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Personnel management, also known as human resource management, is the function of managing a company's employees that is concerned with improving work effectiveness and advancing employees' development through legal recruitment, planning, coordination, organization, and control of activities related to hiring, developing, motivating, and compensating employees to achieve business objectives. The scope of personnel management includes organizational planning and development, staffing and employment, training and development, compensation administration, employee services and benefits, employee records, and labor relations.
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Functions of HRM.pptx A guide to understand HRM Functions
Human resource management involves several key functions:
Developing strategies and structures to achieve organizational goals, conducting job analyses to understand roles, and planning current and future human resource needs. Additional functions include recruitment and selection of qualified candidates, orientation of new hires, ongoing training and development of employees, performance management to evaluate and improve job performance, administration of compensation and benefits programs, maintenance of employee records, and cultivating positive employee relations.
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Human Resource Management Classes by Meenu Singh. The document discusses the concept of HRM, defining it as the knowledge, talents, and skills of an organization's workforce. It also discusses the objectives of HRM from societal, organizational, functional, and personal perspectives. The primary objective is ensuring the right people are in the right jobs to effectively achieve organizational goals. The functions of HRM discussed are employment, job analysis, HR planning, recruitment, selection, induction, training, performance appraisal, and management development.
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This document discusses human resource management (HRM). It defines HRM as the planning, organizing, directing, and controlling of procuring, developing, compensating, integrating, maintaining, and reproducing human resources to accomplish individual, organizational, and societal objectives.
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HRM Overview.pdf
This document provides an overview of human resource management. It defines HRM and its relevance for individuals and organizations. It outlines the key learning objectives and functions of HRM like recruitment, selection, training, performance management, and compensation. It discusses the changing priorities and roles of HR from transactional to transformational. The document also addresses myths and realities of HRM, the roles and responsibilities of HR managers versus line managers, and a people management sheet covering important HR topics.
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The document discusses the key functions of human resource management. It defines HRM according to various authors like Gary Dessler, G.R. Agarwal, and French Wendell. The core functions of HRM discussed are recruitment, selection, orientation, training and development, performance appraisal, compensation management, and employee relationship management. For each function, the document provides a brief explanation of 1-2 sentences.
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hrm ppt.pptx
The document discusses key concepts in human resource management including definitions, objectives, scope, functions, and the basic roles of an HR manager. It defines HRM as the planning, organizing, and controlling of procuring, developing, compensating, and maintaining human resources to accomplish organizational goals. The objectives of HRM are to help the organization reach its goals, employ workforce skills efficiently, provide well-trained employees, increase job satisfaction, and ensure social responsibility. The scope of HRM is vast, covering an employee's entire working life from hiring to departure. Core HR manager roles include planning staffing needs, recruiting and selecting employees, training and developing staff, determining compensation, and ensuring employee retention.
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Functions of HRM.pptx A guide to understand HRM Functions
Human resource management involves several key functions:
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The key functions of HRM include recruitment and selection, training and development, performance management and compensation, employee maintenance programs, and managing employee relations. HRM is an integral part of management that deals with all aspects of managing an organization's human resources. The objectives of HRM are to meet personal, functional, organizational and societal goals.
HRM Overview.pdf
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The document discusses key concepts in human resource management including definitions, objectives, scope, functions, and the basic roles of an HR manager. It defines HRM as the planning, organizing, and controlling of procuring, developing, compensating, and maintaining human resources to accomplish organizational goals. The objectives of HRM are to help the organization reach its goals, employ workforce skills efficiently, provide well-trained employees, increase job satisfaction, and ensure social responsibility. The scope of HRM is vast, covering an employee's entire working life from hiring to departure. Core HR manager roles include planning staffing needs, recruiting and selecting employees, training and developing staff, determining compensation, and ensuring employee retention.
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CONCEPT OF HUMAN RESOUCE MANAGEMENT ppt
CONCEPT OF HUMAN RESOUCE MANAGEMENT
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Human resource management deals with recruiting, training, and administering benefits for employees. It focuses on staffing, compensation, training, labor relations, and organizational development. The human resources department is responsible for job recruitment and selection, developing employee benefits programs, personnel policies, employee development, and addressing issues like disciplinary actions and workplace injuries. Human resource management aims to address employee concerns, acquire new employees, manage employee separations, and improve workplace morale. The goals of today's HR teams are to define organizational purpose, recruit the best talent, focus on employee strengths, ensure organizational alignment, and accurately measure organizational metrics.
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Difference between hrm and pm on aug 03
Personnel management involves obtaining, using, and maintaining a satisfied workforce. It responds to demands and concerns as they arise and includes administrative tasks. By contrast, human resource management is proactive and strategic, aiming to continuously develop policies and functions to improve the workforce. A key difference is that personnel management is often a separate function, while human resource management is integrated into overall company operations. The goal of human resources is to enable maximum employee efficiency for organizational benefit.
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This document discusses human resource management and related concepts. It begins by defining human resource management according to various experts and outlines its key objectives such as helping the organization achieve its goals and increasing employee satisfaction. It describes the scope of HRM as encompassing all aspects of an employee's time with an organization. The core functions of an HR manager are identified as planning staffing needs, recruiting and selecting employees, training and developing staff, administering compensation and rewards, and managing employee relations. Different methods of recruitment like direct contact, advertisements, and third-party agencies are also summarized.
