Role of Human Resources Manager-PPT

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Role of Human Resources Manager :

Role of Human Resources Manager Operational Roles Administrative Role Fire fighting Role Management of Services Contemporary Role 1

Role of HRM:

Role of HRM Operational Roles: Advising management for effective use of HR Strategic Human Resources Planning Recruitment, selection, Training and Development Meseasurement and assessment of Individual and group role Job analysis, Job description and Job evaluation Performance appraisal, Merit rating, compensation and benefits Organisation Development and Planning Research in HR problems, policies and survey 2

Role of HRM:

Role of HRM Administrative Role: Time Keeping Salary and Wage administration Maintenance of records Human Engineering-Man/Machine relationship HR information and assessment system 3

Role of HRM:

Role of HRM Fire fighting Role: Grievance Handling Settlement of Disputes and Union Management negotiations Disciplinary Procedure Collective Bargaining Joint council and Workers participation in Management Industrial relation issues Separation 4

Role of HRM:

Role of HRM Management of welfare services: Management of Canteen, co-operative stores, Transport, Crèche, Hospital and first aid, Health care and safety, Communication Group Dynamics Individual and group counselling, motivation Leadership development Statutory compliance like PF, ESI, Gratuity and so on 5

Role of HRM:

Role of HRM Contemporary Role: Top 10 activities in terms of priority of HR professionals Performance management Systems Talent acquisition Measuring HR performance Leadership Development 6

Role of HRM:

Role of HRM Potential assessment Induction of new entrants Integrating Human Resources Managing information Systems Retaining strategies Multiskill development Knowledge management 7

PowerPoint Presentation:

Change the culture of the organization if it is not productive Use emotional aspect as a tool of getting people to change how they work. This will require a proactive approach to make internal communications more frequent and more effective. It will require an admission that mistakes will happen when people innovate. 8

Out sourcing activities in HR:

Out sourcing activities in HR Top 10 activities which can be outsourced: Out bound training Compensation surveys Salary administration Psychometric Tests HR Audit Attitude surveys Assessment Centre E Learning concepts HR Accounting Competency Mapping 9

HR Manager-Competencies:

HR Manager-Competencies General competencies/Characteristics required for a HR Manager: Sense of Vocation Sense of Social responsibility Leadership development Personal Integrity Capacity for persuasion Dynamic personality which consist of Spontaneous speech, public speaking, understanding face expression and gestures, courtesy, social awareness, personal dignity and Negotiator and good communicator 10

HR Manager-Competencies:

HR Manager-Competencies Specific competencies of HR Manager: Managerial competency : Knowledge of business, Aligning HR with organizational functions, Cross functional exposure and planning and architecture Functional Competency : Ways to retain talent, Methods to assess effectiveness of training, creating value (in HR) in business, Acting facilitators for organizational transformation and Business driven HR activities rather than vice versa 11

HR Manager-Competencies:

HR Manager-Competencies Specific Skills: Managing change, Building organizational culture, e-learning design and development, IT Savvy, Computer driven testing, Global bench marking and tools for managing large scale changes in HR 12

HR Manager-Competencies:

HR Manager-Competencies Attitudinal change : Pro active in anticipating issues and problems Willingness to focus on business objective Building effective relationship between the individuals and organization As such HR Manager is a Strategic partner, Administrative expert, Employee champion and act as change agent 13

PowerPoint Presentation:

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As such HR Manager……..:

As such HR Manager…….. HR must turn outside business trends and stakeholder expectations into internal actions HR should focus on both business results and human capital improvement HR should target both individual ability and organisation capabilities and bring sustainable and integrated solutions 15

PowerPoint Presentation:

Thank You 16

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