Human resource management is the process of acquiring, training, appraising and compensating employees and attending to their labor relations, health, safety and fairness concerns. It’s a proactive approach to managing people in the organization.
it's the presentation on rightsizing in the organisation that's one of the crucial parts of HUMAN RESOURCE MANAGEMENT. it will be helpful for anybody who studies management or who's the professional and the HRs. i'm very glad to publish this ppt to the world and please give some like, shares and comments otherwise main hoon tum logoka akal thikane me lagane k aliye
UNIT - I: INTRODUCTION TO HRM: Concept- Nature & Scope of HRM- Role & Importance
of HRM- Growth in India; RECRUITMENT AND PLACEMENT: Basics of Job Analysis –
Methods for Collecting Job Analysis Information – Job Description – Job Specification – Job
Enlargement, Job Enrichment, Job Rotation; Human Resource Planning – Recruitment –
Sources and Techniques of Recruitment –Employee Selection – Placement - Induction.
it's the presentation on rightsizing in the organisation that's one of the crucial parts of HUMAN RESOURCE MANAGEMENT. it will be helpful for anybody who studies management or who's the professional and the HRs. i'm very glad to publish this ppt to the world and please give some like, shares and comments otherwise main hoon tum logoka akal thikane me lagane k aliye
UNIT - I: INTRODUCTION TO HRM: Concept- Nature & Scope of HRM- Role & Importance
of HRM- Growth in India; RECRUITMENT AND PLACEMENT: Basics of Job Analysis –
Methods for Collecting Job Analysis Information – Job Description – Job Specification – Job
Enlargement, Job Enrichment, Job Rotation; Human Resource Planning – Recruitment –
Sources and Techniques of Recruitment –Employee Selection – Placement - Induction.
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
A STUDY ON EFFECTIVENESS OF EMPLOYEE’S TRAINING AND DEVELOPMENT IN RANE BRAK...IAEME Publication
This paper deals with “A Study On Effectiveness Of Employee’s Training And Development In Rane Brake Lining Limited, Viralimalai, Trichy” Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, behavior etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc. Employee training is important sub-system of Human Resource Development. Employee training is specialized function and is one of the fundamental operative functions for human resource management. Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc., an organization improves its effectiveness to a large extent by investing in its HR for developing their skill, efficiency and motivation.
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
HRD provides programs which orient, train, and develop the employees of the FDI’s by improving the skills, knowledge, abilities, and competencies necessary for individual and organizational efficiency and productivity as well as personal career growth.
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
A STUDY ON EFFECTIVENESS OF EMPLOYEE’S TRAINING AND DEVELOPMENT IN RANE BRAK...IAEME Publication
This paper deals with “A Study On Effectiveness Of Employee’s Training And Development In Rane Brake Lining Limited, Viralimalai, Trichy” Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, behavior etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc. Employee training is important sub-system of Human Resource Development. Employee training is specialized function and is one of the fundamental operative functions for human resource management. Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc., an organization improves its effectiveness to a large extent by investing in its HR for developing their skill, efficiency and motivation.
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
HRD provides programs which orient, train, and develop the employees of the FDI’s by improving the skills, knowledge, abilities, and competencies necessary for individual and organizational efficiency and productivity as well as personal career growth.
In this presentation, we will discuss the inclusion and inception of the concept of human resource management in an organization to steer the workforce in a unified course of action to reach the aspired goal.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
The development of the concept of HRD, HRD practice in Indian and Global Context, The Profession of HRD and Implementation, The Challenges of HRD on 21st Century .....
A. HUMAN RESOURCE MANAGEMENT
Objective:
The objective of the course is to familiarize students with different aspects of managing human resources in the organization through the phases of acquisition , development and retention.
UNIT-I
Nature and scope of HRM - Difference between Personnel Management and HRM Functions of HRM - Environment of HRM - Strategic HRM.
UNIT-II
Human Resource Planning - Recruitment - Selection - Methods of Selection - Use of various tests - Interview techniques in selection - Placement.
UNIT-III
Induction – Importance - Meaning of Training and Development - Training Methods - Techniques - Identification of Training needs.
UNIT-IV
Performance Appraisal –Definition – Need for Performance Appraisal – Objectives – Process - Methods – Compensation.
