Human resource management (HRM) involves managing employees to maximize their performance and contribution to an organization's strategic objectives. HR departments handle activities like recruitment, training, performance reviews, and determining pay and benefits. HR also considers industrial relations and ensures organizational practices comply with laws and collective bargaining agreements. The functions of HRM include planning how to achieve goals with people, organizing job roles and relationships, directing efforts, coordinating work, controlling performance, and operative functions like hiring, placement, training, motivation, and compensation of employees.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Strategic role of Human Resource ManagementISAAC Jayant
The role of Human Resource Management has been developing noticeably in recent years. Earlier human resource as the personal department performing administrative duties like record keeping, file maintenance etc. were all over now.Any organization that continues to utilize its HR function solely to perform these administrative duties doesn't understand the contributions that HR can make an organization’s performance.
This presentation is a blueprint for HR professional in order to define the KRA & KPI for HR Business Process. How to define the metrics to capture data to achieve the results.This presentation will also focus on Balanced Score Card based PMS for HR.
Human capital management informs decisions on the issues critical to the organisations success by systematically analyzing, measuring and evaluating how people policies and practices create value. HCM is concerned with obtaining, analyzing and reporting on data that inform the direction of value-adding people management, strategic, investment and operational decisions at corporate level and at the level of front line management
Strategic role of Human Resource ManagementISAAC Jayant
The role of Human Resource Management has been developing noticeably in recent years. Earlier human resource as the personal department performing administrative duties like record keeping, file maintenance etc. were all over now.Any organization that continues to utilize its HR function solely to perform these administrative duties doesn't understand the contributions that HR can make an organization’s performance.
This presentation is a blueprint for HR professional in order to define the KRA & KPI for HR Business Process. How to define the metrics to capture data to achieve the results.This presentation will also focus on Balanced Score Card based PMS for HR.
Human capital management informs decisions on the issues critical to the organisations success by systematically analyzing, measuring and evaluating how people policies and practices create value. HCM is concerned with obtaining, analyzing and reporting on data that inform the direction of value-adding people management, strategic, investment and operational decisions at corporate level and at the level of front line management
This is just another example of some visuals and do's and don'ts for PowerPOint - you can see a full animated version at Slideboom.com http://www.slideboom.com/presentations/19840/PowerPoint-Design. You can also visit my powerpoint blog at http://presentationslides.blogspot.com where there is now a $5 e-Book available that has step-by-step instructions for many of the effetcs you see in the slides.
sumber daya manusia, pelatihan dan pengembangan sdm, pelatihan sdm, pelatihan karyawan, manajemen pelatihan, pelatihan manajemen, program pelatihan, pelatihan hrd, teori pengembangan sdm, pelatihan dan pengembangan sumber daya manusia, tugas manajemen sumber daya manusia, training sdm, tugas msdm, pelatihan sumber daya manusia, teori pengembangan sumber daya manusia, pelatihan pengembangan sdm, pelatihan manajemen sdm,
http://infokonsultasisdm.web.id/
The Future Of Work & The Work Of The FutureArturo Pelayo
What Happens When Robots And Machines Learn On Their Own?
This slide deck is an introduction to exponential technologies for an audience of designers and developers of workforce training materials.
The Blended Learning And Technologies Forum (BLAT Forum) is a quarterly event in Auckland, New Zealand that welcomes practitioners, designers and developers of blended learning instructional deliverables across different industries of the New Zealand economy.
Human Resource Management_MSB.pptx- Dr.M.S. Balaji, Associate Professor & Hea...BBAsourashtracollege
This Presentation helps to:
To Understand the fundamental Concepts and functions of Human Resource Management.
To Explain about Job Analysis and Full Life Cycle of Recruitment Process.
To Demonstrate on Training and Development, Types and Methods.
To understand about Wage and Salary Management and methods involved in it.
To impart knowledge on Performance appraisal and its
methods.
Human Resource Management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
The comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce - human resources – in ways at contribute to organizational effectiveness.
Similar to Human Resource Management - Reported by: Jay Gonzales & Perdie (20)
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
ZGB - The Role of Generative AI in Government transformation.pdfSaeed Al Dhaheri
This keynote was presented during the the 7th edition of the UAE Hackathon 2024. It highlights the role of AI and Generative AI in addressing government transformation to achieve zero government bureaucracy
This session provides a comprehensive overview of the latest updates to the Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (commonly known as the Uniform Guidance) outlined in the 2 CFR 200.
With a focus on the 2024 revisions issued by the Office of Management and Budget (OMB), participants will gain insight into the key changes affecting federal grant recipients. The session will delve into critical regulatory updates, providing attendees with the knowledge and tools necessary to navigate and comply with the evolving landscape of federal grant management.
