Research paper on HR Activities undertaken by Teachers
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The document discusses a study on the role of interest in human resource activities undertaken by employees in the teaching sector at private universities in Delhi, India. The study aims to understand teacher involvement in HR functions beyond traditional roles and make them aware that HR is no longer just the domain of HR professionals. The research methodology involved a questionnaire distributed to 180 staff members across two universities to understand interest levels in various HR activities like staffing, training, and employee relations. The data is analyzed by comparing interest between teaching and non-teaching staff, males and females, and across departments and universities.
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This study investigated the teachers’ assessment of personnel management skills by school owners in Ilorin West, Kwara State.
Descriptive survey research design was adopted for the study and multi-stage sampling method which involved proportionate, stratified and random sampling techniques was adopted to draw a total of 100 respondents that participated in the study. Teaching methods adopted by basic science teachers and the implication Questionnaire was used to collect data for the study. The Pearson Product Moment Correlation (PPMC) of inferential statistics were used to test the null hypotheses postulated for the study at 0.05 alpha level while, frequency count and percentages were used to compute the demographic data collected.
The findings of the study revealed that There is a significant relationship between teachers’ assessment and personnel management skills by school owners in Ilorin West, Kwara State. There is a significant difference between the financial entitlements and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State. There is a significant difference between the Professional development and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State. There is a significant difference between the Staff Welfare and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State.
Based on the findings of the study, it was recommended that there should be seminar giving to the teachers on important of assessment and personnel management skills by school owners in Ilorin West, Kwara State. There should be seminar giving to the administration on the effects of financial entitlements and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State. There should be seminar giving to the administration on the effects of Professional development and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State. There should be seminar giving to the administration on the effects of Staff Welfare and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State.
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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.
Human Resource Management
Human Resource Management involves hiring, motivating, and maintaining employees in an organization. It focuses on managing people to accomplish individual, organizational, and social goals. HRM aims to make integrated decisions regarding recruiting, developing, compensating, and separating employees in a way that is consistent with the organization's effectiveness and ability to serve customers with high quality products and services.
Functions and Activities of HRM
Human resource management involves recruitment, management, and development of employees. It focuses on five key functional areas: staffing, rewards, employee development, employee maintenance, and employee relations. Staffing deals with hiring qualified candidates. Rewards involve compensation and benefits systems. Employee development analyzes training needs. Employee maintenance ensures workplace health and safety. Employee relations includes schemes for employee involvement and union negotiations. The document outlines the various activities of HRM such as recruitment, training, performance management, compensation, and employee surveys. It emphasizes that properly executing HRM functions is crucial to achieving organizational goals.
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Nature and Scope of HRM-converted (1).pdf
The document discusses the nature and scope of human resource management. It defines HRM as a strategic approach to acquiring, developing, managing, motivating and gaining commitment from employees to achieve organizational objectives. The scope of HRM includes personnel functions like recruitment, training, performance management. It also covers employee welfare and maintaining industrial relations.
Assignment on Human Resource Management
A Short Review on Human Resource Management System for further development of any organization. Development of any system is necessary
but before that, we need to identify the obstacle of that system. In this situation, HRM helps us a lot. Therefore at first, we need to know HRM first.
Hrm class ppt
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.
Edited final reportseema kumari 9888546117
The document discusses the recruitment and selection process within organizations. It begins by explaining the importance of human resource planning and management for organizational success. It then describes the key objectives and functions of human resource departments, including recruitment and selection. The next sections provide details on the recruitment process, including sources of recruitment both internal and external. It also discusses some common constraints on recruitment. Finally, it outlines the typical steps in a selection process, including application screening, testing, interviews and making a final job offer. The overall summary is that effective recruitment and selection processes are important for organizations to identify and hire the right employees.
HRM - Thriuvalluvar University - Unt 1 Study Material
HRM - Thriuvalluvar University - Unt 1 Study Material
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
Project of Banu priya muthu
The document provides details on the scope and objectives of human resource management, along with its functions and limitations. It aims to give an overview of key concepts relating to employee welfare and human resource management.