UNIT-V
Transfer - Promotion and termination of services - Career development - Mentoring - HRM Audit - Nature - Benefits - Scope - Approaches
Text Books:
1. Dr. J. Jayasankar - Human Resource Management –Margham Publications
2. Dr. C.D. Balaji – Human Resource Management – Margham Publications
3. Sundar & Srinivasan J –Essentials of Human Resource Management –Vijay Nicole Imrints
4. Murugesan G –Human Resource Management – Laxmi Publications Pvt. Ltd
5. Aswathappa K - Human Resource and Personnel Management
6. Guptha C B- Human Resource Management –Sulthan Chand &Sons.
Books for Reference:
1. Memoria CB - Personnel Management
2. Subba Rao P - Human Resource Management and Industrial Relations
3. Prasad - Getting the right people - MacMillan I Ltd
4. Pattanayak - Human Resources Management - Prentice - Hall of India
5. Decenzo/Robbins - Personnel/Human Resource Management - Prentice - Hall of India
6. Saiyadain Mirza - Human Resource Management –
7. Venkataratanam - Personnel Management & Human Resources –
8. Saxena - Marketing Management - Tata McGraw Hill Pub
9. A. M. Sheikh - Human Resource Development & Management.
10. Dwivedi RS - Human Relations and Organization Behavior
MBA SEM 3 |HR PAPER 1| MODULE 1|
MANPOWER PLANNING , RECRUITMENT & SELECTION|
Mod 1
RTMNU NAGPUR UNIVERSITY
By Jayanti R Pande
#JRP #JRPNotes #JayantiPandeNotes #MBA #HR
Effective Human Capital Management Strategies To Maximize Success | Enterpris...Enterprise Wired
Effective Human Capital Management strategies not only attract top talent but also nurture and retain them, ultimately contributing to organizational growth and sustainability.
Human resource planning and management. Selection, recruitment, training, retraining, skill development, competence development, promotion and career development, participative management, trade unions, and collective bargaining.
Trinity Institute of Professional Studies (TIPS), ranked as one of the best Journalism College in Delhi NCR offers Bachelor of Arts in Journalism and Mass Communication (BAJMC) is a three-year undergraduate course aimed to imbibe journalistic and communication skills within the students, enabling them to prove their mettle in the media industry. It is considered as one of the best BAJMC Institute in West Delhi (Dwarka). BA JMC is a comprehensive and dynamic course, designed to enlighten students about the media industry, make them well versed with all the aspects of the field and prepare them to serve as responsible professionals. The curriculum is designed to cover both theoretical and practical subjects and provide hands-on training to the students leading to TIPS, as one of the best journalism and mass communication institutes of GGSIPU in Delhi-NCR.
Bachelor in Computer Application is one of the most popular courses among the students who want to make their career in the Information Technology area. It is a three-year undergraduate program that enhances students' knowledge and skills to meet the needs of the Information Technology (IT) industry. BCA is a course designed to give an insight to the students regarding various CS & IT concepts and their practical applications as well. TIPS, Dwarka offers excellent Placements in BCA colleges in Delhi NCR as enables students to grab promising opportunities available to them in the leading companies like Infosys, Amazon, Cognizant, Microsoft, HCL, Capgemini, Aricent, TCS, Concentrix, British Telecom, Network Bulls, IBM, and many more. The emphasis on quality and excellence has made TIPS one of the best BCA Institute of GGSIPU in Delhi NCR.
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Principles of Management-Management-Concept & MeaningTrinity Dwarka
Principles of Management-Management-Concept & Meaning
Management- Traditional Approach
Modern Approach
Management - Meaning
Management: Nature & Characteristics
Management as an Art
Management as a Science
Importance of Management
Principles of Management- Management-Concept & Meaning
Management- Traditional Approach
Modern Approach
Management - Meaning
Management
Nature & Characteristics
Management as an Art
Management as a Science
Importance of Management
Principles of Management- Planning
Nature of Planning
Significance of Planning
Process of Planning
Limitations of Planning
Essential Requirements of an Effective Plan.
