human resource management ppt
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Human Resource Management involves managing people in an organization to help the organization achieve its goals. It seeks to bring people together and contribute to success. Some key aspects of HRM include being development oriented, people oriented, continuous, and challenging. HRM functions include managerial activities like planning and controlling as well as operative activities such as recruitment, training, and compensation. The goal of HRM is effective utilization of resources, development of employees, and satisfaction of individual and organizational objectives.
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Human resource management (waqas khalid)
This document provides an overview of human resource management (HRM). It defines HRM as employing, developing, utilizing, maintaining, and compensating employees to meet organizational goals. The objectives of HRM are to help the organization reach its goals by effectively using and developing human resources while respecting individuals. HRM functions include human resource planning, recruitment and selection, training and development, reward systems, and labor relations. An HRM manager requires qualifications like knowledge of personnel administration and laws, the ability to analyze problems and make decisions, and qualities like honesty, fairness, and patience. The role of HRM has evolved over time from a personnel focus to strategic human resource management.
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This document discusses human resource management. It defines HRM as employing, developing, utilizing, maintaining, and compensating human resources according to job and organizational needs. It describes the nature, functions, scope, and objectives of HRM. It also discusses the roles and responsibilities of HR professionals in managing environmental factors like the economy, technology, law, and society. Finally, it covers topics like human resource planning, errors in interviewing, and placement.
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The document outlines 7 concepts of management: 1) Commodity, where workers were a commodity bought and sold and faced terrible working conditions. 2) Factor of Production, which focused on scientific methods to increase productivity. 3) Goodwill, providing welfare measures to improve productivity. 4) Paternalistic, where management took a fatherly role and offered benefits as a favor. 5) Humanitarian, considering human resources an asset. 6) Human Resource, consciously satisfying employee needs to achieve goals. 7) Emerging, where employees are partners through empowerment practices.
Human resource management
This document discusses the scope and functions of human resource management (HRM). It begins by outlining the wide range of activities covered by HRM from hiring to retirement. Key HRM functions include human resource planning, recruitment, training, performance evaluation, compensation, and motivation. The importance of HRM is discussed at the individual organization level, as a profession, and for society and national development. Strategic human resource management (SHRM) treats people as strategic partners to achieve competitive advantage through long-term planning. Factors like globalization and technology influence the strategic approach to HRM.
Human Resource Management Unit 1
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 management unit 1
HRM involves planning, recruiting, selecting, training, developing, compensating, and maintaining the workforce. The key functions of HRM are acquisition, training, appraisal, compensation, labor relations, health and safety, fairness, motivation, and maintenance of employees. HRM helps achieve organizational goals through strategic workforce planning and developing high-performance work systems. Emerging trends shaping HRM include globalization, technological changes, workforce demographic shifts, and a need for more strategic and evidence-based approaches.
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
Human Resource Management
HRM basic
Human Resources Management
Meaning, Definition
Objective of HRM
Scope of HRM
Approaches to HRM
Functions of HRM
Importance of HRM
Recruitment: Definition, Methods& Techniques
Selections:Definition,Process
Placement & Orientation: Concept, Objectives, Purpose
Induction: Meaning, Objective & Steps
Promotion: Purpose, Types, Policy & Bases
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Human resource management (waqas khalid)
This document provides an overview of human resource management (HRM). It defines HRM as employing, developing, utilizing, maintaining, and compensating employees to meet organizational goals. The objectives of HRM are to help the organization reach its goals by effectively using and developing human resources while respecting individuals. HRM functions include human resource planning, recruitment and selection, training and development, reward systems, and labor relations. An HRM manager requires qualifications like knowledge of personnel administration and laws, the ability to analyze problems and make decisions, and qualities like honesty, fairness, and patience. The role of HRM has evolved over time from a personnel focus to strategic human resource management.
Human Resource IT
This document discusses human resource management. It defines HRM as employing, developing, utilizing, maintaining, and compensating human resources according to job and organizational needs. It describes the nature, functions, scope, and objectives of HRM. It also discusses the roles and responsibilities of HR professionals in managing environmental factors like the economy, technology, law, and society. Finally, it covers topics like human resource planning, errors in interviewing, and placement.
Evolution of hrm
The document outlines 7 concepts of management: 1) Commodity, where workers were a commodity bought and sold and faced terrible working conditions. 2) Factor of Production, which focused on scientific methods to increase productivity. 3) Goodwill, providing welfare measures to improve productivity. 4) Paternalistic, where management took a fatherly role and offered benefits as a favor. 5) Humanitarian, considering human resources an asset. 6) Human Resource, consciously satisfying employee needs to achieve goals. 7) Emerging, where employees are partners through empowerment practices.
