Human resource management
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This presentation provides the definition of Human Resource management, recruitment and challenges of HRM in the public sector in Kenya
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human resource management
The document provides an introduction to human resource management, covering key topics such as:
- The definition and functions of HRM including planning, staffing, and compensation management.
- The history of HRM approaches from scientific management to human resources.
- Emerging roles of HRM such as creating competitive advantage and human resource accounting.
- Challenges for HR professionals like improving productivity and adapting to workforce changes.
Hrm class ppt
Here are the key points about HR policies:
- HR policies provide guidelines for employees and managers to ensure fair and consistent treatment of employees.
- The main goal of HR policies is to create a productive, compliant and engaging work environment.
- Common types of HR policies include those related to recruitment, employment status, benefits, compensation, conduct, workplace guidelines and the use of technology.
- Well-documented policies help create organizational structure and ensure legal compliance. They communicate management's intentions and expectations.
- Consistent application of policies promotes fairness and reduces potential legal issues.
So in summary, HR policies establish standards and procedures to direct HR activities and regulate employee conduct in support of the organization's objectives.
Define HRM? Why it is important for an organization.
Explain why human resource management is important to an organization? How external influences affect human resource management . Explain environmental factors affecting human resource management.
Hrm basic principles
The document discusses the key aspects of human resource management (HRM). It defines HRM as concerned with acquiring employee services, developing their skills, motivating high performance, and ensuring commitment. The main HRM activities are described as acquisition, development, motivating, and maintenance of employees. Acquisition involves recruitment and selection based on needs. Development focuses on skills and capabilities. Motivation covers job satisfaction, performance reviews, and recognition. Maintenance concerns working conditions and commitment to organizational goals. The objectives of HRM are to recruit and develop human capital, increase skills and capabilities, and ensure efficient administration.
Human resource management
The document provides an overview of key concepts in human resource management including defining HRM functions, the scope of HRM, HRM objectives from societal, organizational, and personal perspectives, and common HRM activities like recruitment, selection, training, and development. It also discusses integrating HRM strategy with business strategy and analyzing work and job design. Finally, it covers topics like human resource planning, recruiting human resources, and analyzing and designing jobs.
Chapter 1 Strategic HRM
The document discusses the evolving strategic role of human resource management in organizations. It outlines how HR is increasingly seen as a critical strategic partner rather than just handling clerical tasks. It emphasizes that people are the most important resource and how properly managing them can help organizations achieve extraordinary results and meet their goals. Finally, it discusses the importance of HR for attracting and retaining talent, developing employees, and helping organizations gain competitive advantage.
Human resource management ppt 2
This document provides an overview of human resource management (HRM). It defines HRM as the process of acquiring, retaining, terminating, developing and using human resources to achieve organizational objectives. The document outlines the meaning, definitions, objectives, nature, features, importance, process, recent trends, roles, duties, scope and functions of HRM. It also discusses the qualifications needed for a human resource manager.
Brief introduction on human resource management
This document provides a brief introduction to human resource management (HRM). It defines HRM and discusses its evolution from personnel management. Key points include:
- HRM is the management of organizational human resources, including activities like recruitment, training, performance evaluation, and compensation.
- HRM has evolved from a focus on administration and rules to developing employee potential through training and motivation.
- The role of the HR manager is now more challenging and specialized, requiring management of strategic HRM processes like planning, development and industrial relations.
- The recruitment and selection process involves activities from job analysis and descriptions to attracting applicants, screening, interviewing and hiring. Compensation includes both monetary pay packages and non
Recommended
human resource management
The document provides an introduction to human resource management, covering key topics such as:
- The definition and functions of HRM including planning, staffing, and compensation management.
- The history of HRM approaches from scientific management to human resources.
- Emerging roles of HRM such as creating competitive advantage and human resource accounting.
- Challenges for HR professionals like improving productivity and adapting to workforce changes.
