Lecture 3.ppt explanation of MBA topics....
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The document discusses the important skills and qualities of an effective HR Manager, including leadership, communication, problem solving, ethics and integrity. It notes that HR Managers play a crucial role in ensuring a successful organization by implementing policies that motivate employees and enhancing the organizational climate. The document also outlines key roles of the HR Manager such as conducting interviews, managing recruitment, assigning roles, and organizing training and employee wellness programs.
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HRM.pptx
This document provides an introduction to human resource management (HRM). It defines HRM as planning, organizing, directing and controlling the procurement, development, compensation, integration, maintenance, and separation of human resources to accomplish individual, organizational and social objectives. The key functions of HRM include HR planning, recruitment and selection, training and development, performance appraisal, compensation, and employee relations. An HR manager's main roles are to act as an ethics counselor, mediator between employees and management, and problem-solver for HR-related issues. Recent trends in HRM include remote working, learning, upskilling, virtual team building and employee engagement, as well as automation and a focus on productivity, mental health support, and
Human resources mgmt day 1
This document provides an overview of an online human resource management course. The course objectives are to understand key HR activities like recruitment, learning and development, and performance management. It also aims to examine the strategic role of HR and how HR methods can be applied in different business environments. Learning outcomes include gaining a deeper understanding of HR and its evolution, and being able to apply primary HR areas and understand the HR management environment. The document also defines HR management, its objectives to serve organizational, individual and societal needs, and the roles and responsibilities of HR versus line managers.
Human Resource Management.ppt
This document discusses human resource management. It defines HRM and its objectives, which include optimizing human resource utilization, creating conditions for employee contribution, and increasing worker efficiency through training. HRM stakeholders include society, organizations, and employees. Key HRM activities involve planning, recruitment, performance management, training, and compensation. The responsibilities of HRM lie with both managers and HRM departments. Qualities of successful HRM professionals include intelligence, impartiality, strong communication skills, understanding of people, executive ability, and salesmanship.
Human Resource Management
The document discusses human resource management (HRM) and its key principles and activities. It defines HRM as attracting, developing and maintaining a talented workforce to support organizational goals. The principles of HRM discussed include strategic integration of HRM with business strategies, organizational flexibility, employee commitment and quality. Key HRM activities mentioned are job analysis, recruitment and selection, performance appraisal, training and development, and motivating employees.
Introduction to hrd
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills and aligning HR practices with business strategies. The goal is to build human capital and develop the workforce so that both employees and the organization can achieve their goals. HRD activities include training, coaching, performance management and organization development.
Introduction to hrd
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills, knowledge, and abilities through training programs, career development opportunities, and performance management. The goal of HRD is to build a superior workforce to help both employees and the organization achieve their work goals and serve customers.
Introduction to hrd
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills and aligning HR practices with business strategies. The goal is to build human capital and develop the workforce so that both employees and the organization can achieve their goals. HRD activities include training, career development, coaching, and organizational development.
Ramakrish.ppt
This document discusses human resource management. It begins by defining HRM and outlining its key objectives, which include optimizing human resource utilization, developing mutual trust between management and workers, increasing worker productivity through training, and raising employee morale. It notes that HRM is unique in that it is multidisciplinary, involving various fields like economics, psychology, sociology and law. The document then discusses the evolution of HRM in Bangladesh and who typically completes HR tasks. It outlines the key activities of HRM and identifies line managers as primarily responsible for HRM, with HR departments in a supporting role. The document concludes by listing the outstanding personal qualities needed for an effective HR manager, such as intelligence, impartiality, strong communication and
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HRM.pptx
This document provides an introduction to human resource management (HRM). It defines HRM as planning, organizing, directing and controlling the procurement, development, compensation, integration, maintenance, and separation of human resources to accomplish individual, organizational and social objectives. The key functions of HRM include HR planning, recruitment and selection, training and development, performance appraisal, compensation, and employee relations. An HR manager's main roles are to act as an ethics counselor, mediator between employees and management, and problem-solver for HR-related issues. Recent trends in HRM include remote working, learning, upskilling, virtual team building and employee engagement, as well as automation and a focus on productivity, mental health support, and
Human resources mgmt day 1
This document provides an overview of an online human resource management course. The course objectives are to understand key HR activities like recruitment, learning and development, and performance management. It also aims to examine the strategic role of HR and how HR methods can be applied in different business environments. Learning outcomes include gaining a deeper understanding of HR and its evolution, and being able to apply primary HR areas and understand the HR management environment. The document also defines HR management, its objectives to serve organizational, individual and societal needs, and the roles and responsibilities of HR versus line managers.
