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19-04-2012, 04:55 PM
Post: #1
Human Resource Management ppt

Human Resource Management


.ppt  2nd quiz HRM.ppt (Size: 468 KB / Downloads: 146)

Major Influences Factors of HRM

Various issues affecting its strategy:

Size of the workforce.
Rising employees' expectations
Drastic changes in the technology as well as Life-style changes.
Composition of workforce. New skills required.
Environmental challenges.


SHRM & BUSINESS STRATEGY


The Term Strategy has its origins in the military campaign.

Business Strategy is used to explain both the processes (Org restructuring, rightsizing, multi skilling, product development) and the outcomes (market position, profitability) of chosen long term direction.


Types of SHRM


Accommodative
HR strategies simply follow organizational strategies

Interactive
A two way communication process between HRM and Corporate planning in which HRM contributes to and then reacts to, overall strategies.


Development of plans for action


There are five HR strategies for meeting your organization's needs in the future:
Restructuring strategies
Training and development strategies
Recruitment strategies
Outsourcing strategies
Collaboration strategies
21-04-2012, 12:40 PM
Post: #2
RE: Human Resource
Human resources



Human resources is a term used to describe the individuals who make up the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.e. the human resources). This function title is often abbreviated to the initials "HR".
Human resources is a relatively modern management term, coined as late as the 1960s. [1] The origins of the function arose in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. From these terms emerged a largely administrative management activity, coordinating a range of worker related processes and becoming known, in time, as the 'personnel function'. Human resources progressively became the more usual name for this function, in the first instance in the United States as well as multinational or international corporations, reflecting the adoption of a more quantitative as well as st




Marketing is the process used to determine what products or services may be of interest to customers, and the strategy to use in sales, communications and business development.[1] It generates the strategy that underlies sales techniques, business communication, and business developments.[1] It is an integrated process through which companies build strong customer relationships and create value for their customers and for themselves.[1]
Marketing is used to identify the customer, satisfy the customer, and keep the customer. With the customer as the focus of its activities, marketing management is one of the major components of business management. Marketing evolved to meet the stasis in developing new markets caused by mature markets and overcapacities in the last 2-3 centuries.[citation needed] The adoption of marketing strategies requires businesses to shift their focus from production to the perceived needs and wants of their customers as the means of staying profitable.[citation needed]
The term marketing concept holds that achieving organizational goals depends on knowing the needs and wants of target markets and delivering the desired satisfactions.[2] It proposes that in order to satisfy its organizational objectives, an organization should anticipate the needs and wants of consumers and satisfy these more effectively than competitors
rategic approach to workforce management, demanded by corporate management to gain a competitive advantage, utilizing limited skilled and highly skilled workers.
In microeconomics and macroeconomics, a production function is a function that specifies the output of a firm, an industry, or an entire economy for all combinations of inputs. This function is an assumed technological relationship, based on the current state of engineering knowledge; it does not represent the result of economic choices, but rather is an externally given entity that influences economic decision-making. Almost all economic theories presuppose a production function, either on the firm level or the aggregate level. In this sense, the production function is one of the key concepts of mainstream neoclassical theories. Some non-mainstream economists, however, reject the very concept of an aggregate production function
Finance" is often defined simply as the management of money or “funds” management [1] Modern finance, however, is a family of business activity that includes the origination, marketing, and management of cash and money surrogates through a variety of capital accounts, instruments, and markets created for transacting and trading assets, liabilities, and risks. Finance is conceptualized, structured, and regulated by a complex system of power relations within political economies across state and global markets. Finance is both art (e.g. product development) and science (e.g. measurement), although these activities increasingly converge through the intense technical and institutional focus on measuring and hedging risk-return relationships that underlie shareholder value. Networks of financial businesses exist to create, negotiate, market, and trade in evermore-complex financial products and services for their own as well as their clients’ accounts. Financial performance measures assess the efficiency and profitability of investments, the safety of debtors’ claims against assets, and the likelihood that derivative instruments will protect investors against a variety of market risks [2]
The financial system consists of public and private interests and the markets that serve them. It provides capital from individual and institutional investors who transfer money directly and through intermediaries (e.g. banks, insurance companies, brokerage and fund management firms) to other individuals, firms, and governments that acquire resources and transact business. With the expectation of reaping profits, investors fund credit in the forms of (1) debt capital (e.g. corporate and government notes and bonds, mortgage securities and other credit instruments), (2) equity capital (e.g. listed and unlisted company shares), and (3) the derivative products of a wide variety of capital investments including debt and equity securities, property, commodities, and insurance products. Although closely related, the disciplines of economics and finance are distinctive. The “economy” is a social institution that organizes a society’s production, distribution, and consumption of goods and services,” all of which must be financed. Economists make a number of abstract assumptions for purposes of their analyses and predictions. They generally regard financial markets that function for the financial system as an efficient mechanism. In practice, however, emerging research is demonstrating that such assumptions are unreliable. Instead, financial markets are subject to human error and emotion [3] New research discloses the mischaracterization of investment safety and measures of financial products and markets so complex that their effects, especially under conditions of uncertainty, are impossible to predict. The study of finance is subsumed under economics as finance economics, but the scope, speed, power relations and practices of the financial system can uplift or cripple whole economies and the well-being of households, businesses and governing bodies within them—sometimes in a single day.
04-06-2012, 01:53 PM
Post: #3
RE: Human Resource Management ppt
Human Resource Management


.ppt  Human Resource Management.ppt (Size: 926.5 KB / Downloads: 75)

Employee Benefits in India

Integral part of the compensation package.
Determined by labor legislations, location, and tax laws.
Generally, benefits include loans, housing, and transport.
Other activities include celebrations, health programs, various allowances, family involvement, flexi timings.
Fringe benefit tax (FBT).

