This document discusses several topics related to human resource management including the nature, scope, and trends in HRM. It describes HRM as bringing people and organizations together to meet mutual goals. The scope of HRM is divided into personal, welfare, and industrial relations aspects. Key trends discussed include outsourcing HR functions, managing diversity, addressing talent scarcity, emphasizing industrial relations, using social media, and adopting HR technology.
The challenge for HR managers is to keep up to date with the latest HR innovations -technological, legal, and otherwise.
How HR managers can anticipate and address some of the most challenging HR issues.
The challenge for HR managers is to keep up to date with the latest HR innovations -technological, legal, and otherwise.
How HR managers can anticipate and address some of the most challenging HR issues.
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
New Trends in Compensation Management (Group Mediclaim/Insurance Scheme, Personal Accident Insurance Scheme, Company Leased Accommodation,
Recreation/ATM facilities, Corporate Credit Card,
Club memberships, Cellular Phone/Laptop,
Personal Health Care, Loans, Educational Benefits, Regular Get together and other cultural programs, Wedding Day/Birthday Gift, Employee Referral Scheme, Maternity Leave, Paternity Leave, Work-life Balance, Pay Transparency, Broad banding,Variable Pay (Incentive Pay),
Flexible Benefits
This ppt will help you to understand about various HR challenges in current business environment & give you a brief insight to increase your conceptual idea in HR field.
Compensation Dimensions (Payment for Work and Performance, Payment for Non-working Days, Loss of Job Income Continuation Benefit, Disability Income Continuation Benefit, Deferred Income, Spouse/Family Income Continuation Benefit, Health, Accident and Liability Protection, Income Equivalent Payments)
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
New Trends in Compensation Management (Group Mediclaim/Insurance Scheme, Personal Accident Insurance Scheme, Company Leased Accommodation,
Recreation/ATM facilities, Corporate Credit Card,
Club memberships, Cellular Phone/Laptop,
Personal Health Care, Loans, Educational Benefits, Regular Get together and other cultural programs, Wedding Day/Birthday Gift, Employee Referral Scheme, Maternity Leave, Paternity Leave, Work-life Balance, Pay Transparency, Broad banding,Variable Pay (Incentive Pay),
Flexible Benefits
This ppt will help you to understand about various HR challenges in current business environment & give you a brief insight to increase your conceptual idea in HR field.
Compensation Dimensions (Payment for Work and Performance, Payment for Non-working Days, Loss of Job Income Continuation Benefit, Disability Income Continuation Benefit, Deferred Income, Spouse/Family Income Continuation Benefit, Health, Accident and Liability Protection, Income Equivalent Payments)
PERUVIANS HAVE MUCH to celebrate in regards to the rapid progress the country has made in reducing malnutrition. In 2013, only 3.5 percent of children under five years of age in Peru were underweight. Even smaller proportions— 0.5 percent and 0.1 percent—were moderately or severely wasted. But the statistic that many nutritionists point to when lauding the country as a nutrition success is Peru’s rate of childhood stunting (Figure 14.1). In 2014, 14.6 percent of children under five years of age were stunted. While this rate is not as low as the country’s other nutrition indicators, it reflects a remarkable improvement. Less than a decade earlier, the prevalence was twice as high (29.5 percent).4 How was this rapid progress achieved—not only at a national level, but across all of Peru’s diverse regions, even poor rural ones including the Andean Highlands, and even amongst the poorest 20 percent of the population?
In this presentation, we will help you understand about retail location selection, factors affecting location of retail outlet, retail organization designs/structures, knowing potential customers in detail, accessibility factors, competitor’s issues, cost factors etc.
We will also talk about managing human resource, effective HRM, employee productivity, importance of human resource management, motivating and developing employee’s skills, merchandise management, store management, operations management, strategic management, co-ordination of stores, emerging trends in retail, building HR scoreboard, employee behavior and organization benefits.