Human Resource Management.ppt
This document discusses human resource management. It defines HRM and its objectives, which include optimizing human resource utilization, creating conditions for employee contribution, and increasing worker efficiency through training. HRM stakeholders include society, organizations, and employees. Key HRM activities involve planning, recruitment, performance management, training, and compensation. The responsibilities of HRM lie with both managers and HRM departments. Qualities of successful HRM professionals include intelligence, impartiality, strong communication skills, understanding of people, executive ability, and salesmanship.
Human Resource Management
The document discusses human resource management (HRM) and its key principles and activities. It defines HRM as attracting, developing and maintaining a talented workforce to support organizational goals. The principles of HRM discussed include strategic integration of HRM with business strategies, organizational flexibility, employee commitment and quality. Key HRM activities mentioned are job analysis, recruitment and selection, performance appraisal, training and development, and motivating employees.
Introduction to hrd
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills and aligning HR practices with business strategies. The goal is to build human capital and develop the workforce so that both employees and the organization can achieve their goals. HRD activities include training, coaching, performance management and organization development.
Introduction to hrd
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills, knowledge, and abilities through training programs, career development opportunities, and performance management. The goal of HRD is to build a superior workforce to help both employees and the organization achieve their work goals and serve customers.
Introduction to hrd
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills and aligning HR practices with business strategies. The goal is to build human capital and develop the workforce so that both employees and the organization can achieve their goals. HRD activities include training, career development, coaching, and organizational development.
Ramakrish.ppt
This document discusses human resource management. It begins by defining HRM and outlining its key objectives, which include optimizing human resource utilization, developing mutual trust between management and workers, increasing worker productivity through training, and raising employee morale. It notes that HRM is unique in that it is multidisciplinary, involving various fields like economics, psychology, sociology and law. The document then discusses the evolution of HRM in Bangladesh and who typically completes HR tasks. It outlines the key activities of HRM and identifies line managers as primarily responsible for HRM, with HR departments in a supporting role. The document concludes by listing the outstanding personal qualities needed for an effective HR manager, such as intelligence, impartiality, strong communication and
Stalin.ppt
This document provides an overview of personnel/human resource management. It discusses what PM/HRM is, its objectives, what makes HRM unique, key stakeholders, the distinction between PM and HRM, HRM activities in Bangladesh, who completes HR tasks, the HRM model, key HR activities, responsibility for HRM, the line vs staff authority distinction, and the prospects and qualities of an HR manager. The objectives of PM/HRM are to utilize human resources optimally, create conditions for employee contribution, develop mutual trust between management and workers, increase productivity through training, and raise employee morale. HRM is unique in that it draws from multiple disciplines and is a responsibility of all managers.
HRM.ppt
The document provides an overview of human resource management (HRM). It defines HRM and distinguishes it from personnel management. The objectives of HRM are to maximize organizational effectiveness as well as meet personal and societal objectives. Key HRM activities include planning, recruitment, training, performance management, compensation and labor law compliance. Both line managers and HR specialists are responsible for HRM. Qualities of effective HR managers include intelligence, impartiality, strong communication and negotiation skills, and an understanding of people.
HRM.ppt
The document provides an overview of personnel/human resource management. It discusses key topics such as the objectives of PM/HRM which include optimum utilization of human resources and development of mutual trust between management and workers. Additionally, it outlines the unique multidisciplinary nature of HRM and key stakeholders. The document also distinguishes between personnel management and human resource management and describes the evolution of HRM in Bangladesh. It identifies important HRM activities and the shared responsibility of line managers and HR managers. Finally, it lists outstanding personal qualities needed for HR managers such as intelligence, impartiality, strong communication skills, and negotiation abilities.
