Ppt on placement in hrm

CHAPTER 1 UNDERSTANDING THE NATURE AND SCOPE OF HRM.

and profit driven organizations) Employees decisions are integrated Employee decision brings effectiveness/efficiency in organization HRM includes all major activities in professional life of a worker All activities from employee entry to managing performance and training until he or she leaves Organization Of HR Department Two issues HR department placement in overall setup Composition of HR department Structure of HR Structure of organization depend on/


PRESENTATION OUTLINE 1. Introduction 1.1 Concept of HRM 1.2 key functions of HRM 1.3 HRM operating systems 2. HRM in County Public Service 3.The Role.

there who individually and collectively contribute to the achievement of its objectives. Key Functions of HRM - HRM is concerned with achieving objectives in three (3) key areas, namely; Resourcing and Development - For employee attraction and retention/ Transparent and accountable management of public affairs. Principles of HRM in the Public Service The general principles of HRM in the Public Service include the following; 1. Recruitment and placement based on the needs of the Public Service guided by /


HUMAN RESOURSE MANAGEMENT & STRATEGIC HRM

. Mgr should create a healthy environment. Should encourage. Functions of HRM P/HRM Operative Functions Managerial functions: Procurement Job Analysis HR planning Recruitment Selection Placement Induction Internal mobility Development: Training Executive development Career planning Succession planning / and admin. Tries to develop the organization as a whole and its culture Shifts in HR management in India Emerging HR practice Strategic role Proactive Key part of organisational mission Service focus Process/


HUMAN RESOURCE MANAGEMENT BUSN 302. Course Objectives:  By the end of the course, each student should be able to:  Realize the importance of HRM  How.

how they are affecting the employees.  Understand the process of career development in an organization. HRM   Definition of HRM ‘ A distinctive approach to employment management which seeks to achieve competitive advantage through/to promote image of themselves for attracting potential employees.  External recruitment: by media advertisement, employment agencies, placement consultants, career fairs, campus interviews, website opportunities.  Internal recruitment: By newsletters, vacancy bulletins. 9.3/


International Human Resource Management Managing people in a multinational context.

TCN NAFTA UNCTAD expatriate inpatriate HRM IHRM 4 Inter-relationships between approaches to a field Figure 1-1 Defining HRM 5 An organization’s HRM activities include: 1.Human resource planning 2.Staffing (recruitment, selection, placement) 3.Performance management 4.Training/steps to make them discussable and therefore usable. 5.Build shared genuine belief that cross-cultural learning will result in more creative and effective ways of managing people. 11 Table 1-1 World top ten non-financial transnational /


Strategy for Human Resource Management Lecture 13 HRM 765.

and Robbins Recruiting Sources External searches Employment agencies: Management consulting, executive search or headhunter firms specialize in executive placement and hard-to-fill positions. –Charge employers up to 35% of the first year salary –/ Robbins Recruiting Sources Recruitment alternatives Temporary help services. –Temporary employees help organizations meet short- term fluctuations in HRM needs. –Older workers can also provide high quality temporary help. Employee leasing. –Trained workers are /


 OBJECTIVES  CONSENSUS REPORT (EACH MANAGEMENT SUBJECT)  TEACHING METHODOLOGY  PROPOSED EVALUATION SCHEME  MOU: CORPORATE TIE UP FOR CAMPUS PLACEMENTS.

diversity with special reference to handicapped, women and aging. Empowerment and gender issues. One of the major key issues in HRM today hence needed to be added. Executive development methods Support the methods with some practical exercises at the end For /e. CITCO, STC, PGIMER, NIPER, CTU, PR, CII, HAI,IT Dept., for summer training,campus placements, industrial visits in order to expose the students with the corporate environment and facilitating job opportunities. Tie ups with Professional Certified /


Presentation Name December 05 Networking – Powerful Partnerships in Action HEA Annual Conference 2013 Christine Fountain Senior Fellow HEA.

