Module 1
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The document provides an introduction to human resource management (HRM). It discusses the key activities of HRM including human resource planning, recruitment, selection, training and development, performance appraisal, compensation, and employee welfare. It also covers the importance of HRM for organizations, individuals, and society. Different models of HRM and its objectives and functions within an organization are described. The processes of job analysis, recruitment, and selection are also summarized.
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Human Resource Management outlines the definition, core elements, objectives, functions, scope, and challenges of HRM. It discusses the meaning of HRM as integrating employment relationships to help organizations and employees achieve their goals. HRM aims to acquire, develop, motivate, and retain committed employees to meet organizational objectives. It also covers the planning, organizing, directing, and controlling of human resources from recruitment to retirement.
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The document discusses key aspects of human resource management. It describes the core functions of HRM as planning, attracting, developing, and retaining human resources. For each function, it provides details on related processes like recruitment, selection, training, performance appraisal, compensation, and separation. Additionally, it discusses the objectives of HR planning, components of an HRM system, and emerging trends in the field of human resource management. The document serves as an overview of the important concepts in HRM.
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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.
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HRM involves managing people within an organization from recruitment to retirement. It aims to select the right people for the right jobs and integrate them to help achieve individual and organizational objectives. The core functions of HRM include planning human resources needs, recruiting and selecting employees, training and developing staff, managing compensation and benefits, maintaining workplace safety and employee relations, and ultimately separating employees when they leave the organization. HRM is a strategic approach to managing people and is important for organizational effectiveness and performance.
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Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
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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.
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This document provides an overview of human resource management (HRM). It defines HRM and its objectives, which include helping the organization reach its goals and ensuring effective utilization of human resources. The key challenges of HRM mentioned are change management, leadership development, and staff recruitment and retention. The basic functions of HRM are identified as manpower planning, recruitment, selection, training and development, performance appraisal, and others. Each of these functions is then briefly described in one or two paragraphs, covering topics like the recruitment and selection process, different training methods, and the purpose and process of performance appraisal.
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Here are the key points about HR policies:
- HR policies provide guidelines for employees and managers to ensure fair and consistent treatment of employees.
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- Common types of HR policies include those related to recruitment, employment status, benefits, compensation, conduct, workplace guidelines and the use of technology.
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- Consistent application of policies promotes fairness and reduces potential legal issues.
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2. The key functions of HRM include recruitment and hiring, training and development, compensation and benefits, employee relations, and performance management.
3. HRM aims to maximize employee performance and satisfaction to help achieve organizational goals and strategies.
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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
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Human Resource Management involves attracting, managing, motivating and developing employees. The key HRM functions are staffing, training and development, motivation, and maintenance. Staffing includes job design, analysis, recruitment, and selection. Training and development helps employees improve skills and prepares the organization for future needs. Motivation keeps employees enthusiastic about their work. Maintenance retains productive employees through welfare programs, health and safety initiatives, and internal communication. External factors like government regulations, labor unions, and management theories also influence HRM.
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This document discusses human resource planning, including its meaning, objectives, importance, factors affecting it, and process. The key points are:
1. Human resource planning is the process of determining current and future human resource needs to carry out an organization's strategic plan. It aims to ensure the right number and type of people are available at the right time.
2. The objectives of HRP include optimizing existing human resources, forecasting future needs, controlling availability, and assessing surpluses and shortages.
3. The HRP process involves forecasting HR needs and supply, programming HR actions, implementing the plan, and controlling and evaluating the results.
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Strategic human resource management (SHRM) aligns a company's human resource strategies and policies with its business strategies and objectives. The document discusses key concepts in SHRM including determining strategic objectives, developing action plans, the four components of SHRM, and linking business and HR strategies. It also covers frameworks for SHRM such as strategic fit, HR bundles, and theoretical perspectives including fit, functional, economic, and typological. Examples are provided of alternative HR strategies in different industries and how competition is changing HR practices in retail banking.