Learning Objectives:
- Understand the rationale behind the 2024 updates to the Uniform Guidance outlined in 2 CFR 200, and their implications for federal grant recipients.
- Identify the key changes and revisions introduced by the Office of Management and Budget (OMB) in the 2024 edition of 2 CFR 200.
- Gain proficiency in applying the updated regulations to ensure compliance with federal grant requirements and avoid potential audit findings.
- Develop strategies for effectively implementing the new guidelines within the grant management processes of their respective organizations, fostering efficiency and accountability in federal grant administration.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Understanding the Challenges of Street ChildrenSERUDS INDIA
By raising awareness, providing support, advocating for change, and offering assistance to children in need, individuals can play a crucial role in improving the lives of street children and helping them realize their full potential
Donate Us
https://serudsindia.org/how-individuals-can-support-street-children-in-india/
#donatefororphan, #donateforhomelesschildren, #childeducation, #ngochildeducation, #donateforeducation, #donationforchildeducation, #sponsorforpoorchild, #sponsororphanage #sponsororphanchild, #donation, #education, #charity, #educationforchild, #seruds, #kurnool, #joyhome
Russian anarchist and anti-war movement in the third year of full-scale warAntti Rautiainen
Anarchist group ANA Regensburg hosted my online-presentation on 16th of May 2024, in which I discussed tactics of anti-war activism in Russia, and reasons why the anti-war movement has not been able to make an impact to change the course of events yet. Cases of anarchists repressed for anti-war activities are presented, as well as strategies of support for political prisoners, and modest successes in supporting their struggles.
Thumbnail picture is by MediaZona, you may read their report on anti-war arson attacks in Russia here: https://en.zona.media/article/2022/10/13/burn-map
Links:
Autonomous Action
http://Avtonom.org
Anarchist Black Cross Moscow
http://Avtonom.org/abc
Solidarity Zone
https://t.me/solidarity_zone
Memorial
https://memopzk.org/, https://t.me/pzk_memorial
OVD-Info
https://en.ovdinfo.org/antiwar-ovd-info-guide
RosUznik
https://rosuznik.org/
Uznik Online
http://uznikonline.tilda.ws/
Russian Reader
https://therussianreader.com/
ABC Irkutsk
https://abc38.noblogs.org/
Send mail to prisoners from abroad:
http://Prisonmail.online
YouTube: https://youtu.be/c5nSOdU48O8
Spotify: https://podcasters.spotify.com/pod/show/libertarianlifecoach/episodes/Russian-anarchist-and-anti-war-movement-in-the-third-year-of-full-scale-war-e2k8ai4
2. Human Resource Management
(HRM, or simply HR)
is a function in organizations designed to
maximize employee performance in service of
their employer’s strategic objectives. HR is
primarily concerned with how people are
managed within organizations, focusing on
policies and systems. HR departments and units
in organizations are typically responsible for a
number of activities, including
employee recruitment, training and
development, performance appraisal, and
rewarding. (e.g., managing pay and benefit
systems). HR is also concerned with industrial
relations, that is, the balancing of organizational
practices with regulations arising from collective
bargaining and governmental laws.
3. Management Essentials
Management involves setting goals
and allocating scarce resources to
achieve them.
Management is the process of
efficiently achieving the objectives
of the organization with and through
people.
4. TWO FUNCTIONS IN HRM:
A.
Planning – refers to the job determining a proposed
mode of action based on an understanding of factors
involved, and directed at specific objectives.
Organizing – refers to the arrangement and relationship
of jobs and positions, which are necessary to carry out the
personnel program as determined by top management.
THE MANAGEMENT FUNCTIONS:
Directing – is concerned with the guidance of all efforts toward
stated objectives.
Coordinating – a method of getting people in an organization
to work together harmoniously to achieve common goal with
minimum expenditure of effort and materials.
5. TWO FUNCTIONS IN HRM:
A. THE MANAGEMENT FUNCTIONS:
Controlling – concerned with keeping all efforts within the
channels prescribed by management as shown in the personnel for
the entire organization.
B. THE OPERATIVE FUNCTIONS:
Procurement of employees – concerned with the recruitment,
selection, hiring and placement of employees.
Placement and utilization of employees – after the
employee is hired and trained, he is expected to contribute the
maximum of his abilities towards attaining the productivity
objective of the company.
6. TWO FUNCTIONS IN HRM:
B. THE OPERATIVE FUNCTIONS:
Training and development of employees – refers to
employee’s acquisition of knowledge, development of skills, in the
job, and proper work attitudes.
Motivating employees – the means by which the employees
are inspired to work to achieve the objectives of the organization
effectively.
Compensating – the objectives of a good compensation plan
are to attract and retain well-qualified employees in the
organization and to reward them for good performance.
