Organizational structure of a human resource department
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The document outlines the organizational structure and responsibilities of a human resources department. It shows the Vice President of Human Resources oversees managers responsible for labor relations, training and development, safety and health, recruitment, manpower planning, and compensation. The Human Resources Director also oversees labor relations, training and development, and an administrative manager. Key responsibilities of human resources managers include overseeing employees, implementing personnel policies, advising management, coordinating activities, representing management in labor negotiations, educating employees and supervisors, providing services to all employees like counseling, and engaging with internal and external stakeholders.
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Structure of human resource department
The document discusses the structure of human resource departments in organizations. It provides examples of HR department structures for small organizations, large organizations, and Amazon specifically. For small organizations, the HR department typically has a director and managers for areas like training, administration, and labor relations. Large organizations have a more hierarchical structure headed by a vice president of HR, with separate managers for areas such as labor relations, training, safety, recruitment, and compensation. The summary describes the key roles and departments within Amazon's HR structure.
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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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Outsourcing is when a firm contracts an independent contractor to perform certain tasks or activities. Common outsourced activities include IT, HR, manufacturing, and R&D. HR outsourcing involves an outside party performing some or all HR functions. While outsourcing can reduce costs and preserve culture, it can also result in loss of control and institutional knowledge. Managers generally outsource interactions and information gathering but not decision making. The type of outsourcing relationship depends on factors like asset specificity and uncertainty. HR outsourcing commonly includes payroll, benefits, workforce administration, and talent services like recruiting and training. Trust, confidentiality, commitment and flexibility are important factors in outsourcing relationships.
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This document provides an overview of human resource management (HRM). It defines HRM and discusses its scope, functions, objectives and evolution in India. HRM involves acquiring, retaining and motivating human resources in an organization. Its functions include staffing, development, compensation, and maintenance. The objectives of HRM are to meet societal, organizational, functional and personal objectives. HRM has evolved from a welfare focus in the 1920s-1930s to becoming a business partner by the 1990s in India. Studying HRM is important because people are an organization's core strength and competitive advantage.
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This document provides an overview of human resource management (HRM). It defines HRM and discusses its importance and strategic role in organizations. The document outlines key milestones in the development of HRM and describes the main components of the HRM process. It also discusses how organizations can build human capital through training, talent management, and performance evaluation. The conclusion emphasizes that HRM involves acquiring and developing employees to support organizational goals.
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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.
Role of hr manager
The document defines key terms related to human resource management such as management, human resources, and defines HRM as managing the functions of employing, developing and compensating human resources. It discusses the evolution of HRM from the industrial revolution era to modern approaches. It outlines the objectives, functions, and key aspects of employment and human resource development within HRM.
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human resource outsourcing
Outsourcing is when a firm contracts an independent contractor to perform certain tasks or activities. Common outsourced activities include IT, HR, manufacturing, and R&D. HR outsourcing involves an outside party performing some or all HR functions. While outsourcing can reduce costs and preserve culture, it can also result in loss of control and institutional knowledge. Managers generally outsource interactions and information gathering but not decision making. The type of outsourcing relationship depends on factors like asset specificity and uncertainty. HR outsourcing commonly includes payroll, benefits, workforce administration, and talent services like recruiting and training. Trust, confidentiality, commitment and flexibility are important factors in outsourcing relationships.
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The document discusses the organization of HR departments in different structures. It describes how HR functions like recruitment, training, compensation etc. can be divided into front office, back office and centers of excellence. It then explains the organization of HR in line, functional, line and staff, divisional and matrix structures. In each structure the reporting relationships and responsibilities of the HR department are defined.
Nature and scope of hrm
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Role of hr manager
The document defines key terms related to human resource management such as management, human resources, and defines HRM as managing the functions of employing, developing and compensating human resources. It discusses the evolution of HRM from the industrial revolution era to modern approaches. It outlines the objectives, functions, and key aspects of employment and human resource development within HRM.
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Comprehend recruitment process from organizational as well as individual perspective.
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Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
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- Work study technique, which estimates future man-hours needed based on estimated production levels, standard man-hours per unit, and employee work ability in man-hours.
- Ratio-trend analysis, which estimates future worker needs based on past ratios of production levels to number of workers.