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Introduction to human resource management
The document provides an introduction to human resource planning. It discusses key points such as the definition of human resource planning as anticipating and making provision for the movement of people into, within and out of an organization. The objectives of HRP are to maintain, forecast, optimize and utilize the right number of people with the right skills at the right time and cost. The process of HRP involves identifying future requirements, comparing them to current resources, determining surpluses or vacancies, and managing demand and surplus. Effective HRP is increasingly important for organizations.
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This document defines human resource management and outlines its objectives and scope. It provides definitions of HRM from several experts, emphasizing that HRM involves planning, organizing, and managing all aspects of human resources to help organizations and individuals accomplish their goals. The objectives of HRM are described as acting as a liaison between management and employees, enhancing employee work life and skills through training, and creating motivational benefit schemes. Finally, the scope of HRM is outlined as including manpower planning, recruitment, compensation, welfare programs, and industrial relations.
Recent Trends in hr
The document discusses recent developments in managing people in the workplace. It describes how the role of human resources has changed from administrative tasks to now playing a more strategic role in businesses due to technology changes and globalization. It discusses various HR activities including attracting and orienting employees, compensation systems, work environments, relationships, and compliance. It then goes into more detail about topics like e-HR, competency mapping, outsourcing, talent management, HRD in cross-cultural development, and creating work-life balance in a 24/7 environment. The conclusion emphasizes that HR managers should treat people as resources, provide equitable rewards, and align individual and corporate goals through appropriate HR policies.
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G Benjamin Victor
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This document provides an overview of human resource management (HRM). It defines HRM and its objectives, which include helping the organization reach its goals and ensuring effective utilization of human resources. The key challenges of HRM mentioned are change management, leadership development, and staff recruitment and retention. The basic functions of HRM are identified as manpower planning, recruitment, selection, training and development, performance appraisal, and others. Each of these functions is then briefly described in one or two paragraphs, covering topics like the recruitment and selection process, different training methods, and the purpose and process of performance appraisal.
Introduction to human resource management
The document provides an introduction to human resource management. It discusses key points such as the definition of HRM, the history and evolution of HRM approaches, functions of HRM including strategic and operational functions, emerging roles of HRM, and challenges faced by HR professionals. Organizational structure and its relationship to HRM is also examined, including differences between formal and informal organizations as well as line and staff functions. The roles of HR executives are outlined.
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Here are the key points about HR policies:
- HR policies provide guidelines for employees and managers to ensure fair and consistent treatment of employees.
- The main goal of HR policies is to create a productive, compliant and engaging work environment.
- Common types of HR policies include those related to recruitment, employment status, benefits, compensation, conduct, workplace guidelines and the use of technology.
- Well-documented policies help create organizational structure and ensure legal compliance. They communicate management's intentions and expectations.
- Consistent application of policies promotes fairness and reduces potential legal issues.
So in summary, HR policies establish standards and procedures to direct HR activities and regulate employee conduct in support of the organization's objectives.
Human resource management basic intro.
1. Human resource management involves planning, organizing, and managing an organization's human resources in a way that benefits both employees and the business.
2. The key functions of HRM include recruitment and hiring, training and development, compensation and benefits, employee relations, and performance management.
3. HRM aims to maximize employee performance and satisfaction to help achieve organizational goals and strategies.
Human resource Planning - introduction
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.
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Human resource planning is a process to ensure an organization has the right number and type of people at the right time. It involves forecasting future human resource needs, analyzing current supply, and implementing programs to address imbalances. Key aspects of HRP include forecasting demand and supply, balancing the two through programming, implementing plans, and controlling and evaluating outcomes. The goal is to maximize returns on human resource investments and ensure strategic objectives are met.
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Human resource management involves managing employees and the workplace. The document provides an overview of HRM, including its concept, scope, history and functions. It discusses the objectives of HRM in developing effective workforces and linking management with employees. The functions of HRM encompass activities such as staffing, training, compensation and employee relations. HR managers undertake various roles like advising management, administering HR programs, facilitating employee development, and representing employees.
