Human Resource Managment
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This presentation summarizes key concepts in human resource management. It discusses the main functions of HR including planning, attracting, developing, and retaining employees. It also outlines the HR process which involves strategic planning, job design, recruitment, selection, training, performance management, compensation, and retention activities like benefits and labor relations. Finally, it emphasizes the importance of HR for managers in hiring the right people, reducing attrition, ensuring performance, compliance with laws, and developing employees.
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Human Resource Managment
This document defines human resource management and discusses its importance and objectives. HRM is defined as the process of acquiring, training, evaluating and compensating employees while also ensuring labor relations, health, safety and fairness. The key objectives of HRM are to provide qualified employees, maximize employee effectiveness, and satisfy individual employee needs. HRM is a strategic approach that helps align human resources with organizational goals. It involves functions like recruitment, development and retention of employees. The document also outlines the roles and responsibilities within an HR department and discusses the importance of strategic HR planning.
Human resource managment
This document discusses key aspects of human resource management including manpower planning, personnel management, recruitment, selection, training, and leadership. It defines manpower planning as procuring, developing, compensating, integrating, and maintaining people to achieve organizational goals. It outlines the functions of personnel management such as recruitment, education and training of employees, maintaining workplace relations and employee health, safety, and services. The steps of recruitment, selection, and training procedures are also summarized. Different leadership styles like autocratic, laissez-faire, democratic and charismatic are briefly defined.
Human resource managment
Human resource management involves supporting and managing an organization's employees and processes related to the employer-employee relationship. It includes recruiting and developing employees to become more valuable to the organization over time. Some key aspects of HR are training, development, recruitment, employee relations, and benefits. HR functions include planning, organizing, staffing, directing, and controlling personnel; and recruitment, training, compensation, performance appraisal, and professional development.
Human resource managment
Human resource management involves selecting, training, developing, and compensating employees in a way that allows a firm to compete effectively and achieve its objectives. It concerns managing people in a way that benefits both the organization and individuals. Key functions of HRM include managerial functions like planning and organizing staff, as well as operative functions such as employment, development, compensation, maintenance of working conditions and welfare, motivation, industrial relations, and separation. HRM also serves advisory functions by providing counsel to top management on personnel programs and policies and advising departmental heads on issues related to labor planning and personnel processes.
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This document discusses human resource planning and management in healthcare. It outlines the importance of human resource planning to ensure the right number and types of employees are available at the right times. The document describes the key roles in healthcare that require human resources including doctors, nurses, technicians, and other support staff. It also discusses the importance of ongoing training and development programs, as well as maintaining employee well-being and satisfaction, to improve human resources in healthcare organizations. The overall goal of human resource policies in healthcare is to attract, recruit, and retain competent staff while creating a continuously learning organization.
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The document discusses human resource management (HRM). It begins by defining HRM and outlining its objectives from both organizational and societal perspectives. These objectives include optimizing human resource utilization, developing mutual trust between management and employees, and being socially responsible. The document also explores key HRM activities, models, and the roles and responsibilities of HR managers versus line managers. It emphasizes that employees are the most important organizational asset and that effective HRM is critical for organizational success. Finally, it lists desirable qualities for HR professionals such as strong communication and negotiation skills.
HRM (Human Resource Managment)
HRM involves evaluating an organization's human resource needs, recruiting and selecting employees to fill those needs, and motivating employees to help achieve organizational goals. The key functions of HRM include staffing through recruitment and selection, training and developing employees, motivating performance, and maintaining employees through performance appraisal and compensation. An effective HRM system is important for maximizing employee productivity and retention, and provides a competitive advantage.
importtance of human resource management
HRM is important for an organization in several key ways: (1) it handles important tasks like recruiting, training, performance evaluations, and exit interviews that help attract and retain talented employees; (2) it plays a role in employee satisfaction, performance, and productivity which contributes to competitive advantage and success; (3) it creates a talented workforce by hiring the right people for the right jobs and attracting/retaining top employees. HRM also helps keep management focused on their core jobs by advising on regulations, acts as an HR expert, and helps the organization and its people achieve their goals through development and rewards.
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Human Resource Managment
This document defines human resource management and discusses its importance and objectives. HRM is defined as the process of acquiring, training, evaluating and compensating employees while also ensuring labor relations, health, safety and fairness. The key objectives of HRM are to provide qualified employees, maximize employee effectiveness, and satisfy individual employee needs. HRM is a strategic approach that helps align human resources with organizational goals. It involves functions like recruitment, development and retention of employees. The document also outlines the roles and responsibilities within an HR department and discusses the importance of strategic HR planning.
