Human Resource Management.pptx
Download as pptx, pdf0 likes8 views
Human resource management is a strategic function that involves acquiring, developing, motivating and committing an organization's employees to help achieve its objectives. It deals with recruiting, training, compensating and developing staff. HRM ensures employee satisfaction and maximizes their contributions through principles and policies that are people-oriented, pervasive across the organization, and aim to continuously develop and optimally use personnel.
1 of 5
Download to read offline
Recommended
3552816.ppt
3552816.pptAdnanrao14
油
This document discusses human resource management (HRM). It defines HRM as the planning, organizing, directing, and controlling of procuring, developing, compensating, integrating, maintaining, and reproducing human resources to accomplish individual, organizational, and societal objectives.
The key functions of HRM include recruitment and selection, training and development, performance management and compensation, employee maintenance programs, and managing employee relations. HRM is an integral part of management that deals with all aspects of managing an organization's human resources. The objectives of HRM are to meet personal, functional, organizational and societal goals.Chapter 1.pptx
Chapter 1.pptxMeseretKebede10
油
Human resource management (HRM) involves coordinating and managing employees to help an organization achieve its goals. HRM includes activities like recruitment, training, performance evaluation, and compensation. The objectives of HRM are to help the organization reach its goals, efficiently use employees' skills, provide well-trained staff, develop a good quality of work life, communicate policies to employees, and maintain ethical and socially responsible practices. An important outcome of effective HRM is attracting qualified employees, high performance, good attendance and retention of staff, satisfied workers, compliance with legal requirements, low counterproductivity, and cost containment.unit I.ppt HRM Introduction- Introduction, Nature, scope, objectives, importa...
unit I.ppt HRM Introduction- Introduction, Nature, scope, objectives, importa...IshaVMundhada1
油
The document discusses the concepts and functions of human resource management (HRM), emphasizing its importance in achieving organizational objectives through effective management of people. It details the nature of HRM, including its continuous and people-oriented approach, and outlines various functions such as recruitment, training, performance management, and maintaining employee relations. Furthermore, it contrasts HRM with traditional personnel management, highlighting HRM's focus on strategic use of human resources as valuable assets in organizations.Human Resource Management 際際滷 1 Unit 1
Human Resource Management 際際滷 1 Unit 1DrVijayalakshmiS
油
Human Resource Management (HRM) is essential for effective management of people within organizations, focusing on optimizing performance and fostering a positive culture. It comprises a strategic approach that includes planning, recruiting, training, and retaining employees to align them with organizational goals. HRM is defined as a coherent strategy for managing an organization's most valuable assetits people.Introduction of Human resource management
Introduction of Human resource managementYamini Kahaliya
油
This document provides an introduction to human resource management including definitions, key features, objectives, importance, functions, and the difference between personnel management and human resource management. It defines HRM as a process involving acquiring, developing, motivating and maintaining human resources. The main features outlined are that HRM is inherent to management, people-centered, continuous, and based on human relations. The objectives listed are managing human resources, motivating employees, and developing human resources. The importance discussed is having the right employees, developing human resources, aiding decision-making and motivation. The functions are divided into management functions like planning and controlling, and operative functions like recruitment, development, compensation and relations. Finally, it contrasts personnel management with theChapter 1 HRM.pptx
Chapter 1 HRM.pptxJigneshTrivedi33
油
1. The document discusses human resource management (HRM) and personnel management. It defines HRM as planning, organizing, directing, and controlling human resources to achieve organizational goals.
2. The scope of HRM includes recruitment, selection, development, performance appraisal, motivation, and other activities. HRM aims to increase employee efficiency, morale, and utilization to effectively achieve organizational objectives.
3. Personnel management is also discussed and defined as acquiring, developing, and maintaining a qualified workforce for organizational performance. Its functions include manpower planning, recruitment, compensation, and union negotiation. The document compares HRM and personnel management.Human Resource Management || BBA notes
Human Resource Management || BBA notesRani Sandhya Singh
油
Human Resource Management (HRM) involves a set of policies and practices aimed at maximizing both individual and organizational goals. It encompasses various functions including recruitment, training, job analysis, remuneration, and welfare activities, and is characterized by being pervasive, future-oriented, and people-oriented. HRM differs from personnel management in its focus on employee development as valuable assets versus tools, and emphasizes individual goals alongside organizational objectives.Human Resource Management - Introduction
Human Resource Management - IntroductionChella Pandian
油
1. HRM involves managing people in organisations by applying management principles and functions to activities like recruitment, training, performance appraisal, compensation, and employee maintenance.
2. The core functions of HRM are procuring, developing, compensating, integrating, and maintaining a skilled workforce to achieve organisational goals.