Types of Planning
Derivative Plans
Principles of Planning
Organizing Authority & Responsibility- Principles of ManagementTrinity Dwarka
Organizing Authority & Responsibility- Principles of Management
Organizing: Meaning
OrganizationcNature of Organizing
Process of Organizing
Significance of Organizing
Authority
Sources of Authority
Responsibility
Staffing- Principles of Management
Concept
Features
Nature
Scope
Sequence of activities in staffing
Principles of Staffing
Job Analysis
Recruitment
Training & Development
Directing-Principles of Management
Nature of Directing
Importance of Directing
Techniques of Directing
Directing- Motivation
Process of Motivation
Motivation Techniques
Types of Motivation
Dimensional Modelling-Data Warehouse & Data MiningTrinity Dwarka
Dimensional Modelling-Data Warehouse & Data Mining
Design Requirements
ER Modeling
Problems with ER Model
ER vs Dimensional Modeling
Dimensional Modeling:Salient Features
Dimensional Modeling: Vocabulary
Star Schema
Data Preprocessing- Data Warehouse & Data MiningTrinity Dwarka
Data Preprocessing- Data Warehouse & Data Mining
Data Quality
Reasons for inaccurate data
Reasons for incomplete data
Major Tasks in Data Preprocessing
Forms of Data Preprocessing
Data Cleaning
Incomplete (Missing) Data
Computer Networks- Network Basics
Network Definition
Simultaneous access to data
Shared peripheral device
Sharing Data
The Uses of Network
The Uses of a Network
Common Network Types
Java Programming- Introduction to Java Applet ProgramsTrinity Dwarka
Java Programming- Introduction to Java Applet Programs
Java Applets
Java Applet Classes
Contrast Application with Applet
Applet Declaration
Body of an Applet
Applets
Applets and Web Pages – HTML
Running the Applet
Database Management System
DBMS Functionality
Main Characteristics of the Database Approach
Instances and Schemas
Data independence
The Entity-Relationship Model
Database Users
Advantages of Using the Database Approach
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
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This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
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Human Resource Management
1. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Affiliated to Institution of G.G.S.IP.U, Delhi
B.COM(Hons.)
Human Resource Management
888208
Assistant Professor
Sakshi Goel
2. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
UNIT-I
Introduction to HRM: concept/definition, nature, scope,
objectives and importance of HRM, role of HRM in strategic
management; Human Resource Development: concept and
evolution; human capital; emotional quotient; mentoring;
ESOP; flexi-time; quality circles; Kaizen; TQM and six sigma,
overview of Government policy since 1991 affecting human
resources
3. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
UNIT- II
Acquisition of Human Resources: Human Resource Planning:
concept, significance and approaches (social demand, rate
of return and manpower requirement approach); human
resource forecasting: types and techniques; recruitment:
policy, objectives, process and contemporary methods of
recruitment (E-recruitment, recruitment process
outsourcing etc.);selection: tests, interview and selection
decision; placement induction; job analysis, job design:
behavioral concerns, ergonomic considerations and flexible
work schedules; introduction to employee empowerment,
managing protean careers, moonlighting phenomenon etc.
4. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
UNIT-III
Training and Development: introduction; training as a
system; process; methods; training formats; developing
training modules; evaluation: process; models; training
wheel; management development programmes; talent
management and employee engagement; performance
appraisal: purpose; benefits and methods; feedback
system; HRD score card; managing compensation:
concept; Behavioural issues; Ethics in compensation;
employee benefits, health and social security measures.
5. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
UNIT- IV
Strategic HRM: HRD audit, ethics and CSR;
managing globalization; technology and HRM;
work-life balance and green HRM practices;
knowledge management
6. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Unit-I
INTRODUCTION/CONCEPT of HRM
Human resource management is the process of acquiring, training, appraising and
compensating employees and attending to their labor relations, health, safety and
fairness concerns. It’s a proactive approach to managing people in the organization.
There are 3 elements to HRM:
1. Human resource polices should be integrated with strategic business planning and
used to reinforce appropriate culture.
2. Human resource are valuables and a source of competitive advantage.
3. Human resource can be tapped most effectively by mutually consistent policies
which promote commitment and foster willingness in employees to act flexibly.
7. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
NATURE of HRM
1. Inherent part of management
2. Pervasive function
3. Basic to all functional Areas
4. People centered
5. Continuous process
6. Based on human relations
8. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
SCOPE and ACTIVITIES
1. Determining the number and kinds of personnel
required to fill various positions in the organization
2. Recruitment, selection and placement of personnel
3. Training and development of employees for their
performance and growth
4. Appraisal Performance of employees
5. Motivation of workforce
6. Remuneration of employees
7. Social security and welfare of employees
8. Review and audit of personnel policies
9. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
OBJECTIVES
Four Objectives:
1. Organizational Objectives:
HRM is a means to achieve efficiency and effectiveness. It serves other functional areas, so
as to help them to attain efficiency in their operations and attainment of goals to
attain efficiency. Acquiring right man for the right job at right time in right quantity,
developing through right kind of training, utilizing the selected workforce, and
maintaining the workforce are the organizational objectives of HRM.
2. Functional Objectives:
HRM performs so many functions for other departments. However, it must see that the
facilitation should not cost more than the benefit rendered.
10. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Objectives cont..
3. Personal Objectives:
In today’s world there is shortage of requisite talent. Employees are encouraged by
competitive firms to change the jobs. HRM has the responsibility to acquire, develop,
utilize, and maintain employees.
This would be possible only when the HRM helps employees to achieve their personal
goals to get their commitment. Creating work-life balance for the employees is a
personal objective.
4. Societal Objectives:
HRM must see that the legal, ethical, and social environmental issues are properly
attended to. Equal opportunity and equal pay for equal work are the legal issues not
to be violated. To take care of farmers (whose land has been acquired for the factory)
and tribal’s (who are displaced by industries and mining companies) are the ethical
issues.
11. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
IMPORTANCE
• On the basis of level:
1. Corporate level
2. Professional level
3. Social level
4. National level
12. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Importance cont…
• On general basis:
1. Recruitment and training
2. Performance appraisal
3. Maintaining work atmosphere
4. Managing disputes
5. Developing public relations
13. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Role of HRM in strategic management
Strategy: it is unified, comprehensive and integrated plan designed to
ensure that the basic objectives of the enterprise are achieved. It ties all
the parts of enterprise together. It is integrated in a sense that all the parts
of the plan are compatible with each other and fit together well.
Strategic management: it is the formulation and implementation of plans
carrying out of activities relating to the matters which are of vital ,
pervasive or continuing importance to the total organization. It emphasizes
the basic mission and goals of the organization. Also determines the basic
policies and programes.
14. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Cont..
Role in Strategy Formulation: HRM is in a unique position to supply competitive
intelligence that may be useful in strategy formulation. Details regarding advanced
incentive plans used by competitors, opinion survey data from employees, elicit
information about customer complaints, information about pending legislation etc. can be
provided by HRM. Unique HR capabilities serve as a driving force in strategy formulation.
Role in Strategy Implementation: HRM supplies the company with a competent and
willing workforce for executing strategies. It is important to remember that linking strategy
and HRM effectively requires more than selection from a series of practice choices. The
challenge is to develop a configuration of HR practice choices that help implement the
organization’s strategy and enhance its competitiveness.
15. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Cont…
• HR as a Strategic Partner
Strategic human resource management (SHRM) is not just a function of the HR department—all
managers and executives need to be involved because the role of people is so vital to a
company’s competitive advantage. In addition, organizations that value their employees are
more profitable than those that do not. Research shows that successful organizations have
several things in common, such as providing employment security, engaging in selective
hiring, using self-managed teams, being decentralized, paying well, training employees,
reducing status differences, and sharing information. When organizations enable, develop,
and motivate human capital, they improve accounting profits as well as shareholder value in
the process. The most successful organizations manage HR as a strategic asset and measure
HR performance in terms of its strategic impact.
16. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Cont…
Strategic Human Resource Management : The linking of HRM with
strategic goals and objectives in order to improve business
performance and develop organizational cultures that foster
innovation and flexibility.” Ideally, HR and top management together
craft the company’s business strategy. That strategy then provides the
framework that guides the design of specific HR activities such as
recruiting and training. This should produce the employee
competencies and behaviors that in turn should help the business
implement its business strategy and realize its goals.
17. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
HUMAN RESOURCE DEVELOPMENT-
Concept and Evolution
18. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Concept HRD cont…
1. Process of developing skills, competencies, knowledge and attitudes of people in an
organization.
2. It ensures that the organization has such competent human resource to achieve its desired
goals and objectives.