7. Organization is a planned,
coordinated and purposeful action of
human beings to construct or compile
a common tangible or intangible
product. It is framed by formal
membership and form.
Sociologists’ View
8. DEFINITION
Organization is a collection of
people engaged in a specialized
and interdependent activity to
accomplish a goal or mission.
9. Why is HRM Important to an
Organization?
HRM is the part of the organization
concerned with the “people”
dimension.
HRM is both a staff, or support
function that assists line
employees, and a function of every
manager’s job.
HRM Certification
◦ Colleges and universities offer HR
programs.
10. The achievements
of an organization
are the results of
the combined effort
of each individual.
-Vince Lombardi-
11. Principles of GOOD ORGANIZATION:
Formal Organization – well defined, bounded by
delegation and relatively stable
Basic Principles: Subsidiary Principles:
1. Objectives 1. delegation
2. Specialization 2. efficiency
3. Coordination 3. unity of command
4. Authority 4. span of control
5. Responsibility 5. short chain of comm
6. flexibility
7. exception
8. control
12. AN OVERVIEW OF
HUMAN RESOURCE MANAGEMENT :
Personnel Management:
- is the planning, organizing, directing
and controlling of procurement, development,
compensation, integration, maintenance and
separation of human resources to the end
that individuals, organizational and societal
objectives are accomplished.
13. Human Resource Management:
It is the art and science of acquiring,
motivating, maintaining and developing
people in their jobs in light of their personal,
professional and technical knowledge,
skills, potentialities, needs and values
in synchronization with the achievement of
individual, organization, and society’s goals.
14. A COMPARISON OF PERSONNEL MANAGEMENT
And HUMAN RESOURCES MANAGEMENT:
Personnel Management:
Mostly rank and file
Full-time work
Formal setting: office, factory/
plant
Few and simple: personnel
Information, recruitment and
Screening social activities,
management-labor
relationships
HR Management:
All people working for and with
the organization including the
Board, top management,
consultants or resource
persons, middle management,
rank and file.
Full-time, part-time, flexi-time
Formal and informal settings
Varied and complex:
Job organization and
information: job analysis, job
design and job evaluation.
Acquisition of human
resources: human resources
planning, recruitment,
screening, selection and
placement.
Factors
1. Scope: People Involved
2. Hours of Work
3. Place of work
4. Types of Service/ Function
15. A COMPARISON OF PERSONNEL MANAGEMENT
And HUMAN RESOURCES MANAGEMENT:
Personnel Management:
Administrative Officer or
Chief Executive Officer
Lawyer; Records Clerk
HR Management:
Maintenance: orientation,
motivation, assessment and
evaluation, compensation,
administration, movement
analysis, benefits, participation
and services programs,
management-labor relations.
Development: Training and
education, career planning,
testing and counseling.
Research in human
resources
Separate Human Resources
Department manned by
human resources specialist
Behavioral scientist
Social science researcher
Factors
4. Types of Service/ Function:
5. Department Head or Officer-
in-Charge
6. Department Staff: Qualifications
16. A COMPARISON OF PERSONNEL MANAGEMENT
And HUMAN RESOURCES MANAGEMENT:
Personnel Management:
Lower level to line managers
Accomplishment of
organization goals being
implemented
Mechanistic: reactive,
structural, inflexible, technical,
control-oriented and
organization-oriented
Personally subjective based
on management’s needs and
values
Compartmentalized approach
HR Management:
Higher level to General
Manager or Chief Executive
Officer
Accomplishment of
organization and individual
goals
Developmental : proactive,
socio-technical orientation,
flexible, participatory, creative
and innovative
Objective and scientific based
on individual and organization
culture
Total Systems approach
Factors
7. Level of Reporting
8. Goals
9. Technology
10. Strategies
17. A COMPARISON OF PERSONNEL MANAGEMENT
And HUMAN RESOURCES MANAGEMENT:
Personnel Management:
Traditional work orientation
with priorities on organization
and management welfare
mainly for profit
People: an expense and a
factor of production
HR Management:
Humane with emphasis on
respect for individual and
society’s well-being
People: an investment and a
resource
Factors
11. Philosophy
18. BUSINESS PLANNING
HR PLANNING
HR ACQUISTION
VISION/MISSION
Goals/Objectives
Strategies
Forecasting
Inventory
Audit
HR MAINTENANCE and
CONSERVATION
HR DEVELOPMENT
SEPARATION
HR INFO. SYSTEM
Recruitment
Selection / placement
Performance Mgmt.
Rewards/Salary Admin.
Health, Safety, Recreation, Discipline
Training
Career Development
Retirement
Termination
Redundancy, Retrenchment
19. KEY WORDS IN HRM:
Solution on employment problems
Treats each employee as an individual
Concerned with helping an organization
achieve its objectives in the future