Human resource management
This document discusses the scope and functions of human resource management (HRM). It begins by outlining the wide range of activities covered by HRM from hiring to retirement. Key HRM functions include human resource planning, recruitment, training, performance evaluation, compensation, and motivation. The importance of HRM is discussed at the individual organization level, as a profession, and for society and national development. Strategic human resource management (SHRM) treats people as strategic partners to achieve competitive advantage through long-term planning. Factors like globalization and technology influence the strategic approach to HRM.
Human Resource Management Unit 1
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 management unit 1
HRM involves planning, recruiting, selecting, training, developing, compensating, and maintaining the workforce. The key functions of HRM are acquisition, training, appraisal, compensation, labor relations, health and safety, fairness, motivation, and maintenance of employees. HRM helps achieve organizational goals through strategic workforce planning and developing high-performance work systems. Emerging trends shaping HRM include globalization, technological changes, workforce demographic shifts, and a need for more strategic and evidence-based approaches.
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
Human Resource Management
HRM basic
Human Resources Management
Meaning, Definition
Objective of HRM
Scope of HRM
Approaches to HRM
Functions of HRM
Importance of HRM
Recruitment: Definition, Methods& Techniques
Selections:Definition,Process
Placement & Orientation: Concept, Objectives, Purpose
Induction: Meaning, Objective & Steps
Promotion: Purpose, Types, Policy & Bases
Transfer
Introduction to Human Resource Management
The document discusses human resource management (HRM). It defines HRM as the process of managing people in an organization, including acquiring, developing, utilizing, and maintaining personnel. The key components of HRM include human resource planning, recruitment and selection, performance management, training and development, employee relations, and management information systems. Challenges to HRM include globalization, technological advances, cultural differences, changing workforce needs and expectations, and lifestyle changes.
Human resource management ppt
The document discusses human resource management (HRM). It defines HRM as employing, developing, utilizing, maintaining, and compensating employees according to job and organizational needs. It outlines the key functions of HRM like acquisition, development, performance & compensation, and industrial relations. It also discusses the nature, scope, objectives, and importance of HRM. The document compares personnel management to HRM and lists qualities needed in HR managers. It examines factors influencing HRM and emerging issues. Finally, it covers human resource planning, its objectives, process, and importance.
Mba ii hrm u-1.1 hrm basics
This document provides an overview of human resource management (HRM) including:
- Definitions of HRM as managing an organization's human resources or workforce.
- The nature and scope of HRM covering functions like employee motivation, remuneration, hiring, and industrial relations.
- Differences between traditional personnel management and modern HRM, with HRM being more strategic, future-oriented, and comprehensive.
- Composition of HR departments in small and large organizations and how their roles have evolved in India.
- Objectives of HRM at the personal, functional, organizational and societal levels.
- Paradoxes in HRM around whether it adds value or is just ambiguous hype
Nature of HRM - Human Resource Management
The document discusses the evolution of human resource management in India from ancient to modern times. It describes how HR practices developed from welfare-focused approaches in the early 1900s to becoming more strategic and integrated with organizational goals by the late 20th century. Key aspects of modern HR addressed include outsourcing functions, the role of HR in knowledge management, change management, and managing diversity. The goals of HR are also outlined as including acquiring talent, developing skills, ensuring career growth, and instilling organizational values.
Role of hr manager
The document defines key terms related to human resource management such as management, human resources, and defines HRM as managing the functions of employing, developing and compensating human resources. It discusses the evolution of HRM from the industrial revolution era to modern approaches. It outlines the objectives, functions, and key aspects of employment and human resource development within HRM.
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The document discusses the strategic role of human resource management. It explains that HR involves carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The responsibilities of HR include both line managers who directly oversee employees and staff managers who assist and advise line managers. An effective HR department formulates strategy with top management and uses metrics to demonstrate how HR activities achieve strategic goals and business outcomes. The role of HR is evolving to focus more on business objectives and demonstrating return on investment through metrics like turnover and training costs.
Hrm book
1) Human resource planning is the process of forecasting future human resource needs and
developing plans to meet those needs.
2) Key objectives of HRP include ensuring the right number and types of employees, avoiding
imbalances, and controlling costs.
3) Factors that affect HRP include government policies, economic conditions, technology changes,
and company strategies and policies.
