Introduction to Human Resource Management
•Download as PPTX, PDF•
0 likes•70 views
In this Presentation, You will get to know about what is Human Resource Management. Introduction to Human Resource Management, Background and Present Scenario of Human Resource Management. Brief Conceptual Background of Human Resource Management. Why Human Resource is important in every organisation. Thanks and Regards, Rutuja Prabhune
Report
Share
Report
Share
Recommended
What is Human Resources Management?
This document discusses the history and evolution of human resources management. It begins by defining human resources as the people who work in an organization, whether public or private. It then traces the development of human resources management from personnel management, noting how the field has expanded its focus from administrative tasks to strategic functions. Key events and theories that shaped the field are explained, including scientific management, the Hawthorne studies, and the influence of industrial and military psychology. The roles, functions, and types of authority of human resources management departments in organizations are also outlined.
BS 76001 HR Professionals invited to shape development of British Standard fo...
BS 76001 HR Professionals invited to shape development of British Standard fo...demingcertificationa
Human resource management (HRM or HR) is the strategic approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee-benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.1. introduction to hrm
Human resource management (HRM) involves managing an organization's employees. It includes activities like recruiting and selecting employees, orientation and training, performance evaluation, compensation and benefits, and labor relations. The goal of HRM is to attract, develop and maintain a talented workforce to help achieve organizational objectives. It has evolved over time due to factors like scientific management, the human relations movement, and changes in business needs and the economy.
human resource management introduction and evolution
This document discusses the evolution of human resource management (HRM) from the Industrial Revolution era to modern times. It covers several important eras: [1] The Industrial Revolution from 1750-1900 saw the treatment of employees as commodities. [2] The Social Responsibility era from 1900 emphasized paternalistic and humanistic approaches. [3] Scientific Management from 1910 focused on applying science to work processes. [4] The rise of trade unions in 1926 led to collective bargaining and other personnel practices. [5] The Human Relations era from 1930 studied social and psychological factors in work. [6] Behavioral science from 1936 examined how individual behavior impacts groups. [7] Systems approaches from 1960-1970 viewed the organization hol
Hrm 1
This document discusses key aspects of human resource management (HRM). It begins by defining HRM and its focus on managing employee knowledge, skills, attitudes, and potentials to achieve organizational objectives. The development of HRM is then summarized, from early welfare programs in the 18th century to the scientific management era and modern HRM approaches. The functions of HRM are outlined as staffing, training and development, motivation, and maintenance. Finally, the differences between traditional personnel management and modern HRM are contrasted.
Module 1 Introduction to HRM
This document provides an overview of human resource management (HRM) and the evolution of personnel management. It discusses how personnel management evolved from a traditional approach focused on administration and welfare to a more modern HRM approach centered around acquiring, developing, motivating and maintaining human resources as valuable assets. The key concepts of HRM include recruitment, selection, training, performance appraisal and compensation of employees. HRM has grown from viewing employees as commodities to recognizing them as human resources that can help achieve organizational goals when their needs are satisfied. The principles of HRM guide decision making and include merit, fairness, diversity and transparency.
Unit 1 . meaning, nature, scope and significance
This document provides an overview of human resource management (HRM), including its meaning, nature, scope and significance. It discusses how HRM has evolved from a personnel management function to a more strategic role. HRM is understood as managing people as a key organizational resource and balancing organizational and individual needs. The document outlines different versions of HRM, including hard versions that focus on efficiency and soft versions emphasizing employee commitment. It concludes that effective HRM integrates both approaches and is a comprehensive, strategic function that permeates all levels of an organization.
1 introduction to hrm
The document discusses human resource management (HRM) and its evolution over time. It defines HRM as the process of managing people in organizations in a way that helps achieve organizational goals. The key aspects of HRM include attracting, developing, utilizing, and maintaining a talented workforce. The document traces the history and development of HRM from its early roots in personnel management to the current strategic focus on human capital. It also outlines the typical processes and functions involved in modern HRM practices.
Recommended
What is Human Resources Management?
This document discusses the history and evolution of human resources management. It begins by defining human resources as the people who work in an organization, whether public or private. It then traces the development of human resources management from personnel management, noting how the field has expanded its focus from administrative tasks to strategic functions. Key events and theories that shaped the field are explained, including scientific management, the Hawthorne studies, and the influence of industrial and military psychology. The roles, functions, and types of authority of human resources management departments in organizations are also outlined.