Hrm class ppt
Here are the key points about HR policies:
- HR policies provide guidelines for employees and managers to ensure fair and consistent treatment of employees.
- The main goal of HR policies is to create a productive, compliant and engaging work environment.
- Common types of HR policies include those related to recruitment, employment status, benefits, compensation, conduct, workplace guidelines and the use of technology.
- Well-documented policies help create organizational structure and ensure legal compliance. They communicate management's intentions and expectations.
- Consistent application of policies promotes fairness and reduces potential legal issues.
So in summary, HR policies establish standards and procedures to direct HR activities and regulate employee conduct in support of the organization's objectives.
Define HRM? Why it is important for an organization.
Explain why human resource management is important to an organization? How external influences affect human resource management . Explain environmental factors affecting human resource management.
Hrm basic principles
The document discusses the key aspects of human resource management (HRM). It defines HRM as concerned with acquiring employee services, developing their skills, motivating high performance, and ensuring commitment. The main HRM activities are described as acquisition, development, motivating, and maintenance of employees. Acquisition involves recruitment and selection based on needs. Development focuses on skills and capabilities. Motivation covers job satisfaction, performance reviews, and recognition. Maintenance concerns working conditions and commitment to organizational goals. The objectives of HRM are to recruit and develop human capital, increase skills and capabilities, and ensure efficient administration.
Human resource management
The document provides an overview of key concepts in human resource management including defining HRM functions, the scope of HRM, HRM objectives from societal, organizational, and personal perspectives, and common HRM activities like recruitment, selection, training, and development. It also discusses integrating HRM strategy with business strategy and analyzing work and job design. Finally, it covers topics like human resource planning, recruiting human resources, and analyzing and designing jobs.
Chapter 1 Strategic HRM
The document discusses the evolving strategic role of human resource management in organizations. It outlines how HR is increasingly seen as a critical strategic partner rather than just handling clerical tasks. It emphasizes that people are the most important resource and how properly managing them can help organizations achieve extraordinary results and meet their goals. Finally, it discusses the importance of HR for attracting and retaining talent, developing employees, and helping organizations gain competitive advantage.
Human resource management ppt 2
This document provides an overview of human resource management (HRM). It defines HRM as the process of acquiring, retaining, terminating, developing and using human resources to achieve organizational objectives. The document outlines the meaning, definitions, objectives, nature, features, importance, process, recent trends, roles, duties, scope and functions of HRM. It also discusses the qualifications needed for a human resource manager.
Brief introduction on human resource management
This document provides a brief introduction to human resource management (HRM). It defines HRM and discusses its evolution from personnel management. Key points include:
- HRM is the management of organizational human resources, including activities like recruitment, training, performance evaluation, and compensation.
- HRM has evolved from a focus on administration and rules to developing employee potential through training and motivation.
- The role of the HR manager is now more challenging and specialized, requiring management of strategic HRM processes like planning, development and industrial relations.
- The recruitment and selection process involves activities from job analysis and descriptions to attracting applicants, screening, interviewing and hiring. Compensation includes both monetary pay packages and non
Strategic Human Resource Management
This document discusses various perspectives on strategy and strategic human resource management. It provides definitions of strategy from several scholars, such as Mintzberg, Quinn and Purcell. It also defines strategic management and strategic HRM. The document outlines different types of strategies, including business, operations and resource strategies. It discusses the role of HR in strategy formulation and implementation. Finally, it presents models of strategic HRM and discusses advantages and disadvantages of taking a strategic approach to HRM.
Hrm chp 2
This document provides an overview of key concepts in human resource management. It discusses the primary functions of management as planning, organizing, leading, and controlling. It then explains that HRM is important for an organization because the role of HR managers has expanded, legislation places new requirements on employers, jobs have become more technical, and global competition demands increased productivity. The rest of the document outlines the main functions of HRM like staffing, training, motivation, and maintenance as well as how external factors influence HRM.
