The document discusses the functions of a human resource manager. It outlines three main categories of functions: managerial functions which include planning, organizing, directing, and controlling personnel; operative functions which involve employment, development, compensation, maintenance, motivation, records keeping, industrial relations, and separation; and advisory functions where the HR manager advises top management and department heads. Key aspects of the managerial functions include personnel planning, organizing the structure, directing employees, and evaluating performance via controlling. The operative functions focus on recruitment, training, compensation, welfare, motivation, and managing employee records and relations.
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
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
Human Resource Management (UGC NET Commerce & ManagementUmakantAnnand
This Hand Book, Contain, detail and unique materiel of UGC NET Commerce and Management students, all the aspirants can get success by studding this book.
Human Resource Management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
The comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce - human resources – in ways at contribute to organizational effectiveness.
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.
Saudi Arabia stands as a titan in the global energy landscape, renowned for its abundant oil and gas resources. It's the largest exporter of petroleum and holds some of the world's most significant reserves. Let's delve into the top 10 oil and gas projects shaping Saudi Arabia's energy future in 2024.
Human Resource Management (UGC NET Commerce & ManagementUmakantAnnand
This Hand Book, Contain, detail and unique materiel of UGC NET Commerce and Management students, all the aspirants can get success by studding this book.
Human Resource Management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
The comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce - human resources – in ways at contribute to organizational effectiveness.
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.
Saudi Arabia stands as a titan in the global energy landscape, renowned for its abundant oil and gas resources. It's the largest exporter of petroleum and holds some of the world's most significant reserves. Let's delve into the top 10 oil and gas projects shaping Saudi Arabia's energy future in 2024.
Sachpazis:Terzaghi Bearing Capacity Estimation in simple terms with Calculati...Dr.Costas Sachpazis
Terzaghi's soil bearing capacity theory, developed by Karl Terzaghi, is a fundamental principle in geotechnical engineering used to determine the bearing capacity of shallow foundations. This theory provides a method to calculate the ultimate bearing capacity of soil, which is the maximum load per unit area that the soil can support without undergoing shear failure. The Calculation HTML Code included.
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Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
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Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
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Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
• Remote control: Parallel or serial interface
• Compatible with MAFI CCR system
• Copatiable with IDM8000 CCR
• Compatible with Backplane mount serial communication.
• Compatible with commercial and Defence aviation CCR system.
• Remote control system for accessing CCR and allied system over serial or TCP.
• Indigenized local Support/presence in India.
Application
• Remote control: Parallel or serial interface.
• Compatible with MAFI CCR system.
• Compatible with IDM8000 CCR.
• Compatible with Backplane mount serial communication.
• Compatible with commercial and Defence aviation CCR system.
• Remote control system for accessing CCR and allied system over serial or TCP.
• Indigenized local Support/presence in India.
• Easy in configuration using DIP switches.
Hierarchical Digital Twin of a Naval Power SystemKerry Sado
A hierarchical digital twin of a Naval DC power system has been developed and experimentally verified. Similar to other state-of-the-art digital twins, this technology creates a digital replica of the physical system executed in real-time or faster, which can modify hardware controls. However, its advantage stems from distributing computational efforts by utilizing a hierarchical structure composed of lower-level digital twin blocks and a higher-level system digital twin. Each digital twin block is associated with a physical subsystem of the hardware and communicates with a singular system digital twin, which creates a system-level response. By extracting information from each level of the hierarchy, power system controls of the hardware were reconfigured autonomously. This hierarchical digital twin development offers several advantages over other digital twins, particularly in the field of naval power systems. The hierarchical structure allows for greater computational efficiency and scalability while the ability to autonomously reconfigure hardware controls offers increased flexibility and responsiveness. The hierarchical decomposition and models utilized were well aligned with the physical twin, as indicated by the maximum deviations between the developed digital twin hierarchy and the hardware.