HRM.ppt
The document provides an overview of human resource management (HRM). It defines HRM and distinguishes it from personnel management. The objectives of HRM are to maximize organizational effectiveness as well as meet personal and societal objectives. Key HRM activities include planning, recruitment, training, performance management, compensation and labor law compliance. Both line managers and HR specialists share responsibility for HRM. Qualities of a successful HR manager include intelligence, impartiality, strong communication and negotiation skills, and an understanding of people.
Understanding HRM.ppt
In this presentation, I have briefly explained the followings:
₋ What is PM/HRM?
₋ What are the objectives of PM/HRM?
₋ What is unique about HRM?
₋ HRM stakeholders;
₋ Distinction between PM & HRM;
₋ Evolution of HRM in Bangladesh;
₋ Who completes HR tasks?
₋ HRM Model;
₋ Key activities of human resources;
₋ Responsibility for HRM;
₋ Line vs. Staff authority;
₋ Prospects of HR manager; and
₋ Outstanding personal qualities.
Human Resources Managment by Alaa Youssef
The document discusses human resource management (HRM). It begins by defining HRM and outlining its objectives from both organizational and societal perspectives. These objectives include optimizing human resource utilization, developing mutual trust between management and employees, and being socially responsible. The document also explores key HRM activities, models, and the roles and responsibilities of HR managers versus line managers. It emphasizes that employees are the most important organizational asset and that effective HRM is critical for organizational success. Finally, it lists desirable qualities for HR professionals such as strong communication and negotiation skills.
Introduction to Human Resource Management
This document provides an overview of human resource management (HRM), including its introduction, importance, functions, and objectives. It discusses HRM as planning, organizing, and coordinating human resources to achieve organizational goals. The importance of HRM is outlined as maintaining a balance between jobs and job seekers, maximizing resource utilization, and helping employees make decisions that align with organizational interests. Key functions of HRM include managerial functions like planning and controlling, as well as operative functions such as recruitment, selection, training, and compensation administration. The objectives of HRM are to help organizations achieve their goals through effective human resource utilization and development.
HRM Module 1 and module 3.pptx
The document provides an overview of human resource management. It defines HRM as planning, organizing, directing and controlling the procurement, development, compensation, integration, maintenance, and separation of human resources to accomplish organizational goals. It discusses the importance, features, functions, objectives, and role of the HR manager. Recent HRM trends include remote working, upskilling, virtual team building, and a focus on employee experience, well-being, and data-driven decision making. The document also covers induction, training methods like on-the-job training and job instruction training, and compensation.
Human resource development
The document discusses the history and concepts of human resource development (HRD). It traces HRD back to 1969 when Leonard Nadler formally introduced the concept. Nadler defined HRD as organized learning experiences designed to bring about behavioral change. The document then examines various HRD processes like training, career development, performance appraisal, and succession planning and how they are used to develop employees and achieve organizational goals.
Advanced manpower planning
This document discusses human resource management (HRM). It begins by defining HRM and explaining its objectives from both organizational and societal perspectives. Key points include utilizing employees effectively, developing mutual trust between management and workers, and being socially responsible. The document also distinguishes HRM from traditional personnel management, outlining how HRM has evolved to take a more strategic, long-term approach. It identifies line managers, HR managers, shared service centers and outsourcing firms as completing HR tasks. Finally, it lists the personal qualities needed for an outstanding HR manager, such as intelligence, impartiality, strong communication and negotiation skills, and an ability to inspire cooperation.
human resource development
Human resource development is defined as a continuous process of developing employee competencies, motivation, and effectiveness in a planned and systematic way. The objectives of HRD include developing each employee's mind and personality, capabilities for present and future roles, motivation, teamwork skills, and organizational culture. Benefits include integrated employee growth, improved performance, valid data for personnel functions, and greater organizational effectiveness. Critical HRD functions are planning future staffing needs, recruitment, performance management, training, competency development, and fostering cooperation toward goals. HRD climate refers to employee perceptions of the organization's development environment and contributes to organizational health, renewal, and individual/team capabilities.
