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.
Human resource management is the process of planning, organising, directing & controlling of human resource in such a way that the organisational goals achieves effectively & efficiently.
The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
Human resource management is the process of planning, organising, directing & controlling of human resource in such a way that the organisational goals achieves effectively & efficiently.
The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
Define HRM? Why it is important for an organization.kumail mehdi
Explain why human resource management is important to an organization? How external influences affect human resource management . Explain environmental factors affecting human resource management.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
Define HRM? Why it is important for an organization.kumail mehdi
Explain why human resource management is important to an organization? How external influences affect human resource management . Explain environmental factors affecting human resource management.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
Role and Responsibilities HR Executive in a CompanyYour HR World
A human resources manager oversees all aspects of workforce development and management for her employer, ensuring the company is appropriately staffed.
Short Quiz based on Human resource management.
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Evolution Of Hrm, Difference b/w PM & HRM, Functions, Wheels Of HRM, Harvard framework of HRM, Challenges faced by HRM, 5- P Models of strategic HRM-- By Akio Morita, Founder, Sony Corporation.
Introduction to human resource managementShilpa Rajak
human resource management : concept and perspective evolution ans its philosophy, challenges in changing environment and the issues in India.
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Human Resource Management (HRM) is a crucial function within organizations that focuses on managing the people who work for the organization. Its primary objective is to maximize employee performance to achieve the organization's goals effectively.
About Human Resources Management (HRM), its objectives, benefits, different stratergies under HRM, challenges faced by HRM and covering Personnel Management (PM) and Strategic Human Resource Management (SHRM). Also, comparing these different managements with HRM
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Introduction to Human Resource Management
1. Human Resource Management
By Prof. Jayalakshmi
Introduction to
Human Resource Management
Learnito Study Series for Business Students
Find notes, curated videos, MCQs, case studies and solved university papers at
www.learnito.com
2. HRM Introduction - Contents
• Definition
• Meaning of HRM
• Core Elements of HRM
• Objectives of HRM
• Functions of HRM
• Process of HRM
• Role of HRM
• Roles and duties of HR Manager’s
www.learnito.com HRM 2
3. Meaning of HRM
• According to Dessler (2008) the policies and practices involved in carrying
out the “people” or human resource aspects of a management position,
including recruiting, screening, training, rewarding, and appraising
comprises of HRM.
• In simple words, HRM is a process of making the efficient and effective use
of human resources so that the set goals are achieved.
• HRM can be defined as a process of procuring, developing and maintaining
competent human resources in the organization so that the goals of an
organization are achieved in an effective and efficient manner.
• HRM is an art of managing people at work in such a manner that they give
their best to the organization for achieving its set goals.
www.learnito.com HRM 3
5. Core Elements of HRM
(Organizations - People - Management)
• People: organizations mean people. It is the people who staff and manage
organization
• Management: HRM involves application of management functions and principles
for acquisitioning, developing maintaining and remuneration employees in
organization
• Integration and Consistency: decision regarding people must be integrate and
consistent
• Influence: decision must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied
at reasonable cost
• Applicability: HRM principles are applicable to business as well as non-business
organizations too such as education, health recreation and the like
www.learnito.com HRM 5
8. Functions of HRM, Contd.
Managerial functions of HRM
• Planning: plan & research
about wage trends, labour
market etc.
• Organizing: manpower and
resources.
• Staffing: recruitment &
selection .
• Directing: issuance of orders
and instructions to follow plan
of action.
• Controlling: to regulate the
activities
Operational Functions of HRM
• Procurement- planning ,
Recruitment & Selection ,
Induction & Placement.
• Development – T & D, Career
Planning & Counseling.
• Compensation- Wage & Salary
administration.
• Integration
Maintenance – improving work
conditions, retentions.
• Separation - caused by
resignations, retirement, death,
medical reasons etc
www.learnito.com HRM 8
10. Role of HR Managers
• Humanitarian Role: Enhancement of Human & Non Human resources
• Counsellor: Consultations to employees about marital, health, mental,
physical and career problems
• Management: Maximization of people to achieve organizational goal
• Mediator: Role of peacemaker. Resolving disputes, conflicts between
individuals and groups.
• Spokesman: To represent of the company because he/she has better overall
picture of his company’s operations
• Problem Solver: Solving problems of overall human resource management
and long-term organizational planning
• Change Agent: Introducing and implementing institutional changes and
installing organizational development programs
www.learnito.com HRM 10
11. Duties and Responsibilities of
Human Resource Managers
Duties
• To develop a thorough knowledge of
corporate culture, plans and policies.
• To act as an internal change agent and
consultant
• To initiate change and act as an expert and
facilitator
• To actively involved in company’s strategy
formulation
• To keep communication line open between
the HRD function and individuals and
groups both within and outside the
organization
• To identify and evolve HRD strategies in
consonance with overall business strategy.
Responsibilities
www.learnito.com HRM 11
13. Organizational Setup of HR
1. HR Planning
2. Organization / Job Design : Defining tasks, authority and systems
3. Selection and staffing
4. Compensation and Benefits
5. Employee Assistance
6. Training and Development
7. Performance Management
8. Overall Organization Development
www.learnito.com HRM 13
14. Learnito Study Series for Business Students
Find notes, curated videos, MCQs, case studies and solved
university papers at www.learnito.com