for employers and also to consider developing materials for short courses, CPD or training (including blended) Publicity in that I would seek reporting in the local business papers and an opportunity to good to miss to develop promotional materials for FBSE website. Work placements for both HRM subject groups and others would benefit as, again, HR tend to drive and organise such activities. Presentation/


SEMINAR IN STRATEGIC HUMAN CAPITAL MANAGEMENT AN OVERVIEW OF THE GOALS, ROLES, FIELD AND FUNCTIONS SEMINAR IN STRATEGIC HUMAN CAPITAL MANAGEMENT AN OVERVIEW.

CYCLE? WOULD LIFE CYCLE MODELS HELP? BUS. 251 CLASS EXERCISE 3XTECH ORGANIZATIONAL STRUCTURE AND HUMAN CAPITAL MANAGEMENT 3XTECH ORGANIZATIONAL STRUCTURE AND HUMAN CAPITAL MANAGEMENT 4 DEVELOP IDEAL STRUCTURE 4 PRIORITY/PLACEMENT OF HRM 4 ROLE OF METRICS 4 FUTURE ROLE OF HRM IN STRATEGY 4 WHICH EMPLOYMENT LAWS COVER 3XTECH 4 BEST PERSON TO LEAD 3XTECH 4 RESPOND TO QUESTIONS 4 CASE ANALYSIS FORMAT


Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall1-1 Human Resource Management Chapter One Introduction to HRM.

Retrain Understanding the environment Human Resources Planning Recruitment and Placement Training Performance Management Compensation Management Career Management © 2005 Prentice Hall Inc. All rights reserved.1–9 HRM Activities  Understanding the environment and meeting its demands/HR Manager  Ethics and HR –Ethical lapses (e.g., Enron, Martha Stewart)  Sarbanes-Oxley Act in 2003 –Intended to curb erroneous corporate financial reporting: Requires CEOs and CFOs to certify their companies’ periodic /


Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall1-1 Human Resource Management Chapter One Introduction to HRM.

Activities Specific Goals Attract Retain Motivate Retrain Understanding the environment Human Resources Planning Recruitment and Placement Training Performance Management Compensation Management Career Management Union Relations Copyright © 2010 Pearson Education, Inc/ Pearson Education, Inc. Publishing as Prentice Hall1-21 Line Managers’ HRM Responsibilities 1. Placing the right person on the right job 2. Starting new employees in the organization (orientation) 3. Training employees for jobs new to/


Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall1-1 Human Resource Management Chapter One Introduction to HRM.

Management Activities Specific Goals Attract Retain Motivate Retrain Understanding the environment Human Resources Planning Recruitment and Placement Training Performance Management Compensation Management Career Management Union Relations Copyright © 2010 Pearson Education, Inc/Pearson Education, Inc. Publishing as Prentice Hall1-17 Line Managers’ HRM Responsibilities 1. Placing the right person on the right job 2. Starting new employees in the organization (orientation) 3. Training employees for jobs new /


Human Resource Management This module aims to enable YOU- the student to: Be aware of changing trends in human resource management and policies. critique.

HRM department thus serving as a line manager within HR. Normally the principal duty is to the organization as a whole, however, that duty is that of a staff function, much the same as for example a purchasing or sales department. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall 1-24 Human Resource Duties Job placement/ what is HR management. Think about trends in HRM and its importance to all managers. Is this understood in Chinese organizations? Copyright © 2013 Pearson Education,/


HUMAN RESOURCE MANAGEMENT. INTRODUCTION  The term Human Resources is used for the individuals who work in a firm  Human Resources may be defined as.

be patience Good leader to guide his subordinates Good Communicator SVCCAM, Coimbatore EVOLUTION OF HRM Evolution of Personnel management started in 19th century There was no department as such for taking care of above problem only/a constant alertness and awareness of human relations and their importance in every day operations. SCOPE OF HRM Personnel aspect: This is concerned with manpower planning, recruitment, selection, placement, transfer promotion, training ad development lay off and retrenchment /