Introduction to hrm 2
Human resource management deals with managing an organization's employees or human resources. The objectives of HRM are to improve employee morale and performance to accomplish organizational goals, recognize individual needs through adequate compensation and benefits, and develop a quality work environment. HRM is important for attracting and retaining talent, developing employee skills, motivating workers, utilizing resources effectively, and maintaining good employee relations. Some of the key challenges faced by HR managers include a changing workforce, globalization, quality improvement demands, and adapting to changing employee expectations.
Basic of Human Resource Management
Human Resource Management involves four main processes: planning, attracting, developing, and retaining human resources or employees. Planning involves strategic HR planning and job design. Attracting involves recruiting and selecting candidates from internal and external pools. Developing involves orientation, training, performance appraisal, and development. Retaining involves compensation, labor relations, maintenance through career counseling and health programs, and separation procedures.
Introduction to human resource management
The document provides an introduction to human resource management. It discusses key points such as the definition of HRM, the history and evolution of HRM approaches, functions of HRM including strategic and operational functions, emerging roles of HRM, and challenges faced by HR professionals. Organizational structure and its relationship to HRM is also examined, including differences between formal and informal organizations as well as line and staff functions. The roles of HR executives are outlined.
Hr audit
This document provides an overview of conducting an HR audit. It begins with an introduction on the importance of measuring HR practices and programs. It then outlines the typical agenda covered in an HR audit, including challenges for the HR department, purposes and objectives of an audit, benefits, frequency, principles, types of audits, scope, measures, standards, and the tasks of auditors.
The document delves into the various phases of an HR audit process - the foundational/initiation phase which involves planning and set up, the assessment phase which involves analyzing policies and practices against criteria, and the concluding/reporting phase which involves preparing and presenting an audit report with findings and recommendations. Key aspects like developing checklists, formulating
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My Presentation on HRM
This document provides an overview of human resource management (HRM). It defines HRM and discusses its importance and strategic role in organizations. The document outlines key milestones in the development of HRM and describes the main components of the HRM process. It also discusses how organizations can build human capital through training, talent management, and performance evaluation. The conclusion emphasizes that HRM involves acquiring and developing employees to support organizational goals.
Human Resource
The document discusses key aspects of human resource management. It describes the core functions of HRM as planning, attracting, developing, and retaining human resources. For each function, it provides details on related processes like recruitment, selection, training, performance appraisal, compensation, and separation. Additionally, it discusses the objectives of HR planning, components of an HRM system, and emerging trends in the field of human resource management. The document serves as an overview of the important concepts in HRM.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
Hr With Business Strategy 1
The document discusses the evolution of human resource management from an administrative function to a strategic partner aligned with business strategy. It emphasizes that people are the most valuable resource for organizations and that viewing HR as an investment rather than expense can increase business performance. Finally, it outlines the key roles and priorities of strategic HR in partnering with business leaders to ensure the organization has the right talent and culture to achieve its goals.
Introduction to Human Resources Management
The document provides an introduction to human resource management (HRM). It defines HRM and distinguishes it from personnel management. Key differences include that HRM is more modern, encompasses more functions like planning, recruiting, training, and performance evaluation, and takes a more strategic approach compared to the administrative focus of personnel management. The document also outlines the evolution of HRM from early systems like the guild system to more modern approaches incorporating scientific management and industrial psychology. It discusses the objectives and roles of HRM professionals and departments in organizations. Finally, it introduces some challenges facing HRM like diversity, technology changes, and government regulations.
Human resource-management
This document provides an introduction to the syllabus of a course on human resource management. It outlines the key topics to be covered, including acquiring human resources through recruitment and selection, developing human resources through training and career development, enhancing performance through reward systems and ensuring health and safety, and managing employee separation. It also lists the required textbooks and reference books for the course. The evaluation scheme includes components like mid-term examinations, quizzes, assignments, class participation and their respective weightages.
