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.
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.
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.
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.
Presentation on Personnel Management system best view in Powerpoint 2013,16 & so on.
Comment below if you want to download and also comment below your mail id for downloading links.
This presentation covers the chapter of Staffing from the Principles of Management. It tackles the Definition, Nature, Importance and the Need for Staffing. It also covers the Kinds of Staffing and its Process.
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
Human Resource Management and Human Resource DevelopmentMs. Shery Asthana
Introduction of HRM & HRD, Concept of HRM, Objectives, Process, HRM vs. Personnel Management, HRM vs. HRD, Objectives of HRD, focus of HRD system, Structure of HRD System, Role of HRD Manpower
Presentation on Personnel Management system best view in Powerpoint 2013,16 & so on.
Comment below if you want to download and also comment below your mail id for downloading links.
This presentation covers the chapter of Staffing from the Principles of Management. It tackles the Definition, Nature, Importance and the Need for Staffing. It also covers the Kinds of Staffing and its Process.
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
Human Resource Management and Human Resource DevelopmentMs. Shery Asthana
Introduction of HRM & HRD, Concept of HRM, Objectives, Process, HRM vs. Personnel Management, HRM vs. HRD, Objectives of HRD, focus of HRD system, Structure of HRD System, Role of HRD Manpower
Human resource management presentationsSagarGupta372
A PowerPoint presentation on Human Resource Management topic.
The topic is highly descriptive on an average level for class presentations.
Download this file and open it in MS-PowerPoint.
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The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
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Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
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http://sandymillin.wordpress.com/iateflwebinar2024
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Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
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2. TREYresearch
Personnel management
defined as, that field of
management which is con-
cerned with the planning,
organizing, directing and
controlling various operative
functions of procurement,
development, maintenance and
utilization of a labour force in
such a way that objectives of
company, those of personnel at
all levels and those of
community are achieved.
MeaningofPersonnel
Management
2
3. TREYresearch
Personnel management
defined as, that field of
management which is con-
cerned with the planning,
organizing, directing and
controlling various operative
functions of procurement,
development, maintenance and
utilization of a labour force in
such a way that objectives of
company, those of personnel at
all levels and those of
community are achieved.
MeaningofPersonnel
Management
3
Planning means determination
of personnel programme in
advance.
4. TREYresearch
Personnel management
defined as, that field of
management which is con-
cerned with the planning,
organizing, directing and
controlling various operative
functions of procurement,
development, maintenance and
utilization of a labour force in
such a way that objectives of
company, those of personnel at
all levels and those of
community are achieved.
MeaningofPersonnel
Management
4
Organising means establishing
an organisation by designing
the structure of relationships
among job, personnel and
other physical factors to attain
the company objectives.
5. TREYresearch
Personnel management
defined as, that field of
management which is con-
cerned with the planning,
organizing, directing and
controlling various operative
functions of procurement,
development, maintenance and
utilization of a labour force in
such a way that objectives of
company, those of personnel at
all levels and those of
community are achieved.
MeaningofPersonnel
Management
5
Controlling means regulating
the activities in accordance
with the plan.
6. TREYresearch
Personnel management
defined as, that field of
management which is con-
cerned with the planning,
organizing, directing and
controlling various operative
functions of procurement,
development, maintenance and
utilization of a labour force in
such a way that objectives of
company, those of personnel at
all levels and those of
community are achieved.
MeaningofPersonnel
Management
6
Procurement of labour means
obtaining the proper kind of
personnel in required quantity
to achieve company goals.
7. TREYresearch
Personnel management
defined as, that field of
management which is con-
cerned with the planning,
organizing, directing and
controlling various operative
functions of procurement,
development, maintenance and
utilization of a labour force in
such a way that objectives of
company, those of personnel at
all levels and those of
community are achieved.
MeaningofPersonnel
Management
7
Development of labour means
increasing the skill of
employees through training.
8. TREYresearch
Personnel management
defined as, that field of
management which is con-
cerned with the planning,
organizing, directing and
controlling various operative
functions of procurement,
development, maintenance and
utilization of a labour force in
such a way that objectives of
company, those of personnel at
all levels and those of
community are achieved.
MeaningofPersonnel
Management
8
Maintenance means improving
the conditions (e.g., health,
safety, welfare etc.,) and
sustaining them.
9. TREYresearch
NatureofPersonnelManagement:
The following points will bring out the nature
of personnel management:
1. Managing People:
Personnel management is
concerned with managing people at
work. It does not manage only
organized or unorganized workers
in the organization, but everyone
working in the enterprise. It covers
all persons including clerical staff,
executives, managers.
9
10. TREYresearch
NatureofPersonnelManagement:
The following points will bring out the nature
of personnel management:
2. Concerned with Employees:
Personnel management deals
with employees both as individuals
as well as in groups. The aim is to
motivate people for getting best
results from them.
10
11. TREYresearch
NatureofPersonnelManagement:
The following points will bring out the nature
of personnel management:
3. Helping Employees:
The employees are helped to
develop their talent fully by
providing them appropriate
opportunities. This will give them
job satisfaction and may improve
their performance at work.
11
12. TREYresearch
NatureofPersonnelManagement:
The following points will bring out the nature
of personnel management:
4. Universal Application:
Personnel management may be
used everywhere and in every type
of organization. It is equally useful
in a government, semi-government,
non-profit organizations as is
beneficial to industrial and
commercial houses. It is a part of
general management and has roots
extending throughout and beyond
each organization. 12
13. TREYresearch
NatureofPersonnelManagement:
The following points will bring out the nature
of personnel management:
5. Continuous Application:
Personnel management is
continuously used in every type of
situation. It is not something which may
be used here and there or now and then.
In the words of George Terry, “It cannot
be turned on and off like water from a
faucet; it cannot be practiced only one
hour each day or one day a week.
Personnel management requires a
constant alertness and awareness of
human relations and their importance in
everyday operations.” 13
14. TREYresearch
Personnel
Manager
A personnel manager is a manager
responsible for administrative works such
as recruitment, job analysis, job
evaluation, managing wages and salaries,
training administration, resolving disputes,
labor law compliance and related tasks.
Personnel manager is more of a traditional
role, it is predominantly an administrative
function.
14
15. TREYresearch
1. Recruiting the employees needed for
the organization by collecting the
information on manpower requirement
from different departments.
15
RoleofthePersonnelManager:
16. TREYresearch
2. Assisting the top management in
framing the policies related to the
workmen.
16
RoleofthePersonnelManager:
17. TREYresearch
3. Handling any issues related to
employer employee relationship. And
also advising and assisting line managers
in dealing with any issues related to
personnel matters.
17
RoleofthePersonnelManager:
18. TREYresearch
4. Acting as a counselor and attending to
the grievances of employees and trying
to solve them in best possible way.
18
RoleofthePersonnelManager:
19. TREYresearch
5. Ensuring that employees get paid
competitively as per the market
standards and paid on time.
19
RoleofthePersonnelManager:
20. TREYresearch
6. Conducting training to the employees
whenever necessary and helping the
productivity of the employees increase.
7. Acting as a link between management
and workers.
20
RoleofthePersonnelManager: