types of social insurances:
Pension
Health Insurance and Medical
Benefit
Disability Benefit
Maternity Benefit
Gratuity
49. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Employee Grievance Procedure
Timely Action:
Accepting the Grievance:
Identifying the Problem
Collecting the Facts
Analysing the cause of the Grievance
Taking Decision
Implementing the Decision
50. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
HRM vs Strategic HRM
HRM
• Human resource management
(HRM) implies the governance of
manpower of the organization in a
thorough and structured manner.
• Responsibility lies with Staff
specialist
• Fragmented Approach
• Concerned with employee
relations
SHRM
• SHRM is a managerial function
which implies framing of HR
strategies in such a way to direct
employees efforts towards the
goals of organization.
• Responsibility lies withLine
manager
• Integrated Approach
• Concerned with internal and
external relations
51. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
CONTINUED….
• Short term
• Follows change
• Stringent control over
employees
• Long term
• Initiates change
• It exhibits leniency.
52. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Emotional quotient
Emotional intelligence (EI), also known
as Emotional quotient (EQ) and Emotional
Intelligence Quotient (EIQ), is the capability of
individuals to recognize their own emotions and
those of others, discern between different
feelings and label them appropriately, use
emotional information to guide thinking and
behavior, and manage and/or adjust emotions
to adapt to environments or achieve one's goal.
53. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Mentoring
Mentoring is the Employee training system
under which a senior or more experienced
person (the mentor) is assigned to act as an
advisor, counselor, or guide to a junior or
trainee. The mentor is responsible for
providing support to, and feedback on, the
person in his or her charge.
54. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Employee Stock Ownership Plan (ESOP)
An employee stock ownership plan (ESOP) is an employee-
owner program that provides a company's workforce with an
ownership interest in the company. In an ESOP, companies
provide their employees with stock ownership, often at no
upfront cost to the employees. ESOP shares, however, are
part of employees' remuneration for work performed. Shares
are allocated to employees and may be held in an ESOP
trust until the employee retires or leaves the company. The
shares are then either bought back by the company for
redistribution or voided.
55. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Flextime
Flextime is a flexible hours schedule that allows
workers to alter workday start and finish times.
flextime typically involves a "core" period of the day
during which employees are required to be at work
(e.g., between 11 a.m. and 3 p.m.), and a
"bandwidth" period within which all required hours
must be worked (e.g., between 5:30 a.m. and
7:30 p.m.)
56. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Quality Circle
A quality circle or quality control circle is a group
of workers who do the same or similar work, who
meet regularly to identify, analyze and solve work-
related problems. Normally small in size, the group is
usually led by a supervisor or manager and presents
its solutions to management; where possible, workers
implement the solutions themselves in order to
improve the performance of the organization and
motivate employees.
57. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Kaizen
• Kaizen, also known as continuous improvement, is a long-
term approach to work that systematically seeks to achieve
small, incremental changes in processes in order to improve
efficiency and quality.
• Good processes bring good results
• Go see for yourself to grasp the current situation
• Speak with data, manage by facts
• Take action to contain and correct root causes of problems
• Work as a team
• Kaizen is everybody’s business
58. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Total Quality Management (TQM)
TQM describes a management approach to long–term
success through customer satisfaction. In a TQM effort, all
members of an organization participate in improving
processes, products, services, and the culture in which they
work. Total quality management (TQM) consists of
organization-wide efforts to install and make permanent a
climate in which an organization continuously improves its
ability to deliver high-quality products and services to
customers.
59. Chanderprabhu Jain College of Higher Studies & School of Law
Plot No. OCF, Sector A-8, Narela, New Delhi – 110040
(Affiliated to Guru Gobind Singh Indraprastha University and Approved by Govt of NCT of Delhi & Bar Council of India)
Six Sigma
Six Sigma (6σ) is a set of techniques and tools for process
improvement. It was introduced by engineer Bill Smith while
working at Motorola in 1986.[ Jack Welch made it central to
his business strategy at General Electric in 1995.
It seeks to improve the quality of the output of a process by
identifying and removing the causes of defects and
minimizing variability in manufacturing and business
processes. It uses a set of quality management methods,
mainly statistical methods, and creates a special
infrastructure of people within the organization who are
experts in these methods.