3. HRM is applicable to all types of organisations, both business and non-business, and involves interrelated activities throughout an employee's career from hiring to separation.HUMAN RESOURCE MANAGEMENT.pptx
HUMAN RESOURCE MANAGEMENT.pptxHarivijayChormage2
油
Human resource management (HRM) is a crucial organizational function focused on staffing, managing, and directing personnel to achieve company goals. It encompasses various management functions, including recruitment, training, and employee relations, while aiming for a stable and efficient work environment. HRM is vital for business productivity and profitability, addressing both individual and organizational needs.H.R. - HUMAN RESOURCE MANAGEMENT
H.R. - HUMAN RESOURCE MANAGEMENTLearn with Tibetan Norser
油
Human Resource Management (HRM) encompasses the systematic planning, organizing, directing, and controlling of human resources to achieve organizational objectives effectively. It includes various functions like procurement, development, compensation, and maintenance of employees, aiming to enhance their skills and ensure satisfaction. HRM is characterized by its focus on people, continuous process, and the integration of organizational and individual goals.HRM- unit 1 Bcom IT/BM shivaji university.docx
HRM- unit 1 Bcom IT/BM shivaji university.docxMRUNALSHETHIYA1
油
This document provides an introduction to human resource management, outlining its key concepts, objectives, and functions. It defines human resources as employees of an organization, and human resource management as the process of employing, training, compensating, and developing policies for employees to help achieve organizational goals. The objectives of human resource management are then described, including effective resource utilization, maintaining organizational structure, developing human resources, ensuring employee satisfaction and discipline. Finally, the document outlines the managerial functions of HRM, such as planning, organizing, directing, and controlling human resources, as well as operative functions performed at lower levels like recruitment and training.HUMAN RESOURCE MANAGEMENT Effect On Engagement.pptx
HUMAN RESOURCE MANAGEMENT Effect On Engagement.pptxhaiderabbasi13
油
EMployee satisfaction through HRM engagement among EmployeesBasics of Human Resource Management
Basics of Human Resource ManagementHumsi Singh
油
Human resource management involves strategic management of employees to help a business gain a competitive advantage. It includes planning, organizing, directing and controlling how human resources are obtained, developed, compensated, integrated and maintained. The objectives of HRM are to help the organization achieve its goals by providing well-trained, motivated employees and making effective use of employee skills and knowledge. Key functions include recruitment and selection, training and development, performance management, compensation and benefits administration, and employee relations. HRM aims to satisfy both organizational and individual needs.Hrm unit 1
Hrm unit 1Radhika Gohel
油
Human Resource Management deals with maximizing the effectiveness of employees in an organization to achieve business and individual goals. It involves planning, recruiting, developing, compensating, and retaining employees. The key functions of HRM include staffing, employee compensation and benefits, and job design. HRM has evolved from a narrow focus on personnel management to a more strategic approach that aligns human resource practices with overall business strategy. An effective HRM system helps organizations attract and retain talent, develop employee skills, improve employee motivation and productivity, and utilize human resources efficiently to further business objectives.Human Resource Mangement and meaning and Defination CH-1.pptx
Human Resource Mangement and meaning and Defination CH-1.pptxDivyajeetsinh Zala
油
Human Resource Management (HRM) refers to managing employees to ensure an efficient workforce, involving functions such as hiring, training, and compensation. It plays a crucial role in achieving organizational goals by integrating individual and societal objectives, while distinguishing itself from traditional personnel management through a more strategic and continuous approach. The scope of HRM includes planning, job analysis, recruitment, training, performance appraisal, and maintaining industrial relations.Lesson 3.pptx HUMAN RESOURCE MANAGEMENT
Lesson 3.pptx HUMAN RESOURCE MANAGEMENTIrynaGobyr1
油
This document provides an overview of human resource management (HRM). It defines HRM and discusses its key functions such as acquisition, development, compensation, and industrial relations. It also covers the nature, scope, objectives, and importance of HRM. The document compares personnel management to HRM and discusses qualities of HR managers. It examines factors affecting HRM like the economic, legal, technological, and socio-cultural environment. Emerging HRM issues and the role of HR professionals in a changing environment are also addressed. Finally, the document discusses human resource planning including its process, objectives, and importance.Human resource management. (1)
Human resource management. (1)abhiroxi
油
Human resource management (HRM) involves developing and maintaining a qualified workforce to contribute to organizational effectiveness. HRM includes attracting, developing, and retaining talented employees to support an organization's mission and strategies. It is the management of an organization's workforce through functions like recruiting, training, developing policies, and maintaining employee morale. The goal of HRM is to achieve organizational and individual goals through effective human resource planning and practices.Human resource management