Human resource management-chapter 2
Strategic human resource management involves using employees to gain a competitive advantage. Core competencies are unique capabilities that create value, such as organizational culture, productivity, and quality products/services. Human resource planning involves forecasting supply and demand of human resources based on the organization's strategic plan. Effectiveness is assessed using metrics like costs, turnover, and benchmarks compared to best practices. HR information systems integrate data for decision-making.
introduction to Human Resource Management
The document provides an overview of human resource management and human resource planning. It discusses key topics such as the importance of human resources, objectives of HRM, the process of human resource planning, and factors involved in environmental scanning as part of HR planning. The key points covered are:
1) HRM involves policies and practices for recruiting, selecting, training and rewarding employees.
2) The objectives of HRM include taking care of employee work life, acting as a liaison between management and employees, and offering training to develop skills.
3) Human resource planning is a process that identifies future HR needs based on organizational objectives and manages changes in the internal and external environment.
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This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
HR Functions
This document discusses the key functions of human resource management: staffing, human resource development, motivation and evaluation, employee provisions, and industrial relations. It provides details on the processes involved in each function, such as human resource planning, job analysis, recruitment, selection, training, performance management, and health and safety. The functions are interrelated and affect each other. The goal of human resource management is to utilize people effectively to achieve organizational objectives.
Human Resource Management
This document defines human resource management and outlines its objectives and scope. It provides definitions of HRM from several experts, emphasizing that HRM involves planning, organizing, and managing all aspects of human resources to help organizations and individuals accomplish their goals. The objectives of HRM are described as acting as a liaison between management and employees, enhancing employee work life and skills through training, and creating motivational benefit schemes. Finally, the scope of HRM is outlined as including manpower planning, recruitment, compensation, welfare programs, and industrial relations.
Intro to hr audit
An HR audit reviews an organization's implementation of policies and procedures to ensure compliance with employment laws, identify liabilities, implement best practices, and educate managers. It evaluates personnel activities across divisions or the entire company. The audit provides feedback on operating managers, HR specialists, and how well managers are meeting HR duties. It is an overall quality check on HR activities and how they support organizational strategy. Benefits include identifying the HR department's contributions, improving professionalism, clarifying duties, and finding critical personnel issues. Conducting audits helps ensure compliance, improve practices, train managers, prepare for potential audits or litigation, and correct errors.
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The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
Human resource development in Public Sector ppt
This document discusses the role of human resource development (HRD) in the public sector in India. It provides background on the definition of HRD and its importance for organizational growth, developing employee potential, and improving work culture. The document then outlines some major HRD mechanisms like performance appraisal, career planning, training, potential appraisal, rewards, and welfare programs. It also discusses some issues in public sector HRD and how the field has evolved from the 1970s-1980s to the present day.
Human Resource Management In Media And Advertising
This document discusses human resource management challenges in the media and advertising industries. It notes that these industries encourage creativity and innovation over rigid rules and processes. As such, they require a more flexible organizational structure with high autonomy for employees. Some unique HR challenges include recognizing and developing creative talent, providing cultural and on-the-job training, and using compensation and motivation strategies tailored to these industries. Examples mentioned include internship programs, awards for self-development, and maintaining a comfortable work environment to foster creativity.
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Strategic Human Resource Management
This document discusses various perspectives on strategy and strategic human resource management. It provides definitions of strategy from several scholars, such as Mintzberg, Quinn and Purcell. It also defines strategic management and strategic HRM. The document outlines different types of strategies, including business, operations and resource strategies. It discusses the role of HR in strategy formulation and implementation. Finally, it presents models of strategic HRM and discusses advantages and disadvantages of taking a strategic approach to HRM.
Hrm chp 2
This document provides an overview of key concepts in human resource management. It discusses the primary functions of management as planning, organizing, leading, and controlling. It then explains that HRM is important for an organization because the role of HR managers has expanded, legislation places new requirements on employers, jobs have become more technical, and global competition demands increased productivity. The rest of the document outlines the main functions of HRM like staffing, training, motivation, and maintenance as well as how external factors influence HRM.
Introduction to hrm 2
Human resource management deals with managing an organization's employees or human resources. The objectives of HRM are to improve employee morale and performance to accomplish organizational goals, recognize individual needs through adequate compensation and benefits, and develop a quality work environment. HRM is important for attracting and retaining talent, developing employee skills, motivating workers, utilizing resources effectively, and maintaining good employee relations. Some of the key challenges faced by HR managers include a changing workforce, globalization, quality improvement demands, and adapting to changing employee expectations.
Basic of Human Resource Management
Human Resource Management involves four main processes: planning, attracting, developing, and retaining human resources or employees. Planning involves strategic HR planning and job design. Attracting involves recruiting and selecting candidates from internal and external pools. Developing involves orientation, training, performance appraisal, and development. Retaining involves compensation, labor relations, maintenance through career counseling and health programs, and separation procedures.
Introduction to human resource management
The document provides an introduction to human resource management. It discusses key points such as the definition of HRM, the history and evolution of HRM approaches, functions of HRM including strategic and operational functions, emerging roles of HRM, and challenges faced by HR professionals. Organizational structure and its relationship to HRM is also examined, including differences between formal and informal organizations as well as line and staff functions. The roles of HR executives are outlined.
Hr audit
This document provides an overview of conducting an HR audit. It begins with an introduction on the importance of measuring HR practices and programs. It then outlines the typical agenda covered in an HR audit, including challenges for the HR department, purposes and objectives of an audit, benefits, frequency, principles, types of audits, scope, measures, standards, and the tasks of auditors.
The document delves into the various phases of an HR audit process - the foundational/initiation phase which involves planning and set up, the assessment phase which involves analyzing policies and practices against criteria, and the concluding/reporting phase which involves preparing and presenting an audit report with findings and recommendations. Key aspects like developing checklists, formulating
Strategic human resource management and strategic management process
This document discusses strategic human resource management and the strategic management process. It defines strategic human resource management as organizational systems designed to achieve competitive advantage through people. The strategic management process focuses on developing organizational strategies and involves environmental scanning, strategy formulation, implementation, and evaluation/control. Environmental scanning monitors internal/external factors. Strategy formulation develops long-term plans. Implementation executes selected strategies. Evaluation assesses performance and controls the process. The document provides details on each step and importance/limitations of strategic management.
My Presentation on HRM
This document provides an overview of human resource management (HRM). It defines HRM and discusses its importance and strategic role in organizations. The document outlines key milestones in the development of HRM and describes the main components of the HRM process. It also discusses how organizations can build human capital through training, talent management, and performance evaluation. The conclusion emphasizes that HRM involves acquiring and developing employees to support organizational goals.
Human Resource
The document discusses key aspects of human resource management. It describes the core functions of HRM as planning, attracting, developing, and retaining human resources. For each function, it provides details on related processes like recruitment, selection, training, performance appraisal, compensation, and separation. Additionally, it discusses the objectives of HR planning, components of an HRM system, and emerging trends in the field of human resource management. The document serves as an overview of the important concepts in HRM.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
Hr With Business Strategy 1
The document discusses the evolution of human resource management from an administrative function to a strategic partner aligned with business strategy. It emphasizes that people are the most valuable resource for organizations and that viewing HR as an investment rather than expense can increase business performance. Finally, it outlines the key roles and priorities of strategic HR in partnering with business leaders to ensure the organization has the right talent and culture to achieve its goals.
Introduction to Human Resources Management
The document provides an introduction to human resource management (HRM). It defines HRM and distinguishes it from personnel management. Key differences include that HRM is more modern, encompasses more functions like planning, recruiting, training, and performance evaluation, and takes a more strategic approach compared to the administrative focus of personnel management. The document also outlines the evolution of HRM from early systems like the guild system to more modern approaches incorporating scientific management and industrial psychology. It discusses the objectives and roles of HRM professionals and departments in organizations. Finally, it introduces some challenges facing HRM like diversity, technology changes, and government regulations.
