Human
Resource
Management
Meaning
Definition
Importance of HRm
Objectives of HRM
Process of HRM
MCQ
Recruitment and selection
Performance and selections
Learning and development
Succession planning
Compensation and benifits
This document provides an overview of training and development at Indivillage Tech Solution LLP in Yemmiganur. It discusses the objectives of studying their employee training programs, which are to evaluate employee skills, understand various training programs offered, assess the impact of training on employees, and gauge employee satisfaction. The scope is understanding the current training situation and employee expectations. Research methodology uses descriptive study and random sampling, with primary data collection through interviews and questionnaires. The study aims to analyze Indivillage Tech Solution LLP's training programs and help improve employee development.
Human resource management (HRM) involves strategically managing employees to help a business gain a competitive advantage. The key functions of HRM include recruitment and selection, training and development, performance management, compensation and benefits, and employee relations. HRM aims to maximize employee performance in support of business objectives. As technology changes how HR operates, the role of HR is evolving to focus more on strategic workforce planning, talent management, and ensuring cultural alignment during mergers and acquisitions. Proper HRM helps improve total quality management and increase organizational productivity by maintaining satisfied and engaged employees.
HRM plays a key role in organizational effectiveness. It does so through establishing goals and vision, implementing processes like training and compensation, and engaging employees. Measuring effectiveness can be complex, using models like assessing goals, resources, processes, and stakeholder satisfaction. HRM contributes by developing workforce capabilities through practices like recruitment, performance management, and rewards. This helps drive key performance areas and ultimately organizational objectives, leading to successful firms.
This document provides an introduction to human resource management (HRM). It defines HRM as the management of people within an organization, focusing on acquiring, training, evaluating, and compensating employees. The document discusses how HRM helps organizations through strategic employee management to increase productivity, quality, and service. It also outlines key HRM functions like job analysis, recruitment and hiring, training and development, performance management, compensation and benefits, employee relations, and health and safety. Overall, the document establishes that effective HRM is important for organizational success through developing and maintaining a skilled and motivated workforce.
The document discusses human resource strategies at IBM. It begins by defining human resources and describing the functions of an HR department. It then discusses strategic human resource management and its focus on attracting, developing, rewarding and retaining employees to benefit both individuals and the organization. The document outlines the major functions of human resource managers, including managing the HR department, understanding employment laws, interacting with executive leadership, building employee relations, and more. It provides details on IBM's history and business activities.
The document discusses performance appraisal, which refers to assessing employee performance and providing feedback. It outlines several traditional performance appraisal methods such as ranking, graphic rating scales, confidential reports, checklists, critical incidents, and narrative essays. These methods are compared to modern methods. The document also defines key terms like rater, ratee, and rating. Finally, it identifies the six parties involved in 360-degree performance appraisals, such as top management, immediate supervisors, peers, subordinates, customers, and self-appraisal.
Edited final reportseema kumari 9888546117Icaii Infotech
The document discusses the recruitment and selection process within organizations. It begins by explaining the importance of human resource planning and management for organizational success. It then describes the key objectives and functions of human resource departments, including recruitment and selection. The next sections provide details on the recruitment process, including sources of recruitment both internal and external. It also discusses some common constraints on recruitment. Finally, it outlines the typical steps in a selection process, including application screening, testing, interviews and making a final job offer. The overall summary is that effective recruitment and selection processes are important for organizations to identify and hire the right employees.
Thank you for the activity suggestion. While building paper towers could be a fun team-building exercise, as an AI assistant I do not have the ability to physically participate. Perhaps we could have an engaging discussion about human resource management concepts instead.
Human resource management involves acquiring, developing, motivating and maintaining a company's workforce. It aims to achieve both individual and organizational goals. The key functions of HRM include planning human resource needs, recruiting and selecting employees, training and developing staff, managing performance, and ensuring compensation and benefits. An important role of HRM is to help the organization achieve its objectives through an effective and satisfied workforce.
The document provides an overview of the course contents for the Human Resource Management unit at a university. It discusses the various topics that will be covered in each unit, including introduction to HRM, recruitment and selection, training and development, compensation and benefits, and employee relations. It also defines key HRM terms and describes the strategic importance of HRM and its managerial and operational functions such as planning, organizing, staffing, leading and controlling human resources.
Human Resource Management and Its Importanceprachimba
Human Resource Management (HRM) is a crucial function within organizations that focuses on managing the people who work for the organization. Its primary objective is to maximize employee performance to achieve the organization's goals effectively.