4) The HRP process involves forecasting demand, assessing supply, and developing programs to
match the two, such as recruiting or training initiatives. Forecasting techniques include manager
judgment, ratio trends, and flow models.
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
Basics in HR Management
Introduction to HR Management and HR Management Process for beginners. What is HR Management? Key focused areas under HR Management is discussed under the study.
Human res. management m. com - i
This document provides an introduction to human resource management, including its objectives, nature, functions, importance and legacy. Some key points:
1. HRM is concerned with acquiring, developing, motivating and maintaining human resources to achieve organizational goals while meeting individual needs.
2. The objectives of HRM are to develop individuals, foster good employee relations, and align individual and organizational goals.
3. HRM functions include planning human resource needs, recruitment and selection, training, performance management, compensation, and maintaining industrial relations.
4. HRM is an important management function as it helps organizations prepare policies, supply skilled workers, motivate employees, and maintain harmony between employers and employees.
Human resource management
The key objectives of human resource management are:
1. To ensure availability of adequate number of qualified employees at the right time. This involves human resource planning and forecasting.
2. To maximize the productivity of employees by optimally utilizing their skills and knowledge. This involves training and development of employees.
3. To ensure effective utilization of the organization's human resources. This involves proper recruitment and selection, job analysis, job design and placement.
4. To develop and maintain a harmonious relationship between employees and management by providing a conducive work environment. This involves employee welfare, industrial relations and effective communication.
5. To develop and maintain a team of highly motivated employees. This involves performance appraisal,
Perspectives of hrm
This document discusses human resource management (HRM). It defines HRM as managing human resources to maximize employee performance and help an organization achieve its strategic goals. The objectives of HRM are to help the organization succeed efficiently by providing competent staff, utilize human resources effectively, and increase employee job satisfaction. HRM's functions include staffing, training, motivating, and retaining employees. It is important for achieving organizational goals, utilizing workforce skills, maintaining high morale, and developing employees. An effective HRM perspective seeks competitive advantage through a committed workforce using cultural, structural and personnel techniques.
Hrm ppt
This document discusses human resources management (HRM) in organizations. It covers several key points:
1) HRM involves acquiring the right people for an organization, developing their skills, and motivating them to contribute to the organization's goals.
2) Operative HRM functions include employment (recruiting, selecting, placing staff), development (training, career planning), compensation, and employee relations.
3) The objectives of HRM are to create a skilled and motivated workforce to achieve organizational goals, establish sound employee relations, and satisfy both individual employee and societal needs.
Challenges faced by hr professionals
This document discusses the role and responsibilities of HR, including effectively managing people, linking compensation to competencies, succession planning, and acting as a strategic partner and change agent. It outlines the transition of HR from focusing on basic needs to motivating employees to innovative strategic thinking. Some key challenges for HR are leadership development, creating a consistent culture while allowing local flexibility, attracting multidimensional talent, retention, compensation management, and developing a work-life balance. HR must keep evolving, engage employees, develop innovation through training, and address these challenges by developing an attractive culture, possessing business knowledge, increasing their credibility, and emphasizing training and recognition.
Human Resource Management and its Objectives
This document discusses staffing policies and human resource management functions. It describes three types of staffing policies: ethnocentric, polycentric, and geocentric. It also lists and describes 10 core HRM functions: human resource planning, recruitment and selection, training and development, performance appraisal, compensation, work environment, welfare activities, human relations, grievance handling, and record keeping. Finally, it outlines 10 objectives of HRM functions, which include contributing to organizational effectiveness, increasing job satisfaction, quality of work life, communicating policies, maintaining ethics, and adapting to increased urgency and faster cycle times in business.
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This document defines human resource management (HRM) and discusses its key aspects. HRM involves acquiring, training, appraising, and compensating employees to achieve organizational goals efficiently. The document outlines HRM functions like recruitment, training, performance management, and compensation. It discusses the importance of HRM at the enterprise, individual, societal and national levels. Finally, it covers the history, evolution, scope, policies and approaches of HRM.
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.
Hrm
This document provides an overview of human resource management (HRM). It discusses the definition of HRM and human resources. The development of HRM is detailed through different eras such as the trade union movement, social responsibility, scientific management, and human relations. Current approaches to HRM like systems approach and contingency approach are also examined. The significance, concepts and relevance of HRM are outlined. The document aims to help readers understand the importance and concept of HRM.
Human resources management
Human resource management involves procuring, developing and retaining competent employees to achieve organizational goals efficiently and effectively. It deals with human resources, the most important of the four economic resources (men, machines, materials, money). Human resources are living resources that exhibit diversity in abilities and willingness to work. The key functions of human resource management include planning, organizing, directing, controlling, recruitment and selection, training and development, compensation, integration and maintenance.
Introduction to hrm lecture 1
The document provides an introduction to human resource management (HRM). It aims to demonstrate the role of HR and understand factors influencing HRM. HR deals with managing people by acquiring, developing, and supporting staff to fulfill their roles. HRM is defined as a series of activities that agree on work relationships and ensure agreements are fulfilled. The key aspects of HRM include recruiting, training, rewarding, and developing employees. HRM replaced personnel management in the 1980s-90s with a new distinct management approach focused on long-term perspectives, commitment, and maximum resource utilization. Hard and soft HRM models are also discussed, with hard HRM viewing employees as resources to control and soft HRM stressing human aspects and involvement.
Module1 HRM
This document provides an overview of human resource management (HRM). It defines HRM and discusses its importance, scope, objectives and evolution. It outlines the key aspects of HRM like recruitment, selection, training, performance management. It describes the line and staff functions of HRM and the roles of HR managers. Finally, it discusses new approaches to organizing HR departments, including transactional HR groups, corporate HR groups and embedded HR professionals.
UNIT 1, HRM CONCEPTS
Human resource management deals with managing an organization's workforce. It involves planning, organizing, and overseeing functions like recruiting, training, performance evaluations, and compensation. The document provides definitions and concepts of HRM, discusses its functions and objectives, and traces its evolution from treating labor as a commodity to recognizing employees as valuable assets. It also outlines the scope and importance of HRM policies for organizations.
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Introduction to Human Resource Management
The document discusses human resource management (HRM). It defines HRM as the process of managing people in an organization, including acquiring, developing, utilizing, and maintaining personnel. The key components of HRM include human resource planning, recruitment and selection, performance management, training and development, employee relations, and management information systems. Challenges to HRM include globalization, technological advances, cultural differences, changing workforce needs and expectations, and lifestyle changes.
Human resource management ppt
The document discusses human resource management (HRM). It defines HRM as employing, developing, utilizing, maintaining, and compensating employees according to job and organizational needs. It outlines the key functions of HRM like acquisition, development, performance & compensation, and industrial relations. It also discusses the nature, scope, objectives, and importance of HRM. The document compares personnel management to HRM and lists qualities needed in HR managers. It examines factors influencing HRM and emerging issues. Finally, it covers human resource planning, its objectives, process, and importance.
Mba ii hrm u-1.1 hrm basics
This document provides an overview of human resource management (HRM) including:
- Definitions of HRM as managing an organization's human resources or workforce.
- The nature and scope of HRM covering functions like employee motivation, remuneration, hiring, and industrial relations.
- Differences between traditional personnel management and modern HRM, with HRM being more strategic, future-oriented, and comprehensive.
- Composition of HR departments in small and large organizations and how their roles have evolved in India.
- Objectives of HRM at the personal, functional, organizational and societal levels.
- Paradoxes in HRM around whether it adds value or is just ambiguous hype
Nature of HRM - Human Resource Management
The document discusses the evolution of human resource management in India from ancient to modern times. It describes how HR practices developed from welfare-focused approaches in the early 1900s to becoming more strategic and integrated with organizational goals by the late 20th century. Key aspects of modern HR addressed include outsourcing functions, the role of HR in knowledge management, change management, and managing diversity. The goals of HR are also outlined as including acquiring talent, developing skills, ensuring career growth, and instilling organizational values.
Role of hr manager
The document defines key terms related to human resource management such as management, human resources, and defines HRM as managing the functions of employing, developing and compensating human resources. It discusses the evolution of HRM from the industrial revolution era to modern approaches. It outlines the objectives, functions, and key aspects of employment and human resource development within HRM.
Hrm slides
The document discusses the strategic role of human resource management. It explains that HR involves carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The responsibilities of HR include both line managers who directly oversee employees and staff managers who assist and advise line managers. An effective HR department formulates strategy with top management and uses metrics to demonstrate how HR activities achieve strategic goals and business outcomes. The role of HR is evolving to focus more on business objectives and demonstrating return on investment through metrics like turnover and training costs.
Hrm book
1) Human resource planning is the process of forecasting future human resource needs and
developing plans to meet those needs.
2) Key objectives of HRP include ensuring the right number and types of employees, avoiding
imbalances, and controlling costs.
3) Factors that affect HRP include government policies, economic conditions, technology changes,
and company strategies and policies.