3. It imparts the required knowledge and skill in them through effective arrangement
of training and development programs.
4. It is more concerned with training and development, career planning and development and
the organization development.
5. The organization has to understand the dynamics of HR and attempt to cope with changing
situation in order to deploy its HR effectively and efficiently & HRD helps to reach this target.
19. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Cont…
Nature Of HRD
• 1. HRD is a continuous process
• 2. HRD concerned with behavioral knowledge.
• 3. HRD is a well integrated system
• 4. HRD provides better quality of life.
• 5. HRD focuses on all round development of
human resources.
20. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
HUMAN CAPITAL
Human capital is the stock of knowledge, habits, social and personality
attributes, including creativity, embodied in the ability to perform labor so as
to produce economic value.
Human capital is a collection of resources—all the knowledge, talents, skills,
abilities, experience, intelligence, training, judgment, and wisdom possessed
individually and collectively by individuals in a population. These resources are
the total capacity of the people that represents a form of wealth which can be
directed to accomplish the goals of the nation or state or a portion thereof.
21. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Cont…
Three elements to Human capital:
1. Intellectual capital: specialized knowledge,
learning capacity
2. Social capital: network of relationship and
trustworthiness
3. Emotional capital: self-confidence, ambition
and courage, risk taking ability
22. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
EMOTIONAL QUOTIENT
Emotional intelligence is the ability to acquire and apply
our knowledge about our emotions and emotions of
others in order to solve problem and live more
successful and fulfilling life.
Three elements to EQ:
1. Self awareness: recognizing one’s emotion,
adaptability, flexibility, striving to improve and meet a
standard of excellence.
2. Social awareness: empathy, service orientation,
power relationship
3. Social skills: leadership , guiding others and inspiring
23. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
MENTORING
Mentor is an individual who systematically
develops another persons abilities through
intensive tutoring , coaching and guidance.
Mentoring is a process where a senior
person/manager acts as a friend –philosopher
and a guide to a new recruit. It’s a emotional
kind of support provided by an experienced
person to younger people through teaching,
coaching counseling guiding etc
24. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Cont…
Steps to mentoring:
1. Initiation
2. Progression
3. Assimilation
4. Integration
25. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
ESOP
According to Edwin B. Flippo, “ the typical
Employee Ownership or Stock Option Plan
provide s a mechanism through which certain
eligible employees may purchase the stock of
the company at a reduced rate. They have
been allotted company shares(sweat equity)
below market price. Eligibility is usually
determined by the wage level or length of
service or both.
26. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
FLEXI-TIME
Flexi-time is short for flexible work hours or
work schedules. Its based on the assumption
that employees are paid or doing their quota
of work and not for being at the place of work
for a fixed number of hours on each working
day. In other words, flexi-time is a system
whereby employees are required to work for
specific number of hours a week but are free
to vary the hours of work within certain limits.
27. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
QUALITY CIRCLES
It is a small group of employees doing similar or
related work who meet regularly to identify ,
analyze and solve product-quality problems
and to improve general operation. They are
relatively autonomous units, usually led by
supervisor or senior worker and organized as
work units. The workers, who have a shared
area of responsibility, meet periodically to
discuss , analyze and propose solutions to
ongoing problem.
28. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
KAIZEN
Dynamic organization make continuous
improvement a way of life. The Japanese word
for continuous improvement is kaizen, which
means improving the overall system by
constantly improving the little details.
Kaizen practitioners view quality as endless
journey , not a final destination. They are
always experimenting, measuring, adjusting
and improving.
29. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
TQM
“Total quality management” is a philosophy
which believes in a company-wide
responsibility towards quality. The main aim of
TQM is to actively involve the production
personnel in the pursuit of quality and to
infuse in them the spirit of continuous
improvement.
30. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
SIX SIGMA
Six sigma implies maintenance of the desired
quality in processes and the end product. It
means taking systematic and integrated
efforts towards improving quality and
reducing cost. It’s a process that helps in
developing and delivering near perfect
products and services.
31. TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Overview of government policies
since 1991 affecting HRM
The following policies are:
1. Anti-discrimination
2. Wage and hours
3. Leave provisions
4. Medical and disability
5. Government regulations
6. Economic condition
7. Technological advancement
8. Workforce demographics