Human resource managementaldabs
油
The document discusses human resource management (HRM). It defines HRM as the organizational function responsible for recruiting, selecting, training, and developing human resources. The key objectives of HRM are to ensure the availability of competent employees and bring about organizational effectiveness. The main functions of HRM include managerial functions like planning and controlling, operative functions related to employment and compensation, and advisory functions utilizing HRM expertise.Human resource management ppt 2
Human resource management ppt 2Sameer Ahmed
油
This document provides an overview of human resource management (HRM). It defines HRM as the process of acquiring, retaining, terminating, developing and using human resources to achieve organizational objectives. The document outlines the meaning, definitions, objectives, nature, features, importance, process, recent trends, roles, duties, scope and functions of HRM. It also discusses the qualifications needed for a human resource manager.1 HRM.pptx
1 HRM.pptxVanisri
油
The document outlines the concept of Human Resource Management (HRM), defining it as the planning, organizing, directing, and controlling of human resources to achieve organizational, individual, and societal goals. It details the nature, scope, objectives, and functions of HRM, highlighting its roles in recruitment, training, and employee development. Additionally, it distinguishes between managerial, operative, and advisory functions within HRM.Human resource management
Human resource managementCHANDRA PRAKASH SINHA
油
The document discusses human resource management (HRM). It states that the objectives of HRM are to contribute to the accomplishment of organizational objectives and to meet the needs of individual employees. HRM helps attain maximum individual development and desirable working relationships. The functions of HRM include recruitment, training, performance appraisal, remuneration, and welfare of employees. Major factors influencing HRM are the size of the workforce, rising employee expectations, and changes in technology and lifestyle.1 HRM.pptx
1 HRM.pptxLearnwithSri
油
The document provides an overview of human resources (HR) as a vital department within organizations, detailing its functions, roles, and necessary skills for professionals in the field. It defines human resource management (HRM) and emphasizes its processes, including employee training, recruitment, and compensation, aimed at achieving organizational goals. Additionally, it incorporates definitions from various experts to highlight the comprehensive nature of HRM.CHAP 1 Human Resource Management UR.pptx
CHAP 1 Human Resource Management UR.pptxWizzy9
油
The document outlines the principles and functions of Human Resource Management (HRM) at the University of Rwanda, detailing its definition, goals, and scope. It discusses key HRM processes such as staffing, performance management, training, and compensation, as well as the underlying theories that influence HR practices. Additionally, it emphasizes the importance of effective HRM in optimizing employee performance and organizational success.HRM-1.pptx
HRM-1.pptxChintan Modi
油
Human resource refers to the individuals or personnel within an organization responsible for performing tasks to achieve organizational goals. This is done through recruitment and selection, orientation and training, performance appraisal, compensation and benefits, labor relations, and employee health and safety.
George Elton Mayo is considered the father of human resource management.
Human resource management is the process of recruiting, selecting, training, developing, and retaining employees to help achieve organizational goals. It deals with managing the functions of planning, organizing, directing, and controlling the human resources of an organization.HRM Introduction to human resource managment
HRM Introduction to human resource managmentAijazAhmed337486
油
The document provides a comprehensive overview of Human Resource Management (HRM), detailing its definitions, objectives, scope, and significance in organizational success. It emphasizes the evolving role of HRM as an integral function that manages employee relationships, performance, and organizational goals, moving beyond traditional personnel management. Additionally, it explores various HR processes, including hiring, training, and employee welfare, as well as the importance of strategic HR practices in today's dynamic business environment.hrm.ppt
hrm.pptVishnu Kp
油
Here are the key processes in Human Resource Management:
1. Human Resource Planning
2. Recruitment and Selection
3. Employee Remuneration and Benefits Administration
4. Performance Management
5. Training and Development
6. Employee Relations
7. Succession Planning
8. Compensation and Benefits Planning
Human Resource Planning involves forecasting future human resource needs and developing plans to fulfill them. Recruitment and Selection involves finding and hiring the right candidates. Employee Remuneration and Benefits Administration involves determining compensation and benefits packages. Performance Management involves evaluating employee performance. Training and Development involves improving employee skills. Employee Relations involves maintaining positive employee relations. Succession Planning involves identifying and developing internal successors for key rolesHuman Resource Management
Human Resource ManagementFellowBuddy.com
油
The document provides a comprehensive overview of human resource management (HRM), detailing its definitions, scope, roles, and importance within organizations. It emphasizes the management of employee relationships and the alignment of HR strategies with organizational goals to ensure success. Key topics include HR processes, hiring strategies, retention, and the evolving nature of HRM in today's multifaceted business environment.Human resource-management (best)