BS 76001 HR Professionals invited to shape development of British Standard fo...
BS 76001 HR Professionals invited to shape development of British Standard fo...demingcertificationa
Human resource management (HRM or HR) is the strategic approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee-benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.1. introduction to hrm
Human resource management (HRM) involves managing an organization's employees. It includes activities like recruiting and selecting employees, orientation and training, performance evaluation, compensation and benefits, and labor relations. The goal of HRM is to attract, develop and maintain a talented workforce to help achieve organizational objectives. It has evolved over time due to factors like scientific management, the human relations movement, and changes in business needs and the economy.
human resource management introduction and evolution
This document discusses the evolution of human resource management (HRM) from the Industrial Revolution era to modern times. It covers several important eras: [1] The Industrial Revolution from 1750-1900 saw the treatment of employees as commodities. [2] The Social Responsibility era from 1900 emphasized paternalistic and humanistic approaches. [3] Scientific Management from 1910 focused on applying science to work processes. [4] The rise of trade unions in 1926 led to collective bargaining and other personnel practices. [5] The Human Relations era from 1930 studied social and psychological factors in work. [6] Behavioral science from 1936 examined how individual behavior impacts groups. [7] Systems approaches from 1960-1970 viewed the organization hol
Hrm 1
This document discusses key aspects of human resource management (HRM). It begins by defining HRM and its focus on managing employee knowledge, skills, attitudes, and potentials to achieve organizational objectives. The development of HRM is then summarized, from early welfare programs in the 18th century to the scientific management era and modern HRM approaches. The functions of HRM are outlined as staffing, training and development, motivation, and maintenance. Finally, the differences between traditional personnel management and modern HRM are contrasted.
Module 1 Introduction to HRM
This document provides an overview of human resource management (HRM) and the evolution of personnel management. It discusses how personnel management evolved from a traditional approach focused on administration and welfare to a more modern HRM approach centered around acquiring, developing, motivating and maintaining human resources as valuable assets. The key concepts of HRM include recruitment, selection, training, performance appraisal and compensation of employees. HRM has grown from viewing employees as commodities to recognizing them as human resources that can help achieve organizational goals when their needs are satisfied. The principles of HRM guide decision making and include merit, fairness, diversity and transparency.
Unit 1 . meaning, nature, scope and significance
This document provides an overview of human resource management (HRM), including its meaning, nature, scope and significance. It discusses how HRM has evolved from a personnel management function to a more strategic role. HRM is understood as managing people as a key organizational resource and balancing organizational and individual needs. The document outlines different versions of HRM, including hard versions that focus on efficiency and soft versions emphasizing employee commitment. It concludes that effective HRM integrates both approaches and is a comprehensive, strategic function that permeates all levels of an organization.
1 introduction to hrm
The document discusses human resource management (HRM) and its evolution over time. It defines HRM as the process of managing people in organizations in a way that helps achieve organizational goals. The key aspects of HRM include attracting, developing, utilizing, and maintaining a talented workforce. The document traces the history and development of HRM from its early roots in personnel management to the current strategic focus on human capital. It also outlines the typical processes and functions involved in modern HRM practices.
ch-1-introduction-of-hrm.ppt human resource management introduction
This document provides an introduction to human resource management (HRM). It defines HRM as planning, organizing, directing and controlling the procurement, development, compensation, integration, maintenance and separation of human resources to accomplish individual, organizational, and social objectives. The document discusses the meaning, definition, objectives and scope of HRM. It also outlines the differences between HRM and personnel management, functions of HRM, benefits provided by companies, significance of HRM, and evolution of HRM in India and the qualities of an HR manager.
Business anthropology
Business anthropology examines human behavior and consumption within cultural contexts. It developed from economic anthropology and has contributed to consumer research. The field originated from early colonial anthropology in Britain and applied anthropology in the US. A key early project was the Hawthorne Studies in the 1920s-30s which explored how social and environmental factors impacted productivity. This led to the development of human relations theory and the introduction of anthropology into organizational research. However, industrial anthropology declined amid changes in social science and criticisms of technology and industrialization.
HR Comes Of Age
The document traces the evolution of human resources (HR) from early industrial times to modern times. It discusses 5 movements: 1) the industrial age brought low-skilled repetitive work, 2) the personnel administration movement addressed employee problems, 3) the human relations movement emphasized employee involvement, 4) after WWII, HR focused on social responsibility, and 5) today HR must understand diverse trends and leverage technology while valuing employees.