HRM plays a key role in organizational effectiveness. It is responsible for implementing people practices like recruitment, learning and development, and performance management to build workforce capabilities. This includes employee engagement, competencies, and leadership. HRM also contributes to the organization's key performance drivers and objectives by developing high-quality internal processes and resources to help the organization achieve its strategic goals. Measuring organizational effectiveness requires considering multiple perspectives like whether goals are met, resources obtained, and stakeholders satisfied. HRM is central to organizational effectiveness as it is responsible for advising on and executing initiatives to reduce issues like high turnover and ensure business continuity.
Introduction to Human Resource Management sharmaanupam4
This document provides an introduction and overview of human resource management (HRM). It discusses the objectives of HRM which include social, personal, and enterprise objectives. Some key features of HRM are that it is pervasive, focuses on outcomes not rules, helps employees develop potential, and motivates employees. The scope of HRM covers many functions including human resources planning, job analysis, recruitment and selection, orientation and induction, training and development, performance appraisal, compensation planning, and industrial relations.
Challenges of Human Resource Management in BangladeshAbdullah Al Noman
This document provides an assignment on contemporary issues and challenges of human resource management practices in Bangladesh. It includes an introduction to human resource management, its objectives and functions. Contemporary issues discussed are green HRM, international HRM, and strategic HRM. Challenges facing HRM practices worldwide include dealing with the environmental, management systems, changing markets, social issues, work life quality, and organizational culture. The document contains recommendations and conclusions on improving HRM practices in Bangladesh.
Human Resource Management Chapter One discusses the key concepts and functions of human resource management. It explains that HRM is concerned with managing the human resources in an organization and is important because people are the driving force behind any organization. Some of the major functions of HRM discussed include staffing, development, compensation, and maintenance of employees. The chapter provides definitions of HRM and describes the scope, objectives, and nature of human resource management.
This document discusses human resource management (HRM). It defines HRM as the strategic management of people in an organization to help gain a competitive advantage. The key functions of HRM include planning, organizing, staffing, and developing employees. HRM aims to maximize both employee and organizational effectiveness from recruitment through retirement. Objectives of HRM are to help the organization achieve its goals, ensure effective use of human resources, and satisfy individual employee needs while aligning them with organizational objectives. The core processes of HRM involve human resource planning, employee remuneration and benefits, and performance management.
This document provides an overview of human resource management (HRM). It begins by defining HRM and personnel management. It describes the scope, importance, objectives, and functions of HRM including planning, organizing, directing, controlling, employment, training, compensation, and industrial relations. It also discusses the roles and evolution of the HR manager.
Capital structure theories - NI Approach, NOI approach & MM ApproachSundar B N
Capital structure theories - NI Approach, NOI approach & MM Approach. Meaning of capital structure , Features of An Appropriate Capital Structure, Determinants of Capital Structure, Planning the Capital Structure Important Considerations,
Application of Univariate, Bivariate and Multivariate Variables in Business R...Sundar B N
In this ppt you can find the materials relating to Application of Univariate, Bivariate and Multivariate Variables in Business Research. Also What is Variable, Types of Variables, Examples of Independent Variables, Examples of Dependent Variables, Common techniques used in univariate analysis include, Common techniques used in bivariate analysis include, Common techniques used in Multivariate analysis include, Difference B/w Univariate, Bivariate & Multivariate Analysis
This document discusses National Electronic Funds Transfer (NEFT) in India. It provides information on:
- NEFT is an electronic payment system developed by the Reserve Bank of India that allows individuals and businesses to transfer funds between banks securely and efficiently.
- Transactions are processed in batches throughout the day on a deferred settlement basis.
- NEFT is widely used for salary payments, bill payments, and online shopping due to its fast processing time (within hours) and low transaction fees compared to other electronic payment systems.
- The document provides details on conducting NEFT transactions through various digital and branch-based methods from ICICI Bank and the applicable transaction charges.
Islamic banks operate based on Islamic principles rather than as money lending institutions. They prohibit interest and instead require profit and loss sharing as well as permissible activities like partnership, sales, agency and rent. To function without interest, Islamic banks provide accounts that share profits and losses from investments rather than guaranteeing fixed interest returns. Islamic banking has expanded globally and differs from conventional banks in adhering to Islamic law.
This presentation introduces trademarks and their importance. A trademark is any sign that identifies goods from one enterprise and distinguishes them from competitors. Trademarks provide legal protection against fake products, allow customers to easily identify brands, and create goodwill. Essential features of trademarks include being distinctive, easy to pronounce, not descriptive, and satisfying registration requirements. There are different types of trademarks including word marks featuring words or letters, device marks representing logos or designs, service marks identifying services, and collective marks used by groups.