4) The HRP process involves forecasting demand, assessing supply, and developing programs to
match the two, such as recruiting or training initiatives. Forecasting techniques include manager
judgment, ratio trends, and flow models.
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
Basics in HR Management
Introduction to HR Management and HR Management Process for beginners. What is HR Management? Key focused areas under HR Management is discussed under the study.
Human res. management m. com - i
This document provides an introduction to human resource management, including its objectives, nature, functions, importance and legacy. Some key points:
1. HRM is concerned with acquiring, developing, motivating and maintaining human resources to achieve organizational goals while meeting individual needs.
2. The objectives of HRM are to develop individuals, foster good employee relations, and align individual and organizational goals.
3. HRM functions include planning human resource needs, recruitment and selection, training, performance management, compensation, and maintaining industrial relations.
4. HRM is an important management function as it helps organizations prepare policies, supply skilled workers, motivate employees, and maintain harmony between employers and employees.
Human resource management
The key objectives of human resource management are:
1. To ensure availability of adequate number of qualified employees at the right time. This involves human resource planning and forecasting.
2. To maximize the productivity of employees by optimally utilizing their skills and knowledge. This involves training and development of employees.
3. To ensure effective utilization of the organization's human resources. This involves proper recruitment and selection, job analysis, job design and placement.
4. To develop and maintain a harmonious relationship between employees and management by providing a conducive work environment. This involves employee welfare, industrial relations and effective communication.
5. To develop and maintain a team of highly motivated employees. This involves performance appraisal,
Perspectives of hrm
This document discusses human resource management (HRM). It defines HRM as managing human resources to maximize employee performance and help an organization achieve its strategic goals. The objectives of HRM are to help the organization succeed efficiently by providing competent staff, utilize human resources effectively, and increase employee job satisfaction. HRM's functions include staffing, training, motivating, and retaining employees. It is important for achieving organizational goals, utilizing workforce skills, maintaining high morale, and developing employees. An effective HRM perspective seeks competitive advantage through a committed workforce using cultural, structural and personnel techniques.
Hrm ppt
This document discusses human resources management (HRM) in organizations. It covers several key points:
1) HRM involves acquiring the right people for an organization, developing their skills, and motivating them to contribute to the organization's goals.
2) Operative HRM functions include employment (recruiting, selecting, placing staff), development (training, career planning), compensation, and employee relations.
3) The objectives of HRM are to create a skilled and motivated workforce to achieve organizational goals, establish sound employee relations, and satisfy both individual employee and societal needs.
Challenges faced by hr professionals
This document discusses the role and responsibilities of HR, including effectively managing people, linking compensation to competencies, succession planning, and acting as a strategic partner and change agent. It outlines the transition of HR from focusing on basic needs to motivating employees to innovative strategic thinking. Some key challenges for HR are leadership development, creating a consistent culture while allowing local flexibility, attracting multidimensional talent, retention, compensation management, and developing a work-life balance. HR must keep evolving, engage employees, develop innovation through training, and address these challenges by developing an attractive culture, possessing business knowledge, increasing their credibility, and emphasizing training and recognition.
Human Resource Management and its Objectives
This document discusses staffing policies and human resource management functions. It describes three types of staffing policies: ethnocentric, polycentric, and geocentric. It also lists and describes 10 core HRM functions: human resource planning, recruitment and selection, training and development, performance appraisal, compensation, work environment, welfare activities, human relations, grievance handling, and record keeping. Finally, it outlines 10 objectives of HRM functions, which include contributing to organizational effectiveness, increasing job satisfaction, quality of work life, communicating policies, maintaining ethics, and adapting to increased urgency and faster cycle times in business.
1 hrm concept
This document defines human resource management (HRM) and discusses its key aspects. HRM involves acquiring, training, appraising, and compensating employees to achieve organizational goals efficiently. The document outlines HRM functions like recruitment, training, performance management, and compensation. It discusses the importance of HRM at the enterprise, individual, societal and national levels. Finally, it covers the history, evolution, scope, policies and approaches of HRM.
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.
Hrm
This document provides an overview of human resource management (HRM). It discusses the definition of HRM and human resources. The development of HRM is detailed through different eras such as the trade union movement, social responsibility, scientific management, and human relations. Current approaches to HRM like systems approach and contingency approach are also examined. The significance, concepts and relevance of HRM are outlined. The document aims to help readers understand the importance and concept of HRM.