Human Resource Management 4EVOLUATION HISTORY OF H.docx
This document discusses the evolution of human resource management (HRM) from pre-historic times to the present. It explores how HRM began with basic selection and training practices in ancient civilizations and evolved through different eras. During the Industrial Revolution, the need for formal labor regulations arose. Early theorists like Adam Smith and Robert Owen influenced the development of scientific management approaches. Personnel management emerged in the early 20th century focusing on administrative tasks. Behavioral theories and the human relations movement emphasized non-monetary motivators. Strategic HRM developed in the late 20th century treating employees as a source of competitive advantage. The history shows shifts from personnel management to HRM to a strategic focus on aligning human capital with organizational
Introduction-to-Educational-Management-and-Planning-PGDE-113 (1).pdf
This document provides an introduction to educational management and planning. It discusses definitions of management, including seeing it as organizing human and material resources to achieve objectives. It outlines the objectives and meaning of educational management, seeing it as involving activities beyond just teaching like policymaking. It also discusses traditional concepts of management and the scientific management approach developed by Frederick Taylor, which focused on efficiency and breaking jobs down into specific tasks.
Organisational behaviour part 1
1. The Global Data Research Centre develops case studies in management areas like organizational behavior and managerial psychology. It wants to expand into new areas like finance and accounting.
2. The director, Sunil Verma, established a process for efficient case development using research associates working in teams. Each team writes cases and teaching notes within strict deadlines.
3. The case development process involves topic selection, writing the case study, content editing, quality reviews, and comprehensive reading before publication. The goal is to produce high-quality cases and teaching notes on time.
Human Resource Management.ppt
Human Resource Management has its origins in 18th century Europe through the ideas of Robert Owen and Charles Babbage who recognized the importance of people to an organization's success (sentence 1). In the early 20th century, Frederick Winslow Taylor explored the concept of "scientific management" or "Taylorism" to improve manufacturing efficiency (sentence 2). During World War I, Charles Samuel Myers suggested using Elton Mayo's research on the Hawthorne Effect which showed that individuals modify their behavior when they know they are being observed (sentence 3).
History of management by wren(part 1 of 2)
The document summarizes several influential early management theorists including Sun Tzu, Machiavelli, Thomas Carlyle, Frederick Taylor, George Elton Mayo, Max Weber. It discusses Sun Tzu's book The Art of War and Machiavelli's The Prince. It then covers Thomas Carlyle's "Great Man Theory" and Frederick Taylor's scientific management approach. George Elton Mayo's Hawthorne Studies are summarized which showed the importance of social factors and work groups. Max Weber's principles of bureaucracy are outlined.
Chapter 1 Intro to Industrial/Organizational Psychology
This document provides an introduction to teaching a course on I/O psychology. It outlines key learning objectives which are to describe I/O psychology, understand its history, and learn about important research methods. I/O psychology applies psychological principles in workplace settings, with the goals of enhancing employee performance and well-being. The document then covers major fields in I/O psychology, common job titles, educational requirements, and important research methods like experiments, surveys, and meta-analyses.
Management Gurus
The document profiles several influential management theorists and their key contributions:
1. Henri Fayol proposed the functions of management as planning, organizing, commanding, coordinating, and controlling.
2. Peter Drucker advocated for management by objectives (MBO) which focuses on results over processes through goal setting and performance reviews.
3. Michael Porter described three generic competitive strategies: cost leadership, differentiation, and focus.
4. The document examines additional theorists including Theodore Levitt, Abraham Maslow, Frederick Taylor, Elton Mayo, Douglas McGregor, and W. Edwards Deming.
Theories in Public Administration
This document summarizes theories in public administration from 1800 to 1980. It covers the classical era from 1800-1950s which was based on scientific management, bureaucracy, and administrative management. Theories included Frederick Taylor's scientific management, Max Weber's bureaucracy, and Henri Fayol's 14 principles of management. The neoclassical era from the 1920s-1930s incorporated the human element and included theories from Mary Parker Follett, Chester Barnard, and Elton Mayo. Abraham Maslow introduced the hierarchy of needs and Frederick Herzberg the motivation-hygiene theory. Douglas McGregor proposed theory X and theory Y. The modern era integrated the classical and human relations approaches and included decision making theory from Herbert Simon and industrial human
Development of personnel management
This document discusses the evolution of personnel management and human resource management. It traces the origins of people management back to 19th century UK and the early factory owners who employed welfare officers to care for worker health and safety. It then outlines some of the major developments in approaches to personnel management, including Scientific Management, the Human Relations movement, behavioral management, and the functions and growth of formal personnel departments in organizations. The objectives and roles of personnel management in business are also summarized.
