Isttm evol, dynamics, trends hrm
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This document discusses the evolution of human resource management (HRM) through different eras: the industrial revolution era focused on discipline and job displacement; the trade unionism era emphasized employee grievance systems and benefits; the social responsibility era saw a paternalistic attitude towards employees' welfare; the scientific management era developed principles of job analysis and matching employees' skills to roles; the industrial psychology era researched selection and testing; the behavioral science era recognized motivational theories; and the personnel specialists era managed human resources through training, wages, and relations. It notes factors driving HRM development and dynamics around operational, cultural, and strategic changes. Contemporary Indian HRM trends are shaped by global, professional, and socio-emotional drivers.
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Human resource management (HRM) involves acquiring, developing, utilizing, and maintaining the workforce in a systematic manner. It is a process consisting of four main functions: acquisition, development, motivation/utilization, and maintenance. Acquisition involves obtaining the right number and type of employees through activities like planning, recruitment, and selection. Development enhances employees' abilities through training and management development. Utilization prepares employees to maximize their contribution through job design, motivation, and performance management. Maintenance ensures employee retention through compensation, discipline, relations, and health/safety. The goal of HRM is to achieve high productivity, quality work life, and organizational goals through an effective HRM system.
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Note: If this publication all links are dead, but you need to download files from this publication, please send me a private message and I'll try to help you or emai to info@presslounge.vn for supporting
Disclaimer: We do not encourage illegal activity. References to a content protected by the copyright law, are given exclusively in the fact-finding purposes. If you liked the program, music or the book – buy it.
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The document discusses key aspects of sales quotas and objectives for a sales force. It defines quotas as specific sales goals for individuals over a period of time in a given territory. Quotas are used to provide performance targets, standards, control and motivation. When developing quotas, companies consider objectives, customer mix, salesperson performance, product diversity and environmental factors. The document also outlines different types of quotas including sales, expense, profit, activity and combination quotas. It discusses quantitative and qualitative performance measures for evaluating salespeople.
Linear logisticregression
This document provides an overview of linear and logistic regression models. It discusses that linear regression is used for numeric prediction problems while logistic regression is used for classification problems with categorical outputs. It then covers the key aspects of each model, including defining the hypothesis function, cost function, and using gradient descent to minimize the cost function and fit the model parameters. For linear regression, it discusses calculating the regression line to best fit the data. For logistic regression, it discusses modeling the probability of class membership using a sigmoid function and interpreting the odds ratios from the model coefficients.
Adwords introduction (1)
This document provides an overview of Google AdWords, including what paid marketing is, different types of marketing strategies like direct marketing, branding campaigns, and paid ads. It discusses setting up an AdWords account, campaign, ad groups, and keywords. It covers match types for keywords like broad, phrase, exact, and negative matching. Finally, it encourages the reader to set up their own sample AdWords account and campaign for a florist business.
Offpage optimization
A link is a connection between web pages or sites. Quality backlinks can increase a site's authority, page rank, search rankings, and traffic. Link analysis tools like Google Webmaster Tools and Ahrefs help analyze links. Links can be one-way, with one site linking out but no link back, or two-way/reciprocal with sites linking to each other. Multiple sites can share three-way links. DoFollow links pass PageRank while NoFollow links do not. Effective link building focuses on quality over quantity, diversifies link sources, and avoids exact match anchor texts. Methods of link building include guest blogging, forum posting, and social bookmarking.
Basics of search engines and algorithms (1)
The document provides a history and overview of how search engines work. It discusses the evolution of major search engines from the 1990s to present day. It then describes the key components of search engine architecture, including crawling websites, indexing content, ranking algorithms, and providing search results. Specific algorithms like PageRank and updates from Google are explained. The document also covers how search engines determine relevancy, fight spam, and present results on the search engine results page.
Isttm hyd ir v2.0
Industrial Relations management involves understanding human behavior and relationships in the workplace. It has historically involved understanding the attitudes, behaviors, and implicit faith between employers and employees. Over time, as industries developed in India under British rule, the conditions for Indian laborers became extremely exploitative and poor. Modern Industrial Relations systems aim to safeguard worker and management interests, avoid conflicts, and maintain harmonious relationships through sound personnel policies, participative management, and other factors.
Isstm merit rating, promotions & transfers
This document discusses various methods used for employee performance evaluation and merit rating including ranking, grading, graphic scales, man-to-man comparison, checklists, forced choice, and critical incident selection. It also describes different types of promotions and transfers within an organization based on merit, seniority, suitability, need, performance, and time. Finally, it discusses the purposes of transfers including organizational effectiveness, enhancing skills, managing fluctuations, optimizing the workforce, and avoiding favoritism.
Matching entrepreneur
The document provides guidance on identifying business opportunities by collecting information on local resources, industries, demand, and infrastructure. Opportunities are classified based on natural resources, local industries, local demand, and export potential. When deciding on an opportunity, one must consider their own background and capabilities as well as factors like market competition, technology, raw materials, labor, costs, risks, and government policies. A thorough matching of the opportunity and individual is needed.
Marketing channel selection
The STP process is an important marketing concept involving segmentation, targeting, and positioning. Segmentation involves dividing the overall market into groups with similar characteristics. Targeting involves selecting specific market segments to focus on. Positioning is how the product is designed to be perceived in the marketplace against competitors. The goal of STP is to guide development of an appropriate marketing mix.
Market feasibility
This document discusses the importance of conducting market research before launching a new product or service. It outlines several key objectives of market research, including understanding the target market and customers' needs and perspectives. The document then provides guidance on assessing the relevant market, identifying competitors and their offerings, determining the target audience, and understanding what customers want and how they will perceive the new offering. A variety of qualitative and quantitative primary and secondary research methods are described to help gather customer insights and competitive intelligence needed to ensure market feasibility and success.
Innovation & entrepreneurship development program
This document outlines the modules of an entrepreneurship course. Module 1 discusses entrepreneurial competence, including concepts of entrepreneurship and the characteristics of successful entrepreneurs. Module 2 covers the entrepreneurial environment, such as the role of family/society and government policies. Module 3 is about business plan preparation, including selecting a product/service and preparing feasibility reports. Module 4 focuses on launching a small business, including obtaining financing and selecting markets. Module 5 is on managing small businesses, such as monitoring performance and preventing business failures.
Industrial policy
The document discusses the industrial policies and regulations of the Telangana state government in India. It outlines the key aspects of Telangana's new industrial policy, including providing a single application form for all project clearances to be approved within 15 days. It also notes that many districts in Telangana are rich in mineral resources and the policy aims to utilize these resources to create job opportunities and promote economic development in the state.
government industrial policies
The document summarizes key industrial policies and regulations in India over time. It discusses the Telangana state government's new industrial policy and its aims. It then provides an overview of India's central government industrial policy resolutions from 1948 to the present, including objectives, classifications of industries, and other details. Key reforms from the 1991 New Economic Policy and subsequent five-year plans are also summarized.
Current scenario
The document discusses entrepreneurship in India, noting there are ample small business opportunities but support is needed from the government and society. It outlines various government organizations that promote industries and entrepreneurship through training and funding. These include groups at the national, state, and local levels. The document also discusses industry associations that help entrepreneurs and steer policy, as well as development organizations that provide training and support for new businesses. It concludes that increasing entrepreneurship is key to fighting unemployment and poverty in India.
Feasibilitystudy
This document discusses the importance and process of conducting a feasibility study before starting or expanding a business. A feasibility study evaluates the viability of a business idea by assessing potential markets, required resources and costs, and chances of success. It outlines various business scenarios and helps inform the decision of whether to proceed with an idea ("go/no go decision"). Key parts of a feasibility study include defining the project, analyzing market potential and competition, evaluating technical and financial requirements, and assessing managerial capabilities. The results are a major information source for deciding to move forward with a business concept.
Dpr
This document provides a detailed proposal for a term loan and working capital limit to set up a new manufacturing project. It includes sections on the enterprise details, promoters and management, technical aspects of the project, implementation schedule, project costs, means of finance, industry and market analysis, financial viability projections, strengths and weaknesses, securities offered, and a list of enclosures. The overall proposal is to set up a new manufacturing facility for an undisclosed product.
Entrepreneurial competence
This document provides information about an entrepreneurship development program organized by SPARC Consultants Pvt Ltd. The 5 module program aims to motivate students to become dynamic entrepreneurs. It covers topics like entrepreneurial competence, entrepreneurial environment, business plan preparation, launching a small business, and managing a small business. The program will be delivered through lectures, group activities, product presentations and feedback sessions. The schedule provides the topic details across 15 sessions to be delivered on weekends or weekdays. The goal is to benefit students by imparting the experiences of the organizers and expanding their knowledge beyond business schools.
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Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
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Chapter 4
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Chapter 5
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Chapter 6
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Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
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Isttm evol, dynamics, trends hrm
- 1. Dr. Shankar Anappindi shankar.anappindi@gmail.com Evolution, Dynamics & Trends of HRM
- 2. Dr. Shankar Anappindi shankar.anappindi@gmail.com Era of Industrial Revolution (Materialism, Discipline, job displacement, Monotony, impersonality, work independence & related behavioral phenomenon) Era ofTrade Unionism (Employee Grievance Handling Systems, Acceptance of arbitration as a means of resolving conflicts of rights, disciplinary practices, employee benefit programs, holidays & vacation time, Job duties, rights, rational & defensible wage structures) Era of Social Responsibility (Robert Owen 1913, Paternalistic attitude towards employees, increase productivity through improved living & working conditions, workers are like children should be guided, trained & protected. Adam Smith – emphasized each individualto work for own economic self-interest, the society would gain) Scientific Management Era (F W Taylor – 1856 to 1925, Father of Scientific Management, Henry Gantt – Task & Bonus Wage System). Four principles of mgmt – Dev. Of true science of each job, scientific selection of person to the job, training a person for better performance, friendly co-op. btw mgmt. and employees. Industrial Psychological Era & Human Relations Era (Hugo Munsterberg – Father of Industrial Psychology. Advances were made in selection, placement, testing & research practices, matching employees to jobs, concept of diff. jobs diff. skills & abilities. Elton Mayo ‘s experiments – Human & Social Factors accounted for productivity – team work, participation, loyalty & esperit de corps) Behavioural Science Era (Abraham Maslow, 1954 – Hierarchy of Needs also known as ‘Deficit Theory of Motivation’, McGregor Theory X & Y – led to dev. of mgmt. practices like 2-way communications, participationof employees in decision making, MBO, workplace as social system, mgmt. dev. And adjustment to change) Personnel Specialists & Welfare Era (Emphasis on ‘mgmt. of human resource’. Manpower planning, selection, T & D, wage & salary admn., employee benefit schemes & services, perf. Appraisal, safety & accident prevention, promotion of good industrial relations) Evolution & Growth of HRM
- 3. Dr. Shankar Anappindi shankar.anappindi@gmail.com Factors responsible for development of HRM Cultural & Social Changes Change in govt. & Labour Relations Changing role of employees Management Attitude Managing Performance Managing Teams Managing Diversity Managing People Dynamics of HRM
- 4. Dr. Shankar Anappindi shankar.anappindi@gmail.com Operational focus to ‘Brand India focus’ Individual support to professional autonomy System Maintenance to Collective Performance bonds Local Mindsets to Glocal mindsets Socio-cultural sphere Managerial sphereEmotional sphere Intellectual sphere Traditional welfare HRM to Market Driven Strategic HRM Drivers of Contemporary Indian HRMTrends