It also briefly mentions econometrics models using mathematical and statistical techniques, and the Delphi technique.
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- Defining human resource planning as a process of forecasting future needs and balancing supply and demand.
- The importance of aligning HR plans with organizational goals, policies, and environmental factors.
- Forecasting human resource demand and supply through various quantitative and qualitative techniques.
- Developing HR programs to address surpluses or shortages based on demand vs. supply forecasts.
- Implementing plans through recruitment, training, and other HR activities and controlling/evaluating outcomes.
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This document discusses human resource management. It begins by introducing the author and their institution. It then provides brief definitions of management and human resource management.
The document states that human resource management is an essential part of every manager's responsibilities, but many organizations find it advantageous to establish a specialist division to ensure the human resource function is performed efficiently.
It lists some of the basic functions of human resource management as staffing, training and development, motivation, and maintenance. The remainder of the document consists of questions related to various human resource management functions such as recruitment, performance management, industrial relations, compensation and benefits, training and development, health and safety, and equal employment opportunities.
Unit i shrm
Strategic human resource management (SHRM) aims to ensure that human resource policies and practices are fully aligned with and support the organization's overall strategic goals and objectives. It involves analyzing external opportunities and threats as well as internal strengths and weaknesses, and then formulating HR strategies to match the organization's capabilities with environmental demands. The key goals of SHRM include generating strategic capabilities in employees and providing direction during periods of change so that business and employee needs are both met through coherent HR programs and policies. Examples of companies that effectively implement SHRM include Southwest Airlines and Dell.
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This document provides an overview of training and development. It discusses how training and development has evolved from transferring knowledge through signs and actions to more formal programs to help workers use new machines. It also explains that employees are now seen as assets that can be developed to benefit the organization. The document outlines different training and development methods, both on-the-job and off-the-job, and discusses the objectives and process of training and development programs.
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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.
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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The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
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HR policies are rules that guide employee performance toward organizational goals. They communicate intentions and translate goals into actions. Objectives of HR policies include fulfilling organizational goals, informing employees, developing duty, providing trained personnel, protecting common interests, establishing trust, and rewarding accomplishments. Policies should be clear, stable, balanced, recognize employee desires, and benefit all parties. There are functional policies for categories and centralized policies across locations. Sound policies are definite, written, reasonably stable, balanced, recognize employee desires, and benefit all.
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Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
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This document discusses the concept and scope of human resource management. It states that HR refers to the knowledge, skills, and abilities of an organization's members, and that HR is the most valuable asset of an organization. It also notes that while HR functions are managed by the HR department, all managers are responsible for managing human resources. The document then discusses the objectives of HRM, which include acting as a link between management and employees, maintaining an adequate workforce, and upholding ethics. Finally, it outlines the broad scope of HRM, noting that it encompasses personnel management, employee welfare, and industrial relations.
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This document discusses techniques for forecasting human resource demand, including:
- Managerial judgement, which can take a bottom-up or top-down approach with participation.
- Work study technique, which estimates future man-hours needed based on estimated production levels, standard man-hours per unit, and employee work ability in man-hours.
- Ratio-trend analysis, which estimates future worker needs based on past ratios of production levels to number of workers.
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Human Resource Planning & Development discusses the process of human resource planning. It involves determining current and future human resource needs to achieve organizational objectives. The key aspects covered include:
- Defining human resource planning as a process of forecasting future needs and balancing supply and demand.
- The importance of aligning HR plans with organizational goals, policies, and environmental factors.
- Forecasting human resource demand and supply through various quantitative and qualitative techniques.
- Developing HR programs to address surpluses or shortages based on demand vs. supply forecasts.
- Implementing plans through recruitment, training, and other HR activities and controlling/evaluating outcomes.
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The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
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This document discusses the environment of human resource management (HRM) and analyzes various internal and external forces that impact HRM. It identifies key external forces like political-legal, technological, cultural, and economic factors. Important internal forces include unions, organizational strategy/tasks/leadership, and culture/conflicts. Analyzing these environmental forces helps HRM departments proactively adapt to changes in the competitive environment rather than reacting passively.