Human resource-management
This document provides an introduction to the syllabus of a course on human resource management. It outlines the key topics to be covered, including acquiring human resources through recruitment and selection, developing human resources through training and career development, enhancing performance through reward systems and ensuring health and safety, and managing employee separation. It also lists the required textbooks and reference books for the course. The evaluation scheme includes components like mid-term examinations, quizzes, assignments, class participation and their respective weightages.
Human resource management-chapter 2
Strategic human resource management involves using employees to gain a competitive advantage. Core competencies are unique capabilities that create value, such as organizational culture, productivity, and quality products/services. Human resource planning involves forecasting supply and demand of human resources based on the organization's strategic plan. Effectiveness is assessed using metrics like costs, turnover, and benchmarks compared to best practices. HR information systems integrate data for decision-making.
introduction to Human Resource Management
The document provides an overview of human resource management and human resource planning. It discusses key topics such as the importance of human resources, objectives of HRM, the process of human resource planning, and factors involved in environmental scanning as part of HR planning. The key points covered are:
1) HRM involves policies and practices for recruiting, selecting, training and rewarding employees.
2) The objectives of HRM include taking care of employee work life, acting as a liaison between management and employees, and offering training to develop skills.
3) Human resource planning is a process that identifies future HR needs based on organizational objectives and manages changes in the internal and external environment.
Human Resource Planning | Forecasting | HR Demand & HR Supply | Recruitment &...
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
HR Functions
This document discusses the key functions of human resource management: staffing, human resource development, motivation and evaluation, employee provisions, and industrial relations. It provides details on the processes involved in each function, such as human resource planning, job analysis, recruitment, selection, training, performance management, and health and safety. The functions are interrelated and affect each other. The goal of human resource management is to utilize people effectively to achieve organizational objectives.
Human Resource Management
This document defines human resource management and outlines its objectives and scope. It provides definitions of HRM from several experts, emphasizing that HRM involves planning, organizing, and managing all aspects of human resources to help organizations and individuals accomplish their goals. The objectives of HRM are described as acting as a liaison between management and employees, enhancing employee work life and skills through training, and creating motivational benefit schemes. Finally, the scope of HRM is outlined as including manpower planning, recruitment, compensation, welfare programs, and industrial relations.
Intro to hr audit
An HR audit reviews an organization's implementation of policies and procedures to ensure compliance with employment laws, identify liabilities, implement best practices, and educate managers. It evaluates personnel activities across divisions or the entire company. The audit provides feedback on operating managers, HR specialists, and how well managers are meeting HR duties. It is an overall quality check on HR activities and how they support organizational strategy. Benefits include identifying the HR department's contributions, improving professionalism, clarifying duties, and finding critical personnel issues. Conducting audits helps ensure compliance, improve practices, train managers, prepare for potential audits or litigation, and correct errors.
Human resource Planning - introduction
The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
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Hrm
This document discusses human resource management (HRM). It begins by outlining some of the challenges faced by organizations that impact HRM, such as global competitiveness, workforce diversity, and technology changes. It then defines HRM as planning, organizing, directing, and controlling human resources to help organizations and individuals meet their objectives. The document outlines the evolution, nature, scope, objectives, functions, influencing factors, and futuristic vision of HRM. It concludes by stating that HRM should be linked to strategic goals and objectives to improve business performance and develop flexible organizational cultures.
Human resorce management ppt
Human resource management (HRM) involves effectively utilizing a company's workforce to improve organizational performance. HRM procures, develops, and maintains competent employees to help the organization achieve its goals efficiently. HRM has evolved from focusing on employee welfare and administration to becoming a strategic business partner. The scope of HRM is broad, encompassing activities from hiring to retirement that impact an employee's working life. Key HRM functions include recruitment, selection, training, performance management, compensation, and motivating employees.