Inflation is a worldwide phenomenon where commodity prices are rising and money values are falling. There are two main types of inflation: demand-pull inflation, which occurs when aggregate demand outpaces supply, and cost-push inflation caused by increases in production costs. Inflation can also be categorized by its speed as creeping, walking, running, or galloping depending on the annual growth rate of prices. In conclusion, inflation reduces consumer purchasing power and equilibrium as consumers must cut back on consumption.
The document provides an overview of startups in India, including key facts and figures as well as challenges. It discusses the three pillars of the National Flagship Initiative called Startup India, launched in 2015 by Prime Minister Narendra Modi, to promote entrepreneurship. These pillars include simplification, handholding, and funding support. It defines what qualifies as a startup and reasons for promoting startups, including generating employment and encouraging innovation. Some top Indian startups highlighted include Ola, Paytm, Oyo Rooms, and Zomato. Common challenges faced by startups are also listed, such as lack of innovation, funding, mentorship, and human resource issues.
An ATM, or automated teller machine, allows users to access their bank accounts to withdraw cash, check balances, and transfer funds without needing to visit a bank branch. ATMs are installed by banks in various locations and allow any user to withdraw funds from their account, regardless of which bank owns the ATM. Transactions may be subject to fees depending on the bank and number of transactions in a month. To use an ATM, a user inserts their debit card and enters their PIN to access a menu of transaction options on screen. Following the on-screen instructions, a user can withdraw cash, deposit funds or checks, and check their account balance.
NABARD
Functions of NABARD
Long term refinance
Interest rates
Developmental functions
Supervisory functions
Government sponsered schemes
NABARAD'S initiatives
UPI is a payment system that allows users to link multiple bank accounts to a single smartphone app to transfer funds without needing account numbers or IFSC codes. It offers instant payments through a virtual payment address with authentication using the mobile phone and a 4-6 digit PIN. UPI aims to simplify online payments with a single interface across all NPCI systems while improving security by eliminating the need to share sensitive bank details with others.
The document discusses the National Pension Scheme (NPS) in India. NPS is a social security program open to both public and private sector employees between 18-60 years old, except armed forces personnel. It is regulated by the Pension Fund Regulatory and Development Authority (PFRDA). To open an NPS account, one can visit a point of presence like a bank or post office either offline or online. A Permanent Retirement Account Number (PRAN) is issued upon registration. There are two tiers of accounts - Tier 1 offers tax benefits and matures at age 60, while Tier 2 is voluntary and does not provide tax benefits. The document outlines the fund managers in the government and non
Views in Odoo - Advanced Views - Pivot View in Odoo 17Celine George
In Odoo, the pivot view is a graphical representation of data that allows users to analyze and summarize large datasets quickly. It's a powerful tool for generating insights from your business data.
The pivot view in Odoo is a valuable tool for analyzing and summarizing large datasets, helping you gain insights into your business operations.
How to Create Sequence Numbers in Odoo 17Celine George
Sequence numbers are mainly used to identify or differentiate each record in a module. Sequences are customizable and can be configured in a specific pattern such as suffix, prefix or a particular numbering scheme. This slide will show how to create sequence numbers in odoo 17.
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Ardra Nakshatra, the sixth Nakshatra in Vedic astrology, spans from 6°40' to 20° in the Gemini zodiac sign. Governed by Rahu, the north lunar node, Ardra translates to "the moist one" or "the star of sorrow." Symbolized by a teardrop, it represents the transformational power of storms, bringing both destruction and renewal.
About Astro Pathshala
Astro Pathshala is a renowned astrology institute offering comprehensive astrology courses and personalized astrological consultations for over 20 years. Founded by Gurudev Sunil Vashist ji, Astro Pathshala has been a beacon of knowledge and guidance in the field of Vedic astrology. With a team of experienced astrologers, the institute provides in-depth courses that cover various aspects of astrology, including Nakshatras, planetary influences, and remedies. Whether you are a beginner seeking to learn astrology or someone looking for expert astrological advice, Astro Pathshala is dedicated to helping you navigate life's challenges and unlock your full potential through the ancient wisdom of Vedic astrology.
For more information about their courses and consultations, visit Astro Pathshala.