Human resource-management (best)AbdulRashid148
油
This document provides an overview of human resource management (HRM). It defines HRM as both an art and a science that involves managing people in organizations from a macro perspective to achieve organizational goals while ensuring employee fulfillment. The document outlines the scope of HRM, which includes processes such as staffing, retention, performance management, and exit management. It also discusses the importance of HRM for organizational success, noting that the evolving business environment, need for strategic alignment between HRM and management objectives, and adoption of a holistic HRM approach are key drivers for why organizations prioritize effective HRM.generation of ideas (PM).ppt
generation of ideas (PM).pptNehaAgrawal744616
油
The document discusses various aspects of generating and screening project ideas for entrepreneurship. It covers monitoring the business environment, appraising corporate strengths and weaknesses, identifying industries with profit potential, developing ideas by scouting different sectors, and preliminary screening of ideas based on factors like market size, inputs required, risks involved, and promoter fit. The key steps involved are generating ideas, evaluating industry attractiveness using models like Porter's Five Forces, screening ideas based on investment criteria, and assessing if the entrepreneur is capable of executing a viable strategy.business communication.pptx
business communication.pptxNehaAgrawal744616
油
The SMCR model of communication describes the key elements in the communication process as the source, message, channel, and receiver. The source encodes the message and considers their attitudes, knowledge, and social system/culture. The message contains the content, elements like language, and how it is conveyed. The channel refers to the sensory method of hearing, seeing, touching, smelling, or tasting used to transmit the message. Finally, the receiver decodes the message and must be on the same level as the source for effective communication.More Related Content
Similar to Human Resource Management.pptx (20)
HUMAN RESOURCE MANAGEMENT.pptx
HUMAN RESOURCE MANAGEMENT.pptxHarivijayChormage2
油
Human resource management (HRM) is a crucial organizational function focused on staffing, managing, and directing personnel to achieve company goals. It encompasses various management functions, including recruitment, training, and employee relations, while aiming for a stable and efficient work environment. HRM is vital for business productivity and profitability, addressing both individual and organizational needs.H.R. - HUMAN RESOURCE MANAGEMENT
H.R. - HUMAN RESOURCE MANAGEMENTLearn with Tibetan Norser
油
Human Resource Management (HRM) encompasses the systematic planning, organizing, directing, and controlling of human resources to achieve organizational objectives effectively. It includes various functions like procurement, development, compensation, and maintenance of employees, aiming to enhance their skills and ensure satisfaction. HRM is characterized by its focus on people, continuous process, and the integration of organizational and individual goals.HRM- unit 1 Bcom IT/BM shivaji university.docx
HRM- unit 1 Bcom IT/BM shivaji university.docxMRUNALSHETHIYA1
油
This document provides an introduction to human resource management, outlining its key concepts, objectives, and functions. It defines human resources as employees of an organization, and human resource management as the process of employing, training, compensating, and developing policies for employees to help achieve organizational goals. The objectives of human resource management are then described, including effective resource utilization, maintaining organizational structure, developing human resources, ensuring employee satisfaction and discipline. Finally, the document outlines the managerial functions of HRM, such as planning, organizing, directing, and controlling human resources, as well as operative functions performed at lower levels like recruitment and training.HUMAN RESOURCE MANAGEMENT Effect On Engagement.pptx
HUMAN RESOURCE MANAGEMENT Effect On Engagement.pptxhaiderabbasi13
油
EMployee satisfaction through HRM engagement among EmployeesBasics of Human Resource Management
Basics of Human Resource ManagementHumsi Singh
油
Human resource management involves strategic management of employees to help a business gain a competitive advantage. It includes planning, organizing, directing and controlling how human resources are obtained, developed, compensated, integrated and maintained. The objectives of HRM are to help the organization achieve its goals by providing well-trained, motivated employees and making effective use of employee skills and knowledge. Key functions include recruitment and selection, training and development, performance management, compensation and benefits administration, and employee relations. HRM aims to satisfy both organizational and individual needs.Hrm unit 1
Hrm unit 1Radhika Gohel
油
Human Resource Management deals with maximizing the effectiveness of employees in an organization to achieve business and individual goals. It involves planning, recruiting, developing, compensating, and retaining employees. The key functions of HRM include staffing, employee compensation and benefits, and job design. HRM has evolved from a narrow focus on personnel management to a more strategic approach that aligns human resource practices with overall business strategy. An effective HRM system helps organizations attract and retain talent, develop employee skills, improve employee motivation and productivity, and utilize human resources efficiently to further business objectives.Human Resource Mangement and meaning and Defination CH-1.pptx
Human Resource Mangement and meaning and Defination CH-1.pptxDivyajeetsinh Zala
油
Human Resource Management (HRM) refers to managing employees to ensure an efficient workforce, involving functions such as hiring, training, and compensation. It plays a crucial role in achieving organizational goals by integrating individual and societal objectives, while distinguishing itself from traditional personnel management through a more strategic and continuous approach. The scope of HRM includes planning, job analysis, recruitment, training, performance appraisal, and maintaining industrial relations.Lesson 3.pptx HUMAN RESOURCE MANAGEMENT
Lesson 3.pptx HUMAN RESOURCE MANAGEMENTIrynaGobyr1
油
This document provides an overview of human resource management (HRM). It defines HRM and discusses its key functions such as acquisition, development, compensation, and industrial relations. It also covers the nature, scope, objectives, and importance of HRM. The document compares personnel management to HRM and discusses qualities of HR managers. It examines factors affecting HRM like the economic, legal, technological, and socio-cultural environment. Emerging HRM issues and the role of HR professionals in a changing environment are also addressed. Finally, the document discusses human resource planning including its process, objectives, and importance.Human resource management. (1)
Human resource management. (1)abhiroxi
油
Human resource management (HRM) involves developing and maintaining a qualified workforce to contribute to organizational effectiveness. HRM includes attracting, developing, and retaining talented employees to support an organization's mission and strategies. It is the management of an organization's workforce through functions like recruiting, training, developing policies, and maintaining employee morale. The goal of HRM is to achieve organizational and individual goals through effective human resource planning and practices.Human resource management
Human resource managementaldabs
油
The document discusses human resource management (HRM). It defines HRM as the organizational function responsible for recruiting, selecting, training, and developing human resources. The key objectives of HRM are to ensure the availability of competent employees and bring about organizational effectiveness. The main functions of HRM include managerial functions like planning and controlling, operative functions related to employment and compensation, and advisory functions utilizing HRM expertise.Human resource management ppt 2
Human resource management ppt 2Sameer Ahmed
油
This document provides an overview of human resource management (HRM). It defines HRM as the process of acquiring, retaining, terminating, developing and using human resources to achieve organizational objectives. The document outlines the meaning, definitions, objectives, nature, features, importance, process, recent trends, roles, duties, scope and functions of HRM. It also discusses the qualifications needed for a human resource manager.1 HRM.pptx
1 HRM.pptxVanisri
油
The document outlines the concept of Human Resource Management (HRM), defining it as the planning, organizing, directing, and controlling of human resources to achieve organizational, individual, and societal goals. It details the nature, scope, objectives, and functions of HRM, highlighting its roles in recruitment, training, and employee development. Additionally, it distinguishes between managerial, operative, and advisory functions within HRM.Human resource management
Human resource managementCHANDRA PRAKASH SINHA
油
The document discusses human resource management (HRM). It states that the objectives of HRM are to contribute to the accomplishment of organizational objectives and to meet the needs of individual employees. HRM helps attain maximum individual development and desirable working relationships. The functions of HRM include recruitment, training, performance appraisal, remuneration, and welfare of employees. Major factors influencing HRM are the size of the workforce, rising employee expectations, and changes in technology and lifestyle.1 HRM.pptx
1 HRM.pptxLearnwithSri
油
The document provides an overview of human resources (HR) as a vital department within organizations, detailing its functions, roles, and necessary skills for professionals in the field. It defines human resource management (HRM) and emphasizes its processes, including employee training, recruitment, and compensation, aimed at achieving organizational goals. Additionally, it incorporates definitions from various experts to highlight the comprehensive nature of HRM.CHAP 1 Human Resource Management UR.pptx
CHAP 1 Human Resource Management UR.pptxWizzy9
油
The document outlines the principles and functions of Human Resource Management (HRM) at the University of Rwanda, detailing its definition, goals, and scope. It discusses key HRM processes such as staffing, performance management, training, and compensation, as well as the underlying theories that influence HR practices. Additionally, it emphasizes the importance of effective HRM in optimizing employee performance and organizational success.HRM-1.pptx
HRM-1.pptxChintan Modi
油
Human resource refers to the individuals or personnel within an organization responsible for performing tasks to achieve organizational goals. This is done through recruitment and selection, orientation and training, performance appraisal, compensation and benefits, labor relations, and employee health and safety.
George Elton Mayo is considered the father of human resource management.
