Human resource management (HRM) involves strategically managing employees to help a business gain a competitive advantage. The key functions of HRM include recruitment and selection, training and development, performance management, compensation and benefits, and employee relations. HRM aims to maximize employee performance in support of business objectives. As technology changes how HR operates, the role of HR is evolving to focus more on strategic workforce planning, talent management, and ensuring cultural alignment during mergers and acquisitions. Proper HRM helps improve total quality management and increase organizational productivity by maintaining satisfied and engaged employees.
CONCEPT OF HUMAN RESOUCE MANAGEMENT pptJAANVIARORA1
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CONCEPT OF HUMAN RESOUCE MANAGEMENT
Topics Include
1. CONCEPT
2. DEFINE HRM
3. ROLE OF HRM
4. FUNCTIONS OF HRM
5. NATURE OF HRM
6. SCOPE OF HUMAN RESOURCE MANAGEMENT
7. OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
8. IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
9. VIDEO ON IMPORTANCE OF HRM
10. HR LESSONS FROM MOVIE DANGAL
CONCEPT OF HUMAN RESOUCE MANAGEMENT pptJAANVIARORA1
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CONCEPT OF HUMAN RESOUCE MANAGEMENT
Topics Include
1. CONCEPT
2. DEFINE HRM
3. ROLE OF HRM
4. FUNCTIONS OF HRM
5. NATURE OF HRM
6. SCOPE OF HUMAN RESOURCE MANAGEMENT
7. OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
8. IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
9. VIDEO ON IMPORTANCE OF HRM
10. HR LESSONS FROM MOVIE DANGAL
About Human Resources Management (HRM), its objectives, benefits, different stratergies under HRM, challenges faced by HRM and covering Personnel Management (PM) and Strategic Human Resource Management (SHRM). Also, comparing these different managements with HRM
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
Human Resource Management and Its Importanceprachimba
Â
Human Resource Management (HRM) is a crucial function within organizations that focuses on managing the people who work for the organization. Its primary objective is to maximize employee performance to achieve the organization's goals effectively.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
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Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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About Human Resources Management (HRM), its objectives, benefits, different stratergies under HRM, challenges faced by HRM and covering Personnel Management (PM) and Strategic Human Resource Management (SHRM). Also, comparing these different managements with HRM
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
Human Resource Management and Its Importanceprachimba
Â
Human Resource Management (HRM) is a crucial function within organizations that focuses on managing the people who work for the organization. Its primary objective is to maximize employee performance to achieve the organization's goals effectively.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Â
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
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This article provides a comprehensive guide on how to
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Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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2. HRM
Human resource management (HRM or HR)
is the strategic approach to the effective and
efficient management of people in a company
or organization such that they help their
business gain a competitive advantage. It is
designed to maximize employee performance in
service of an employer's strategic objectives.
3. Essentials of HRM
Recruitment & selection, performance
management, learning & development,
succession planning, compensation and
benefits, Human Resources Information
Systems, and HR data and analytics are
considered cornerstones of effective HRM.
4. Functions of HRM
1.Job design and job analysis:
Job analysis investigates and identifies the duties, tasks,
responsibilities, skills and knowledge, essential
qualifications for a certain job profile. Job Design
focuses on integrating the requirements and needs of an
employee with the objectives of the organization.
2. Employee hiring and selection : Selection is a long
process, commencing from the preliminary interview of
the applicants and ending with the contract
of employment.
5. 3. Employee training & development : Employee training
and development is a program that helps to learn a
particular skill as well as knowledge to improve
employee productivity & performance in their current
organization or job role. It developed future performance
& helps focused on more employee growth
4 .Compensation and Benefits : Compensation and
benefits (C&B) is a sub-discipline of human resources,
focused on employee compensation and benefits policy-
making. While compensation and benefits are tangible,
there are intangible rewards such as recognition, work-
life and development. Combined, these are referred to as
total rewards.
6. 5.Employee performance management :Performance
management is a corporate management tool that helps
managers monitor and evaluate employees' work.
Performance management's goal is to create an
environment where people can perform to the best of
their abilities and produce the highest-quality work most
efficiently and effectively.
6.Managerial relations :Employee Relationship
Management or ERM is the process of managing
relationships in an organization. These relationships can
be between the organization and employees as well as
coworkers working at the same level. For employees to
be productive, they need to have a working environment
that allows them to be creative.
7. 7) Labour relations : Labor relations are the
term used to define the process between
employers and employees, management
and unions in order to make decisions in
organizations. The decisions taken refer to
wages, working conditions, hours of work,
and safety at work, security and grievance.
8. 8) Other HRM Functions:
 Employee engagement & communication
 Health and safety regulations
 Personal support for employees
 Succession Planning
 Industrial Relations
9.
10. HRM vs.HRD
Human Resource Management refers to the
application of principles of management to
manage the people working in the organization.
Human Resource Development means a
continuous development function that intends
to improve the performance of people working
in the organization
11. • HRM is an essential branch of management
that deals with making the optimum usage of
organizational human resources by nurturing
better work conditions for all concerned. On
the other hand, HRD is a branch of HRM that
focuses on the growth and development of
the workforce in any organization.
12.
13.
14. Strategic HRM: Meaning
•Strategic human resource management
(strategic HRM) provides a framework linking
people management and development
practices to long-term business goals and
outcomes. It focuses on longer-term resourcing
issues within the context of an organisation's
goals and the evolving nature of work
15. HRM Roles in Strategy Formulation
and Implementation
16.
17. Barriers to Strategic HRM
1. Short-term mentality/focus on current performance.
2. The inability of HR to think strategically.
3. Lack of appreciation for what HR can contribute.
4. Failure to understand line manager’s role as an HR
manager.
5. Difficulty in quantifying many HR outcomes.
6. Perception of human assets as higher-risk
investments.
18. Linking HR strategy with business
strategy
 Five steps to align HR with the business strategy
1. Understand the main strategic goals. All strategies
should be aligned towards the same outcomes.
2. Map out a skills matrix. How does your current team
contribute to the company strategy?
3. Formalize your talent strategy.
4. Measure HR outcomes.
5. Stay in touch with the strategists.
19.
20.
21. Roles of HR Manager
• The Human Resource Manager will lead and
direct the routine functions of the Human
Resources (HR) department including hiring
and interviewing staff, administering pay,
benefits, and leave, and enforcing company
policies and practices
22. Roles of HR in Merger and Acquisitions
Ensuring both company cultures come together
and do not clash is one of HR's biggest roles in
the entire process. If the cultures do not fit, the
merger or acquisition very often fails. M&A
deals are made to create growth and open up a
multitude of opportunities for the buying
company.
23.
24. Technology & HR and changing roles of
HR due to technology
•HR technology (human resources technology) is an umbrella term for
software and associated hardware for automating the human
resources function in organizations. It includes employee payroll and
compensation, talent acquisition and management, workforce
analytics, performance management, and benefits administration.
•Technology changes the way HR departments contact employees,
store files and analyze employee performance. Used well, technology
makes HR practices more efficient. When used poorly, it can get in the
way of managing the company's human resources. Good HR practices
maximize the benefits and minimize the problems.
25. HRM linkage with TQM & Productivity
• Link is very much clear when Human
resources of the company are satisfy they
work with their full extent through this the
productivity of the company rises and reaches
to a higher point and if Human resources are
dissatisfy, the productivity decreases.