Hybrid optimization of pumped hydro system and solar- Engr. Abdul-Azeez.pdffxintegritypublishin
Advancements in technology unveil a myriad of electrical and electronic breakthroughs geared towards efficiently harnessing limited resources to meet human energy demands. The optimization of hybrid solar PV panels and pumped hydro energy supply systems plays a pivotal role in utilizing natural resources effectively. This initiative not only benefits humanity but also fosters environmental sustainability. The study investigated the design optimization of these hybrid systems, focusing on understanding solar radiation patterns, identifying geographical influences on solar radiation, formulating a mathematical model for system optimization, and determining the optimal configuration of PV panels and pumped hydro storage. Through a comparative analysis approach and eight weeks of data collection, the study addressed key research questions related to solar radiation patterns and optimal system design. The findings highlighted regions with heightened solar radiation levels, showcasing substantial potential for power generation and emphasizing the system's efficiency. Optimizing system design significantly boosted power generation, promoted renewable energy utilization, and enhanced energy storage capacity. The study underscored the benefits of optimizing hybrid solar PV panels and pumped hydro energy supply systems for sustainable energy usage. Optimizing the design of solar PV panels and pumped hydro energy supply systems as examined across diverse climatic conditions in a developing country, not only enhances power generation but also improves the integration of renewable energy sources and boosts energy storage capacities, particularly beneficial for less economically prosperous regions. Additionally, the study provides valuable insights for advancing energy research in economically viable areas. Recommendations included conducting site-specific assessments, utilizing advanced modeling tools, implementing regular maintenance protocols, and enhancing communication among system components.
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The Benefits and Techniques of Trenchless Pipe Repair.pdf
unit-4b.pdf
1. Factors involved in man power planning
The personnel department gives assistance and provides service to all other departments
on personnel matters.
Functions:
(i) Managerial,
(ii) Operative and
(iii) Advisory functions.
a. Managerial Functions:
The Human Resource Manager is a part of the organisational management. So he must
perform the basic managerial functions of planning, organising, directing and controlling in
relation to his department.
There functions are briefly discussed below:
1. Planning:
To get things done through the subordinates, a manager must plan ahead. Planning is
necessary to determine the goals of the organisation and lay down policies and procedures
to reach the goals. For a human resource manager, planning means the determination of
personnel programs that will contribute to the goals of the enterprise, i.e., anticipating
vacancies, planning job requirements, job descriptions and determination of the sources
of recruitment.
The process of personnel planning involves three essential steps.
Firstly, a supply and demand forecast for each job category is made. This step requires
knowledge to both labour market conditions and the strategic posture and goals of the
organisation.
Secondly, net shortage and excess of personnel by job category are projected for a specific
time horizon.
Finally, plans are developed to eliminate the forecast shortages and excess of particular
categories of human resources.
2. Organizing:
Once the human resource manager has established objectives and developed plans and
programs to reach them, he must design and develop organisation structure to carry out
the various operations.
2. The organisation structure basically includes the following:
(i) Grouping of personnel activity logically into functions or positions;
(ii) Assignment of different functions to different individuals;
(iii) Delegation of authority according to the tasks assigned and responsibilities involved;
(iv) Co-ordination of activities of different individuals.
3. Directing:
The plans are to be pure into effect by people. But how smoothly the plans are
implemented depends on the motivation of people. The direction function of the personnel
manager involves encouraging people to work willingly and effectively for the goals of the
enterprise.
In other words, the direction function is meant to guide and motivate the people to
accomplish the personnel programs. The personnel manager can motivate the employees
in an organisation through career planning, salary administration, ensuring employee
morale, developing cordial relationships and provision of safety requirements and
welfare of employees.
The motivational function poses a great challenge for any manager. The personnel manager
must have the ability to identify the needs of employees and the means and methods of
satisfy those needs. Motivation is a continuous process as new needs and expectations
emerge among employees when old ones are satisfied.
4. Controlling:
Controlling is concerned with the regulation of activities in accordance with the plans,
which in turn have been formulated on the basis of the objectives of the organisation. Thus,
controlling completes the cycle and leads back to planning. It involves the observation
and comparison of results with the standards and correction of deviations that may occur.
Controlling helps the personnel manager to evaluate the control the performance of the
personnel department in terms of various operative functions. It involves performance
appraisal, critical examination of personnel records and statistics and personnel audit.
b. Operative Functions:
The operative functions are those tasks or duties which are specifically entrusted to the
human resource or personnel department. These are concerned with employment,
development, compensation, integration and maintenance of personnel of the
organisation.
