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.
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 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.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
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.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
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.
Human Recourse Management B Com Hons Class I III Sem HRM.pptxTHECRACKER3
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- HR for Competitive Advantage
- Responsibilities of Line Managers
- Responsibilities of Staff Manager
- Line and Staff Relations
- Roles and Responsibilities of HR Manager
- ASTD Model of Human Resource Management
A. HUMAN RESOURCE MANAGEMENT
Objective:
The objective of the course is to familiarize students with different aspects of managing human resources in the organization through the phases of acquisition , development and retention.
UNIT-I
Nature and scope of HRM - Difference between Personnel Management and HRM Functions of HRM - Environment of HRM - Strategic HRM.
UNIT-II
Human Resource Planning - Recruitment - Selection - Methods of Selection - Use of various tests - Interview techniques in selection - Placement.
UNIT-III
Induction – Importance - Meaning of Training and Development - Training Methods - Techniques - Identification of Training needs.
UNIT-IV
Performance Appraisal –Definition – Need for Performance Appraisal – Objectives – Process - Methods – Compensation.
UNIT-V
Transfer - Promotion and termination of services - Career development - Mentoring - HRM Audit - Nature - Benefits - Scope - Approaches
Text Books:
1. Dr. J. Jayasankar - Human Resource Management –Margham Publications
2. Dr. C.D. Balaji – Human Resource Management – Margham Publications
3. Sundar & Srinivasan J –Essentials of Human Resource Management –Vijay Nicole Imrints
4. Murugesan G –Human Resource Management – Laxmi Publications Pvt. Ltd
5. Aswathappa K - Human Resource and Personnel Management
6. Guptha C B- Human Resource Management –Sulthan Chand &Sons.
Books for Reference:
1. Memoria CB - Personnel Management
2. Subba Rao P - Human Resource Management and Industrial Relations
3. Prasad - Getting the right people - MacMillan I Ltd
4. Pattanayak - Human Resources Management - Prentice - Hall of India
5. Decenzo/Robbins - Personnel/Human Resource Management - Prentice - Hall of India
6. Saiyadain Mirza - Human Resource Management –
7. Venkataratanam - Personnel Management & Human Resources –
8. Saxena - Marketing Management - Tata McGraw Hill Pub
9. A. M. Sheikh - Human Resource Development & Management.
10. Dwivedi RS - Human Relations and Organization Behavior
This ppt includes Management Thinker and Human Resource Management . Also it covers business studies and management . Related to need hierarchy theory and ERG Theory .
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Personnel management
1.
2. MEANING & DEFINITION
Personnel management is defined as an administrative
specialization that focuses on hiring and developing
employees to become more valuable to the company.
It is sometimes considered to be a sub-category of
human resources that only focuses on administration.
Personnel management can be defined as obtaining,
using and maintaining a satisfied workforce.
It is a significant part of management concerned with
employees at work and with their relationship within the
organization.
3. Nature of Personnel Management
Personnel management includes the function of
employment, development and compensation- These
functions are performed primarily by the personnel
management in consultation with other departments.
Personnel management exist to advice and assist the
line managers in personnel matters.
It is based on human orientation. It tries to help the
workers to develop their potential fully to the concern.
It also motivates the employees through it’s effective
incentive plans so that the employees provide fullest
co-operation.
4. Role of Personnel Manager
Personnel manager provides assistance to top
management- The top management are the people who
decide and frame the primary policies of the concern.
All kinds of policies related to personnel or workforce can
be framed out effectively by the personnel manager.
He advices the line manager as a staff specialist-
Personnel manager acts like a staff advisor and assists the
line managers in dealing with various personnel matters.
As a counselor, personnel manager attends problems and
grievances of employees and guides them. He tries to solve
them in best of his capacity.
Personnel manager acts as a mediator- He is a linking pin
between management and workers.
5. Difference between Personnel
Management & HRM
Personnel management focuses on personnel
administration, employee welfare and labor relation.
Human resource management focuses on
acquisition, development, motivation and
maintenance of human resources in the
organization.
6. How is HR Different?
Personnel managers have a limited job scope and thus
primarily perform record-keeping duties and functions
designed to maintain proper employment conditions.
On the other hand, human resource management
integrates personnel functions, as well as various
activities designed to enhance employee and
organizational efficiency and productivity.
Thus, HR managers are often in charge of running
safety programs, publicly representing the company
and ensuring legal compliance with applicable state
and federal laws.
7. BASIS OF DIFFERENCE
Personnel Management Human Resource
Management
It is traditional approach of
managing people at
workplace and is concern of
personnel department.
It is a routine function.
Efficient management is
given priority.
Function : Personnel
administration, labor relation
and employee welfare are
major functions of personnel
management.
It is modern approach of
managing people at
workplace and is concern of
managers of all level (from
top to bottom).
It is a strategic function.
Human values and individual
needs are given priority.
Function : Acquisition,
development, utilization and
maintenance of human
resource are major functions
of human resource
management.
8. BASIS OF DIFFERENCE
Personnel Management
Human Resource
Management
It manages people in
accordance with
organization’s goal.
It regards people as basic
input to make desired output.
Jobs are designed on the basis
of division of labor.
Organization’s interest is
valued the most.
Communication is limited, or
even restricted.
It determines human resource
needs and formulate policies by
matching individual’s needs
with organization’s needs.
It regards people as strategic and
valuable resource to make
desired output
Jobs are designed on the basis of
teamwork.
Interest of organization and
interest of employee is
harmonized.
Communication is open.
9. BASIS OF DIFFERENCE
Personnel Management
Human Resource
Management
Benefits
1. Disciplined employees.
2. Increased production.
Result
Organizational goal is achieved
and employers are satisfied.
Benefits
1. Committed human resource.
2. Readiness to change.
3. Increased production.
4. Increased profit.
5. Quality of work life.
Result
Organizational goal is achieved
and both employers and
employees are satisfied