#The Role of HR Manager
#HRM
#Objective of HRM
#Characteristics
#Role and Responsibilities
#Duties
#HR Tasks
#A brief History of HRM
#Functions
#Examples
Manpower planning is the process which includes forecasting, developing and controlling by which a firm ensures that it has the right number of people,the right kind of people, at right place, at right time.
Meaning & Definition of Executive Development, Need for executive development, Methods of Executive Development, On the Job and Off the Job Methods of Executive Development.
Manpower planning is the process which includes forecasting, developing and controlling by which a firm ensures that it has the right number of people,the right kind of people, at right place, at right time.
Meaning & Definition of Executive Development, Need for executive development, Methods of Executive Development, On the Job and Off the Job Methods of Executive Development.
Human
Resource
Management
Meaning
Definition
Importance of HRm
Objectives of HRM
Process of HRM
MCQ
Recruitment and selection
Performance and selections
Learning and development
Succession planning
Compensation and benifits
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
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4. What is Human Resource
Management
Human resource management is the strategic
approach to the effective management of people in a
company or organization such that they help their
business gain a competitive advantage.
5. The Role of HRM
Staffing.1
Development of
Workplace
Policies.
2
Compensation and
Benefits
Administration
3
Retention4
Training and
Development.
5 Dealing with
Laws Affecting
Employment
6
Worker Protection7
6. Objectives of Human Resource Management
• Training & hiring
the right number of
employees
• Maintaining high
employee retention
rates
• Employee
satisfaction
• Equal opportunity
• Equal pay for equal
work
• HR's resources are
being allocated to
their full potential.
1 2
3 4
Objectives
7. The HR Manager is responsible for employment policies and
procedures, overseeing payroll and rewards and recognition
programs as well as managing workplace safety initiatives. Along
with administering employee-benefit programs, the HR Manager
role involves finding, screening, recruiting new job applicants and
developing training and development programs for all employees.
8. HUMAN RESOURCE
MANAGER
Interpersonal skills
Conflict management
Critical thinking
Multitasking
Organization
Leadership
Decision making
Communication
Characteristics of Highly Effective HR Managers
13. A Brief History of Human Resource Management
1
18th
Century
The
Welfare
Officers
2
19th
Century
Personnel
Management
3
20th Century
Human
Resource
Management
4
21st
Century
Strategic Human
Resource
Management
and
Human Capital
Management
5
Today's Talent
Management
Trend
& the future.
15. Importance of Human Resource Manager
Manages Transformation
and Change
Strengthens Brand
Reduces Costs
Improves Productivity
Enables Financial and
Intellectual Company Growth
18. HR managers also share key competencies, including the
following 10 characteristics:
Organization
Decision Making
Critical Thinking
Interpersonal
Skills
Leadership
Communication
Multitasking
Ethics
Conflict
management
Change
management
20. Start HR Best Practices by Creating an Emergency
Response Team
Engage with Employees
Reconsider Leaves and Policies
Use Employee Monitoring Software
Share Updated Information
Best HR Practices During COVID-19
21.
22.
23. Assessment center
Assessment center is a way how participant can get to
know more about their future colleagues when they are
solving different tasks and discuss with others.
Second round
Two or three candidates who pass to the second round are
chosen based on the assessment center results. The second
round is a personal interview with a future manager.
Personal interview
The third round is a personal interview between the most
suitable candidate and the boss of future manager
24.
25. “I’d rather interview 50 people and not hire anyone
than hire the wrong person.”
A quote by CEO Jeff Bezos
26. To lure more than 1,000 seasonal workers to
Amazon.com’s distribution centers during the
holidays, Chicago-based Staff Management offered a
$100,000 cash prize to a lucky employee who had
perfect attendance and had entered his or her name
into a drawing. It also offered cash prizes to 99 other
employees who had perfect attendance.
Part of the hiring process includes pulling in Amazon
employees, dubbed ‘bar raisers’. Essentially their job is
to ‘raise the bar’ when it comes to bringing in staff
members so that each new hire is as good if not better
than the previous one
Bar Raiser
27. Their candidate will be expected to answer
theoretical questions, as well as result processing
ones. From writing codes for Sudoku boards, to
asking how you’d spend money there are few
questions that are off limits
28. Case Study
A small company was a great and
profitable company but after the
expansion to a big company things
have gone downhill. The company
was Broken. People were fighting,
service quality was poor,
Customers were leaving. They did
not know how to be a big
company. The owner kept
pressuring the HR group to hire
better people. They could not
keep the good ones they had.
29. The HR manager along with the owner did research and found
a business model complete with instructions for their company.
A Business Process Improvement guide was what they needed.
The HR group lead the change.
Over a six month period each department defined skills that
were part of the daily job. Things like typing speed, active
listening, time management...etc. were listed. These skills were
rated and marked for improvement for each worker.
Public Speaking classes or Sympathy training does not make
people into leaders. With this in mind the HR Group sat with
the CEO and a consultant to define how leadership should be
taught and measured in the company. Leadership was defined
by actions. How meetings were to be held, orders to be given,
and defined a feedback system for keeping or removing people
from leadership. This plan was adopted top to bottom in the
company.
30. The workers have been improving for
two years. Their job skills increasing
along with their moral. It appears a 20%
increase in speed and productivity has
taken place. This was a huge success.
People throughout the company were
much happier.
As a result, performance increased,
quality improved, and complaints
between employees dropped by forty
percent. The company is prosperous
now and is having to turn away good
candidates.