Human Resource Management
This document discusses human resource management (HRM) and the roles and responsibilities of HR managers and line managers. It provides definitions of HRM, outlines its objectives such as maintaining good employee relations and optimizing human resources. It also describes the key functions of HRM like recruitment, training, performance management. The roles of HR managers are summarized as overseeing department functions, managing employees, and responsibilities related to compensation, training, employee relations, and recruitment. Line managers also have important responsibilities in implementing HR policies and initiatives related to performance management, employee engagement, discipline and performance-based pay.
HUman resource management PPT for students reference
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HR planning presentation.ppt
The document discusses human resources planning and its importance for aligning an organization's human capital with its strategic goals. It outlines the key aspects of HR planning including planning for future needs, future balance, recruiting/layoffs, and employee development. Effective HR planning involves assessing workforce readiness, communicating the strategy, and measuring results. The document also lists the typical components of an HR plan such as the mission statement, financial projections, SWOT analysis, and HR objectives. Determining an organization's HR needs involves establishing strategic plans, assessing demand and supply, forecasting staffing needs, and conducting job analyses.
Hrm
The document provides an overview of human resource management (HRM). It discusses key principles of HRM including strategic integration, organizational flexibility, commitment, and quality. It also outlines important HRM activities such as job analysis, human resource planning, recruitment, selection, performance appraisal, training and development, and motivation. HRM aims to attract, develop and maintain a talented workforce to support organizational goals through cultural, structural and personnel practices. The strategic deployment of a committed workforce can provide competitive advantage.
HRTD unit 5 2021.pptx
This document discusses human resource development (HRD) including its key concepts, features, importance, relationship to human resource management, mechanisms, process, outcomes, matrix, interventions, roles of HRD professionals, and competencies required. Some of the main points covered include:
- HRD aims to increase employee knowledge, capabilities and attitudes at all levels through acquiring skills for present and future roles.
- It emphasizes developing human resources and their capabilities for mutual benefit of employees and organization.
- HRD mechanisms include training, performance management, career planning, and organizational development.
- The HRD process involves need assessment, program design, implementation and evaluation.
- Effective HRD leads to outcomes like competent employees, commitment
HUMAN RESOURCE MANAGER QUALITIES,SKILL,RESPONSIBILTY AND QUALIFICATION .pptx
A human resource manager is responsible for placing employees in the right positions, training and orienting staff, addressing grievances, ensuring safety, and managing promotions and appraisals. They aim to retain valuable employees while acting as a liaison between management and staff. To become an HR manager typically requires a bachelor's degree, several years of related work experience, and professional certifications. Key responsibilities include recruiting, employee development, and overseeing compensation and benefits programs.
Profiling and talent management
This document provides an overview of profiling and talent management. It discusses defining talent acquisition and differentiating the sourcing and selection processes. It also covers articulating a business case for effective talent management, outlining the seven steps in a common talent acquisition process, and conducting job-fit and organization-fit analyses to develop selection criteria and methods. The document then explores developing behavior-based and situation-based interview questions, designing evaluation processes, understanding legal responsibilities, and highlighting onboarding strategies.
Concept of hrd and hrm
The document discusses the key features and concepts of human resource development (HRD). It notes that HRD views employees as a company's most valuable asset and focuses on developing their general and future capabilities. It emphasizes developing and utilizing individuals' skills for both employee and company benefit. HRD also aims to establish trust and teamwork among employees, develop competencies at all organizational levels, and create a culture of motivation and belongingness. The goal of HRD is to develop competence at individual, group and organizational levels to meet company objectives. It takes an interdisciplinary approach combining concepts from fields like sociology and psychology.
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HR search is critical to a company's success because it ensures the correct people are in place. HR search integrates workforce capabilities with company goals by painstakingly identifying, screening, and employing qualified candidates, supporting innovation, productivity, and growth. Efficient talent acquisition improves teamwork while encouraging collaboration. Also, it reduces turnover, saves money, and ensures consistency. Furthermore, HR search discovers and develops leadership potential, resulting in a strong pipeline of future leaders. Finally, this strategic approach to recruitment enables businesses to respond to market changes, beat competitors, and achieve long-term success.