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This document discusses the influence of technology on human resource management (HRM). It outlines how technology has transformed recruitment, training and evaluation, communication, applicant tracking systems, teleworking, and the future of HRM. Some key points include: 79% of Global 500 companies use the internet for recruitment, which provides lower costs, quicker hiring, and access to more candidates. Technology allows for tracking employee skills, training, evaluations, and using that data to help managers provide development opportunities. It also speeds up communication and productivity within organizations. The future of HRM will focus on employee experience over engagement, digitalized HRM systems, people analytics, and the growing gig economy of freelancing. Overall, technology significantly impacts all areas of H
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This document discusses the concept and importance of HRD (human resource development) audits. An HRD audit comprehensively evaluates an organization's HR structure, strategies, systems, styles, skills, and culture and their alignment with short-term and long-term business goals. HRD audits are important for ensuring effective HR utilization, developing organizational reputation, and promoting professionalism among employees. The scope of an HRD audit includes areas like manpower planning, goals and policies, promotion and transfer policies, and performance management. Methods used in HRD audits include interviews, workshops, questionnaires, and observations. Advantages include improved business performance, increased focus on human capital, and more cost-effective training.
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The document discusses strategies for human resource management. It addresses assessing staffing needs, motivating employees, developing performance incentives, empowering managers and employees, and establishing employee benefit plans. Failure of HR strategies can result from disrupted social structures, improper job matching, or lack of management support. The summary effectively conveys the key topics and ideas discussed in the original document in 3 concise sentences.
Functions of hrm
The document discusses the functions of human resource management which include planning, organizing, staffing, directing, and controlling as managerial functions and employment, human resource development, compensation management, and employee relations as operational functions. It also outlines the roles of HR executives as service providers, administrative experts, facilitators, consultants, auditors, change agents, and employee advocates.
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This document discusses human resource management. It begins by introducing the author and their institution. It then provides brief definitions of management and human resource management.
The document states that human resource management is an essential part of every manager's responsibilities, but many organizations find it advantageous to establish a specialist division to ensure the human resource function is performed efficiently.
It lists some of the basic functions of human resource management as staffing, training and development, motivation, and maintenance. The remainder of the document consists of questions related to various human resource management functions such as recruitment, performance management, industrial relations, compensation and benefits, training and development, health and safety, and equal employment opportunities.
Unit i shrm
Strategic human resource management (SHRM) aims to ensure that human resource policies and practices are fully aligned with and support the organization's overall strategic goals and objectives. It involves analyzing external opportunities and threats as well as internal strengths and weaknesses, and then formulating HR strategies to match the organization's capabilities with environmental demands. The key goals of SHRM include generating strategic capabilities in employees and providing direction during periods of change so that business and employee needs are both met through coherent HR programs and policies. Examples of companies that effectively implement SHRM include Southwest Airlines and Dell.
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hai its my first upload to this website please analyse and give me suggestions for any improvements beacuse i am an MBA student i want to learn something more
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this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
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This document provides an overview of training and development. It discusses how training and development has evolved from transferring knowledge through signs and actions to more formal programs to help workers use new machines. It also explains that employees are now seen as assets that can be developed to benefit the organization. The document outlines different training and development methods, both on-the-job and off-the-job, and discusses the objectives and process of training and development programs.
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Job evaluation is a systematic way to determine the relative worth of jobs within an organization. It aims to establish a rational pay structure by comparing jobs based on factors like skill, effort, and responsibility required. The main methods of job evaluation are ranking, classification, factor comparison, and point method. Ranking simply arranges jobs in order of value, while classification groups similar jobs into predefined grades. Factor comparison and point method assign scores to jobs based on how they rate on important compensable factors. While objective, job evaluation still involves some subjectivity and may require periodic review.
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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.
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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Role Of Hrd
Human resource management systems operate throughout an employee's tenure with a company, from recruitment and selection through employment management including rewards, appraisals, industrial relations, and termination of employment through retirement, resignation, redundancy, or dismissal. The role of the human resources professional has evolved from administrative personnel functions to strategic partner, employee advocate, change champion, coach, and training and development specialist in order to support organizational strategy, create an environment where employees can succeed and contribute, enable successful change initiatives, provide feedback to managers, and develop employee skills.