Human resource managment
This document discusses key aspects of human resource management including manpower planning, personnel management, recruitment, selection, training, and leadership. It defines manpower planning as procuring, developing, compensating, integrating, and maintaining people to achieve organizational goals. It outlines the functions of personnel management such as recruitment, education and training of employees, maintaining workplace relations and employee health, safety, and services. The steps of recruitment, selection, and training procedures are also summarized. Different leadership styles like autocratic, laissez-faire, democratic and charismatic are briefly defined.
Human resource managment
Human resource management involves supporting and managing an organization's employees and processes related to the employer-employee relationship. It includes recruiting and developing employees to become more valuable to the organization over time. Some key aspects of HR are training, development, recruitment, employee relations, and benefits. HR functions include planning, organizing, staffing, directing, and controlling personnel; and recruitment, training, compensation, performance appraisal, and professional development.
Human resource managment
Human resource management involves selecting, training, developing, and compensating employees in a way that allows a firm to compete effectively and achieve its objectives. It concerns managing people in a way that benefits both the organization and individuals. Key functions of HRM include managerial functions like planning and organizing staff, as well as operative functions such as employment, development, compensation, maintenance of working conditions and welfare, motivation, industrial relations, and separation. HRM also serves advisory functions by providing counsel to top management on personnel programs and policies and advising departmental heads on issues related to labor planning and personnel processes.
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This document discusses human resource planning and management in healthcare. It outlines the importance of human resource planning to ensure the right number and types of employees are available at the right times. The document describes the key roles in healthcare that require human resources including doctors, nurses, technicians, and other support staff. It also discusses the importance of ongoing training and development programs, as well as maintaining employee well-being and satisfaction, to improve human resources in healthcare organizations. The overall goal of human resource policies in healthcare is to attract, recruit, and retain competent staff while creating a continuously learning organization.
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The document discusses human resource management (HRM). It begins by defining HRM and outlining its objectives from both organizational and societal perspectives. These objectives include optimizing human resource utilization, developing mutual trust between management and employees, and being socially responsible. The document also explores key HRM activities, models, and the roles and responsibilities of HR managers versus line managers. It emphasizes that employees are the most important organizational asset and that effective HRM is critical for organizational success. Finally, it lists desirable qualities for HR professionals such as strong communication and negotiation skills.
HRM (Human Resource Managment)
HRM involves evaluating an organization's human resource needs, recruiting and selecting employees to fill those needs, and motivating employees to help achieve organizational goals. The key functions of HRM include staffing through recruitment and selection, training and developing employees, motivating performance, and maintaining employees through performance appraisal and compensation. An effective HRM system is important for maximizing employee productivity and retention, and provides a competitive advantage.
importtance of human resource management
HRM is important for an organization in several key ways: (1) it handles important tasks like recruiting, training, performance evaluations, and exit interviews that help attract and retain talented employees; (2) it plays a role in employee satisfaction, performance, and productivity which contributes to competitive advantage and success; (3) it creates a talented workforce by hiring the right people for the right jobs and attracting/retaining top employees. HRM also helps keep management focused on their core jobs by advising on regulations, acts as an HR expert, and helps the organization and its people achieve their goals through development and rewards.
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References:
Payos, Ranulfo P., LLB, FPM (2010). Human Resource Management. Manila, Philippines: Rex Bookstore Inc. ISBN 978-971-23-5643-8
Heneman III, Herbert.; Judge, Timothy A (2005). Staffing Organizations. USA: McGraw-Hill. ISBN 0072987227.
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Human resource management deals with managing an organization's employees or human resources. The objectives of HRM are to improve employee morale and performance to accomplish organizational goals, recognize individual needs through adequate compensation and benefits, and develop a quality work environment. HRM is important for attracting and retaining talent, developing employee skills, motivating workers, utilizing resources effectively, and maintaining good employee relations. Some of the key challenges faced by HR managers include a changing workforce, globalization, quality improvement demands, and adapting to changing employee expectations.
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Human resource management involves key functions like staffing, training, performance appraisal, and compensation management. Staffing includes human resource planning, recruitment, selection, placement, and onboarding processes. Training and development aims to improve employee performance through learning opportunities. Performance is evaluated through performance appraisal. Compensation management determines pay and benefits to attract and retain talent. Employee welfare programs enhance quality of life. Together, these HR functions manage the employee lifecycle from hiring to retirement.