MS Introduction to HR
Human resource management (HRM) involves planning, organizing, and managing employee recruitment and retention to contribute to organizational goals. It includes activities like training, performance management, compensation, and maintaining positive employee relations. HRM aims to attract the best employees, develop their skills through training, and motivate them to perform outstanding work. The key functions of HRM are managerial functions like planning, organizing, directing, and controlling human resources, as well as operational functions such as recruiting, selecting, placing, and developing employees. Overall, HRM seeks to effectively utilize human resources and maximize individual development and organizational performance.
HUMAN RESOURCE MANAGEMENT
MODULE 1 - M.B.A and M.Com-
Scope of HRM, Objectives of HRM, Functions of HRM,Role of HR Managers, Principles of HRM and Ethical Aspects of HRM
Human resource development
The document discusses human resource development (HRD) and its relationship to human resource management (HRM). It defines HRD as the part of HRM focused on training and developing employees. HRD uses systems like performance appraisal, training programs, and career planning to develop employee skills and abilities. The document also outlines emerging trends in HRD like talent management, outsourcing, and Six Sigma approaches. It discusses how HRD is implemented specifically in industries like information technology, public sectors, government organizations, and non-governmental organizations through practices like recruitment, training, performance reviews, and skill development.
I/O chapter 5
The document discusses human resource development and management, outlining its key facets including recruitment and selection, training and development, employee relations, compensation and benefits, and organizational development. It provides context and definitions of human resource development and management, examining their nature and functional components. Components of an effective human resource management system are explored along with the recruitment and selection process.
Session 1 hrm
This document provides an introduction to human resource management (HRM). It defines HRM as matching an organization's needs to its employees' skills and abilities, and as a function concerned with hiring, motivating, and retaining employees. The document discusses how HRM aims to achieve individual, organizational, functional, and societal objectives through supporting functions like legal compliance, training, and performance management. It also compares HRM to traditional personnel management and outlines some common HRM roles, models, and best practices.
ppt for pre viva.pptx
This document provides an overview of a study on the impact of competency-based management strategies on human resource retention in engineering industries in Marathwada Region, India. The study aims to identify the relationship between competency-based strategies and retention, explore challenges to retention, analyze organizational interventions, study the relationship between job satisfaction and retention, and determine how HRM practices and culture affect retention. The methodology involves surveys of 50 industries, 500 employees, and 50 HR managers. Statistical analysis will be used to test hypotheses about competency-based strategies and their association with retention factors. The research is divided into chapters covering literature review, regional socioeconomics, competency strategies/retention, data collection/analysis, and income classifications
Human resource management
The key objectives of human resource management are:
1. To ensure availability of adequate number of qualified employees at the right time. This involves human resource planning and forecasting.
2. To maximize the productivity of employees by optimally utilizing their skills and knowledge. This involves training and development of employees.
3. To ensure effective utilization of the organization's human resources. This involves proper recruitment and selection, job analysis, job design and placement.
4. To develop and maintain a harmonious relationship between employees and management by providing a conducive work environment. This involves employee welfare, industrial relations and effective communication.
5. To develop and maintain a team of highly motivated employees. This involves performance appraisal,
HUMAN RESOURCE DEVELOPMENT: THE NEED OF THE HOUR
Human resource development (HRD) is the process of developing skills, knowledge, and competencies in employees. It aims to improve organizational performance by maximizing employee efficiency and effectiveness. HRD is especially important in today's globalized environment where an organization's success depends on its human resources. Effective HRD requires performance appraisal to evaluate employees, training to develop skills, and motivation through incentives and empowerment to align employee behavior with organizational goals. However, HRD faces challenges such as changing attitudes, skills, technology, and environments.
Hrm
The document discusses key aspects of human resource management (HRM) including its scope, objectives, and functions. Specifically, it outlines four primary HRM activities: 1) manpower planning to determine staffing needs, 2) recruitment, selection, and placement of personnel to hire the right employees, 3) training and development to prepare employees, and 4) performance appraisal to evaluate employees. The document also provides details on recruitment, selection processes, and the importance of selecting and placing the right candidates.