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Human Resource Management.pptx
This document provides an overview of human resource management (HRM). It defines HRM as the process of managing human resources in an organization to achieve individual, organizational, and social goals. The document outlines the meaning, definitions, qualities of an HRM manager, their roles, and the key steps in the HRM process, which includes analyzing labor supply and demand and balancing them to support organizational goals. In conclusion, it states that an effective HRM system can help manage resources but requires employees and the organization to utilize it properly.
1. Staffing Concept and Importance : XII Business Studies
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Human resorse management assingment
Human Resource Management (HRM) involves recruiting, managing, and directing employees to help an organization reach its goals. The document discusses the importance and objectives of HRM at different levels. It helps organizations attract and retain talent, develop employee skills, motivate workers, and ensure the future availability of competent staff. Effective HRM also improves quality of work life, allows for personal growth, and enhances the dignity of labor at a societal level. Proper management of human resources plays a vital role in a nation's development by facilitating the effective use of other resources.
Human resource management ppt 2
This document provides an overview of human resource management (HRM). It defines HRM as the process of acquiring, retaining, terminating, developing and using human resources to achieve organizational objectives. The document outlines the meaning, definitions, objectives, nature, features, importance, process, recent trends, roles, duties, scope and functions of HRM. It also discusses the qualifications needed for a human resource manager.
Functions Of Hrm
The document outlines several key functions of human resource management (HRM). Some of the main HRM functions discussed include: conducting job analyses and planning labor needs, selecting and recruiting job candidates, orienting and training new employees, managing compensation and benefits, appraising performance, and ensuring equal opportunity and a safe work environment. Additionally, the document discusses some of the core HRM activities such as organizational design, planning, recruitment and selection, training and development, performance management, and compensation. It emphasizes the importance of HRM in avoiding mistakes like hiring the wrong employees, experiencing high turnover, and unfair practices.
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Sources and Techniques of Recruitment –Employee Selection – Placement - Induction.
Conceptual framework of hrm
Human resource management (HRM) involves developing and implementing policies and practices to manage people in an organization. The goal of HRM is to support organizational strategies and goals while meeting the needs of both the organization and its employees. HRM functions include recruitment, compensation, development, and administration of employees. Over time, the role of HR has evolved from an administrative expert to a strategic partner and change agent within organizations. In Nepal, many companies now have HR departments, though HR is still viewed more as a cost than an investment in some cases. HR professionals work to align HR with organizational goals, provide tools for operations, discover new methods, and manage all aspects of the employee life cycle. Globalization, technology, flexibility, and
human resource management
Human resource management refers to optimizing and making the best use of an organization's limited human resources to meet organizational goals. It involves recruiting, selecting, training, and developing employees, as well as evaluating performance, ensuring safety and welfare, and resolving employee issues. The quality of an organization's employees determines the effectiveness and success of the organization. Human resource management ensures organizations hire and retain the right staff with the necessary skills through strategic decisions and processes for managing employees.
Difference between hrm and pm on aug 03
Personnel management involves obtaining, using, and maintaining a satisfied workforce. It responds to demands and concerns as they arise and includes administrative tasks. By contrast, human resource management is proactive and strategic, aiming to continuously develop policies and functions to improve the workforce. A key difference is that personnel management is often a separate function, while human resource management is integrated into overall company operations. The goal of human resources is to enable maximum employee efficiency for organizational benefit.
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Personnel management involves obtaining, using, and maintaining a satisfied workforce. It responds to demands and concerns as they arise and involves administrative tasks. By contrast, human resource management is proactive and strategic, aiming to continuously develop policies and functions to improve the workforce. It seeks to create and develop teams for organizational benefit. While personnel management focuses on traditional employee-centered tasks, human resource management incorporates personnel management and is broader in scope, with line managers playing a role in training and development.
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Report-Programs.pdf
- 1. LET'S LEARN! P E R S O N N E L M A N A G E M E N T A PRESENTATION FOR PROGRAMS & POLICIES BY: IYAH CARMELA PASCUAL
- 2. personnel management is the capacity of management worried about advancing and upgrading the improvement of work viability and headway of the HR in the association through legitimate preparation, arranging, coordinating, organizing, and controlling of exercises connected with acquirement, advancement, inspiration, and remuneration of representatives to accomplish the objectives of the undertaking.Numerous associations presently allude personnel management as human asset management. Personnel management is a term that is as yet utilized in numerous administration offices, and fundamentally in the non- benefit area, to portray the capacity that arrangements with the work of individuals inside an association. PERSONNEL MANAGEMENT
- 4. •ORGANIZATIONAL PLANNING AND DEVELOPMENT •STAFFING AND EMPLOYMENT •TRAINING ANS DEVELOPMENT •COMPENSATION, WAGE, AND SALARY ADMINISTRATION •EMPLOYEE SERVICES AND BENEFITS •EMPLOYEE RECORDS •LABOUR RELATIONS •PERSONNEL RESEARCH AND PERSONNEL AUDIT