 Staffing is defined as a managerial function of filling and keeping filled positions in the organisation structure. Staffing requires functions like.

is defined as filling positions in the organisation structure through identifying workforce requirements, inventorying the people available, recruitment, selection, placement, promotion, appraisal, compensation and training of needed people.”  Helps in discovering and obtaining competent personnel for/ results.  There is improper implementation of HRM in training programmes.  There is inadequate information and database of employees due to which implementation of HRM is difficult. It is a process by /


1 1 Section I Functional Business Systems. 2 2 IT in Business “Business managers are moving from a tradition where they could avoid, delegate, or ignore.

personnel needs of the business Development of employees to their full potential Recruitment, selection, & hiring Job placement 17 Human Resource Systems (continued) Human Resource Information Systems –Support Performance appraisals Employee benefits analysis Training/How does work continue with personnel in training Health, safety, & security 18 Human Resource IS’s 19 Human Resource Systems (continued) HRM and the Internet –Allows companies to process most common HRM applications over their intranets. –/


HRM PROCESS AND LATE CAREER MANAGEMENT KHUM RAJ PUNJALI.

management  Maintenance:  L abour relations  Employee welfare  Retirement Plan  Designing and implementing plans HRM.. 10  Post retirement plan Some issues in HRM 11  Poor forecasting and planning system,  Lack of consistency in selection system,  Biased placement system,  Poor TNA,  Routine training programs,  Management development programs lack priority,  In adequate Performance management system, Some.. 12  Unpredictable promotion system,  Discriminatory incentive system,  Issue of/


HRM – Proficiencies, Ethics & Legislative Environment Tehzeeb Sakina Amir HRM-session 3 Spring 2011-MBA.

discrimination Adverse Impact – The overall impact of employer practices that result in significantly higher percentage of members of protected group being rejected for employment, placement or promotion. Disparate treatment – intentional discrimination Disparate impact – neutral / intentions are no excuse!! Can not hide behind collective bargaining Agreement may be the best option… Measuring HRM Metrics – a set of quantitative performance measures HR managers use to assess their performance –Absence rate –/


HRM in the Local Context: When and How to Adapt Chapter 11, Part 1.

HRM Functions (3) Compensation (pay and benefits): organization’s entire reward package, including financial rewards, benefits, and job security Labor relations: ongoing relationship between an employer and those employees represented by labor organizations Recruitment Strategies Used Around the World Walk-ins or unsolicited applications Newspaper or Internet advertisement Company Web site job posting Internal job postings Public and private personnel agencies Placement/ recessions HRM in Japan Pressures/


1 Chapter One Introduction. 2 Chapter Learning Objectives After reading this chapter, you should be able to: define key terms in international human resource.

(Figure 1.1) 8 Multinational Enterprise (MNE) a firm which owns or controls business activities in more than one foreign country 9 Defining HRM An organization’s HRM activities include human resource planning staffing (recruitment, selections, placement) performance management training and development compensation (remuneration) and benefits industrial relations 10 A Model of HRM (Figure 1.2) 11 Defining IHRM The interplay among these three dimensions/


Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall1-1 Human Resource Management Chapter One Introduction to HRM.

Management Activities Specific Goals Attract Retain Motivate Retrain Understanding the environment Human Resources Planning Recruitment and Placement Training Performance Management Compensation Management Career Management Union Relations Copyright © 2010 Pearson Education, Inc/Pearson Education, Inc. Publishing as Prentice Hall1-15 Line Managers’ HRM Responsibilities 1. Placing the right person on the right job 2. Starting new employees in the organization (orientation) 3. Training employees for jobs new /


Human Resource Management HRM Gary Dessler. Our syllabus will include these chapters: Ch. 1- Introduction to Human Resource Management Ch. 3- Human Resource.