BEBA55A -UNIT I_1.pdf
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
Hrm unit 1
Human Resource Management deals with maximizing the effectiveness of employees in an organization to achieve business and individual goals. It involves planning, recruiting, developing, compensating, and retaining employees. The key functions of HRM include staffing, employee compensation and benefits, and job design. HRM has evolved from a narrow focus on personnel management to a more strategic approach that aligns human resource practices with overall business strategy. An effective HRM system helps organizations attract and retain talent, develop employee skills, improve employee motivation and productivity, and utilize human resources efficiently to further business objectives.
Introduction to HRM
Human resource management involves acquiring, training, compensating and managing employees, as well as attending to labor relations, health and safety, and fairness. It aims to increase organizational effectiveness and capability while ensuring employee rights and needs are met through social responsibility. The key functions of HRM include staffing, training, motivating, maintaining employees, and compensation. HRM must adapt to changing environments including cost pressures, job and economic shifts, a focus on talent management, and growth in contingent workforces. The human resource manager coordinates HR policies and provides assistance to line managers.
The role of psychology in human resources management by Dr.Mahboob Khan Phd
HRM can be considered to be responsibility of all those who manage people as well as a description of persons who are employed as specialists. It is that part of management that involves planning for human resource needs, including recruitment and selection, training and development. It also includes welfare and safety, wage and salary administration, collective bargaining and dealing with most aspects of industrial relations. The integration between the management of human resources and psychology is arguably the prime factor delineating HRM theory and practice from its more traditional personnel management origins. Selection of the personnel has long been recognized as a key activity within HR and this article seeks to explore the extent to which its practice provides evidence of such strategic alignment.
Human resources management
This document discusses concepts related to human resource development (HRD) and human resource management. It provides definitions and descriptions of key terms:
1) HRD refers to helping employees continuously develop their capabilities to perform current and future roles through training, developing personal skills, and fostering a collaborative culture.
2) HRD mechanisms aim to develop individual, team, and organizational capabilities and include performance reviews, training, rewards systems, and ensuring open communication.
3) Human resource planning compares current and future labor needs to ensure the right employees are in place at the right time through recruitment, training, and retention programs.
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Project Management Infographics . Power point projet
Research paper on HR Activities undertaken by Teachers
- 1. Understanding the Role of Interest in Human Resource (HR) Activities Undertaken by Employees in Teaching Sector: A Study Based on Private Universities of Delhi NCR Region Presented by: Shubham Aggarwal
- 2. What is Human Resource Management? The process of acquiring, training, appraising and compensating employees along with attending to their labor relations and health & safety concerns. HRM is the organisational function that deals with issues relating to people such as compensation, hiring, performance management, organisational development, safety and wellness of employees, employee motivation etc.
- 3. Human Resource Activities Staffing Human Resource Planning Job analysis Recruitment Selection Placement Rewarding Employee development(Training) Employee maintenance Employee relations
- 4. Objective of Research To understand the role of interest in HR activities undertaken by teachers. To make them aware that core HR functions are no longer the domain of only HR professionals within the organization. To understand the involvement of employees in their day to day functional activities which goes beyond the conventional role.
- 5. Research Methodology Target Population Elements/ Sampling Units: The target population of the research are the staff members of 2 universities in NCR. Extent: Delhi and Gurgaon (NCR) Sampling Frame: Gurgaon Educational Institutes Sampling Design: Convenience sampling Respondents: 180 Primary data was collected through Questionnaire and interviews.
- 6. Data Analysis of Questionnaires Scaling 25- Highly Not Interested 50- Not Interested 75- Somewhat Not Interested 100- Moderate 125- Interested 150- Highly Interested
- 8. Comparison between Teaching and Non-Teaching
- 9. Comparison between Male and female in Teaching
- 10. Comparison between Male and female in Non-Teaching
- 12. Organization B
- 13. Comparison between Teaching and Non-Teaching
- 14. Comparison between Male and female in Teaching
- 16. Comparison between Organization A and Organization B
- 17. Comparison between Organisation A and Organisation B in Teaching
- 18. Comparison between Organisation A and Organisation B in Non-Teaching
- 19. Thank you
- 20. Any Questions?