Human resources management
Human resource management involves procuring, developing and retaining competent employees to achieve organizational goals efficiently and effectively. It deals with human resources, the most important of the four economic resources (men, machines, materials, money). Human resources are living resources that exhibit diversity in abilities and willingness to work. The key functions of human resource management include planning, organizing, directing, controlling, recruitment and selection, training and development, compensation, integration and maintenance.
Introduction to hrm lecture 1
The document provides an introduction to human resource management (HRM). It aims to demonstrate the role of HR and understand factors influencing HRM. HR deals with managing people by acquiring, developing, and supporting staff to fulfill their roles. HRM is defined as a series of activities that agree on work relationships and ensure agreements are fulfilled. The key aspects of HRM include recruiting, training, rewarding, and developing employees. HRM replaced personnel management in the 1980s-90s with a new distinct management approach focused on long-term perspectives, commitment, and maximum resource utilization. Hard and soft HRM models are also discussed, with hard HRM viewing employees as resources to control and soft HRM stressing human aspects and involvement.
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Human resource management involves planning, organizing, directing, and controlling how organizations procure, develop, compensate, and maintain their human resources. The objectives of HRM are to help organizations achieve their goals by providing well-trained and motivated employees, utilizing employee skills efficiently and effectively, and maintaining high morale. HRM aims to satisfy individual employees through career development opportunities while ensuring organizational effectiveness, efficiency, quality, and competitiveness.
1. Introduction to Management (1).pptx
Management involves leading an organization toward its goals through planning, organizing, and controlling resources. Managers fulfill many roles like leader, problem solver, and planner. Management is the process of achieving organizational goals effectively and efficiently. It involves tasks like planning, organizing, staffing, directing, and controlling organizational resources which include people, money, machines, and materials. Management is important because it allows organizations to accomplish goals, utilize resources optimally, minimize costs, ensure survival and growth, generate employment, and contribute to national development.
Human resource management
This document defines human resource management and its key functions. It states that HRM is the process of managing human resources in an organization by planning, organizing, directing and controlling functions like procurement, development, compensation, integration and maintenance of employees. The document also outlines the managerial and operative functions of HRM and discusses the importance, objectives, role of the human resource manager, and qualitative and quantitative indicators for auditing human resource management.
Chapter 1.pptx
Human resource management (HRM) involves coordinating and managing employees to help an organization achieve its goals. HRM includes activities like recruitment, training, performance evaluation, and compensation. The objectives of HRM are to help the organization reach its goals, efficiently use employees' skills, provide well-trained staff, develop a good quality of work life, communicate policies to employees, and maintain ethical and socially responsible practices. An important outcome of effective HRM is attracting qualified employees, high performance, good attendance and retention of staff, satisfied workers, compliance with legal requirements, low counterproductivity, and cost containment.
What is HRM theory and practices in Bangladesh
HRM (Human Resource Management) theory encompasses the systematic approach to managing human resources within an organization, emphasizing employee recruitment, selection, training, performance evaluation, and development. Its practices involve aligning HR strategies with organizational goals to enhance employee productivity, satisfaction, and overall organizational effectiveness.
Introduction to hrm
Strategic human resource management links a company's strategic business plan and objectives to developing and deploying human resources. It is important because human assets do not depreciate over time like physical assets, but rather increase in value with experience. Strategic HRM looks beyond daily transactions to focus on cross-cultural issues from global operations, facilitating corporate culture changes needed to adapt to global competition, and managing employees across developing and developed countries as business plans shift to tap growing consumer markets worldwide.
Human resource Management- Role of technology in HRM processes (e.g., HRIS, t...
The content covered in Unit 1 typically serves as a foundational framework upon which subsequent units build, delving deeper into specific HRM functions, strategies, and contemporary issues.Introduction to HRM:
Definition and scope of HRM.
Evolution and historical development of HRM.
Importance and role of HRM in organizations.
Current trends and challenges in HRM.
HRM Functions:
Overview of primary HRM functions: recruitment, selection, training and development, performance management, compensation and benefits, employee relations, and HR planning.
Explanation of the purpose and objectives of each function.
Interrelationship between HRM functions and their impact on organizational effectiveness.
Strategic HRM:
Understanding strategic human resource management and its significance.
Aligning HRM practices with organizational goals and objectives.
Role of HRM in fostering a competitive advantage for the organization.
Strategic HRM frameworks and models.
Legal and Ethical Considerations:
Overview of key laws and regulations governing employment practices (e.g., Equal Employment Opportunity, Fair Labor Standards Act, Occupational Safety and Health Act).
Ethical principles and considerations in HRM decision-making.
Importance of diversity and inclusion in HRM practices.