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Similaire à Lecture 3.ppt explanation of MBA topics....
Stalin.ppt
This document provides an overview of personnel/human resource management. It discusses what PM/HRM is, its objectives, what makes HRM unique, key stakeholders, the distinction between PM and HRM, HRM activities in Bangladesh, who completes HR tasks, the HRM model, key HR activities, responsibility for HRM, the line vs staff authority distinction, and the prospects and qualities of an HR manager. The objectives of PM/HRM are to utilize human resources optimally, create conditions for employee contribution, develop mutual trust between management and workers, increase productivity through training, and raise employee morale. HRM is unique in that it draws from multiple disciplines and is a responsibility of all managers.
HRM.ppt
The document provides an overview of human resource management (HRM). It defines HRM and distinguishes it from personnel management. The objectives of HRM are to maximize organizational effectiveness as well as meet personal and societal objectives. Key HRM activities include planning, recruitment, training, performance management, compensation and labor law compliance. Both line managers and HR specialists are responsible for HRM. Qualities of effective HR managers include intelligence, impartiality, strong communication and negotiation skills, and an understanding of people.
HRM.ppt
The document provides an overview of personnel/human resource management. It discusses key topics such as the objectives of PM/HRM which include optimum utilization of human resources and development of mutual trust between management and workers. Additionally, it outlines the unique multidisciplinary nature of HRM and key stakeholders. The document also distinguishes between personnel management and human resource management and describes the evolution of HRM in Bangladesh. It identifies important HRM activities and the shared responsibility of line managers and HR managers. Finally, it lists outstanding personal qualities needed for HR managers such as intelligence, impartiality, strong communication skills, and negotiation abilities.
HRM.ppt
The document provides an overview of human resource management (HRM). It defines HRM and distinguishes it from personnel management. The objectives of HRM are to maximize organizational effectiveness as well as meet personal and societal objectives. Key HRM activities include planning, recruitment, training, performance management, compensation and labor law compliance. Both line managers and HR specialists share responsibility for HRM. Qualities of a successful HR manager include intelligence, impartiality, strong communication and negotiation skills, and an understanding of people.
Understanding HRM.ppt
In this presentation, I have briefly explained the followings:
₋ What is PM/HRM?
₋ What are the objectives of PM/HRM?
₋ What is unique about HRM?
₋ HRM stakeholders;
₋ Distinction between PM & HRM;
₋ Evolution of HRM in Bangladesh;
₋ Who completes HR tasks?
₋ HRM Model;
₋ Key activities of human resources;
₋ Responsibility for HRM;
₋ Line vs. Staff authority;
₋ Prospects of HR manager; and
₋ Outstanding personal qualities.
Human Resources Managment by Alaa Youssef
The document discusses human resource management (HRM). It begins by defining HRM and outlining its objectives from both organizational and societal perspectives. These objectives include optimizing human resource utilization, developing mutual trust between management and employees, and being socially responsible. The document also explores key HRM activities, models, and the roles and responsibilities of HR managers versus line managers. It emphasizes that employees are the most important organizational asset and that effective HRM is critical for organizational success. Finally, it lists desirable qualities for HR professionals such as strong communication and negotiation skills.
Introduction to Human Resource Management
This document provides an overview of human resource management (HRM), including its introduction, importance, functions, and objectives. It discusses HRM as planning, organizing, and coordinating human resources to achieve organizational goals. The importance of HRM is outlined as maintaining a balance between jobs and job seekers, maximizing resource utilization, and helping employees make decisions that align with organizational interests. Key functions of HRM include managerial functions like planning and controlling, as well as operative functions such as recruitment, selection, training, and compensation administration. The objectives of HRM are to help organizations achieve their goals through effective human resource utilization and development.
HRM Module 1 and module 3.pptx
The document provides an overview of human resource management. It defines HRM as planning, organizing, directing and controlling the procurement, development, compensation, integration, maintenance, and separation of human resources to accomplish organizational goals. It discusses the importance, features, functions, objectives, and role of the HR manager. Recent HRM trends include remote working, upskilling, virtual team building, and a focus on employee experience, well-being, and data-driven decision making. The document also covers induction, training methods like on-the-job training and job instruction training, and compensation.
