Training - Human Resource Management HRMDeva Pramod
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
Training - Human Resource Management HRMDeva Pramod
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.Compensation Management is a Process of compensation management is to establish & maintain an equitable wage & salary structure & an equitable cost structure .it involves job evaluation, wage & salary survey, profit sharing &control of pay costs.
According to Thomas J. Bergmann(1988) compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+ Non-pecuniary rewards.
Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources.
New Trends in Compensation Management (Group Mediclaim/Insurance Scheme, Personal Accident Insurance Scheme, Company Leased Accommodation,
Recreation/ATM facilities, Corporate Credit Card,
Club memberships, Cellular Phone/Laptop,
Personal Health Care, Loans, Educational Benefits, Regular Get together and other cultural programs, Wedding Day/Birthday Gift, Employee Referral Scheme, Maternity Leave, Paternity Leave, Work-life Balance, Pay Transparency, Broad banding,Variable Pay (Incentive Pay),
Flexible Benefits
Employee Separation is the discontinuation of his employment contract with the company. The companies and employees must specify valid reasons behind separation. The process may be upsetting for both, company and its employees. Hence, the employee separations should be planned and reasonable.
The employer should provide the required guidance to employees.
The firms may conduct discussions and counselling sessions during separation.
Exit Interviews of the separated employee are conducted. It helps to gather in-depth information about companies strengths and weaknesses.
The following blog is an in depth breakdown (with example) of HR Demand/Supply forecasting terms and tools. This blog is useful for all HR professionals to plan recruitment in a calculative way which is more useful and efficient for the company.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.Compensation Management is a Process of compensation management is to establish & maintain an equitable wage & salary structure & an equitable cost structure .it involves job evaluation, wage & salary survey, profit sharing &control of pay costs.
According to Thomas J. Bergmann(1988) compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+ Non-pecuniary rewards.
Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources.
New Trends in Compensation Management (Group Mediclaim/Insurance Scheme, Personal Accident Insurance Scheme, Company Leased Accommodation,
Recreation/ATM facilities, Corporate Credit Card,
Club memberships, Cellular Phone/Laptop,
Personal Health Care, Loans, Educational Benefits, Regular Get together and other cultural programs, Wedding Day/Birthday Gift, Employee Referral Scheme, Maternity Leave, Paternity Leave, Work-life Balance, Pay Transparency, Broad banding,Variable Pay (Incentive Pay),
Flexible Benefits
Employee Separation is the discontinuation of his employment contract with the company. The companies and employees must specify valid reasons behind separation. The process may be upsetting for both, company and its employees. Hence, the employee separations should be planned and reasonable.
The employer should provide the required guidance to employees.
The firms may conduct discussions and counselling sessions during separation.
Exit Interviews of the separated employee are conducted. It helps to gather in-depth information about companies strengths and weaknesses.
The following blog is an in depth breakdown (with example) of HR Demand/Supply forecasting terms and tools. This blog is useful for all HR professionals to plan recruitment in a calculative way which is more useful and efficient for the company.
THE PRESENTATION FOCUSES ON THE IMPORTANCE, PROS, CONS AND IMPACT OF THE EMPLOYEES RETENTION AND SEPARATION. ALSO HIGHLIGHT SME STRATEGIES FOR APPROVING THE RIGHT WAY TO DO IT.
it's the presentation on rightsizing in the organisation that's one of the crucial parts of HUMAN RESOURCE MANAGEMENT. it will be helpful for anybody who studies management or who's the professional and the HRs. i'm very glad to publish this ppt to the world and please give some like, shares and comments otherwise main hoon tum logoka akal thikane me lagane k aliye
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2. SEPARATION
Employee separation is the
process of efficiently and fairly
terminating workers
Separation means cessation of
service or agreement with the
organization for one or other
reason.
5. TYPES OF EMPLOYEE
SEPARATION
Involuntary separations
It occurs when an employer decides to terminate its
relationship with an employee due to
Economic necessity or
A poor fit between the employee and the organization.
Voluntary separations
A separation that occurs when an employee decides,
for personal or professional reasons to end the
relationship with the employer.
11. TYPES OF RETIREMENT
Retirement on Superannuation
Voluntary Retirement
Compulsory Retirement as a measure of
punishment
Compulsory Retirement due to Administrative
Reason
Death While in Service
Retirement due to invalidation on Medical Ground
12. RIGHTSIZING
The process of a corporation
reorganizing or restructuring
their business by cost-cutting,
reduction of workforce, or reorganizing upper-level
management. The goal is to get the company molded
properly to achieve the maximum profit. The term
rightsizing is often used by companies instead of
downsizing because. it sounds less drastic
13. RETRENCHMENT
Retrenchment means
“discharge of surplus labor or
staff” by the employer on
account of long period of
layoff, or rationalization or
improved machinery or automation of machines or
similar other reasons.
14. DISMISSAL
Dismissal is where the
employer chooses to
require the employee to leave, generally for a
reason which is the fault of the employee. The
most common colloquial term for dismissal in
America is "getting fired" whereas in Britain the
term "getting the sack" or "getting sacked" is also
used.
15. LAYOFF
Layoff is the temporary
suspension or permanent
termination of employment of an employee or
(more commonly) a group of employees for
business reasons, such as when certain positions
are no longer necessary or when a business slowdown occurs.
16. IMPACT OF LAYOFF
Effects the morale of remaining employees
Regions economic vitality
Entire community suffers
Investors are affected
Company’s image
Difficult to attract & recruit highly skilled
employees
17. OUTPLACEMENT
Outplacement is the efforts
made by a downsizing
company to help former
employees through the transition to new jobs and
help them re-orient to the job
market. A consultancy firm usually provides the
outplacement services which are paid for by the
former employer and are achieved through
practical advice and psychological support.
18. Goals of outplacement
Reducing the morale problem of employees who
are about to be laid off.
Minimizing the amount of litigation initiated by
separated employees
Assisting separated employees in finding new jobs
19. More About the Art of Firing
http://artoffiring.blogspot.in
“Art of Firing”