Introduction to Human Resource Management Evolution, Objective, Nature, Philo...
Introduction to Human Resource Management Evolution, Objective, Nature, Philo...Rai University Ahmedabad
Human resource management has evolved over three periods: (1) before the industrial revolution when apprentices assisted craftspeople, (2) during the industrial revolution when personnel management emerged to handle worker wages and unions, and (3) after the industrial revolution when scientific management and studies like Hawthorne shifted the focus to worker satisfaction and treating employees as a valuable resource. Modern HRM aims to maximize employee performance for business objectives through policies and development activities like recruitment, benefits, training, and performance reviews. human resource management for construction projects
Human resource management is important for construction projects. It involves three major processes: organizational planning, staff acquisition, and team development. Organizational planning identifies project roles and responsibilities. Staff acquisition ensures needed labor resources are available. Team development enhances stakeholders' abilities to contribute and maintain a functional team through training and team-building activities. Project managers must balance responsibilities to functional managers and the project. Conflicts can arise from competing schedules, priorities, and resources, so leadership and communication are important.
Social Security Measures & Welfare State: A brief overview
This slide deck explores the basics of the concept of Social Security & Welfare State, complex web of welfare schemes in India & few comparisons with other countries.
This presentation was made for the course "Public Finance: Theory & Policies" (ECON F34) taught at BITS Pilani.
Chapter 3 human resource recruitment
The document discusses various methods for human resource recruitment. It identifies the internal and external sources for candidates and describes different recruitment methods like job posting, word-of-mouth, advertising, walk-ins, campus recruitment, job fairs, government agencies, radio/television, and the internet. Guidelines are provided for implementing different recruitment methods effectively and addressing potential issues.
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The document discusses challenges facing HR processes and the need for transformation. It promotes transforming HR processes using Oracle HCM Cloud and digital tools. The presentation covers business process challenges, the benefits of cloud computing and a cloud strategy, and how digital tools can impact HR functions like recruitment. Finally, it emphasizes defining an HR transformation roadmap that maps processes, cloud strategy, and digital strategy.
HRM In 21st Century
Human Resource Management in 21st Century discusses the key components and scope of human resource management. It covers recruitment, selection, discipline, training, rewards, and the importance of relationships with trade unions. The document emphasizes that human resource management is concerned with enhancing productivity by fully utilizing employees' skills and talents. It aims to develop an organization's human resources through training and maintaining proper employee relations.
Importance of Human Resource Management in 21st Century
Human beings are the most important resource of an organization. These are the people who plan all the activities and then they carry on all the activities. And managing human beings is the toughest duty of the manager as no two persons are alike. Every individual has separate values, aspirations, motivations, assumptions, goals, etc. Today we are discuses about Importance of human resource management in 21st century
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Introduction to Human Resource Management Evolution, Objective, Nature, Philo...
human resource management for construction projects
human resource management for construction projects
Social Security Measures & Welfare State: A brief overview
Social Security Measures & Welfare State: A brief overview
Transform Your HR Processes with Oracle HCM Cloud and Digital Tools
Transform Your HR Processes with Oracle HCM Cloud and Digital Tools
Importance of Human Resource Management in 21st Century
Importance of Human Resource Management in 21st Century
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留信网认证的作用:
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【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信bwp0011】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
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1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
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Human resource management
- 1. HUMAN RESOURCE MANAGEMENT The Public Sector Eliud Bundi Ondara MPA Student University of Nairobi
- 2. Contents Introduction Human Resource Planning (HRP) Job Analysis and Design Acquiring Human Resource Human Resource Development Performance Assessment And Management Compensation and Reward System
- 3. Introduction What is HRM? Why HRM important in 21st Century? Evolution and Development of HRM
- 4. What is HRM? There are many definitions that have been advanced on HRM. The process of acquiring, procuring, developing and maintaining people in the organization. An organization can not function as buildings, machines and inventories without people. HRM is a management function
- 5. Evolution of HRM - Stages
- 6. Evolution of HRM - Stages
- 7. Why HRM is important in the 21st Century Create meaningful jobs for organizations. Maintaining the right mix of people in an organization. Provide organization structure for employee effectiveness. Creating an positive work environment. Help develop and retain effective employees. Manage change and succession. Enhance employee and stakeholders collaboration.