Human resource development
The document discusses the history and concepts of human resource development (HRD). It traces HRD back to 1969 when Leonard Nadler formally introduced the concept. Nadler defined HRD as organized learning experiences designed to bring about behavioral change. The document then examines various HRD processes like training, career development, performance appraisal, and succession planning and how they are used to develop employees and achieve organizational goals.
Advanced manpower planning
This document discusses human resource management (HRM). It begins by defining HRM and explaining its objectives from both organizational and societal perspectives. Key points include utilizing employees effectively, developing mutual trust between management and workers, and being socially responsible. The document also distinguishes HRM from traditional personnel management, outlining how HRM has evolved to take a more strategic, long-term approach. It identifies line managers, HR managers, shared service centers and outsourcing firms as completing HR tasks. Finally, it lists the personal qualities needed for an outstanding HR manager, such as intelligence, impartiality, strong communication and negotiation skills, and an ability to inspire cooperation.
human resource development
Human resource development is defined as a continuous process of developing employee competencies, motivation, and effectiveness in a planned and systematic way. The objectives of HRD include developing each employee's mind and personality, capabilities for present and future roles, motivation, teamwork skills, and organizational culture. Benefits include integrated employee growth, improved performance, valid data for personnel functions, and greater organizational effectiveness. Critical HRD functions are planning future staffing needs, recruitment, performance management, training, competency development, and fostering cooperation toward goals. HRD climate refers to employee perceptions of the organization's development environment and contributes to organizational health, renewal, and individual/team capabilities.
Human Resource Management
This document discusses human resource management (HRM) and the roles and responsibilities of HR managers and line managers. It provides definitions of HRM, outlines its objectives such as maintaining good employee relations and optimizing human resources. It also describes the key functions of HRM like recruitment, training, performance management. The roles of HR managers are summarized as overseeing department functions, managing employees, and responsibilities related to compensation, training, employee relations, and recruitment. Line managers also have important responsibilities in implementing HR policies and initiatives related to performance management, employee engagement, discipline and performance-based pay.
HUman resource management PPT for students reference
human resource management ppt, MBA students, reference notes
HR planning presentation.ppt
The document discusses human resources planning and its importance for aligning an organization's human capital with its strategic goals. It outlines the key aspects of HR planning including planning for future needs, future balance, recruiting/layoffs, and employee development. Effective HR planning involves assessing workforce readiness, communicating the strategy, and measuring results. The document also lists the typical components of an HR plan such as the mission statement, financial projections, SWOT analysis, and HR objectives. Determining an organization's HR needs involves establishing strategic plans, assessing demand and supply, forecasting staffing needs, and conducting job analyses.
Hrm
The document provides an overview of human resource management (HRM). It discusses key principles of HRM including strategic integration, organizational flexibility, commitment, and quality. It also outlines important HRM activities such as job analysis, human resource planning, recruitment, selection, performance appraisal, training and development, and motivation. HRM aims to attract, develop and maintain a talented workforce to support organizational goals through cultural, structural and personnel practices. The strategic deployment of a committed workforce can provide competitive advantage.
HRTD unit 5 2021.pptx
This document discusses human resource development (HRD) including its key concepts, features, importance, relationship to human resource management, mechanisms, process, outcomes, matrix, interventions, roles of HRD professionals, and competencies required. Some of the main points covered include:
- HRD aims to increase employee knowledge, capabilities and attitudes at all levels through acquiring skills for present and future roles.
- It emphasizes developing human resources and their capabilities for mutual benefit of employees and organization.
- HRD mechanisms include training, performance management, career planning, and organizational development.
- The HRD process involves need assessment, program design, implementation and evaluation.
- Effective HRD leads to outcomes like competent employees, commitment
HUMAN RESOURCE MANAGER QUALITIES,SKILL,RESPONSIBILTY AND QUALIFICATION .pptx
A human resource manager is responsible for placing employees in the right positions, training and orienting staff, addressing grievances, ensuring safety, and managing promotions and appraisals. They aim to retain valuable employees while acting as a liaison between management and staff. To become an HR manager typically requires a bachelor's degree, several years of related work experience, and professional certifications. Key responsibilities include recruiting, employee development, and overseeing compensation and benefits programs.