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MEANING OF HRM
DEFINITIONS
OBJECTIVES of HRM
NATURE OF HRM
FEATURES OF HUMAN RESOURCE MANAGEMENT
IMPORTANCE OF HRM
PROCESS OF HRM
RECENT TRENDS IN HRM
ROLE OF HUMAN RESOURCE MANAGER
DUTIES & RESPONSIBILITIES of HRM
SCOPE OF HRM
FUNCTIONS OF HRM
OPERATIVE FUNCTION
QUALIFICATIONS OF HUMAN RESOURCE MANAGER
In this presentation, we will discuss about the importance and merits for giving franchise and becoming franchise, the various drawbacks of owning and giving franchise, and the different benefits obtained from franchisees,
To know more about Welingkar School’s Distance Learning Program and courses offered, visit: http://www.welingkaronline.org/distance-learning/online-mba.html
Training if effectively managed achieves aims and objectives of an organization, it’s important to understand on how effective human resource training generates a positive impact in your effective production. In these set of slides bought to you by Welingkar’s distance learning division, we go through the importance of the effectiveness in HR training and Development Strategy.
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RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Memorandum Of Association Constitution of Company.pptseri bangash
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
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It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
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Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
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2. Introduction
Human Resource Management is a process of bringing
people and organizations together so that the goals of
each other are met.
It is the part of management which plans, organize, direct
and control the procurement, development and
maintenance of human resources in an organization.
3. Nature of HRM
Pervasive Function
Action Oriented
Individual Oriented
People Oriented
Future Oriented
Development Oriented
Integrating Mechanism
Comprehensive Function
Continuous Function
4. Scope of HRM
The scope of HRM is quite wide and hence is divided into
three categories, namely : Personal Aspect
Welfare Aspect
Industrial Relation Aspect
6. Welfare Aspect
It includes :Working Conditions
Amenities such as canteens, rest rooms etc.
Housing
Transport
Medical Assistance
Education
Health and Society
Recreation facilities
8. TRENDS IN HRM
OUTSOURCING
The customer expectations have changed as have HR functions.
Functions are being outsourced including recruitment, labor
relations and total rewards.
The workforce is working more non-traditionally. This includes
flexible work schedules, virtual workplaces and greater reliance
on contingent staffing.
There are outsourcing firms which carry out the functions of
managing the operations of human resource attainment and
allocation for achieving the desired goals.
9. OUTSOURCING
Businesses that outsource HR are typically small to
midsize firms with between 25 and 1500 employees.
These businesses view outsourcing as a tool that relieves
them from HR responsibilities and enables them to focus
on what they do best.
It provides extra benefits besides allowing the firm to
concentrate on its core business operations.
10. OUTSOURCING
The basic services provided by the HR outsourcing firms
include :a) Overseeing organizational structure and staffing
b)
c)
d)
e)
f)
requirements
Recruiting, training and development
Tracking department objectives, goals and strategies.
Employee and manager training
Benefits administration
Employee orientation programme
11. Workplace Diversity
Workplace Diversity refers to the otherness or those human
qualities that are different from our own and outside the groups
to which they belong, yet present in other individuals and
groups.
Dimensions of diversity include, but are not limited to age,
ethnicity, gender, race, caste, education etc.
Managing diversity is defined as “planning and implementing
organizational systems and practices to manage people so that
the potential advantages of diversity are maximized while its
potential disadvantages are minimized.
12. Workplace Diversity
Heterogeneity promotes creativity and heterogeneous groups
have been shown to produce better solutions to problems and a
higher level of critical analysis. This can be a vital asset at a
time when the campus is undergoing tremendous change and
self – examination to find new and more effective ways to
operate.
With effective management of diversity, the firm develops a
reputation as an employer of choice. Not only will you have the
ability to attract the best talent from a shrinking labor pool,
you can save time and money in recruitment and turnover
costs.
13. Workplace Diversity
In order to play a key role in the market and sustaining the
operational level with efficiency, a firm needs some of skills in
relation to identifying and dealing with the workplace diversity
:a) An understanding and acceptance of managing diversity
concepts.
b) Recognition that diversity is threaded through every aspect of
management.
c) Self-awareness, in terms of understanding your own culture,
identity, biases, prejudices and stereotypes.
d) Willingness to challenge and change institutional practices
that present barriers to different groups.
14. Scarcity of Talent
The management of scarcity of talent is now an
essential management practice, what was once solely
attached to recruitment now covers a multitude of
areas.
The management of talent refers to attract, develop
and retain employees. Some people and organizations
use the technique to refer especially to talented or
high potential employees.
15. Scarcity of Talent
Employers need to recognize talent as an asset to be
deployed within an organization and the HR function must
be “more planned and strategic about talent allocation”.
This deals with discovering where untapped sources of
talent lie and evolving creative ways of attracting and
identifying new talent. Then, all of these assets must be
developed and allocated effectively through a business, so
that the talent balance remains constant.
16. Scarcity of Talent
It may be difficult to find talent to cover jobs that require
special skills, there’s also a strong need for employers to
develop programmes, which build talent over a long
timeframe.
It defines the organizational relationship with those
employees who add more value to the business, however
that value is defined.
17. Emphasis on Industrial Relations
Industrial relations is a multidisciplinary field that
studies the collective aspects of the employment
relationship. It is increasingly being called
employment relations because of the importance of
non-industrial employment relationships. IR has a
core concern with social justice through the fair
employment practices and decent work.
18. Emphasis on Industrial Relations
The major tasks of HRM and Industrial Relations are : Hiring Staff
Negotiation of employment contracts and conditions
Performance Management
Reward Systems
Dispute Resolution
Disciplinary Process
Ensuring Health and safety to staff
Employee Motivation
19. Emphasis on Industrial Relations
HR managers are expected to know their
obligations under federal and state industrial
relations legislations, such as what their
minimum obligations, are in regard to
employees’ pay and conditions, what role
union officials can play, and managing
potential industrial action.
20. Social Media
No HR personnel can afford to ignore the importance of
social media, either in terms of their use of it in their
working life and in furthering their career, or in terms of
how employees within their organization are using it.
HR professionals must become increasingly social-media-
sawy in order to navigate a progressively more noisy
digital environment.
21. Social Media
Social media is now widely used by HR professionals to
share and disseminate information with their industry
peers and as a networking tool. People are using a wide
array of platforms such as linkedin, Facebook, Twitter,
blogs, webinars.
Social Media has had a major impact on how and where
candidate are now recruited. Recruiters routinely go
online to search for new talent on various sites.
22. Adopting HR Technology
It is important to look forward for the changing trends in
technology which can have an impact on the HR practices.
Understanding these changes will help the mangers to adapt
and flourish. The wide range of impact of technology on HR
can be clearly viewed on the HR functions:a)
b)
c)
d)
e)
Recruitment
Training & Development
Performance Appraisal
Payroll & Attendance Record
Employee Benefits
23. Adopting HR Technology
In case of Recruitment : IT has a highly positive impact. E-
recruitment is the use of technology or web based tools to support
the recruitment process.
The major ways of recruitment, which companies commonly use are
by displaying the career opportunities on their websites, depending
on the job portals for making the potential hires and using social
networking sites for getting the database.
It provides a economic way to publish job openings with greater
reach.
It speeds up the recruitment process and provides a 24*7 access to
online resumes.
24. Adopting HR Technology
In case of Training & Development : E-learning is an
intense opportunity provided by the companies for their
employees, which help them to increase their knowledge
level. The training materials are provided online,
employees can utilize these materials and get trained. In
this case of e-learning, employees have an advantage that
they can learn at their own pace.
25. Adopting HR Technology
In case of Performance Management, payroll and attendance
maintenance :
These functions have become a part of the customized software
package like ERP solutions.
CPM (Computerized Performance Monitoring) system used by
companies help in data collection by counting the number of work
units covered by each one per time period.
At a time, it helps in calculating the performance of approximately
ten million people.
Inadequate testing of the application and poor implementation can
lead to problems in the system
26. Adopting HR Technology
In case of Employee Benefits :
The use of ESS (Employee Self Service) has helped the HR
managers to dedicate more time on strategic issues like
workforce management.
It helps in succession planning, compensation planning
etc. and ensuring that the employee’s data are accurate
and updated.
Through this solution, employees get access to their data,
pay roll information, training materials etc. online which
allow them to keep their data updated.