THE CONCEPT OF HUMAN RESOURCE MANAGEMENT BY MULYANYUMA AARON AYETA, (PhD STU...
THE CONCEPT OF HUMAN RESOURCE MANAGEMENT BY MULYANYUMA AARON AYETA, (PhD STU...Mbale District Local Government - Uganda
The document discusses the origins and definitions of human resource management (HRM). It notes that HRM first emerged as a concept in the 1950s through the work of management theorist Peter Drucker. Drucker argued that workers should be seen as "human resources" and that their social and moral needs must be considered. The concept of HRM continued to develop and was further defined by others in the 1960s and 1980s. Today, HRM is generally defined as a strategic approach to managing an organization's employees that aims to maximize their value and contribution while also focusing on commitment, well-being, and development. The document also distinguishes between "hard" and "soft" approaches to HRM.Theroies and models for nursing Management
This document provides an overview of various theories and models of nursing management. It begins with introducing the topic and providing definitions. It then discusses the evolution of management thought from classical to modern theories. Under classical theories, it outlines Max Weber's bureaucratic model, Frederick Taylor's scientific management, Henry Fayol's process/administrative management, and their key principles. It also discusses neoclassical human relations management theories, focusing on the work of Elton Mayo and his Hawthorne studies. In under 3 sentences, this document categorizes and compares different historical management theories and models, and how they contributed to the development of modern management thought.
Introduction
The document provides an overview of the evolution of management theory from early classical works to modern approaches. It discusses influential early thinkers like Machiavelli, Sun Tzu, and Taylor and their contributions to establishing scientific management. It then outlines the development of different schools of management thought including classical organization theory, behavioral science, management science, systems theory, and contingency approaches. It notes how management approaches must continue adapting to changing business environments and relationships in the 21st century.
Packet Learning 1 HRMD vs Personnel Management
The document discusses the definitions and concepts of human resource management compared to personnel management, outlining HRM's broader scope that views all personnel functions as interrelated and emphasizes a more dynamic, developmental approach concerned with both organizational and individual goals. Several theorists and their perspectives on management are also reviewed, showing the evolution of considering human and behavioral factors not just structure. Finally, a comparison highlights the differences between the more functional, administrative focus of personnel management versus HRM's encompassing, flexible, participatory stance.
l2_evolution_of_mgmt_theories_mba_e.ppt
The document discusses the evolution of management theory and practice over time. It begins by explaining why studying management history is important to understand how it has changed. It then provides an overview of management approaches from early civilizations through the 20th century. These include scientific management, general administrative theories, the human relations movement, and quantitative approaches. Recent developments have moved towards integrating different theories and recognizing organizations as open systems that interact with their external environment.
developmentofpersonnelmanagement-160308071101 (1).pptx
The document discusses the evolution of personnel management from the 19th century through modern human resource management approaches. It began with welfare officers in factories improving worker conditions and lives. Scientific management theories formalized roles and workflows but reduced worker autonomy. The human relations movement emphasized social and psychological factors, helping develop human resource management. Personnel management focused on developing employee potential and satisfaction to benefit the organization. It grew with increasing regulations and complexity, establishing recruitment, training, compensation and other functions.
Chapter 5 Human capital managementLEARNING OUTCOMESOn complet.docx
Chapter 5: Human capital management
LEARNING OUTCOMES
On completing this chapter you should be able to define these key concepts. You should also understand:
· The nature of human capital management
· The concept of human capital
· Characteristics of human capital
· Constituents of human capital
· Significance of human capital theory
· Importance of human capital measurement
· Reasons for interest in human capital measurement
· Approaches to measurement
· Measurement elements
· Factors affecting choice of measurement
· Criteria for HCM data for managers
Introduction
As defined by Baron and Armstrong (2007: 20), human capital management (HCM) is concerned with obtaining, analysing 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. It is, as emphasized by Kearns (2005), ultimately about value.
