The document outlines the course schedule and content for a human resources management course. The course covers 4 chapters: human resources management and planning, organizational structure and communication, leadership, management and motivation, and corporate culture and employer-employee relations. Chapter 1 defines human resources management, its aims to keep employee satisfaction and motivation high, and its functions like workforce planning, staffing, training, and industrial relations. It also discusses human resources planning, the supply of labor, recruitment methods like agencies and job centers, and the benefits of training and appraisal.
Employee Motivation as a tool to implement internal Marketing.Rajkumar Adhikari
Implementation of strategies in the organization is the major problem. For the happening of marketing motivation plays an important role. Without motivation of employees, it is difficult to implement internal marketing. In the external marketing, we are using motivational marketing concept so that customer buy the product repeatedly. Motivational marketing brings customer loyalty. Internal marketing is the growing concept in the organization. It is the buy-in process. Before doing external marketing, it is essential to starts marketing inside the organization. Employee motivation is a tool through which buy in process becomes easy. This study reveals what are the difficulties organizations are facing in implementation of internal marketing. Motivation of employees is prerequisite for success of internal marketing. To improve performance of organization internal marketing is implementing in the internal market. Before implementing marketing strategies, it is important to motivate employee first. However, internal marketing concept under conceptualized. There is need to focus on its concept. Many authors gave their own view about this concept
Employee Motivation as a tool to implement internal Marketing.Rajkumar Adhikari
Implementation of strategies in the organization is the major problem. For the happening of marketing motivation plays an important role. Without motivation of employees, it is difficult to implement internal marketing. In the external marketing, we are using motivational marketing concept so that customer buy the product repeatedly. Motivational marketing brings customer loyalty. Internal marketing is the growing concept in the organization. It is the buy-in process. Before doing external marketing, it is essential to starts marketing inside the organization. Employee motivation is a tool through which buy in process becomes easy. This study reveals what are the difficulties organizations are facing in implementation of internal marketing. Motivation of employees is prerequisite for success of internal marketing. To improve performance of organization internal marketing is implementing in the internal market. Before implementing marketing strategies, it is important to motivate employee first. However, internal marketing concept under conceptualized. There is need to focus on its concept. Many authors gave their own view about this concept
ANTREPRENORIAT: drumul de la idei catre oportunitati si succes in afaceriMK247
Prezentarea sustinuta de catre Marius Ghenea, business angel, in cadrul conferintei regionale Marketing 24/7 Sibiu 2-3 Iunie 2011 Hotel Ibis www.marketing247.ro
Human
Resource
Management
Meaning
Definition
Importance of HRm
Objectives of HRM
Process of HRM
MCQ
Recruitment and selection
Performance and selections
Learning and development
Succession planning
Compensation and benifits
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
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4. What is the meaning of human
resources management?
Human resource management is the
management of people in an organisation.
It is responsible for the
selection, training, assessment, and rewarding
of employees.
It uses the development of methods and
techniques.
6. What is the aim of human
resources management?
The aim of human resources management is to
keep employee motivation and satisfaction
high. Human resources also focuses on the
management of the employees for the
objectives of competitive enterprises.
7. It integrates individual purposes and
organizational objectives for a strategic
advantage and helps to achieve the objectives
in an effective manner.
8. It allows for the development of social
responsibility and business ethics in business
culture.
9. It recognizes employees as human beings, it gives
attention to their needs, expectations and
motivation.
10. Human resources management makes the
quality of working life better and ensures a
peaceful working environment.
It provides the most effective and efficient
way to the use of knowledge and skills of
employees.
12. Today the human resources
function can be defined as
follows:
Workforce planning
Staffing (supply, selection, placement)
Business evaluation
Rewarding
Training and development
Industrial relations
Employee Protection
14. Human Resources Planning
Human resources planning is a process that
identifies the human resources needed for an
organization to achieve its goals.
Note: The demand of the working population is
growing in developing economies.
15. Determining the correct number and nature of
employees at the right time and place to achieve
future goals in an effective manner.
16. The Supply of Labor
The supply of labor is the total hours that
workers wish to work at a given real wage rate.
17. Supply of labor depends upon:
The number of qualified people, for
example, the number of qualified Accountants
is low, therefore supply is quite inelastic.
Difficulty of getting qualifications, for
example, if it is difficult to gain
qualifications, the supply will be inelastic.
Inelastic: relatively unresponsive to changes, as demand
when it fails to increase in proportion to a decrease in price.
18. The non-wage benefits of a job. Unpleasant
jobs will have less people willing to do them,
therefore supply will be lower. Many
unpleasant jobs may also be low skilled, so it
will still be low paid.
The wages and conditions of other jobs
Supply of labor depends upon:
19. Workforce Planning
For workforce planning an organization will:
- Need to achieve objectives.
- Identify and develop the workforce needs
- Look for work-life balance of employees.
24. Job Centres:
A job centre in both public and private
environments seek to provide job
opportunities.
In some countries governments provide job
centres in which people seeking jobs can visit
for employment help.
A Job Centre aims to get people into
employment and support them in the search of
employment.
25. Training and Appraisal
Professional training and education provide
benefits to business:
- They help labors adopt innovations.
- They can be a source of motivation.
- They can help create team spirit.
- They can develop junior staff.