Profiling and talent management
This document provides an overview of profiling and talent management. It discusses defining talent acquisition and differentiating the sourcing and selection processes. It also covers articulating a business case for effective talent management, outlining the seven steps in a common talent acquisition process, and conducting job-fit and organization-fit analyses to develop selection criteria and methods. The document then explores developing behavior-based and situation-based interview questions, designing evaluation processes, understanding legal responsibilities, and highlighting onboarding strategies.
Concept of hrd and hrm
The document discusses the key features and concepts of human resource development (HRD). It notes that HRD views employees as a company's most valuable asset and focuses on developing their general and future capabilities. It emphasizes developing and utilizing individuals' skills for both employee and company benefit. HRD also aims to establish trust and teamwork among employees, develop competencies at all organizational levels, and create a culture of motivation and belongingness. The goal of HRD is to develop competence at individual, group and organizational levels to meet company objectives. It takes an interdisciplinary approach combining concepts from fields like sociology and psychology.
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HUman resource management PPT for students reference
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HR search is critical to a company's success because it ensures the correct people are in place. HR search integrates workforce capabilities with company goals by painstakingly identifying, screening, and employing qualified candidates, supporting innovation, productivity, and growth. Efficient talent acquisition improves teamwork while encouraging collaboration. Also, it reduces turnover, saves money, and ensures consistency. Furthermore, HR search discovers and develops leadership potential, resulting in a strong pipeline of future leaders. Finally, this strategic approach to recruitment enables businesses to respond to market changes, beat competitors, and achieve long-term success.
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永久可查学历认证【微信：A575476】【(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
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- 1. DISCOVER . LEARN . EMPOWER TOPIC OF PRESENTATION HR Manager skills and qualities University School of Business Subject Name and Code: Human Resource Management 23BAT-622 Dr Priyanka Sharma Assistant Professor
- 2. HR MANAGER SKILLS AND QUALITIES • A successful organization is robust and dynamic by nature. It is co-created and sustained by employees, managers, the HR Team, CEO/COO, the directors and the founder. It grows by leaps and bounds only when each person of the team adheres to the vision and mission of the organization and puts in their very best, be it the entry level employee or the founders themselves. In this journey, the HR Manager plays a crucial role. • To function at their utmost potential, employees need to be satisfied and motivated with their roles and the organizational climate. While HR Managers are responsible for key organizational processes such as recruitment, framing HR policies, interviews and training - it is also their job to implement policies that can offer extrinsic motivation to the employees which can enhance their levels of intrinsic motivation. After all, even if people do love their job, unfriendly company policies can make them leave the organization
- 3. QUALITIES OF HR MANAGER • Leadership skills • Communication skills • Problem solving skills • Leadership • Organizational ability • Self – Discipline • Ethics & Integrity • Empathetic attitude • Legally sound • Expertise • Multi-tasking • Strategic thinker • Negotiation skills 3
- 4. The Roles of the HR Manager Following are some of the roles the HR Manager plays in ensuring smooth functioning of the organization - • Conducting interviews and selecting the appropriate candidates • Manage the entire recruitment and placement processes effectively • Assigning job roles and designations as per the abilities of the candidate • Ensuring training and induction processes are in place to welcome candidates • Work consistently with the founding team on enhancing organizational climate • Organize programs as and when need to boost employees’ mental health 4
- 5. References Textbooks / Reference Books • T1 Durai,, P. 2010.Human Resource Management, 2ndEdition, Pearson Education, India, ISBN:97873325585ti1. • T2 Dessler, G.2013. Human Resource Management. 15th Edition, Prentice-Hall, India, ISBN:7980134235455. • R1 Bhattacharyya, D. 2012. Human Resource Management: A South Asian Perspective. Ist Ed. Cengage Learning, India, ISBN:798- 8131511060. • R2 Noe, R. 2013. Human Resource Management: Gaining a Competitive Advantage. 5th Edition, McGraw Hill 5