© 2013 Pearson Education 1-10 11 Human Resource Management at Work What is Human Resource Management (HRM)? The policies and practices involved in carrying out the ‘people’ or human resource aspects of a management position, including: Recruiting, managing/’s tasks Staff manager – A manager who assists and advises line managers Human Resource Duties Job placement Orientation & Training Improving Performance Cooperative relations Motivating, Morale Development Safety & health concerns Copyright © 2013/


Attracting and Retaining the Best Employees

better understanding of different cultural groups Improved creativity Increased organizational flexibility in the placement of personnel Fresh viewpoints for problem solving and decision making Bilingual skills bring numerous benefits to the organization / programs and provides a federal insurance program for retirement plans that go bankrupt 11 | 43 The Legal Environment of HRM (cont’d) Employment Retirement Income Security Act (1974) Regulates company retirement programs and provides a federal insurance program for/


Human Resource Management

Studies Support Staff Organization of Human Resources Department Employment Division Recruitment Interviewing Testing Placement Orientation Reassignments Terminations Records Employee Development Training Program Operators Supervisors Apprentices Training /Activities Professional organizations Publications staffs Student Personnel Association Leadership roles in organizations Qualifications for a Career in HRM Personal Qualifications Integrity Determination Competency Dependability Fair-mindedness Good /


Strategic HR in the Netherlands: HR Strategy 2020 for central PA

- centre HRM-executive tasks (Hire-to-retire) Supporting HRM-tasks (Expertise) HRM-basic administrations Salary payment, holidays, sick leaves, working time (arrangements) HRM- Strategy, Policy & Advice Recruitment & Selection Development & (re) placement Rewarding HRM Mana- / numbers of employees, skills, competences needed or on organisational structures & BPR Be able to work in interdisciplinary settings with other stakeholders (e.g. business process, financials, IT, housing, general strategy units/


Introduction to HRM - Factors Influencing the Nature of Work in Hotels Part-2 Suhel Khan.

of how management functions can affect the performance of a business. HRM Function Human resources are one of the most important features of many businesses, especially in an economy where there is an increasing shift towards service-based/ is Procurement? What is Procurement? The Difference Between Recruitment and Selection and Placement. The Difference Between Recruitment and Selection and Placement. Why Recruitment is more important for an organization? Why Recruitment is more important for an/


Oracle HRMS 11.5.10 Human Resources Information Systems.

/PO E-business sourcing for process efficiency 1-9 Copyright © Oracle Corporation, 2003. All rights reserved. SSHR- Placement of CWK with PO iLearning R11i 1-11 Copyright © Oracle Corporation, 2003. All rights reserved. Oracle iLearning Configurations/ and ‘to’ Audit data stored in Time Store along with time data Configuration Workbench 1-54 Copyright © Oracle Corporation, 2003. All rights reserved. HRMS Workbench Tools 1.Configuration interview with embedded HRMS expertise 2.Configuration wizards to ‘fine-/


HRM Human Resource Management. What disciplinary measure to do managers enforce for bad employee behavior When is the best time to discuss a person’s.

to implement strategy. Recruiting selection are obvious tools But so are training, performance appraisal and development. HRM as a control system. Feedforward controls – ensures directions and resources are right before the work /Soliciting current employees (including internships). External Recruitment Soliciting employees from general labor market. (College placement, placement agencies, want ads, walk ins, etc General comments Why internal? Why external? Tradeoffs to consider. Competencies vs work style/


Induction, Training and Development HRM Module 7.

company.  Employee may develop wrong perceptions because of short periods spent on each job. Model of Employee Placement Assessment-classification 9 Collect details about the employees Construct his or her profile Which subgroup profile does the individual/ training  HRM practitioners and trainers should have a working knowledge of multimedia technology  Learning is enhanced with audio, animation, graphics, and interactive video  It lets trainees retrieve information when they want it, and in the way /