- 8. Human Resource Planning Definition Importance HRP Process of HRP
- 9. Human Resource Planning Process of analyzing and identifying organization’s employee needs to achieve its goals. Availability of human resource for achieving the organization’s objectives. It involves forecasting the organization’s future HR needs. Ensuring supply of the right number and kind of people.
- 10. Why is HRP important? Assesses the future personnel needs Helps organization prepare for change Creates high talented personnel Protects weaker sections of the organization Provides foundations for personnel functions Matches demand with supply Maximize the use HR and ensure ongoing development.
- 11. HRP process Consider the annual economic sector growth for a period Review the labour stock in the base year Translate the annual economic growth in terms of labour needs Consider the attrition rate Consider number of people leaving school Monitor unemployment rate Fill the gaps between supply and demand
- 12. Job Analysis and Design Definition Importance Steps of Job analysis and Design
- 13. Job Analysis and Design - Definitions Job analysis The process of analysing and listing the tasks that are included in the job. All the steps taken to perform the different tasks; and All the requirements the respective tasks put upon the jobholder It provides the basis for Job description – what the job holder does.
- 14. Importance of Job analysis It determines: Duties, skills and abilities required for a job. Relationship to other jobs Conditions under which work is performed The kind of person required Materials and equipment requirements.
- 15. Job Design Describes the contents, methods and relationships of jobs. The process is based on an analysis of the way in which work needs to be organized. Job design has to start from work requirements because that is why the job exists. It also aims to fulfill the social responsibilities of the organization to the people who work.
- 16. Sources of information Employees – line managers, job holders Job Incumbents Human resource Manuals Other organizations
- 17. Acquiring Human Resource Employees recruitment and Selection Employee Selection process Equal Employment Opportunity
- 18. Employee Recruitments and selection Recruitment - the process of identifying and engaging the people the organization needs. Selection - that process concerned with deciding which applicants or candidates should be appointed to a job. The art of discovering and procuring potential applicants.
- 19. Steps to Recruitment and selection Organization analysis on needs. Defining requirements. Planning recruitment campaigns. Attracting candidates. Selecting candidates – shortlisting, interviewing.
- 20. Selection? Interviewing – Individual (face to face). – Interview panel – Selection board Ability test – Published, standardized test (Intelligence tests, aptitude tests & Personality Tests ) Assessment centres – Run by professionals with standardized multiple assessment techniques
- 21. Legal Framework – The Employment Act 1980 & 1982 – The Trade Union Act 1984 – The Wages Act 1986 – The Employment
- 22. Employee Relations Meaning and importance Trade unions
- 23. Employee relations The relationship that exists between employers and employees, and How they work together to determine the level of pay and working conditions. The aim of ER is to achieve an optimum working relationship between the employees of an organisation and management.
- 24. Structure of Employee relations Employees ER Trade Unions Employers Employer Associations Government
- 25. Employee relations issues Job classifications Award conditions Leave entitlements Unfair dismissal Anti-discrimination Dispute resolution Contract provisions
- 26. Trade Unions Union is a group of workers who have come together to make collective decisions Trade unions are formed to protect and promote the interests of their members. Their elected leaders negotiate with their employer over: • Wages • Working conditions and hours • Safety and Health • Other benefits
- 27. HRM Challenges in Public sector
- 28. Challenges Friendships and relations – nepotism, favouritism, bribery Failure to follow procedures – cost implications Choosy employees – refusal to work in some parts of the country Competition – between the public and private sector Lack of ICTs to manage the HR precesses
- 29. Questions?