Human resource management is the process of recruiting, selecting, training, developing, and retaining employees to help achieve organizational goals. It deals with managing the functions of planning, organizing, directing, and controlling the human resources of an organization.HRM Introduction to human resource managment
HRM Introduction to human resource managmentAijazAhmed337486
油
The document provides a comprehensive overview of Human Resource Management (HRM), detailing its definitions, objectives, scope, and significance in organizational success. It emphasizes the evolving role of HRM as an integral function that manages employee relationships, performance, and organizational goals, moving beyond traditional personnel management. Additionally, it explores various HR processes, including hiring, training, and employee welfare, as well as the importance of strategic HR practices in today's dynamic business environment.hrm.ppt
hrm.pptVishnu Kp
油
Here are the key processes in Human Resource Management:
1. Human Resource Planning
2. Recruitment and Selection
3. Employee Remuneration and Benefits Administration
4. Performance Management
5. Training and Development
6. Employee Relations
7. Succession Planning
8. Compensation and Benefits Planning
Human Resource Planning involves forecasting future human resource needs and developing plans to fulfill them. Recruitment and Selection involves finding and hiring the right candidates. Employee Remuneration and Benefits Administration involves determining compensation and benefits packages. Performance Management involves evaluating employee performance. Training and Development involves improving employee skills. Employee Relations involves maintaining positive employee relations. Succession Planning involves identifying and developing internal successors for key rolesHuman Resource Management
Human Resource ManagementFellowBuddy.com
油
The document provides a comprehensive overview of human resource management (HRM), detailing its definitions, scope, roles, and importance within organizations. It emphasizes the management of employee relationships and the alignment of HR strategies with organizational goals to ensure success. Key topics include HR processes, hiring strategies, retention, and the evolving nature of HRM in today's multifaceted business environment.Human resource-management (best)
Human resource-management (best)AbdulRashid148
油
This document provides an overview of human resource management (HRM). It defines HRM as both an art and a science that involves managing people in organizations from a macro perspective to achieve organizational goals while ensuring employee fulfillment. The document outlines the scope of HRM, which includes processes such as staffing, retention, performance management, and exit management. It also discusses the importance of HRM for organizational success, noting that the evolving business environment, need for strategic alignment between HRM and management objectives, and adoption of a holistic HRM approach are key drivers for why organizations prioritize effective HRM.More from NehaAgrawal744616 (17)
generation of ideas (PM).ppt
generation of ideas (PM).pptNehaAgrawal744616
油
The document discusses various aspects of generating and screening project ideas for entrepreneurship. It covers monitoring the business environment, appraising corporate strengths and weaknesses, identifying industries with profit potential, developing ideas by scouting different sectors, and preliminary screening of ideas based on factors like market size, inputs required, risks involved, and promoter fit. The key steps involved are generating ideas, evaluating industry attractiveness using models like Porter's Five Forces, screening ideas based on investment criteria, and assessing if the entrepreneur is capable of executing a viable strategy.business communication.pptx
business communication.pptxNehaAgrawal744616
油
The SMCR model of communication describes the key elements in the communication process as the source, message, channel, and receiver. The source encodes the message and considers their attitudes, knowledge, and social system/culture. The message contains the content, elements like language, and how it is conveyed. The channel refers to the sensory method of hearing, seeing, touching, smelling, or tasting used to transmit the message. Finally, the receiver decodes the message and must be on the same level as the source for effective communication.Organization of HR Department.pptx
Organization of HR Department.pptxNehaAgrawal744616
油
The document summarizes different organizational structures for an HR department. It describes how HR functions can be divided into front office, back office, and centers of excellence. It then outlines the line, functional, line and staff, divisional, and matrix organizational structures and how the HR department would be structured under each. The line structure places HR managers under the CEO while the functional structure groups HR roles by specialty and places them under the head of personnel. A line and staff structure combines elements of both. A divisional structure places HR managers in business divisions under divisional managers. Finally, a matrix structure gives HR dual reporting lines to functional and project managers.role of psychology in hr- ppt.pptx
role of psychology in hr- ppt.pptxNehaAgrawal744616
油
Psychology plays an important role in helping the human resources (HR) department of an organization. It helps HR with employee selection by analyzing job qualifications and creating ideal candidate profiles. It also assists with training program design, career development by determining the best career paths for individuals, and performance management through recommending effective evaluation methods. Other areas psychology aids HR include diagnosing workplace issues, conducting interviews, performing job analysis, motivating employees, and minimizing organizational stress. The success of organizations relies on effectively managing human capital, making psychology a valuable partner to HR.Institutionalism of Business ethics.ppt
Institutionalism of Business ethics.pptNehaAgrawal744616
油