PERSONNEL MANAGEMENT - IES MCRC, Bandra.. The Personnel Function in our organization - Lecture 1.

our organization - Lecture 1 Syllabus The Personnel Function in our organization Recruitment, Induction, Placement & Development, Personnel Budget Personnel Policies & Standing orders Absenteeism, Personnel Turnover & Problem of indiscipline Transfers, Promotions & Voluntary retirements Compensation Plans - Perquisites & Bonus Job status, Grade & Salary & wage structure – Out fore, Measure Morale studies & Personnel Research Books HRM – K. Aswathappa Personnel Management – Edwin Flippo Opening Case Develop/


Dr. Fred Mugambi Mwirigi JKUAT 1. What is HRM? The integration of all processes, programs, and systems in an organization that ensure staff are acquired.

Dr. Fred Mugambi Mwirigi JKUAT 1 What is HRM? The integration of all processes, programs, and systems in an organization that ensure staff are acquired and used in an effective way The management function that deals with recruitment, placement, training, development of organization members. HRM is a process for staffing the organization and sustaining high employee performance. HRM can be defined as all the practices, systems and/


“Take our 20 best people away, and I will tell you that Microsoft would become an unimportant company” Bill Gates, CEO of Microsoft in Fortune, November.

kind of workforce will be needed – skilled/unskilled, fulltime/part-time. Businesses need to operate and plan for future occurrences HRM plan how to recruit staff – e.g….. where to advertise, how to interview etc. HR also decides how to/ Processes of human resource management: Acquisition Acquisition: 1.What does Acquisition involve analysing? 2.Distinguish between selection and placement. 3.In what ways can large and global businesses acquire staff? 4.What would large or global business need to consider /


U.S. Customs & Border Protection Veterans Placement Initiative Jeffrey R. Jack Veterans Program Manager U. S. Customs and Border Protection Department.

of individuals who qualify for available positions within the agency and can assist in eliminating the typical competitive hiring process. 8 Role of CBP Selective Placement Program Coordinators  Preference eligible veterans (5 point and 10 point) should /(GS-11), OFO, Port of Memphis, Tennessee; Human Resources Assistant (GS-07/08), HRM, Benefits, Medical, and Worklife Division; Human Resources Assistant (GS-6/7), HRM, Minneapolis Hiring Center; and CBP Technician (GS-05/07), OFO, Port of Atlanta, Georgia/


MEANING AND CONCEPT.  HRM is concerned with the human beings  Human resource is the total knowledge, abilities, skills, talents and aptitudes of an.

as a routine activity to hire employees & maintaining personal records HRM is treated as specialized function involving PODCC of PDMIC of human resources in org. 5) MANAGERIAL TASKManagerial task with respect to labour is / FUNCTIONS OF HRM MANAGERIAL FUNCTIONS OPERATIVE FUNCTIONS PLANNINGORGANISINGDIRECTINGCO-ORDINATINGCONTROLLING EMPLOYMENT HUMAN RESOURCE DEVELOPMENT COMPENSATIONHUMAN RELATIONSMAINTENANCE 1) EMPLOYMENT: Job analysis, human resource planning,recruitment, selection, placement, induction and/


HRM Employee Recruitment. Presented to: Dr. Ahmed Abdel Basset Presented by: Yassmine Yehia Mahmoud Hanafi Ahmed Youssef Eslam Mohamed Hussien Nomaan.

Collecting fees from employers or employees for their services. 3- Management consulting firms: “Headhunters” specialized in middle and top- level executive placement. 4- Executive Search Firms: Acts as a buffer for screening candidates and at the same time,/ One of the fastest- growing recruitment sources Temporary employees help the organization to meet short-term fluctuations in HRM needs( vacations fill ins, for peak work periods, during an employee’s pregnancy leave or sick leave). Ex: temporary nurses/


1. HR Issues in Shipping Management 2 Think about this What is a ‘Ship’ What is ‘Shipping’ Which one needs Manpower? Which one we are concerned with?