Principles of Roods Approach!!!!!!!.pptxibtesaam huma
Principles of Rood’s Approach
Treatment technique used in physiotherapy for neurological patients which aids them to recover and improve quality of life
Facilitatory techniques
Inhibitory techniques
Credit limit improvement system in odoo 17Celine George
In Odoo 17, confirmed and uninvoiced sales orders are now factored into a partner's total receivables. As a result, the credit limit warning system now considers this updated calculation, leading to more accurate and effective credit management.
Integrated Marketing Communications (IMC)- Concept, Features, Elements, Role of advertising in IMC
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The membership Module in the Odoo 17 ERPCeline George
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How to Store Data on the Odoo 17 WebsiteCeline George
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It includes defining a model with few fields in it. Add demo data into the model using data directory. Also using a controller, pass the values into the template while rendering it and display the values in the website.
Is Email Marketing Really Effective In 2024?Rakesh Jalan
Slide 1
Is Email Marketing Really Effective in 2024?
Yes, Email Marketing is still a great method for direct marketing.
Slide 2
In this article we will cover:
- What is Email Marketing?
- Pros and cons of Email Marketing.
- Tools available for Email Marketing.
- Ways to make Email Marketing effective.
Slide 3
What Is Email Marketing?
Using email to contact customers is called Email Marketing. It's a quiet and effective communication method. Mastering it can significantly boost business. In digital marketing, two long-term assets are your website and your email list. Social media apps may change, but your website and email list remain constant.
Slide 4
Types of Email Marketing:
1. Welcome Emails
2. Information Emails
3. Transactional Emails
4. Newsletter Emails
5. Lead Nurturing Emails
6. Sponsorship Emails
7. Sales Letter Emails
8. Re-Engagement Emails
9. Brand Story Emails
10. Review Request Emails
Slide 5
Advantages Of Email Marketing
1. Cost-Effective: Cheaper than other methods.
2. Easy: Simple to learn and use.
3. Targeted Audience: Reach your exact audience.
4. Detailed Messages: Convey clear, detailed messages.
5. Non-Disturbing: Less intrusive than social media.
6. Non-Irritating: Customers are less likely to get annoyed.
7. Long Format: Use detailed text, photos, and videos.
8. Easy to Unsubscribe: Customers can easily opt out.
9. Easy Tracking: Track delivery, open rates, and clicks.
10. Professional: Seen as more professional; customers read carefully.
Slide 6
Disadvantages Of Email Marketing:
1. Irrelevant Emails: Costs can rise with irrelevant emails.
2. Poor Content: Boring emails can lead to disengagement.
3. Easy Unsubscribe: Customers can easily leave your list.
Slide 7
Email Marketing Tools
Choosing a good tool involves considering:
1. Deliverability: Email delivery rate.
2. Inbox Placement: Reaching inbox, not spam or promotions.
3. Ease of Use: Simplicity of use.
4. Cost: Affordability.
5. List Maintenance: Keeping the list clean.
6. Features: Regular features like Broadcast and Sequence.
7. Automation: Better with automation.
Slide 8
Top 5 Email Marketing Tools:
1. ConvertKit
2. Get Response
3. Mailchimp
4. Active Campaign
5. Aweber
Slide 9
Email Marketing Strategy
To get good results, consider:
1. Build your own list.
2. Never buy leads.
3. Respect your customers.
4. Always provide value.
5. Don’t email just to sell.
6. Write heartfelt emails.
7. Stick to a schedule.
8. Use photos and videos.
9. Segment your list.
10. Personalize emails.
11. Ensure mobile-friendliness.
12. Optimize timing.
13. Keep designs clean.
14. Remove cold leads.
Slide 10
Uses of Email Marketing:
1. Affiliate Marketing
2. Blogging
3. Customer Relationship Management (CRM)
4. Newsletter Circulation
5. Transaction Notifications
6. Information Dissemination
7. Gathering Feedback
8. Selling Courses
9. Selling Products/Services
Read Full Article:
https://digitalsamaaj.com/is-email-marketing-effective-in-2024/
2. ○ Human: refers to the skilled workforce
in an organization.
○ Resource: refers to limited availability of
human machine and raw materials or scarce.
○ Management: refers how to
optimize and make best use of such limited or
scarce resource so as to meet the organization
goals and objectives.
2
3. MEANING AND DEFINITION OF HUMAN
RESOURCE MANAGEMENT
MEANING
Human resource management (HRM) is the
practice of recruiting, hiring, deploying and
managing an organization's employees. HRM is
often referred to simply as human resources (HR).