HRM in Global Context:
Challenges and opportunities of managing human resources in a globalized environment.
Cross-cultural differences and their implications for HRM practices.
Strategies for international staffing, training, and compensation.
HRM and Technology:
Role of technology in HRM processes (e.g., HRIS, talent management systems, data analytics).
Impact of technological advancements on HRM practices and workforce management.
Ethical considerations in HR technology use.
Emerging Trends in HRM:
Exploration of emerging trends shaping the future of HRM (e.g., remote work, gig economy, artificial intelligence in HR).
Implications of these trends for HRM practitioners and organizations.
HRM Presentation 4th mod.pptx
The document discusses various topics related to employee relations and human resource management. It covers work-life balance strategies like flexible work arrangements, setting boundaries, and supportive cultures. It also discusses employee empowerment through delegation of authority, training, trust building, and performance evaluation. Additionally, it touches on international human resource management, objectives of IHRM, types of employees in IHRM, and the need for IHRM. Finally, it provides an overview of part-time employment and contingent workforces as well as challenges in managing them.
HRM OVERVIEW
The document provides an overview of human resource management (HRM). It defines HRM and discusses its origins, aims, driving forces, and key issues. HRM aims to achieve individual, organizational, and social objectives by procuring, developing, and maintaining a competent workforce. The origins of HRM can be traced back to the industrial revolution and include eras focused on unions, social responsibility, scientific management, human relations, and contingency approaches. Forces driving HRM include economic, political, cultural, and organizational factors. Important issues facing HRM are the future of corporations in the information age, managing diversity, and ensuring social responsibility.
Unit-1_Introduction to Management and Organization.pdf
1. The document discusses concepts related to management including definitions of management, what managers do, managerial roles and skills, and organizational behavior theories.
2. Key definitions provided include management as coordinating work activities for efficiency and effectiveness, and an organization as an arrangement of people to accomplish a purpose.
3. Managers' roles are categorized as interpersonal, informational, and decisional, involving interacting with people, collecting/processing knowledge, and taking action. Managerial skills discussed include technical, human, and conceptual skills.
4. Theories on employee behavior described include Theory X which assumes employees dislike work, and Theory Y which assumes employees are willing and self-directed.
Similar to human resource management ppt (20)
Human resource Management- Role of technology in HRM processes (e.g., HRIS, t...
Human resource Management- Role of technology in HRM processes (e.g., HRIS, t...
Unit-1_Introduction to Management and Organization.pdf
Unit-1_Introduction to Management and Organization.pdf
More from Richa Shroff
Tips for making power point presentation
The document provides tips for creating more effective power point presentations. It recommends avoiding standard templates that contain too much text and are boring. Instead, creators should use their own designs with bright colors, good fonts sized 30 or larger, infographics, images, and limited text per slide. Presenters should speak confidently and use body language to engage the audience rather than reading slides as a manuscript. The goal is to wow the audience and keep them attentive through creative visuals and presentation skills.
Compensation planning
This document discusses compensation planning and various components of compensation. It covers direct and indirect compensation, objectives of compensation, types of compensation including wages, salary, incentives, fringe benefits and perks. It describes different wage systems like time rate, piece rate and balance method. It also discusses wage fixation, differentials and various incentive plans.
Performance management system
The document discusses performance management systems and performance appraisal methods. It provides definitions and purposes of performance management systems, noting that they are integrated processes aimed at supporting organizational goals. Various traditional and modern performance appraisal methods are outlined, such as graphic rating scales, forced distribution, behavioral anchored rating scales, assessment centers, and 360 degree feedback. Challenges with performance appraisal like rating biases are also mentioned.
Unit iv career management
Career development involves helping employees achieve their career goals while meeting organizational needs. It includes activities like training, counseling, and career planning workshops. It benefits both employees through increased satisfaction and skills, and organizations through improved productivity, retention, and succession planning. Effective career development requires collaboration between employees and employers.
Human Resource Planning
Human resource planning ensures that an organization has the right number and type of employees with the necessary skills to achieve current and future objectives. It involves forecasting future manpower needs, assessing current resources, identifying gaps, and developing action plans. The key aspects of human resource planning include future manpower needs, coping with change, recruitment of talented personnel, development of human resources, proper utilization of resources, and uncertainty reduction.
Performance appraisal
The document discusses performance appraisal and human resource management. It provides details on the performance appraisal process including establishing standards, measuring performance, providing feedback, and making decisions. It also discusses objectives of appraisal, methods of appraisal, and limitations. Promotions, rewards, incentives, and personnel records are described. Finally, it introduces HRIS (human resource information system) software that can help manage payroll, HR, and accounting activities through modules like payroll, time and attendance, benefits administration, HR management, online recruiting, and training.