The nature of human capital management
The Accounting for People Task Force report (2003) stated that HCM involves the systematic analysis, measurement and evaluation of how people policies and practices create value. The report emphasized that HCM should be regarded as an approach to people management that deals with it as a high-level strategic issue rather than a matter to be left to HR. However, Wright and McMahan (2011: 102) warned that human capital should not be treated as a form of capital owned and controlled by the firm: ‘To do so would miss the complexity of the construct and continue to ignore the “human” in strategic HRM.’
The defining characteristic of HCM is the use of metrics to guide an approach to managing people that regards them as assets and emphasizes that competitive advantage is achieved by strategic investments in those assets through employee engagement and retention, talent management and learning and development programmes. HCM relates HR strategy to business strategy. The concept of HCM is underpinned by the concept of human capital, as explained below.
The concept of human capital
Adam Smith, cited by Schultz (1981: 140), originated the idea of human capital (like so many other economic concepts) when he wrote that: ‘The acquired wealth of nations derives from the acquired abilities of people – their education, experience, skills and health.’ Individuals generate, retain and use knowledge and skill (human capital) and create intellectual capital. Their knowledge is enhanced by the interactions between them (social capital) and generates the institutionalized knowledge possessed by an organization (organizational capital). This concept of human capital is explained below.
Human capital defined
Human capital consists of the knowledge, skills and abilities of the people employed in an organization. As Wright and McMahan (2011: 101) explained:
Each individual in the organization has characteristics that comprise human capital. He/she also engages in the processing of information, interpr.
hrm
Human resource management involves planning, organizing, directing, and controlling the procurement, development, compensation, integration, maintenance, and separation of human resources to accomplish organizational objectives. It is a series of integrated decisions that form employment relationships and contribute to an organization's ability to achieve its objectives. HRM is concerned with managing people and ensuring that an organization is made up of motivated people committed to helping the organization achieve its goals.
Your Guide To Finding The Perfect Part-Time Job
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
More Related Content
Similar to Introduction to Human Resource Management
ch-1-introduction-of-hrm.ppt human resource management introduction
This document provides an introduction to human resource management (HRM). It defines HRM as planning, organizing, directing and controlling the procurement, development, compensation, integration, maintenance and separation of human resources to accomplish individual, organizational, and social objectives. The document discusses the meaning, definition, objectives and scope of HRM. It also outlines the differences between HRM and personnel management, functions of HRM, benefits provided by companies, significance of HRM, and evolution of HRM in India and the qualities of an HR manager.
Business anthropology
Business anthropology examines human behavior and consumption within cultural contexts. It developed from economic anthropology and has contributed to consumer research. The field originated from early colonial anthropology in Britain and applied anthropology in the US. A key early project was the Hawthorne Studies in the 1920s-30s which explored how social and environmental factors impacted productivity. This led to the development of human relations theory and the introduction of anthropology into organizational research. However, industrial anthropology declined amid changes in social science and criticisms of technology and industrialization.
HR Comes Of Age
The document traces the evolution of human resources (HR) from early industrial times to modern times. It discusses 5 movements: 1) the industrial age brought low-skilled repetitive work, 2) the personnel administration movement addressed employee problems, 3) the human relations movement emphasized employee involvement, 4) after WWII, HR focused on social responsibility, and 5) today HR must understand diverse trends and leverage technology while valuing employees.
Human Resource Management 4EVOLUATION HISTORY OF H.docx
This document discusses the evolution of human resource management (HRM) from pre-historic times to the present. It explores how HRM began with basic selection and training practices in ancient civilizations and evolved through different eras. During the Industrial Revolution, the need for formal labor regulations arose. Early theorists like Adam Smith and Robert Owen influenced the development of scientific management approaches. Personnel management emerged in the early 20th century focusing on administrative tasks. Behavioral theories and the human relations movement emphasized non-monetary motivators. Strategic HRM developed in the late 20th century treating employees as a source of competitive advantage. The history shows shifts from personnel management to HRM to a strategic focus on aligning human capital with organizational
Introduction-to-Educational-Management-and-Planning-PGDE-113 (1).pdf
This document provides an introduction to educational management and planning. It discusses definitions of management, including seeing it as organizing human and material resources to achieve objectives. It outlines the objectives and meaning of educational management, seeing it as involving activities beyond just teaching like policymaking. It also discusses traditional concepts of management and the scientific management approach developed by Frederick Taylor, which focused on efficiency and breaking jobs down into specific tasks.