, communication, and involvement now become fundamental. This being the case, companies develop and emphasize an HRM philosophy to which top management is deeply committed, and which is clearly articulated and practiced by all/ to apply for employment International in nature, various nationalities, e.g Filipinos, Africans, OECD countries Growing diversity/demography Recruiters channels are among others walk-ins, write-ins, advertisements, private placement agencies, search firms, professional associations/


Human Resources Management Akio Morita, founder of Sony corporation once said “there is no magic” in the success of Japanese companies. Its how they treat.

personnel manager Factories law Pragmatic and flexible approach. Importance of HRM Social significance Professional significance Significance for individual enterprise Objectives of HRM Primary objectives – Goods and services – Monetary and non monetary/be met Boomerang employees External sources Advertisement Employment Exchange Educational Institutions Placement Agencies On- Site Visits Internships Referrals and Walk-Ins Labour Unions Nepotism Leasing Selection decisions comprises 1. Determine the nature/


We believe that human resource departments play a pivotal and expanding role in shaping the success of human organizations W. Werther Jr. – K. Davis In.

planning and other activities.  Improve the utilization of HRM  Match personnel activities and future organization objectives efficiently  Achieve economies in hiring new workers  Expand the personnel management information /ins (CVs who arrives at the personnel department in search of a job) and write-ins (CVs who send a written inquiry)  Employee referrals  Advertising  State Employment Security Agencies  Private placement agencies  Professional search firms  Educational Institutions (placement/


Product Concept Continually AMPLIFY your brand marketing, by being more relevant on a regional basis with HRM’s Regional Opportunity Identifier ™ an unprecedented.

from launch efforts 3. Refine strategies & tactics accordingly in order to optimize budgets and materials placement Summary / Anticipated Success Situation Now, more than ever, healthcare is a local industry. Inevitably, every brand has meaningful variability in its market-by-market performance due to variations in market-based relevance. Solution Improve your brand’s relevance, with HRM’s Regional Opportunity Identifier: an unprecedented solution for mining/


Words of Wisdom ‘They do psychometric testing. I got in before all that mumbo-jumbo.’ ‘HR directors are largely dissatisfied with the quality of their.

Word of mouth Want ads Government job services College placement offices Posting job announcements on bulletin boards Executive search firms The internet The Power of Email in Recruiting From: Bill@greatvalley.comBill@greatvalley.com To:Dave/ role of training in preventing sexual harassment. Human Resource Strategy: A People-Centered Approach Human Resource Management (HRM) ◦The proactive acquisition, retention, and development of human resources necessary for organizational success. ◦HRM has moved from a/


HUMAN RESOURCE PLANNING.. Human Resource Planning (HRP) First component of HRM strategyFirst component of HRM strategy All other functional HR activities.

in considerations of future HR requirements in light of present HR capabilities & capacitiesBasis in considerations of future HR requirements in light of present HR capabilities & capacities Proactive in anticipating & preparing flexible responses to changing HR requirementsProactive in anticipating & preparing flexible responses to changing HR requirements Both internal & external focusBoth internal & external focus First component of HRM strategyFirst component of HRM/ - campus placement services JOBS


PG Department of Commerce

, Challenges and Strategies” organized by the Bommidala Department of Human Resources Development in ANU Campus on 22nd & 23rd March, 2010. Presented a paper on “HRM Policies” at UGC sponsored two day National Seminar on “Human Resource Development/with 2 semesters) course in e- banking The only college that offers e-Banking course in AP Objectives To equip the candidates to acquire updated knowledge in advanced banking technology. To make the candidates suitable for placements in public & private sector /


Human Resource Management (HRM) Refers to the activities an organization carries out to use its human resources effectively Four major tasks of HRM –Staffing.