3. The operative functions of human resource or personnel department are discussed
below:
1. Employment:
The first operative function of the human resource of personnel department is the
employment of proper kind and number of persons necessary to achieve the objectives of
the organisation. This involves recruitment, selection, placement, etc. of the personnel.
Before these processes are performed, it is better to determine the manpower
requirements both in terms of number and quality of the personnel. Recruitment and
selection cover the sources of supply of labour and the devices designed to select the right
type of people for various jobs. Induction and placement of personnel for their better
performance also come under the employment or procurement function.
2. Development:
Training and development of personnel is a follow up of the employment function. It is a
duty of management to train each employee property to develop technical skills for the job
for which he has been employed and also to develop him for the higher jobs in the
organisation. Proper development of personnel is necessary to increase their skills in doing
their jobs and in satisfying their growth need.
For this purpose, the personnel departments will device appropriate training programs.
There are several on-the-job and off-the-job methods available for training purposes. A
good training program should include a mixture of both types of methods. It is important to
point out that personnel department arranges for training not only of new employees but
also of old employees to update their knowledge in the use of latest techniques.
3. Compensation:
This function is concerned with the determination of adequate and equitable remuneration
of the employees in the organisation of their contribution to the organisational goals. The
personnel can be compensated both in terms of monetary as well as non-monetary
rewards.
Factors which must be borne in mind while fixing the remuneration of personnel are their
basic needs, requirements of jobs, legal provisions regarding minimum wages, capacity of
the organisation to pay, wage level afforded by competitors etc. For fixing the wage levels,
the personnel department can make use of certain techniques like job evaluation and
performance appraisal.
4. 4. Maintenance (Working Conditions and Welfare):
Merely appointment and training of people is not sufficient; they must be provided with
good working conditions so that they may like their work and workplace and maintain their
efficiency. Working conditions certainly influence the motivation and morale of the
employees.
These include measures taken for health, safety, and comfort of the workforce. The
personnel department also provides for various welfare services which relate to the
physical and social well-being of the employees. These may include provision of cafeteria,
rest rooms, group insurance, education for children of employees, recreational facilities,
etc.
5. Motivation:
Employees work in the organisation for the satisfaction of their needs. In many of the cases,
it is found that they do not contribute towards the organisational goals as much as they
can. This happens because employees are not adequately motivated. The human resource
manager helps the various departmental managers to design a system of financial and non-
financial rewards to motivate the employees.
6. Personnel Records:
The human resource or personnel department maintains the records of the employees
working in the enterprise. It keeps full records of their training, achievements, transfer,
promotion, etc. It also preserves many other records relating to the behaviour of personnel
like absenteeism and labour turnover and the personnel programs and policies of the
organisation.
7. Industrial Relations:
These days, the responsibility of maintaining good industrial relations is mainly discharged
by the human resource manager. The human resource manager can help in collective
bargaining, joint consultation and settlement of disputes, if the need arises. This is because
of the fact that he is in possession of full information relating to personnel and has the
working knowledge of various labour enactments.
The human resource manager can do a great deal in maintaining industrial peace in the
organisation as he is deeply associated with various committees on discipline, labour
welfare, safety, grievance, etc. He helps in laying down the grievance procedure to redress
the grievances of the employees. He also gives authentic information to the trade union
leaders and conveys their views on various labour problems to the top management.
8. Separation:
5. Since the first function of human resource management is to procure the employees, it is
logical that the last should be the separation and return of that person to society. The
personnel manager has to ensure the release of retirement benefits to the retiring
personnel in time.
3. Advisory Functions:
Human resource manager has specialised education and training in managing human
resources. He is an expert in his area and so can give advice on matters relating to human
resources of the organisation.
He offers his advice to:
1. Advised to Top Management:
Personnel manager advises the top management in formulation and evaluation of
personnel programs, policies and procedures. He also gives advice for achieving and
maintaining good human relations and high employee morale.
2. Advised to Departmental Heads:
Personnel manager offers advice to the heads of various departments on matters such as
manpower planning, job analysis and design, recruitment and selection, placement,
training, performance appraisal, etc.