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The document discusses various aspects of human resources management including defining HRM, recruitment and selection processes, training and development, and organizational structures. It provides details on job analysis, different types of recruitment sources, orientation processes, and evaluating the impact of training. Additionally, it examines concepts like centralization vs decentralization, different levels of organizational culture, and factors that influence the choice of organizational structure.
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The document outlines the key functions of human resource management including planning, staffing, employee development, and employee maintenance. It discusses how these functions work towards effective utilization of human resources, desirable working relationships, and individual development. Some example functions are human resource planning, job analysis, staffing, orientation, training, performance appraisal, compensation, and benefits. The primary responsibilities of an HR manager are developing knowledge of corporate culture and policies, acting as an internal change agent, keeping communication lines open, identifying HR strategies, and evaluating the impact of HR interventions.
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Human Resource Management deals with issues related to employees such as compensation, hiring, training, safety, benefits, and development. The objectives of HRM include improving employee and organizational performance, recognizing individual needs, developing human assets, and maintaining employment stability. HRM functions include planning and organizing the workforce, directing employees to achieve goals, controlling performance, recruiting and selecting candidates, training and developing skills, establishing reward systems, and maintaining good industrial relations. Modern challenges for HR professionals include changing customer and employee expectations, increased competition and globalization, ensuring quality improvement, managing a diverse workforce, and adapting to a dynamic business environment.
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This document provides an overview of human resource management (HRM) concepts including:
1. It outlines the complete training theme which includes HR definitions, functions, team management, interview skills, performance management, and recruitment and selection.
2. The origin and definition of HRM are discussed, noting how the HR function has evolved from a personnel department focused on employee well-being to a strategic partner supporting organizational objectives.
3. Key HRM functions like staffing, orientation, training and development, compensation management, health and safety, and labor relations are defined and their importance to organizations is explained at a high level.
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Human resource management involves planning, attracting, developing, and retaining employees. It includes functions like recruitment and selection, training and development, compensation and benefits, employee separation. The goal is to facilitate effective use of people to achieve organizational goals. HRM processes aim to acquire the right people, develop their skills, motivate them, and ensure they remain productive during their employment while following legal requirements and industrial relations.
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Chapter 3: The new roles of human resources
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Source:
Human Resource Management
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by Ranulfo Payos, LLB, FPM
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The document outlines the key functions of human resource management (HRM) which include managerial functions, operative functions, and advisory functions. Managerial functions involve planning, organizing, directing, and controlling human resources. Operative functions encompass recruitment, job analysis, training, compensation, and separation. Advisory functions include advising top management and departmental heads on personnel programs, policies, and maintaining employee morale.
Human Resource Management
Human resource management involves facilitating the effective use of employees to achieve organizational goals. It has evolved from scientific management and human relations approaches. Key functions include employment, training, compensation, and employee relations. Emerging roles for HR include demonstrating how human resources provide a competitive advantage. HR professionals face challenges such as globalization, changing technology, and demonstrating their value. Strategic human resource management aligns HR strategies with business strategies.
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References:
Payos, Ranulfo P., LLB, FPM (2010). Human Resource Management. Manila, Philippines: Rex Bookstore Inc. ISBN 978-971-23-5643-8
Heneman III, Herbert.; Judge, Timothy A (2005). Staffing Organizations. USA: McGraw-Hill. ISBN 0072987227.
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Human resource management deals with managing an organization's employees or human resources. The objectives of HRM are to improve employee morale and performance to accomplish organizational goals, recognize individual needs through adequate compensation and benefits, and develop a quality work environment. HRM is important for attracting and retaining talent, developing employee skills, motivating workers, utilizing resources effectively, and maintaining good employee relations. Some of the key challenges faced by HR managers include a changing workforce, globalization, quality improvement demands, and adapting to changing employee expectations.
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This document provides an overview of human resource management (HRM). It discusses the key terms, functions, evolution and challenges of HRM. Specifically, it outlines the four main functions of HRM as staffing, training and development, motivation, and maintenance. For each function, it describes the objectives and components. It also discusses the roles of HR managers and common challenges faced, such as economic changes, workforce issues, and organizational restructuring.
