human_resource_management

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Human Resource Management :

Human Resource Management The process of attracting, developing and maintaining a talented and energetic workforce to support organisational mission, objectives and strategies. Managing the employment relationship Utilization of individuals to achieve organizational objectives

OBJECTIVES::

OBJECTIVES: To help the organization reach its goals To ensure effective utilization and maximum development of human resources. To achieve and maintain high morale among employees. To enhance employee’s capabilities to perform the present job. To develop overall personality of each employees in its multidimensional aspect. To provide the organization with well trained and well- motivated employees. To increase to fullest the employees job satisfaction and self- actualization. To develop and maintain a quality of work life.

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Human Resource Management Functions 1 Human Resource Management Human Resource Development Compensation Staffing Employee and Labor Relations Safety and Health

FUNCTIONAL AREAS WITHIN HR:

FUNCTIONAL AREAS WITHIN HR EMPLOYMENT / STAFFING RECRUITMENT SELECTION TRAINING AND DEVELOPMENT APPRAISAL EDUCATION AND DEVELOPMENT COMPENSATION SALARIES, WAGES AND BENEFITS INCENTIVE PLANS EMPLOYEE RELATIONS GRIEVANCE RESOLUTION UNION RELATIONS HR PLANNING AND RESEARCH FORECASTING JOB ANALYSIS ATTITUDE SURVEYS VALIDATION STUDIES

Employment / Staffing :

Employment / Staffing Staffing - Process through which organization ensures it always has proper number of employees with appropriate skills in right jobs at right time to achieve organizational objectives Job analysis - Systematic process of determining skills, duties, and knowledge required for performing jobs in organization Human resource planning - S ystematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time . Recruitment - Process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization Selection - Process of choosing from a group of applicants the individual best suited for a particular position and the organization

Training and Development:

Training and Development Training - Designed to provide learners with knowledge and skills needed for their present jobs Development - Involves learning that goes beyond today's job; it has more long-term focus Career development - Formal approach used by organization to ensure that people with proper qualifications and experiences are available when needed Organization development - Planned process of improving organization by developing its structures, systems, and processes to improve effectiveness and achieving desired goals Performance management - Goal-oriented process directed toward ensuring organizational processes are in place to maximize productivity of employees, teams, and ultimately, the organization Performance appraisal - Formal system of review and evaluation of individual or team task performance

Compensation:

Compensation Direct Financial Compensation - Pay that person receives in form of wages, salaries, bonuses, and commissions. Indirect Financial Compensation (Benefits) - All financial rewards not included in direct compensation such as paid vacations, sick leave, holidays, and medical insurance. Nonfinancial Compensation - Satisfaction that person receives from job itself or from psychological and/or physical environment in which person works.

Safety and Health:

Safety and Health Employees who work in safe environment and enjoy good health are more likely to be productive and yield long-term benefits to organization. Safety - Involves protecting employees from injuries caused by work-related accidents Health - Refers to employees' freedom from illness and their general physical and mental well being

PRINCIPLES OF HRM:

PRINCIPLES OF HRM Strategic integration Organisational flexibility Commitment Quality

SCOPE:

SCOPE Personnel Aspect Welfare Aspect Industrial Relation Aspect

HRM Activities:

HRM Activities Human Resource Planning Job analysis Recruitment & Selection Appraisal & Performance Mgt. Training & Development Employee motivation Career planning and development

HRM Activities:

HRM Activities Job analysis defines a job in terms of specific tasks and responsibilities and identifies the abilities, skills and qualifications needed to perform it successfully. Human resource planning or employment planning is the process by which an organisation attempts to ensure that it has the right number of qualified people in the right jobs at the right time. Employee recruitment is the process of seeking and attracting a pool of applicants from which qualified candidates for job vacancies within an organisation can be selected. Employee selection involves choosing from the available candidates the individual predicted to be most likely to perform successfully in the job.

HRM Activities:

HRM Activities Performance appraisal is concerned with determining how well employees are doing their jobs, communicating that information to the employees and establishing a plan for performance improvement. Training and development activities help employees learn how to perform their jobs, improve their performance and prepare themselves for more senior positions. Career planning and development activities benefit both employees (by identifying employee career goals, possible future job opportunities and personal improvement requirements) and the organisation (by ensuring that qualified employees are available when needed). Employee motivation is vital to the success of any organisation. Highly motivated employees tend to be more productive and have lower rates of absenteeism and turnover.

CONCLUSION:

CONCLUSION Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

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