The document discusses the key aspects and functions of a Human Resource Information System (HRIS). An HRIS is a software system that collects, stores, manages, and analyzes employee data. It discusses the main goals of an HRIS which are to provide the right information to the right person at the right time efficiently and securely. An HRIS typically includes subsystems for recruitment, training, payroll, performance reviews, and other HR functions. It also discusses best practices for implementing an HRIS such as planning the system, organizing information flow, and getting feedback.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
Human resource development – Definition
Introduction
Origin of HR – Phases ( early – eighth )
History about the term HR
History about the term HR in India
How different is personal management from HR management
Evolution of HRD in chronological sequence
HR functions in organisations from 1920-1970s
Later arrival of HRM in India
Problems with current HR practises in India
How come the current HR practises in India should be
Importance of HR development in India
Past, present and future
Conclusion
Bibliography
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
Human resource development – Definition
Introduction
Origin of HR – Phases ( early – eighth )
History about the term HR
History about the term HR in India
How different is personal management from HR management
Evolution of HRD in chronological sequence
HR functions in organisations from 1920-1970s
Later arrival of HRM in India
Problems with current HR practises in India
How come the current HR practises in India should be
Importance of HR development in India
Past, present and future
Conclusion
Bibliography
Organizations nowadays are expanding both regionally and internationally, and have to adopt to new ways of working, especially field-work requires enormous flexibility and mobility from employees. Thus, this has created difficulties for companies to gather employees together in order to train, develop and communicate at the same time. E-learning may be the solution for this problem.
By enhancing knowledge skills and know-how to employees, where in particular the employee has control over and personally customized whether what, when, where and how he/she learns.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
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A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
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Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
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• Four (4) workplace discipline methods you should consider
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2. The Human Resource Information System
(HRIS) is a software or online solution for the
data entry, data tracking, and data
information needs of the Human Resources,
payroll management, and accounting
functions within a business.
3. Human Resource Information System is a
system designed to supply information
required for effective management of an
organisation.
Any organisation is managed by taking various
decisions at its various decisions at the
Various level of its management hierarchy is
needed to take these decisions.
4. Therefore,desigining of an effective
Information System is vital for the efficient
working of an Organisation.
HRIS is designed to supply information
required for effective management of human
resources in an organisation.
5. A computerised HRIS is designed to monitor
,control and influence the movement of people
from the time they join the organisation till the
time they separte from the organisation.HRIS is
very vast and it include the following sub-
systems:-
1.Recruitment sub-system information
2.Manpower planning Sub-system Information
3.Personnel Administration Sub-system
Information
4.Training Information Sub-system
5.Maintenance Sub-system Information
6. Appraisal Sub-system Information
7. 1.To make the desired information available in
the right form to the right person and at the
right time.
2.To supply the desired information at a
reasonable cost.
3.To use the most efficient method of
processing
data.
8. 4.To provide necessary security and secrecy for
important and/or confidential information.
5.To keep the information up-to-date.
9. It can be brodaly classified into two processes:-
1.Data Collection-who should collect what data
and in what form and how often?the nature and
form of data will vary from organisation to
organisation depending upon its objectives. After
collection of data,the irrelevant data should be
filtered out and the relevant data should be
properly classified and tabulated so that it can be
used easily when needed.
10. 2.Data Management-It involves the following
sub-system:-
Data Management-A goodd data
management system involves editing the
data.
Processing Operations viz,classifying,
,analysing ,summarising and editing the data.
Storage of data viz,indexing,coding and filing
of information.
11. Retrieval of data, whenever required.
Evaluationi .e, judging the usefullness of
information in terms of its relevance and
accuracy.
Dissemination i.e,providing the required data
in the right form at the right time.
12. It consists of the following steps:-
1.Planning of system-It requires the
identification of objectives of the system.This
further requires a clear formulation of
objectives of the organisation,spelling out of
the activities required to be carried out,work
relationships,work patterns.
13. 2.Organising Flow of Information-The system
designer should study what is the prevailing
flow of information and compare it with what
should be flow of information.It based on
following premises:-
The managers need the information he wants
for decision making.
Better communication between manager will
improve organisational performance.
14. 3.Implementation-This phase deals with the
fitting in HRIS into the organisation
structure.The varipous alternative available in
this connection are:-
The old information flow may be allowed to
continue as it ia ang new system may be
installed to meet the requirement of the new
operation.
15. The manager needs the information he wants
for decision making.
If a manager has the information he
needs,,the decision-making will improve.
Better communication between managers will
improve organisational performance.
A manager does not have to understood how
his information system works,only how to use
it.
16. The old system may be scrapped completely and
supplanted by the new one.
Phasing the installation of the new system and
scrapping the old one.
4.Feedback-The regular feedback regarding the
actual functioning of the HRIS is a must for the
designers to fill up the gap between its planning
and implementation.Hence the system should be
continously reviewed in the light of changes in
the environment both within the organisation and
outside the organisation.
17. 1.Job Description-Produce printouts that
describes jobs according to user specifications
and information input into the system. As a
minimum job description includes job title,
purpose, duties and responsibilities, the
computer program should allow the authorised
users to update and reformat job descriptions.
18. 2.HR Planning-Forecast demands for key jobs
as well as employees turnover and patterns of
inter-organisational mobility.
3.Staffing-Address recruitment,selection and
placement functions and can include
thefollowing modules:-
Applicant tracking
Job posting
Job requirements analysis
19. Job person matching
4.Succession Planning-Report information on
the avalaibility if competent candidates for
key positions.It can help in identifying
candidates for each key positions and the
development needs of candidates where they
fall short of the requirements for a target job.
5.Training and Development-It includes the
following:-
20. Carrer planning.
Development needs analysis.
Development advisor.
6.Performance Appraisal-Help managers direct
employees to achieve organisational goals
and develop their competencies.It includes
the following:-
Performance assessments
21. Goals accomplishments
Reward management
7.Job Evaluation-Computer assisted job
evaluation system helps managers determine
job evaluation points or classification levels
and job hierarchies.
8.Compensation-Track, analyse and report
compensation information on pay grade
structures,merit guidelines,support
salarybudgeting.