Human Resource Management M-Dessl-12.ppt
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This document discusses key concepts in human resource management. It defines HRM as policies and practices involved in recruiting, screening, training, rewarding, and evaluating employees. It outlines the responsibilities of line managers in HRM. It also discusses high-performance work systems that focus on employment security, training, teamwork, and contingent rewards to improve performance. Finally, it notes that HRM is becoming more professionalized with certifications in the field.
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The document discusses key concepts in human resource management. It defines HRM as policies and practices involved in recruiting, screening, training, rewarding, and appraising employees. It also describes the responsibilities of line managers in HRM, which include placing the right employees in jobs, training, improving performance, and maintaining morale. Additionally, it discusses high-performance work systems that include practices like extensive training, performance-based rewards, and quality emphasis in generating business benefits like effective hiring and safety.
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After studying this chapter ,you should be able to:
1.Explain what human resource management is and how it relates to the management process.
2. Give at least eight examples of how all managers can use human resource management concepts and techniques.
3. Illustrate the human resources responsibilities of line and staff (HR) managers.
4. Provide a good example that illustrates HR’s role in formulating and executing company strategy.
5. Write a short essay that addresses the topic: Why metrics and measurement are crucial to today’s HR managers.
6. Outline the plan of this book.
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This document provides an overview of key topics in human resource management covered in a textbook. It discusses what HR managers do, including recruiting, training, compensation, and more. It also summarizes how the role and practices of HR have changed with trends like globalization, new technologies, and a need to measure HR's impact on business outcomes. The role of both line managers and HR specialists in carrying out HR functions is also addressed.
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This document summarizes key points from a PowerPoint presentation on human resource management. It discusses what HR managers do, including recruiting, training, compensation, and more. It also covers how HR is adapting to changes in technology and globalization. HR managers are now expected to tie their work to business strategy using metrics like the HR scorecard to measure their impact on organizational outcomes.
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After studying this chapter ,you should be able to:
1.Explain what human resource management is and how it relates to the management process.
2. Give at least eight examples of how all managers can use human resource management concepts and techniques.
3. Illustrate the human resources responsibilities of line and staff (HR) managers.
4. Provide a good example that illustrates HR’s role in formulating and executing company strategy.
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The document discusses the role and responsibilities of human resource management, including recruiting, training, compensation, and ensuring legal and ethical compliance. It explains how HR is shifting from an administrative to more strategic role through metrics, the HR scorecard, and helping develop high-performance work systems. Line and staff managers both have responsibilities for HR functions like hiring and development, and HR must adapt to trends like globalization, new technologies, and changing workforce demographics.
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This document provides an overview of key topics in human resource management covered in a textbook. It discusses what HR managers do, including recruiting, training, compensation, and more. It also summarizes how the role and practices of HR have changed with trends like globalization, new technologies, and a need to measure HR's impact on business outcomes. The role of both line managers and HR specialists in carrying out HR functions is also addressed.
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This document summarizes key points from a PowerPoint presentation on human resource management. It discusses what HR managers do, including recruiting, training, compensation, and more. It also covers how HR is adapting to changes in technology and globalization. HR managers are now expected to tie their work to business strategy using metrics like the HR scorecard to measure their impact on organizational outcomes.
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Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
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原版纸张【微信：741003700 】【(unh毕业证书)美国新罕布什尔大学毕业证、学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
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
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
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
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
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.
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
原版一模一样【微信：741003700 】【(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
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
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
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
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版一模一样【微信：741003700 】【(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
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
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
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Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
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How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
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AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
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Human Resource Management M-Dessl-12.ppt
- 1. © 2008 Prentice Hall, Inc. All rights reserved. 1–1 Human Resource Management at Work • What Is Human Resource Management (HRM)? The policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.
- 2. © 2008 Prentice Hall, Inc. All rights reserved. 1–2 Basic HR Concepts • The bottom line of managing: Getting results • HR creates value by engaging in activities that produce the employee behaviors that the company needs to achieve its strategic goals.
- 3. © 2008 Prentice Hall, Inc. All rights reserved. 1–3 Line and Staff Aspects of HRM • Line manager A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization’s tasks. • Staff manager A manager who assists and advises line managers.
- 4. © 2008 Prentice Hall, Inc. All rights reserved. 1–4 Line Managers’ HRM Responsibilities 1. Placing the right person on the right job 2. Starting new employees in the organization (orientation) 3. Training employees for jobs that are new to them 4. Improving the job performance of each person 5. Gaining creative cooperation and developing smooth working relationships 6. Interpreting the firm’s policies and procedures 7. Controlling labor costs 8. Developing the abilities of each person 9. Creating and maintaining department morale 10. Protecting employees’ health and physical condition
- 5. © 2008 Prentice Hall, Inc. All rights reserved. 1–5 High-Performance Work System Practices • Employment security • Selective hiring • Extensive training • Self-managed teams/decentralized decision making • Reduced status distinctions • Information sharing • Contingent (pay-for-performance) rewards • Transformational leadership • Measurement of management practices • Emphasis on high-quality work
- 6. © 2008 Prentice Hall, Inc. All rights reserved. 1–6 High-Performance Work System Practices • Employment security • Selective hiring • Extensive training • Self-managed teams/decentralized decision making • Reduced status distinctions • Information sharing • Contingent (pay-for-performance) rewards • Transformational leadership • Measurement of management practices • Emphasis on high-quality work
- 7. © 2008 Prentice Hall, Inc. All rights reserved. 1–7 Benefits of a High-Performance Work System (HPWS) • Generate more job applicants • Screen candidates more effectively • Provide more and better training • Link pay more explicitly to performance • Provide a safer work environment • Produce more qualified applicants per position • Hiring based on validated selection tests • Provide more hours of training for new employees • Conduct more performance appraisals
- 8. © 2008 Prentice Hall, Inc. All rights reserved. 1–8 Measuring HR’s Contribution • The HR Scorecard Shows the quantitative standards, or “metrics” the firm uses to measure HR activities. Measures the employee behaviors resulting from these activities. Measures the strategically relevant organizational outcomes of those employee behaviors.
- 9. © 2008 Prentice Hall, Inc. All rights reserved. 1–9 The Human Resource Manager’s Proficiencies • New Proficiencies HR proficiencies Business proficiencies Leadership proficiencies Learning proficiencies
- 10. © 2008 Prentice Hall, Inc. All rights reserved. 1–10 HR Certification • HR is becoming more professionalized. • Society for Human Resource Management (SHRM) SHRM’s Human Resource Certification Institute (HRCI) SPHR (senior professional in HR) certificate PHR (professional in HR) certificate
- 11. © 2008 Prentice Hall, Inc. All rights reserved. 1–11 HR Certification • HR is becoming more professionalized. • Society for Human Resource Management (SHRM) SHRM’s Human Resource Certification Institute (HRCI) SPHR (senior professional in HR) certificate PHR (professional in HR) certificate
- 12. © 2008 Prentice Hall, Inc. All rights reserved. 1–12 The Human Resource Manager’s Proficiencies (cont’d) • Managing within the Law Equal employment laws Occupational safety and health laws Labor laws • Managing Ethics Ethical lapses Sarbanes-Oxley in 2003