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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
Overview of human resource management system & function
This document provides an overview of key human resource management concepts and processes. It begins with the session objectives of introducing HRM, defining HRM functions, and understanding recruitment, training, performance appraisal, compensation and benefits, and HR roles and responsibilities. It then defines HRM and describes common HR manager functions. The main HRM functions are outlined as manpower planning, recruitment and selection, training and development, compensation and benefits, performance appraisal, industrial relations, and employee services. Recruitment, selection, training, performance appraisal, compensation, benefits, and changing HR roles are then described in more detail.
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Human Resource Planning is the process of determining manpower requirements and meeting those requirements to achieve organizational goals. The objectives of HRP include ensuring optimal human resource use, avoiding imbalances in distribution, assessing future skill needs, and providing control measures. HRP involves analyzing current staffing levels, projecting future needs, and developing programs for recruitment, training, and staffing changes. Both internal factors like company policies and external factors like technology and regulations affect HRP. Benefits of HRP are reduced costs, improved employee development, identification of skills gaps, and improved business planning.
Chapter 2 Strategic HR Management and Planning
This document provides an overview of strategic human resource management and planning. It discusses how HR contributes to organizational effectiveness in areas such as productivity, financial performance, quality, and culture. The document also outlines the HR planning process, including environmental scanning, assessing the internal workforce, forecasting HR supply and demand, and developing an HR strategic plan. The goal of HR planning is to ensure the organization has the right number and type of employees to meet its objectives.
JOB ANALYSIS AND HUMAN RESOURCE PLANNING
Job analysis is a systematic process to determine the skills, duties, and qualifications required to perform jobs in an organization. It provides information for developing job descriptions, job specifications, and human resource planning. Various methods are used to collect both qualitative and quantitative data on job duties, requirements, context, and performance. Job analysis ensures legal compliance and supports key HR functions like recruitment, selection, training, and performance management. It is an important tool for human resource management.
Hr functions and strategy ppt
Human Resource Management involves attracting, managing, motivating and developing employees. The key HRM functions are staffing, training and development, motivation, and maintenance. Staffing includes job design, analysis, recruitment, and selection. Training and development helps employees improve skills and prepares the organization for future needs. Motivation keeps employees enthusiastic about their work. Maintenance retains productive employees through welfare programs, health and safety initiatives, and internal communication. External factors like government regulations, labor unions, and management theories also influence HRM.
Hr planning
This document discusses human resource planning, including its meaning, objectives, importance, factors affecting it, and process. The key points are:
1. Human resource planning is the process of determining current and future human resource needs to carry out an organization's strategic plan. It aims to ensure the right number and type of people are available at the right time.
2. The objectives of HRP include optimizing existing human resources, forecasting future needs, controlling availability, and assessing surpluses and shortages.
3. The HRP process involves forecasting HR needs and supply, programming HR actions, implementing the plan, and controlling and evaluating the results.
Introduction to Strategic HRM
Strategic human resource management (SHRM) aligns a company's human resource strategies and policies with its business strategies and objectives. The document discusses key concepts in SHRM including determining strategic objectives, developing action plans, the four components of SHRM, and linking business and HR strategies. It also covers frameworks for SHRM such as strategic fit, HR bundles, and theoretical perspectives including fit, functional, economic, and typological. Examples are provided of alternative HR strategies in different industries and how competition is changing HR practices in retail banking.
Workforce planning
Workforce planning is the process of analyzing, forecasting, and planning workforce supply and demand to ensure an organization has the right people with the right skills in the right places at the right time. It involves identifying current and future skills needs, assessing gaps, and developing interventions like talent management. The goals are to align human capital with business strategy, reduce costs from surpluses or shortages, and improve business and HR planning. Workforce planning influences job analysis, recruitment, training, and career management. It helps organizations fulfill business plans and determines required employee numbers and types.