Organisational behaviour part 1
1. The Global Data Research Centre develops case studies in management areas like organizational behavior and managerial psychology. It wants to expand into new areas like finance and accounting.
2. The director, Sunil Verma, established a process for efficient case development using research associates working in teams. Each team writes cases and teaching notes within strict deadlines.
3. The case development process involves topic selection, writing the case study, content editing, quality reviews, and comprehensive reading before publication. The goal is to produce high-quality cases and teaching notes on time.
Human Resource Management.ppt
Human Resource Management has its origins in 18th century Europe through the ideas of Robert Owen and Charles Babbage who recognized the importance of people to an organization's success (sentence 1). In the early 20th century, Frederick Winslow Taylor explored the concept of "scientific management" or "Taylorism" to improve manufacturing efficiency (sentence 2). During World War I, Charles Samuel Myers suggested using Elton Mayo's research on the Hawthorne Effect which showed that individuals modify their behavior when they know they are being observed (sentence 3).
History of management by wren(part 1 of 2)
The document summarizes several influential early management theorists including Sun Tzu, Machiavelli, Thomas Carlyle, Frederick Taylor, George Elton Mayo, Max Weber. It discusses Sun Tzu's book The Art of War and Machiavelli's The Prince. It then covers Thomas Carlyle's "Great Man Theory" and Frederick Taylor's scientific management approach. George Elton Mayo's Hawthorne Studies are summarized which showed the importance of social factors and work groups. Max Weber's principles of bureaucracy are outlined.
Chapter 1 Intro to Industrial/Organizational Psychology
This document provides an introduction to teaching a course on I/O psychology. It outlines key learning objectives which are to describe I/O psychology, understand its history, and learn about important research methods. I/O psychology applies psychological principles in workplace settings, with the goals of enhancing employee performance and well-being. The document then covers major fields in I/O psychology, common job titles, educational requirements, and important research methods like experiments, surveys, and meta-analyses.
Management Gurus
The document profiles several influential management theorists and their key contributions:
1. Henri Fayol proposed the functions of management as planning, organizing, commanding, coordinating, and controlling.
2. Peter Drucker advocated for management by objectives (MBO) which focuses on results over processes through goal setting and performance reviews.
3. Michael Porter described three generic competitive strategies: cost leadership, differentiation, and focus.
4. The document examines additional theorists including Theodore Levitt, Abraham Maslow, Frederick Taylor, Elton Mayo, Douglas McGregor, and W. Edwards Deming.
Theories in Public Administration
This document summarizes theories in public administration from 1800 to 1980. It covers the classical era from 1800-1950s which was based on scientific management, bureaucracy, and administrative management. Theories included Frederick Taylor's scientific management, Max Weber's bureaucracy, and Henri Fayol's 14 principles of management. The neoclassical era from the 1920s-1930s incorporated the human element and included theories from Mary Parker Follett, Chester Barnard, and Elton Mayo. Abraham Maslow introduced the hierarchy of needs and Frederick Herzberg the motivation-hygiene theory. Douglas McGregor proposed theory X and theory Y. The modern era integrated the classical and human relations approaches and included decision making theory from Herbert Simon and industrial human
Development of personnel management
This document discusses the evolution of personnel management and human resource management. It traces the origins of people management back to 19th century UK and the early factory owners who employed welfare officers to care for worker health and safety. It then outlines some of the major developments in approaches to personnel management, including Scientific Management, the Human Relations movement, behavioral management, and the functions and growth of formal personnel departments in organizations. The objectives and roles of personnel management in business are also summarized.
THE CONCEPT OF HUMAN RESOURCE MANAGEMENT BY MULYANYUMA AARON AYETA, (PhD STU...