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https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
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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
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AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
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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
一模一样(unh毕业证书)美国新罕布什尔大学毕业证学位证书案例原版一模一样
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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
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human resource management ppt
- 2. Human Resource Management is: Concerned with people at work Within the organization Seeks to bring men and women together Contributes in achieving success 0 5 10
- 3. Characteristics of Human Resource Management: Development Oriented Action Oriented Future Oriented Future Oriented Science as well as an art Young Discipline Pervasive • Comprehensive Function • People Oriented • Individual Oriented • Continuous Function • Staff Function • Challenging Function
- 4. Comprehensive Function Concerned with managing all people at work at all levels It applies to workers, supervisors, officers, managers People Oriented Concerned with employees both as individuals and group Concerned with behavior, emotional and social aspects Individual oriented Concerned with all individuals to provide satisfaction and growth Concerned with development of knowledge, skills, potentiality and achieving employees goals
- 5. Continuous Function: Never ending process Constant alertness and awareness of human relations and their importance Staff Function: Responsibility of all departmental executives to manage and maintain human resource in an effective manner Challenging Function: Retain Employees Continuous Benefits Less frequency to appoint new staff New training applies costs
- 6. Development Oriented: Training required at every time Growth of the potentiality of employees Action Oriented: Focuses on organization rather than only focusing on records of employees Future Oriented: By providing competent and well motivate employees Science as well as an art: Science: Organized body of knowledge consisting of principles and techniques Art: Involves application of theoretical knowledge to the problems of human resources Handling people is also one of the most attractive art
- 7. Young Discipline: Recent Origin It is of 19th century Specialized area as compared to marketing and marketing Pervasive: Inherent at all levels in the organization Every and every manager is involved in human resource function
- 8. o Help organization to attain its goals effectively and efficiently o Utilize Human resource effectively o Identify and satisfy individual and group needs by providing equitable wages , incentives, prestige, benefits and status o Maintain ethical behavior inside and outside the organization o Develop an d maintain the quality of work life o Provide sound relations by improving working conditions o Respect them as greatest assets o Maintain leadership
- 9. Functions Managerial Operative Advisory Functions • Planning • Organizing • Directing • Controlling •Employment •Development •Compensation •Maintenance • (Working Conditions and Welfare) •Motivation •Personnel Records •Industrial Relations •Separation •Advised top management •Advised to Departmental Heads
- 10. Effective Utilization of Resources Development of Human Resources Respect of Human Beings Goal Harmony Employee Satisfaction Employee Discipline and Morale Organizational Productivity
- 11. PERSONAL ASPECT Planning Recruitment Selection Placement Transfer Promotion Training and Development Lay off Remuneration Incentives Productivity WELFAREASPECT Canteens Rest and Lunch Rooms Housing Transport Medical Assistance Education Health and Safety Recreation Facilities INDUSTRIAL RELATION ASPECT •Union Management Relations •Collective Bargaining •Grievances •DisciplinaryActions •Settlement of Disputes
- 12. Period Before Industrial Revolution- Society was primarily an agricultural economy with limited production Communication was limited Period of Revolution (1750 to 1850) Conversion of economy from agriculture to industrial Modernization and increased means of communication Problems: Workers wages and salaries Workers record maintenance Workers housing facilities and health care
- 13. 1790 Workers worked for long hours and were not satisfied with the salary Were provided less wages Led to unrest amongst workers Workers started protesting
- 14. Theories released during this period: FredrickW.Taylor Hawthorne Studies Douglas Mc GregorTheory X andY and Abhraham Maslow’s Heirarchy of needs
- 15. Worker’sTraining Maintaining wage uniformity Focus on attaining better productivity
- 16. Shifted focus on Increasing worker’s productivity to increasing worker’s efficiency through greater work satisfaction
- 17. Transition from the administrative and passive personnel management approach to a more dynamic human resource management approach Considered workers as a valuable source
- 18. Hrm is theory, techniques, methods and tools for studying the adjustment of people Connection between work and its relations Tap’s people potential Motivating people Promoting the work efficiency Hr professional’s need to be pro active Thorough knowledge of planning, organizing directing, controlling
- 19. Workforce demographics and diversity Recruitment Employee engagement andTalent Retention Employee motivation Globalization of business Managing change Developing Leadership Conflict Management Fostering excellence