The document discusses the institutionalization of business ethics. It describes how institutions establish norms through laws, customs, and programs that reward ethical decision making and sanction unethical behavior. These institutions help ensure compliance with legal requirements. The document outlines different types of laws, including civil, criminal, laws regulating competition, protecting consumers and the environment, and promoting equity and safety. It provides details on the Sarbanes-Oxley Act, which established federal oversight of accounting and holds top managers accountable. While costly to comply with, Sarbanes-Oxley renewed investor confidence and increased penalties for unethical senior managers.listening in business context.pptx
listening in business context.pptxNehaAgrawal744616
油
This document discusses listening skills and the importance of effective listening. It outlines the listening process and various barriers to listening such as distractions, preoccupation, wrong assumptions, cultural differences, bad habits, and lack of training. Some strategies provided for effective listening include being attentive, asking questions, avoiding unnecessary interruptions, using body language, empathizing, and taking notes. The document also discusses the importance of listening in a business context for managers, customers, and employees.Types and barriers to listening.pptx
Types and barriers to listening.pptxNehaAgrawal744616
油
Listening is an important skill that involves receiving, interpreting, and reacting to messages from speakers. There are different types of listening including superficial, appreciative, focused, evaluative, attentive, content, critical, and empathetic listening. Barriers to effective listening include physical barriers, physiological barriers, psychological barriers, overload of messages, ego, perceptions, poor retention, and lack of open-mindedness. Good listening requires stopping distractions, not prejudging, being patient, empathizing with speakers, and taking notes.hrpolicies-170212040125.pptx
hrpolicies-170212040125.pptxNehaAgrawal744616
油
Human resource policies guide employee performance to achieve organizational objectives. They state the organization's purposes and objectives in areas like personnel, finance, production, and marketing. HR policies are key to successful personnel management and labor relations. They communicate intended courses of action. Objectives of HR policies include fulfilling organizational goals, informing employees, developing duty, providing trained personnel, protecting common interests, avoiding misunderstandings, and rewarding accomplishments. Policies must be clear, stable, balanced, recognize employee desires, and be in employees' best interests.HR_1e_ch.01_.ppt
HR_1e_ch.01_.pptNehaAgrawal744616
油
This document discusses human resource management (HRM) and its evolution over time. It defines HRM as developing and maintaining a qualified workforce to contribute to organizational effectiveness. As organizations grew, specialized personnel departments handled employee hiring, promotion, and compliance with civil rights laws. Today, HRM uses electronic systems and addresses challenges like stress management for knowledge workers. The document also outlines how HRM functions differ based on an organization's size, with larger ones having separate HR departments, and careers in the field continue growing.chapter 12 pp.ppt
chapter 12 pp.pptNehaAgrawal744616
油
Human resource management involves planning, organizing, directing, and controlling organizational human resources to satisfy organizational, individual, and societal needs. It includes activities like recruitment and selection, training and development, performance appraisal, compensation and benefits, and labor relations. Human resource planning forecasts current and future HR needs. Selection tools assess qualifications and various components of HRM must be consistent with the organization's strategy. Performance is evaluated and development opportunities provided to enhance employee contributions. Compensation includes pay and benefits to attract and retain high-performing employees. Labor legislation aims to protect employee rights and bargaining power.HR_1e_ch.01_.ppt
HR_1e_ch.01_.pptNehaAgrawal744616
油
This document provides an overview of human resource management. It describes HRM as managing a qualified workforce to contribute to organizational effectiveness. The document traces the evolution of HRM from scientific management to personnel management to the modern focus on legal compliance and developing employees. It discusses the roles and challenges of HR managers in different sized organizations. The goals of HRM are outlined as legal compliance, promoting individual growth, and contributing to organizational success.Employment Communication.pptx
Employment Communication.pptxNehaAgrawal744616
油
The document discusses various aspects of employment communication and the job application process. It provides information on writing curriculum vitae and resumes, including the necessary components and dos and don'ts. It also discusses writing effective job application letters, preparing for interviews as a candidate, conducting oneself during an interview, following up after an interview with a thank you note, and how interviewers can prepare for conducting interviews.business communication.pptx
business communication.pptxNehaAgrawal744616
油
Communication is essential for businesses to share information and ideas. While great ideas are important, they must be effectively communicated to be heard and implemented. Communication involves a sender transmitting a message through a medium to a receiver. It is a process that can involve both verbal and nonverbal exchange of thoughts and information. Formal communication in businesses follows the organizational structure, while informal "grapevine" communication spreads more freely. Downward communication shares directives from managers, while upward communication allows lower levels to provide feedback. For businesses to function properly, ideas must be communicated across all levels through various channels.Group Discussion.pptx
Group Discussion.pptxNehaAgrawal744616
油