HRD Role
Human resource management systems operate throughout an employee's tenure, from recruitment and selection, through employment including rewards, appraisals, and relations, and ending with termination. The role of HR has evolved from record keeping to strategic partner, employee advocate, change champion, and coach. As a strategic partner, HR contributes to business objectives and thinks like a business person. As an employee advocate, HR fosters motivation and ownership. As a change champion, HR links change to strategy and assesses HR effectiveness. As a coach, HR provides feedback to help managers develop and improve.
Personnel management
Personnel management focuses on administrative functions like hiring, developing, and retaining employees to benefit the company. It involves obtaining and maintaining a satisfied workforce. Personnel management exists to advise managers on personnel issues and help employees develop their full potential through effective incentive plans.
Human resource management takes a more strategic approach that integrates personnel functions with other activities to enhance employee and organizational efficiency. It determines human resource needs, formulates policies to harmonize individual and organizational interests, and regards people as a valuable resource through open communication and team-based job design. The result is commitment from human resources and satisfaction for both employers and employees.
Human resource management pgdm ii trim
Human resource management (HRM) involves attracting, selecting, training, assessing, and rewarding employees. It ensures compliance with employment laws and represents the company in collective bargaining. HRM's objectives include helping the organization achieve its goals by providing competent and motivated employees and maintaining good employee relations. It undertakes activities like workforce planning, recruitment, training, performance appraisal, compensation, and welfare of employees. Factors like workforce size, technology changes, and environmental challenges influence HRM strategy.
Perspective of Human resource management
In this presentation we have discussed what is human resource management ?
what are the perspective of human resource management?
Why we need HR?
Hr generalist role
An HR generalist handles many aspects of an organization's human resources department, including conducting performance evaluations, recruiting and interviewing employees, and updating employee information. As the backbone of the HR department, an HR generalist performs a wide range of roles like handling employee databases, payroll, leaves, training, and serving as a liaison between the organization and government agencies. To succeed, an HR generalist needs strong communication, coordination, and administrative skills to support daily HR operations and serve as a business partner to various departments.
Human resource management presentations
A PowerPoint presentation on Human Resource Management topic.
The topic is highly descriptive on an average level for class presentations.
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Human Resource Management
This document discusses human resource management (HRM) and the roles and responsibilities of HR managers and line managers. It provides definitions of HRM, outlines its objectives such as maintaining good employee relations and optimizing human resources. It also describes the key functions of HRM like recruitment, training, performance management. The roles of HR managers are summarized as overseeing department functions, managing employees, and responsibilities related to compensation, training, employee relations, and recruitment. Line managers also have important responsibilities in implementing HR policies and initiatives related to performance management, employee engagement, discipline and performance-based pay.
HR for Competitive Advantage
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- Responsibilities of Line Managers
- Responsibilities of Staff Manager
- Line and Staff Relations
- Roles and Responsibilities of HR Manager
- ASTD Model of Human Resource Management
Understanding Human Resource Management
The document provides an overview of human resource management. It discusses the main purpose and functions of HR departments, which include planning and employment, training and development, compensation and benefits, maintenance and welfare, performance management, and industrial relations. It also outlines the roles in HR such as compensation manager or recruitment manager. Key responsibilities of HR professionals are implementing HR programs, developing solutions, improving performance, and ensuring legal compliance. Important traits for HR professionals are empathy, communication skills, time management, and being trustworthy and impartial. The document emphasizes that managing human resources is the responsibility of all managers in an organization.
1 hrm concept
This document defines human resource management (HRM) and discusses its key aspects. HRM involves acquiring, training, appraising, and compensating employees to achieve organizational goals efficiently. The document outlines HRM functions like recruitment, training, performance management, and compensation. It discusses the importance of HRM at the enterprise, individual, societal and national levels. Finally, it covers the history, evolution, scope, policies and approaches of HRM.
Human resources management
Human resource management encompasses managing an organization's employees, including acquiring, training, evaluating, and compensating staff. It aims to align an organization's goals and employees' needs to improve productivity. Key aspects of HRM include scope and functions, management responsibilities, employment legislation, employee productivity, and the role of HR managers in creating win-win relationships and implementing change. Employees expect a safe work environment with career opportunities, flexible arrangements, satisfaction, open communication and teamwork.