Management Strategic role: HRM policies should be congruent with the firm’s strategy and its formal and informal structure and controls Task complicated by profound differences between countries in labour markets, culture,/ pool of candidates Methods of Recruitment  Advertisements  Temp Agencies  Campus recruitment  Employment Agencies  Recruitment firms/ Placement Agencies  Headhunters/ Executive recruiting “heddo hantas”  Employee referrals  Internships Major groups.  REGULAR Male employees /


PROMOTING HUMAN RESOURCES IN THE PUBLIC SECTOR: CRITICAL ROLE OF HUMAN CAPITAL IN THE PERFORMANCE OF PUBLIC SERVICES IN AFRICA Africa’s Human Resources.

Development Oriented Services provided Knowing peoples’ needs Accountable Transparency Vision vs Skills What is the vision of HRM in the Public Service? What is required to realize it? What are the critical principles? (Decentralization/conditions and work environment (legal framework, status), etc Increased fair competition based on merit Recruitment, placement and promotion Performance management Managing conduct and grievances Termination WHAT MOTIVATIONS AND ASPIRATIONS Remuneration Conducive working /


Department of X (DOX) – Sample for HRM Reporting Agencies Workforce Diversity Profile June 30, 2009June 30, 2010 CountPctCountPct WA State (Executive Branch)

the large number of disabled veterans returning from oversees deployment in the near future, DOX will be leveraging its currently successful relationship with veteran’s placement services at Joint Base Lewis McChord to recruit persons with / with our request for updated emergency contact and medical information. Department of X (DOX) – Sample for non- HRM Reporting Agencies & Institutions Workforce Diversity Profile June 30, 2009June 30, 2010 CountPctCountPct Total Headcount1000900 Female50050.0%45050.0%/


Volunteers and paid workers in sport organizations MEMOS XII.

What opportunities can your organization provide (and not provide)? Strategy 2: Recruitment Look for good fit Strategy 3: Placement & Preparation Match your jobs to volunteers’ motives/interests Help volunteers see the match of activity to motives/interests /the level of congruence btw employee attributes eg knowledge, skills, abilites AND the demands of the job – used in various HRM aspects including selection PT fit can motivate and empower & is related to positive attitude, satisfaction, lower stress /


INTEGRATION.

is argued that collective bargaining has grown in India due to statutory provisions, voluntary measures, Industrial Truce Resolution of 1962 and the amendments to the Industrial Disputes Act, 1947, its success is limited. 1. HRM as a Process HRM is a process of four functions :- Acquisition of human resources : This function includes Human Resource Planning, Recruitment, Selection, Placement and Induction of staff. Development of/


Chapter © 2013 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or.

accessible website, in whole or in part. Exhibit 12.1: How the National Context Leads to National Differences in Local HRM Practices © 2013/in whole or in part. Recruitment Strategies Walk-ins or unsolicited applications Advertisements placed in newspaper or on the Internet Company Web site job postings Internal job postings Public and private personnel agencies Placement services of educational institutions Current employee recommendations Walk-ins or unsolicited applications Advertisements placed in/


> > > > Human Resource Management. 1)Providing qualified, well-trained employees for the organization. 2)Maximizing employee effectiveness in the organization.

Human resource management - function of attracting, developing, and retaining enough qualified employees to perform the activities necessary to accomplish organizational objectives. Three main objectives: Definition What Is Human Resource Management (HRM)? –The policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising. (Dessler) Human Resource Responsibilities Nature of/


ENVIRONMENT OF HRM.  Human Resource Service  Human Resources Planning  Recruitment  Selection  Induction and Orientation  Training and Development.

Training and Development  Appraisal  Promotions  Transfers  Demotions and separations in educational institutions. OBJECTIVES Identify the environmental factors that have bearing on HRM Describe each environmental factors and its impact on HR functions Environment may be understood/. All HR activities are affected in one way or the other by this political and legal system prevail in the society. To be specific, HR planning, recruitment and selection, placement, Training and development, remuneration, /


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