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Human resource management involves key functions like staffing, training, performance appraisal, and compensation management. Staffing includes human resource planning, recruitment, selection, placement, and onboarding processes. Training and development aims to improve employee performance through learning opportunities. Performance is evaluated through performance appraisal. Compensation management determines pay and benefits to attract and retain talent. Employee welfare programs enhance quality of life. Together, these HR functions manage the employee lifecycle from hiring to retirement.
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The document discusses various aspects of human resources management including defining HRM, recruitment and selection processes, training and development, and organizational structures. It provides details on job analysis, different types of recruitment sources, orientation processes, and evaluating the impact of training. Additionally, it examines concepts like centralization vs decentralization, different levels of organizational culture, and factors that influence the choice of organizational structure.
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The document outlines the key functions of human resource management including planning, staffing, employee development, and employee maintenance. It discusses how these functions work towards effective utilization of human resources, desirable working relationships, and individual development. Some example functions are human resource planning, job analysis, staffing, orientation, training, performance appraisal, compensation, and benefits. The primary responsibilities of an HR manager are developing knowledge of corporate culture and policies, acting as an internal change agent, keeping communication lines open, identifying HR strategies, and evaluating the impact of HR interventions.
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Human resource management involves several key functions including recruitment, selection, employment legislation, discipline, development, training, rewards systems, and motivation. Recruitment involves identifying job vacancies and notifying potential candidates. Selection is the process of assessing candidates and appointing a post holder using methods like interviews, tests, and exercises. Employment legislation regulates many aspects of hiring and managing employees and aims to prevent discrimination. Development, training, and rewards are used to motivate employees and help them fulfill their potential within an organization.
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Human Resource Management deals with issues related to employees such as compensation, hiring, training, safety, benefits, and development. The objectives of HRM include improving employee and organizational performance, recognizing individual needs, developing human assets, and maintaining employment stability. HRM functions include planning and organizing the workforce, directing employees to achieve goals, controlling performance, recruiting and selecting candidates, training and developing skills, establishing reward systems, and maintaining good industrial relations. Modern challenges for HR professionals include changing customer and employee expectations, increased competition and globalization, ensuring quality improvement, managing a diverse workforce, and adapting to a dynamic business environment.
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The document discusses the four main functions of human resource management: acquiring, motivating, developing, and retaining employees. It also outlines the managerial functions of HR which include planning, organizing, staffing, directing, and controlling. The operative functions are employment, human resource development, compensation, and employee relations. Finally, it mentions some of the challenges currently facing human resources such as worker productivity, quality improvement, and changing workforce attitudes.
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The document discusses human resource management (HRM) and performance appraisal. It defines HRM as the process of planning, acquiring, training, appraising, and compensating employees while also addressing labor relations, health, safety, and fairness concerns. HRM aims to match an organization's needs with the skills of its employees. Performance appraisal is defined as a system to review and evaluate an individual's or team's performance over a period of time in order to identify gaps and help organizational control. The document outlines various HRM functions including recruitment, training, development, and compensation as well as methods for performance appraisal.
Overview of human resource management system & function
This document provides an overview of key human resource management concepts and processes. It begins with the session objectives of introducing HRM, defining HRM functions, and understanding recruitment, training, performance appraisal, compensation and benefits, and HR roles and responsibilities. It then defines HRM and describes common HR manager functions. The main HRM functions are outlined as manpower planning, recruitment and selection, training and development, compensation and benefits, performance appraisal, industrial relations, and employee services. Recruitment, selection, training, performance appraisal, compensation, benefits, and changing HR roles are then described in more detail.
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As a new generation HRs, we should know the new critical roles of a Human Resource practitioner. You should view this one to change the perception of many about HRs.
Human resource management
Human resource management involves facilitating the effective use of employees to achieve organizational goals. It encompasses strategic functions like aligning HR with business strategy and managing change, as well as operational roles such as administrative processes and increasing employee commitment. Emerging roles for HR include being a strategic partner, change agent, and employee champion. HR professionals face challenges in developing employees' skills to meet future needs, maintaining employee satisfaction, and demonstrating HR's value as a competitive advantage through activities like human resource accounting.
Function of Human Resource Management
This document provides an overview of the key functions of human resource management. It discusses 17 human resource functions including human resource planning, recruitment and selection, promotion and transfer, job design and analysis, training and development, performance evaluation, rewards and benefits, career development, grievance handling, disciplinary action, employee welfare, communication between employees and employers, human resource costing and audit, labor relations, change management, policy development and implementation, environmental health and safety, and attracting and retaining top talent. The document is a training presentation on human resource management functions.
Functions of HRM: Short Definitions, Process & Diagrams
The overall functions are discussed below with simple short definitions of each & also the process of each functions show with diagrams. There are many more functions of HRM, but the below are the most significant.
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Meaning of HRM, Importance of HRM, Objectives and Functions, process of HRM, Systems and Techniques, Role of human resource manager, duties and responsibilities of human resource manager, typical organization set up of human resource department.
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Human resource management in hospitals focuses on employees as the most important asset. It aims to motivate employees and encourage their participation in decision making. Flexibility and work-life balance are high priorities. The main principle is to determine what should be provided to employees to extract desired work. Core HR responsibilities include staffing, recruitment, compensation, benefits, training, and performance evaluation. The human resource manager oversees all HR activities and policies in compliance with labor laws. HR functions can also be outsourced to reduce costs and allow in-house HR to focus on strategic matters.
Recrutment process of airtel
The document summarizes the recruitment process of Bharti Airtel. It begins with listing members involved in the process. It then defines recruitment and lists goals such as attracting qualified individuals and providing equal opportunities. It outlines the recruitment process which includes manpower budgeting, requesting positions, sourcing CVs through methods like advertisements and agencies, initial screening, and functional interviews. It lists sources of manpower supply such as ads, agencies, on-campus recruitment, and employee recommendations. In conclusion, it states that Airtel's management process works smoothly and helps achieve objectives like less employee turnover through fulfilling HR functions such as analyzing jobs, assessing policies, recruiting, performance appraisal, and training.
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Human Resource Managment
- 1. A PRESENTATION ON: HUMAN RESOURCE MANAGEMENT SUBMITTED TO: Mr. PRATIK SAKRIYA (ASSISTANT PROFFESSOR) SUBMITTED BY: PARTH PATEL (141240116033) KRISHNA PATEL (141240116028) KISHAN PATEL (141240116027) KINTESH PATEL (141240116025) PAREN PATEL (141240116032) SARDAR PATEL COLLEGE OF ENGINEERING
- 3. 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.
- 4. 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.
- 5. • The HRM process consists of planning, attracting, developing, and retaining the human resources (employees) of an organization. 5
- 6. 6 HR Planning strategic HR planning; job design Attracting employees recruiting; selecting Developing employees training & development; performance appraisal Retaining employees compensation; maintenance; labor relations; separation
- 7. • Planning for the future personal needs of an organization, • taking into account both internal activities and factors in the external environment 7
- 8. 8 Job Design usually done prior to recruitment the process of describing the work that needs to be done by an employee and specifying the requirements needed in fulfilling the job
- 9. • Recruitment • development of a pool of job candidates in accordance with a human resource plan • its purpose is to provide management. with enough candidates from which they can select qualified employees • internal versus external 9
- 10. • Selection • the mutual process whereby the organization decides to make a job offer and the candidate decides whether or not to accept it. 10
- 11. Job Application Initial Interview Testing Background Investigation In-depth Interview Physical Exam Job Offer
- 12. • Orientation • a program designed to help employees fit smoothly into an organization 12
- 13. • Training • a process designed to maintain or improve current employee performance • Development • a process designed to develop skills and attitudes necessary for future work 13
- 14. • Performance Appraisal • process of providing feedback to subordinates regarding their performance on the job. • Informal versus Formal 14
- 15. • A formalized appraisal process is used for: • rating work performance • identifying those deserving raises or promotions • identifying those in need of further training 15
- 16. • the adequate and equitable remuneration of personal for their contribution in the achievement of organization objectives. 16
- 17. • entails recognizing the validity of unions, negotiating for the collective bargaining agreement, and being able to handle strikes and other forms of mass action. 17
- 18. • the process of providing the following services to employees: • career counselling • safety & health programs • Also involves the minimization of absenteeism and tardiness 18
- 19. • the process of reintegrating employees to society; entails the following: • employees should be terminated for a just cause • a retirement plan must be provided for old employees as an aid when they leave the company. 19 Retaining Employees
- 20. IMPORTANCE OF HRM • Human Resource Management is important to all managers despite their various functions because of the following reasons- • Hire the right person for the job • Low attrition rate • Ensure people do their best • Time saved in not conducting useless interviews • Avoid legal action for any discrimination • Safety laws are not ignored • Equity towards employee in relation to salary etc. • Effective training • Avoid unfair labor practices