DEFINITION
HRM is employee management with an
emphasis on those employees as assets of the
business. In this context, employees are
sometimes referred to as human capital. As with
other business assets, the goal is to make
effective use of employees, reducing risk and
maximizing return on investment . 3
4. What is the importance
of Human resource?
○ Behind production of every product or service there is an human mind, effort and
man hours (working hours). No product or service can be produced without help of
human being.
○ Human being is fundamental resource for making or construction of anything. Every
organisation desire is to have skilled and competent people to make their
organisation competent and best.
○ Among the five Ms of Management, i.e., men, money, machines, materials, and
methods, HRM deals about the first M, which is men. It is believed that in the five
Ms, "men" is not so easy to manage.
○ "every man is different from other" and they are totally different from the other Ms in
the sense that men possess the power to manipulate the other Ms. Whereas, the
other Ms are either lifeless or abstract and as such, do not have the power to think
and decide what is good for them.
4
5. OBJECTIVES 0F HRM
Functional Objectives:
To maintain the contribution of department at an appropriate level organization should full fill the needs.
Resources are wasted when HRM is either more or less sophisticated to suit the organizations demands.
Organizational Objectives:
To recognize the role of HRM in bringing about organizational effectiveness, HRM is not an end in itself but
it is only a mean to assist the organization with its primary objectives organization.
Societal Objectives:
To be ethically & socially responsible for the needs and challenges of society while minimizing the
negative impact of such demands upon the organization to use their resources for society’s benefits in
ethical ways may lead to restriction.
Other objectives:
Accomplish the basic organizational goals by creating and utilizing an able and motivated workforce.
To establish and maintain organizational structure and desirable working relationships among all the
members of the organization.
Develop co-ordination among individual and group within organization to secure the integration of
organization.
5
6. PROCESS OF HRM
○ 1. Recruitment & selection
○ Recruiting candidates and selecting the best ones to come and work for
the company is a key HR responsibility. People are the lifeblood of the
organization and finding the best fits is a key task.
○ The request for new hires usually starts when a new job is created or an
existing job opens up. The direct manager then sends the job description to
HR and HR starts recruiting candidates. In this process, HR can use different
selection instruments to find the best person to do the work. These include
interviews, different assessments, reference checks, and other recruitment
○ 2. Performance management
○ Once employees are on board, performance management becomes
important. Performance
○ management is the second HR basic. It involves helping people to become
their best selves at work, boosting the company’s bottom line.
○ Usually, employees have a defined set of responsibilities that they need to
take care of. Performance management is a structure that enables
employees to get feedback on their performance – to reach their best
performance.
6
7. ○ 3. Learning & development
○ People are the product of life experiences, the country and era they grow up in, and a
range of cultural influences. Within HR, learning and development ensure that
employees adapt to changes in processes, technology, and societal or legal shifts.
○ Learning and development helps employees to re skill and up skill. Learning &
Development (L&D) is led by HR and good policies can be very helpful in advancing the
organization towards its long-term goals.
○ 4. Succession planning
○ Succession planning is the process of planning contingencies in case of key employees
leaving the company. If, for example, a crucial senior manager quits his/her job, having
a replacement ready will guarantee continuity and can save the company significant
money.
○ Succession planning is often based on performance ratings and L&D efforts. This results
in the creation of a talent pipeline. This is a pool of candidates who are qualified and
ready to fill (senior) positions in case of someone leaving. Building and nurturing this
pipeline is key to good people management.
7
8. ○ 5. Compensation and benefits
○ Another one of the HR basics is compensation and benefits. Fair compensation is key in
motivating and retaining employees. One of the fundamentals of human resource
management concerning pay is ensuring equity and fairness.
○ Making the right offer of pay is a key part of attracting the best talent. This must be balanced
with the budget and profit margins of the company. HR should monitor pay increases, and
set standards of merit. HR may also carry out a pay audit on occasions.
○ 6. Human Resource Information System
○ The last two HR basics are not HR practices but tools to do HR better. The first is the Human
Resource Information System, or HRIS.
○ An HRIS supports all the cornerstones we discussed above. For example, for recruitment and
selection, HR professionals often use an Applicant Tracking System, or ATS, to keep track of
applicants and hires.
○ 7. HR data and analytics
○ The last of the HR fundamentals revolves around data and analytics. In the last half-decade,
HR has made a major leap towards becoming more data-driven.
○ The Human Resource Information Systems we just discussed is essentially a data-entry
system. The data in these systems can be used to make better and more informed
decisions.
8