Function of HRM
The document discusses the functions of human resource management. It outlines two main categories of HRM functions - managerial functions and operative functions. The managerial functions include planning, organizing, staffing, directing, and controlling. The operative functions refer to specialized activities performed by HR managers, such as recruitment, training, compensation, maintenance, and integration. These functions work together to fulfill the goals and objectives of the organization by managing its human resources.
Qualities of an HR Manager
An HR manager requires various personal and job-related qualities to be effective. They must have knowledge of HR and related fields as well as practical experience applying these concepts. Intelligence is also important to quickly understand problems and solutions. Strong communication skills are essential to share ideas with employees and motivate them. Additionally, HR managers must be objective and fair in serving both management and employees interests, while also demonstrating leadership, empathy and emotional maturity.
Role of Global HR Manager
The document discusses the key roles of a global HR manager according to David Ulrich's HR model. It identifies four roles: 1) HR Business Partner who works closely with senior leaders to develop an HR agenda supporting organizational aims, 2) Change Agent who helps the organization transform by focusing on effectiveness and development, 3) Administration Expert who aims to improve efficiency and reduce costs, and 4) Employee Advocate who ensures employees get fair treatment and promotes communication. The document also discusses decision making, coordination, integrating mechanisms, and staffing policies in global human resource management.
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ROLE OF HR IN AN ORGANISATION.pptx
Human resources departments serve many essential functions in organizations, including recruitment and hiring, employee training and development, managing employer-employee relations, maintaining company culture through engagement initiatives, overseeing employee benefits, ensuring workplace safety, handling disciplinary actions, and contributing to the overall company culture. HR acts as a liaison between management and employees to help both parties and facilitate a productive work environment.
What is human resource management, Nature, Scope, Objectives and Ethical issu...
This document discusses human resource management, including its nature, scope, objectives, and ethical issues. It defines HRM as the process of acquiring, training, evaluating, and compensating employees while also addressing labor relations, health, safety, and fairness concerns. The key functions of HRM are planning, organizing, staffing, directing, and controlling human resources. The objectives of HRM are to help the organization reach its goals, efficiently employ workforce skills, motivate employees, increase job satisfaction, develop quality of work life, and communicate HR policies. Ethical issues in HRM include employment practices, compensation plans, discrimination, performance appraisal, and employee privacy.
Chapter 1.0 Introduction to Human Resource M.pptx
This chapter provides an introduction to human resource management. It defines key terms like human resource management, personnel management, and the differences between HRM and personnel management. It discusses that HRM is proactive and focuses on managing the workforce as a strategic resource, while personnel management is more reactive and centered around individual employees. The chapter also outlines some of the typical functions of HRM like recruitment, training, performance management, and employee relations. It concludes by defining public personnel management and its main functions.
Personnel management
Personnel management involves establishing policies and programs to maximize both employee and organizational goals. It aims to develop human resources through retention, training, and strengthening employer-employee relationships. Personnel management covers all employee levels and categories across both public and private sector organizations. It is a responsibility of both line and staff managers to optimize employee skills and ensure cooperation to achieve organizational objectives.
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Organizational structure of a human resource department
- 2. Vice President for Human Resource Labor Relations Manager Training and Development Manager Safety and Health Manager Recruitment Manager Manpower Planning Manager Compensation Manager
- 5. - Oversees the employees in his own department over whom he exercises a direct line of authority.
- 6. He translates into action those parts of the personnel policies and programs assigned to him.
- 7. He serves as counselor, guide, and confidant to management.
- 8. He brings action all activities: regulates and combines diverse efforts into a harmonious whole.
- 9. He usually asked either to represent management in negotiating labor contracts or to attend negotiations with unions in an advisory capacity
- 10. His educational functions are to sell the employees’ point of view to the employers and supervisor.
- 11. The HR manager occupies a position in a company which best provides certain services to all employees.
- 12. One of the functions of a Hr manager is employee counselling.
- 13. The HR manager must be well informed of the activities and developments in the environment where the enterprise operates.
- 14. The HR functions require him to deal with various publics of the company.