Human resource management
This document discusses human resource management. It covers recruitment, selection, employment legislation, development, trade unions, and productivity. Recruitment involves identifying job vacancies and notifying potential employees. Selection assesses candidates and appoints a post holder, often through interviews, testing, and exercises. Employment legislation regulates areas like race, gender, and disability to protect employees. Development adds to employees' skills through training. Trade unions are important for building relationships and negotiating change. Productivity measures workers' contributions through appraisal and performance reviews. Overall, effective HRM engages employees to build a competitive advantage through strategic leadership and two-way communication.
Introduction to human resource management
The document provides an introduction to human resource planning. It discusses key points such as the definition of human resource planning as anticipating and making provision for the movement of people into, within and out of an organization. The objectives of HRP are to maintain, forecast, optimize and utilize the right number of people with the right skills at the right time and cost. The process of HRP involves identifying future requirements, comparing them to current resources, determining surpluses or vacancies, and managing demand and surplus. Effective HRP is increasingly important for organizations.
Human Resource Management
This document defines human resource management and outlines its objectives and scope. It provides definitions of HRM from several experts, emphasizing that HRM involves planning, organizing, and managing all aspects of human resources to help organizations and individuals accomplish their goals. The objectives of HRM are described as acting as a liaison between management and employees, enhancing employee work life and skills through training, and creating motivational benefit schemes. Finally, the scope of HRM is outlined as including manpower planning, recruitment, compensation, welfare programs, and industrial relations.
Recent Trends in hr
The document discusses recent developments in managing people in the workplace. It describes how the role of human resources has changed from administrative tasks to now playing a more strategic role in businesses due to technology changes and globalization. It discusses various HR activities including attracting and orienting employees, compensation systems, work environments, relationships, and compliance. It then goes into more detail about topics like e-HR, competency mapping, outsourcing, talent management, HRD in cross-cultural development, and creating work-life balance in a 24/7 environment. The conclusion emphasizes that HR managers should treat people as resources, provide equitable rewards, and align individual and corporate goals through appropriate HR policies.
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Overview of human resource management system & function
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The sample course material covers the following topics.
Strategic Human Resource Management
Introduction
Significance of HRM
Objectives of HRM
Functions of Human Resource Management
Modes of Strategic Human Resource Management
Strategic Planning and Human Resource Practices
Limitations of HRM
Career in Human Resource Management
Click below in order to get the complete study material.
http://www.vskills.in/certification/Human-Resources/certified-human-resources-manager
Human Resource Manager - Job Description
EVOLUTION OF HUMAN RESOURCE MANAGEMENT ABSTRACT In the competitive environment of open economy huma...
Hrm 9
1. This document discusses human resource management practices at an organization. It covers recruiting employees, rewarding and motivating employees, and managing employee termination.
2. It compares personal management to human resource management, noting that HRM directly influences employees while personal management has an indirect influence. The main functions of HRM are recruitment, motivation, performance management, training and development, and implementing policies.
3. Line managers play an important role in HRM, as they are responsible for tasks like evaluating employee performance, disciplining employees, and addressing customer needs. They also provide input on progress and issues to the HRM team.
7step Recruitment Strategy
Human Resource Management Recruitment outlines a seven step strategy for filling open positions:
1. Establish the need for new staff to replace losses, enter new markets, or due to growth.
2. Draw up a personality profile outlining the character traits needed to embody the organization's values and vision.
3. Write a job specification detailing responsibilities, outcomes, hours, appraisal processes, compensation and benefits.
4. Specify the necessary and desirable skills, qualifications, experience, and personality traits for the role.
5. Advertise the position through appropriate local, trade, or online publications.
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A
Major Research Project Report
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Human resource management complaint and grievance report-els211...
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Project Report On GREEN HUMAN RESOURCE MANAGEMENT (GHRM)
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Module 1
- 1. Introduction to Human Resource Management HRM is a management function that helps managers recruit, select, train & develop members for an orgn. The main activities of HRM are: