The document discusses the key roles of human resources professionals in improving organizational performance. It outlines how HR helps with recruitment by attracting and hiring talent, provides training to help new employees acclimate, conducts performance appraisals for employee motivation, maintains a healthy work culture, manages employee relations, offers rewards and incentives, and handles payroll management including accurate and timely salary calculation and distribution. HR plays an important part in all of these areas to enhance the performance of the overall organization.
Career Planning and Succession Planning - Principles of Human Resource Manage...Rai University Ahmedabad
Career and succession planning is very important for every individual, here, students will study about in what stage of life they should lead to the career growth path.
Career Planning and Succession Planning - Principles of Human Resource Manage...Rai University Ahmedabad
Career and succession planning is very important for every individual, here, students will study about in what stage of life they should lead to the career growth path.
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.
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
This unit has a clear description about "HUMAN RESOURCE PLANNING" -employee training, Socialization, Induction, Importance of HRP, Objectives of HRP,HRP Process, HR Demand Forecasting techniques, HR supply forecasting, Recruitment process, internal and external recruitment, Differences between Selection and recruitment, Selection process, types of employment tests, types of interviews, Recruitment policy, Methods of recruitment
Performance and reward management - aiu(final)-1Donasian Mbonea
Today’s organizations are operating in a very dynamic and highly competitive environment. To remain relevant in the market, they have to be able to respond quickly to ever changing customer demands. Rewards management is one of the ways used by organizations for attracting and retaining suitable employees as well as facilitating them to improve their performance. (Armstrong, 2010: 261)
Nowadays there is so much changing occurring in the business world and every business entity or organization has much relay on employee’s good performance. Rewards are considered as an important tool to check the employee’s performance. (Armstrong, 2010: 260)
An employee reward system consists of an organization’s integrated policies, processes and practices for rewarding its employees in accordance to their contribution, skills, competence and their market worth. It’s developed within the framework of the organization’s reward philosophy, strategies and policies and contains arrangement in the form of processes, practices, structures and procedures which will provide and maintain appropriate types and levels of pay, benefits and other forms of reward (Armstrong, 2007).
Reward system is an important tool that the management uses to channel employee’s motivation in desired ways such as better functionality and further improve company performance.
Employees are the most valuable asset to an organization and they play an important role in preserving the successful image of organization. Employee performance is the main factor in ensuring that the organization is run smoothly and successfully.
Managing employees' reward appropriately is an important factor as a return for their contributions or performance to organization.
The essay explore the meaning of various concepts such as performance, rewards, reward management, reward system, Literature review on performance and reward from other scholars as well as reviewing one case study on the topic.
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.
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
This unit has a clear description about "HUMAN RESOURCE PLANNING" -employee training, Socialization, Induction, Importance of HRP, Objectives of HRP,HRP Process, HR Demand Forecasting techniques, HR supply forecasting, Recruitment process, internal and external recruitment, Differences between Selection and recruitment, Selection process, types of employment tests, types of interviews, Recruitment policy, Methods of recruitment
Performance and reward management - aiu(final)-1Donasian Mbonea
Today’s organizations are operating in a very dynamic and highly competitive environment. To remain relevant in the market, they have to be able to respond quickly to ever changing customer demands. Rewards management is one of the ways used by organizations for attracting and retaining suitable employees as well as facilitating them to improve their performance. (Armstrong, 2010: 261)
Nowadays there is so much changing occurring in the business world and every business entity or organization has much relay on employee’s good performance. Rewards are considered as an important tool to check the employee’s performance. (Armstrong, 2010: 260)
An employee reward system consists of an organization’s integrated policies, processes and practices for rewarding its employees in accordance to their contribution, skills, competence and their market worth. It’s developed within the framework of the organization’s reward philosophy, strategies and policies and contains arrangement in the form of processes, practices, structures and procedures which will provide and maintain appropriate types and levels of pay, benefits and other forms of reward (Armstrong, 2007).
Reward system is an important tool that the management uses to channel employee’s motivation in desired ways such as better functionality and further improve company performance.
Employees are the most valuable asset to an organization and they play an important role in preserving the successful image of organization. Employee performance is the main factor in ensuring that the organization is run smoothly and successfully.
Managing employees' reward appropriately is an important factor as a return for their contributions or performance to organization.
The essay explore the meaning of various concepts such as performance, rewards, reward management, reward system, Literature review on performance and reward from other scholars as well as reviewing one case study on the topic.
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This will help to understand the Articles of Human Resources to those who's educational background is different but they are eager to start their career in Human Resource.
STAFFING function of management detailed ppt.pptxVanshikaSodani
A PowerPoint presentation on staffing is a vital tool for communicating key concepts, strategies, and best practices related to the process of acquiring, deploying, and retaining human resources within an organization. Staffing is a critical function of human resource management that involves various stages such as recruitment, selection, training, development, and performance management. In this essay, I will outline a comprehensive plan for creating a PowerPoint presentation on staffing, covering essential topics, visual elements, and strategies for effective communication.
**Introduction to Staffing:**
The presentation should begin with an introduction to the concept of staffing, highlighting its importance in organizational success. This section should define staffing, explain its significance in achieving organizational objectives, and outline the main components of the staffing process.
**Key Components of Staffing:**
The next section should delve into the key components of the staffing process, including:
1. Recruitment: Discuss the methods and strategies for attracting a pool of qualified candidates. This may include internal and external recruitment methods, such as job postings, employee referrals, and recruitment agencies.
2. Selection: Explore the process of evaluating and choosing the best candidates for available positions. This involves screening resumes, conducting interviews, and assessing candidates' skills and qualifications.
3. Training and Development: Highlight the importance of ongoing training and development programs to enhance employees' skills, knowledge, and performance. Discuss various training methods, such as workshops, seminars, and online courses, as well as the benefits of investing in employee development.
4. Performance Management: Explain the process of setting performance goals, providing feedback, and evaluating employees' performance. Discuss the role of performance appraisals, feedback mechanisms, and performance improvement plans in driving employee productivity and engagement.
**Best Practices in Staffing:**
In this section, outline best practices and strategies for effective staffing, including:
1. Building a Talent Pipeline: Discuss the importance of proactively sourcing and nurturing talent to meet current and future organizational needs. This may involve cultivating relationships with potential candidates, maintaining a database of qualified candidates, and leveraging social media and networking platforms.
2. Diversity and Inclusion: Emphasize the importance of diversity and inclusion in the staffing process. Discuss strategies for promoting diversity in recruitment and selection practices, such as inclusive job descriptions, diverse interview panels, and unconscious bias training.
3. Employee Engagement: Highlight the link between staffing practices and employee engagement. Discuss the role of meaningful work, career development opportunities, and a positive work environment.
Role of hr professionals in improving organizational performance by hamza mahmood
1. R O L E O F H R P R O F E S S I O N A L S I N
I M P R O V I N G O R G A N I Z A T I O N A L
P E R F O R M A N C E .
P R E S E N T E D B Y - H A M Z A M A H M O O D
M B A ( 2 N D Y E A R )
R O L L N O - 1 8 M M B A 0 1 4 H Y
2. INDEX
• Recruitment
• Training
• Appraisals
• Maintaining Work Culture
• Employee Relation
• Rewards and Incentives
• Payroll Management
3. RECRUITMENT
• Recruitment has been one of the major responsibilities of the HR professionals.
• It’s probably one of the most important aspects of any HR professional’s career. The recruitment
function comprises 2 main objectives:
• 1) Attract Talent
• Attracting talent starts with first planning the requirement of manpower in the organization.
• Creating an “employer brand” which will be representative of the organization’s good image and
portray an attractive impression in the minds of potential candidates.
• 2) Hire Resources
• This is where the recruitment strategies are put in action.
• The HR manager needs to run all possible engines to go out there in the market and find that one
suitable gem.
4. TRAINING
• Training employee is important to help the new hires get acquainted with the
organization’s work pattern.
• For the training to be effective, every new employee can be subjected to an on-the-job
training for the initial days to get him in sync with the work guidelines of the
organization.
• On completion of the training, HR plays a significant role in assessing the results of the
training program and grading employees on the same.
5. APPRAISALS
• Since HRM is a body meant for the employees, carrying out timely performance
appraisals is a given.
• Performance appraisals help in employee motivation by encouraging them to work to
their fullest potential.
• The HR team should communicate individually with employees and give a clear
feedback or suggestion on their performance.
6. MAINTAINING WORK CULTURE
• It is the duty of the HR to maintain a healthy, safe, and fun work environment to
ensure a level of comfort amongst the employees and eliminate any stressful or
awkward atmosphere that may hinder the performance of the staff.
• It is vital to have an efficient work atmosphere, because an individual’s performance a
largely dependent on the surrounding he’s working in.
7. EMPLOYEE RELATIONS
• The Human Resources is called so because its major responsibility is dealing with the
human part of the organization.
• This involves having great interpersonal skills.
• As an HR person, employees should feel comfortable coming up to you with their
problems and for that, it is important that the HR team builds a good public image
within the organization.
8. REWARDS AND INCENTIVES
• Rewarding the employees for a work well done imparts motivation and at the same
time induces a desire to excel at tasks in hope of obtaining rewards.
• A reward need not be materialistic always. It could just be a word of appreciation in
front of all coworkers for a menial task done with complete honesty.
9. PAYROLL MANAGEMENT
• Once all the attendance monitoring, leave tracking, clock in/outs etc. is tracked and
monitored, it’s time for the most important aspect–calculating the payroll.
• Efficient calculation of salaries, wage-cuts, reimbursements, and generation of pay slips
amounts to the role of HR managers in payroll management.
• The HR manager should maintain transparency and provide the employees with
information as and when asked.
• The HR should ensure not only accurate calculations of salaries but also timely transfer
of the same.
10. T H E S E W E R E T H E I M P O R T A N T R O L E S O F A N H R I N
O R D E R T O I M P R O V E T H E P E R F O R M A N C E O F A N
O R G A N I Z A T I O N .
T H A N K Y O U