THE CONCEPT OF HUMAN RESOURCE MANAGEMENT BY MULYANYUMA AARON AYETA, (PhD STU...Mbale District Local Government - Uganda
The document discusses the origins and definitions of human resource management (HRM). It notes that HRM first emerged as a concept in the 1950s through the work of management theorist Peter Drucker. Drucker argued that workers should be seen as "human resources" and that their social and moral needs must be considered. The concept of HRM continued to develop and was further defined by others in the 1960s and 1980s. Today, HRM is generally defined as a strategic approach to managing an organization's employees that aims to maximize their value and contribution while also focusing on commitment, well-being, and development. The document also distinguishes between "hard" and "soft" approaches to HRM.Theroies and models for nursing Management
This document provides an overview of various theories and models of nursing management. It begins with introducing the topic and providing definitions. It then discusses the evolution of management thought from classical to modern theories. Under classical theories, it outlines Max Weber's bureaucratic model, Frederick Taylor's scientific management, Henry Fayol's process/administrative management, and their key principles. It also discusses neoclassical human relations management theories, focusing on the work of Elton Mayo and his Hawthorne studies. In under 3 sentences, this document categorizes and compares different historical management theories and models, and how they contributed to the development of modern management thought.
Introduction
The document provides an overview of the evolution of management theory from early classical works to modern approaches. It discusses influential early thinkers like Machiavelli, Sun Tzu, and Taylor and their contributions to establishing scientific management. It then outlines the development of different schools of management thought including classical organization theory, behavioral science, management science, systems theory, and contingency approaches. It notes how management approaches must continue adapting to changing business environments and relationships in the 21st century.
Packet Learning 1 HRMD vs Personnel Management
The document discusses the definitions and concepts of human resource management compared to personnel management, outlining HRM's broader scope that views all personnel functions as interrelated and emphasizes a more dynamic, developmental approach concerned with both organizational and individual goals. Several theorists and their perspectives on management are also reviewed, showing the evolution of considering human and behavioral factors not just structure. Finally, a comparison highlights the differences between the more functional, administrative focus of personnel management versus HRM's encompassing, flexible, participatory stance.
l2_evolution_of_mgmt_theories_mba_e.ppt
The document discusses the evolution of management theory and practice over time. It begins by explaining why studying management history is important to understand how it has changed. It then provides an overview of management approaches from early civilizations through the 20th century. These include scientific management, general administrative theories, the human relations movement, and quantitative approaches. Recent developments have moved towards integrating different theories and recognizing organizations as open systems that interact with their external environment.
developmentofpersonnelmanagement-160308071101 (1).pptx
The document discusses the evolution of personnel management from the 19th century through modern human resource management approaches. It began with welfare officers in factories improving worker conditions and lives. Scientific management theories formalized roles and workflows but reduced worker autonomy. The human relations movement emphasized social and psychological factors, helping develop human resource management. Personnel management focused on developing employee potential and satisfaction to benefit the organization. It grew with increasing regulations and complexity, establishing recruitment, training, compensation and other functions.
Chapter 5 Human capital managementLEARNING OUTCOMESOn complet.docx
Chapter 5: Human capital management
LEARNING OUTCOMES
On completing this chapter you should be able to define these key concepts. You should also understand:
· The nature of human capital management
· The concept of human capital
· Characteristics of human capital
· Constituents of human capital
· Significance of human capital theory
· Importance of human capital measurement
· Reasons for interest in human capital measurement
· Approaches to measurement
· Measurement elements
· Factors affecting choice of measurement
· Criteria for HCM data for managers
Introduction
As defined by Baron and Armstrong (2007: 20), human capital management (HCM) is concerned with obtaining, analysing 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. It is, as emphasized by Kearns (2005), ultimately about value.
The nature of human capital management
The Accounting for People Task Force report (2003) stated that HCM involves the systematic analysis, measurement and evaluation of how people policies and practices create value. The report emphasized that HCM should be regarded as an approach to people management that deals with it as a high-level strategic issue rather than a matter to be left to HR. However, Wright and McMahan (2011: 102) warned that human capital should not be treated as a form of capital owned and controlled by the firm: ‘To do so would miss the complexity of the construct and continue to ignore the “human” in strategic HRM.’
The defining characteristic of HCM is the use of metrics to guide an approach to managing people that regards them as assets and emphasizes that competitive advantage is achieved by strategic investments in those assets through employee engagement and retention, talent management and learning and development programmes. HCM relates HR strategy to business strategy. The concept of HCM is underpinned by the concept of human capital, as explained below.
The concept of human capital
Adam Smith, cited by Schultz (1981: 140), originated the idea of human capital (like so many other economic concepts) when he wrote that: ‘The acquired wealth of nations derives from the acquired abilities of people – their education, experience, skills and health.’ Individuals generate, retain and use knowledge and skill (human capital) and create intellectual capital. Their knowledge is enhanced by the interactions between them (social capital) and generates the institutionalized knowledge possessed by an organization (organizational capital). This concept of human capital is explained below.
Human capital defined
Human capital consists of the knowledge, skills and abilities of the people employed in an organization. As Wright and McMahan (2011: 101) explained:
Each individual in the organization has characteristics that comprise human capital. He/she also engages in the processing of information, interpr.
hrm
Human resource management involves planning, organizing, directing, and controlling the procurement, development, compensation, integration, maintenance, and separation of human resources to accomplish organizational objectives. It is a series of integrated decisions that form employment relationships and contribute to an organization's ability to achieve its objectives. HRM is concerned with managing people and ensuring that an organization is made up of motivated people committed to helping the organization achieve its goals.
Similar to Introduction to Human Resource Management (20)
ch-1-introduction-of-hrm.ppt human resource management introduction
ch-1-introduction-of-hrm.ppt human resource management introduction
Human Resource Management 4EVOLUATION HISTORY OF H.docx
Human Resource Management 4EVOLUATION HISTORY OF H.docx
Introduction-to-Educational-Management-and-Planning-PGDE-113 (1).pdf
Introduction-to-Educational-Management-and-Planning-PGDE-113 (1).pdf
Chapter 1 Intro to Industrial/Organizational Psychology
Chapter 1 Intro to Industrial/Organizational Psychology
THE CONCEPT OF HUMAN RESOURCE MANAGEMENT BY MULYANYUMA AARON AYETA, (PhD STU...
THE CONCEPT OF HUMAN RESOURCE MANAGEMENT BY MULYANYUMA AARON AYETA, (PhD STU...
developmentofpersonnelmanagement-160308071101 (1).pptx
developmentofpersonnelmanagement-160308071101 (1).pptx
Chapter 5 Human capital managementLEARNING OUTCOMESOn complet.docx
Chapter 5 Human capital managementLEARNING OUTCOMESOn complet.docx
Recently uploaded
Your Guide To Finding The Perfect Part-Time Job
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
原版一模一样【微信：741003700 】【(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版一模一样【微信：741003700 】【(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
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
原版纸张【微信：741003700 】【(unh毕业证书)美国新罕布什尔大学毕业证、学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Recently uploaded (13)
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Introduction to Human Resource Management
- 2. INTRODUCTION Human Resource Means, “The total knowledge, skills, creative abilities, talents, values, attitudes, approaches” in a person. Generally , some resources are developed, while some are obtained through heredity. When these resources are used in a way such that maximum benefits can be taken out of it is called “Human Resource management”.
- 3. BACKGROUND & PRESENT SCENARIO HRM is concerned with human beings in the organization. No two people are similar in their abilities, behaviors, sentiments, etc. They differ widely also as a group and are subject to many varied influences. People are responsive , they feel, think and act therefore they cannot be operated like a machine. So there is a need for tactful handling by management personnel. HRM is involved in providing human dignity to the employees taking into account their capacity, talents, achievements skills, commitments and so on. So, that their personalities are recognized as valuable human beings. HRM is involved in every business, managerial activity.
- 4. BRIEF CONCEPTUAL BACKGROUND HR emerged as a specific field in early 20th century, influenced by FW Taylor(1856-1915). Taylor explored what he termed “Scientific Management” striving to improve economic efficiency in manufacturing jobs. He eventually focused on principal inputs into manufacturing process, labour, sparking inquiry into workforce productivity. Meanwhile, in England, CS Myers, inspired by unexpected problems among soldiers which had alarmed generals and politicians in First World war of 1914- 1918, co-founded the National Institute of Industrial Psychology (NIIP) in1921. In doing so, he set seeds for human relations movement. This movement, on both sides of Atlantic, built on the research of Elton Mayo (1880-1949) and others to document through the Hawthorne studies (1924-1932) and other studies how stimuli, unrelated to financial compensation and working conditions, could yield more productive workers.
- 5. BRIEF CONCEPTUAL BACKGROUND Work by Abraham Maslow (1908-1970), Kurt Lewin (1890- 1947), Max Weber (1864-1920), Frederick Herzberg (1923- 2000), and David McClelland (1917-1998), forming the basis for studies in industrial and organizational psychology, organizational behavior and organizational theory, was interpreted in such a way as to further claims of legitimacy for an applied discipline.
- 6. THANK-YOU