The document discusses group discussions and provides tips for effective participation. It defines a group discussion as when 2 or more people discuss a topic in detail, exploring various dimensions and ideas. Good discussions require disagreeing respectfully, listening to others, and being analytical without criticism. The document outlines types of group discussions, strategies to improve skills, discussion etiquette, and tips for positive participation.Barriers to communication (1).pptx
Barriers to communication (1).pptxNehaAgrawal744616
油
The document discusses various barriers to effective communication and ways to overcome them. It identifies physical, linguistic, cultural, emotional, organizational, and psychological barriers. Physical barriers include noise, lighting etc. Linguistic barriers are due to differences in language or use of jargon. Cultural barriers arise from differences in values, customs etc. between social groups. Emotional barriers stem from feelings like mistrust or fear. Organizational barriers can be due to stress or poor interpersonal relations. Psychological barriers relate to attitudes and perceptions. The document provides suggestions to overcome each type of barrier, such as using appropriate language, learning about other cultures, managing emotions, and promoting open-mindedness.businesscommunication-150910060942-lva1-app6891.pdf
businesscommunication-150910060942-lva1-app6891.pdfNehaAgrawal744616
油
Business communication is the sharing of information within an organization to benefit the organization commercially. Effective communication requires strong listening, speaking, reading, and writing skills. There are many types of communication including verbal, non-verbal, formal, informal, and mass communication. Communication models like SMCR and Shannon-Weaver help explain the communication process which involves encoding and decoding messages that are sent through various channels. Barriers like noise, perceptions, and complex structures can interfere with clear communication. Developing skills in areas like listening, reading, speaking and writing are important for professional success.PPT ON BISLERI.ppt
PPT ON BISLERI.pptNehaAgrawal744616
油
Ramesh Chauhan had started Bisleri, India's most popular mineral water brand, after returning to India at age 22 with a degree from MIT. Bisleri has maintained the number one status in India for bottled water for over 30 years and has been awarded the Reader's Digest 'Most Trusted Brand' twice. Bisleri processes source water through multiple purification steps to provide safe drinking water to the population while minimizing environmental impact.Recently uploaded (6)
What Are the Hiring Process Steps_ A Complete Breakdown for Employers.pdf
What Are the Hiring Process Steps_ A Complete Breakdown for Employers.pdfKlay Hr Consultants
油
Hiring the right people isnt just about posting a job adits about following a structured process that ensures you find, evaluate, and onboard top talent effectively. In this informative guide, we break down the key hiring process steps every employer should followfrom identifying a hiring need and crafting the perfect job description to screening candidates, conducting interviews, and onboarding new hires. Whether you're a growing business or an HR manager refining your recruitment approach, this step-by-step breakdown offers practical insights to streamline your efforts. We also highlight how partnering with the best HR consultancy in Dubai can help speed up and strengthen your hiring strategy. If you want to build a reliable, scalable hiring system that brings the right people into your team, this blog is a must-read. Discover how each stage of recruitment connects and how you can make smarter hiring decisions with confidence.HRMS_Software skill_Presentation_Sample.pptx
HRMS_Software skill_Presentation_Sample.pptxbalavig06
油
HRMS stands for human resource management system often referred to as human capital management (HCM) software. Companies use an HRMS to digitalise, automate, and centralise core HR processes, such as employee data storage, benefits administration, time and attendance, and payroll. In addition, an HRMS provides talent management capabilities, such as recruiting, onboarding, performance management, goal planning, learning and training, compensation, and succession planning.Webinar - Crafting a Clear Compensation Strategy for 2025
Webinar - Crafting a Clear Compensation Strategy for 2025PayScale, Inc.
油
Join compensation experts as they unpack the latest data, insights, and best practices to help you build or refine a compensation strategy that drives performance, retention, and equity.Human Resource Management.pptx
- 2. Meaning Human Resource Management is a management function concerned with hiring, motivating, and maintaining workforce in an organization. Human resource management deals with issues related to employees such as hiring, training, development, compensation, motivation, communication, and administration. Human resource management ensures satisfaction of employees and maximum contribution of employees to the achievement of organizational objectives.
- 3. Definition According to Armstrong (1997), Human Resource Management can be defined as a strategic approach to acquiring, developing, managing, motivating and gaining the commitment of the organisations key resource the people who work in and for it.
- 4. Nature of Human Resource Management 1. HRM is based on certain principles and policies contribute to the achievement of organizational objectives. 2. HRM is a pervasive function Human resource management is not specific to an individual department, rather it is a broader function and spread throughout the organization, it manages all type of people from lower level to top level departments of the organization. 3. HRM is people oriented People or human resource is the core of all the activities of human resource management. Human resource management works with and for people. It brings people and organization together to achieve individual and organizational goals.
- 5. 4. HRM is continuous activity All factors of production are required to be continuously updated and improved to cope up with the changes and increased competition. Similarly, human resource also continuously trained, developed, or replaced to face the next level of competition. Hence, it is a continuous activity. 5. HRM is an inherent part of management function. 6. HRM aims at securing maximum contribution. 7. HRM aims at optimum use of personnel power.