Pay for Time Not Worked

Unemployment Insurance
Provides for benefits if a person is unable to work through no fault of his or her own.
Is an employer payroll tax that is determined by an employer’s rate of personnel terminations.
Tax is collected and administered by the state.
Vacations and Holidays
Number of paid vacation days varies by employer.
Number of holidays varies by employer.
Premium pay for work on holidays.

Insurance Benefits

Workers’ Compensation
Provides income and medical benefits to work-related accident victims or their dependents, regardless of fault.
Death or disability: a cash benefit based on earnings per week of employment.
Specific loss injuries: statutory list of losses.
Controlling workers’ compensation costs
Screen out accident-prone workers.
Make the workplace safer.
Thoroughly investigate accident claims.
Use case management to return injured employees to work as soon as possible.

Personal Services

Credit Unions
Separate businesses established with the employer’s assistance to help employees with their borrowing and saving needs.
Employee Assistance Programs (EAPs)
Provide counseling and advisory services:
Personal legal and financial services
Child and elder care referrals
Adoption assistance
Mental health counseling
Life event planning
06-07-2012, 01:46 PM
Post: #4
RE: Human Resource Management ppt
HUMAN RESOURCE MANAGEMENT



.pptx  HUMAN RESOURCE MANAGEMENT.pptx (Size: 6.05 MB / Downloads: 257)

Tools and Technologies

.NET is the framework which sits in between our application programs and operating system. Applications developed for .NET run inside .NET and are controlled by (.)NET. It supports both Windows and web applications. 

.NET support languages as like Visual Basic, C++, C# and Jscript.
It is Platform Independent .

Components of .NET :-
.NET framework has two main components :
1) Common Language Runtime 2) .NET class library


DEFINITION


Basic Definition
‘managing the employment relationship’
(Tyson, 1987)

Key Assumption
Employees are the most important asset of the organization


HR MANAGEMENT

Human Resource Management is the function within an organization that focuses on recruitment, management, and the direction of the people who work in the organization.

Modules Involved
Recruitment
Training
Complaints and Suggestions
Payroll
Leaves


Applicant Rigths

Apply for the job
View his/her test results
Get the job
Ask queries
16-07-2012, 02:46 PM
Post: #5
RE: Human Resource Management ppt
Human Resource Management


.doc  HUMAN RESOURCE MANAGEMENT.doc (Size: 289 KB / Downloads: 88)


INTRODUCTION



The policies and practices one needs to carry out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.
To understand what human resource management is, we should first review what managers do. Most experts agree that there are five basic functions all managers perform:
• Planning
• Organizing
• Staffing
• Leading and
• Controlling
In total, these functions represent the management process.



INTRODUCTION TO EMPLOYEE BENEFITS.

Employee benefits have proven to be an excellent tool for employee retention and improving an organizations bottom-line. The quality of an organization‘s employee benefits scheme determines and enhances its image as a caring employer. Employee benefits that an organization offers are a long-term investment that can result in an a sustained competitive advantage for the organization .Familiarity with the fundamentals of employee benefits are essentials to be successful as human resources professional.



WHAT IS AN EMPLOYEE BENEFIT PLAN?

There are several ways to describe an employee benefit plan .it

• Protects employees and their families from economic hardship brought about by sickness, disability, death or unemployment.
• Provides retirement income to employees and their families.
• Provides a system of leave or time off from work.



SCOPE OF THE STUDY.

This study covers the Employee Benefits at Sanzyme ltd. The study is aimed at understanding the various benefits offered by the company to encourage, motivate and retain employees. To know the various acts pertaining to the employee benefits and the advantages covering various departments. The study conducted at sanzyme ltd includes the sample size of 40 employees, who have given their response to the sample questionnaire of 15 questions .from which the analysis is done. Out of total population of 150.


LIMITATIONS OF THE STUDY.

• The study did not cover all the employees in the organization.
• Options expressed by the employees in the questionnaire may not be genuine or what they actually feel and there is even chance of bias coming into play.
• The in formation collected from the employees is limited because of their busy schedules.
• As the organization structure is very wider it is difficult for me to understand the employee activities in the organization.
25-08-2012, 02:49 PM
Post: #6
RE: Human Resource Management ppt
Human Resource Management


.doc  Human Resource.doc (Size: 24 KB / Downloads: 25)

What is Human Resource Management?

The definition of human resource management emphasizes the sphere of influence to encompass 'the strategic approach to manpower management in an organization'. The process calls for a coherent objective to retain and increase employee head-count, any organization's most valued asset. This specialized study and application has come in the wake of realization that the employees of an organization, individually and collectively, are the main contributors to the achievement of business objectives. The management of people hired by an organization involves employing people, designing and developing related resources and most importantly, utilizing and compensating their services to optimize business profitability via employee performance. Today, Human Resource Management operates in tune with other essential organizational requirements and co-exists with the topmost management cadre. Managing human resources within a company calls for a liaison between the organization's management personnel and the administration of the executive rungs. It thrives on the strength of the relationship between the management and workers of the company.

Functions of Human Resource Management:

Human Resource Management involves the development of a perfect blend between traditional administrative functions and the well-being of all employees within an organization. Employee retention ratio is directly proportionate to the manner in which the employees are treated, in return for their imparted skills and experience. A Human Resource Manager ideally empowers inter-departmental employee relationships and nurtures scope for down-the-rung employee communication at various levels. The field is a derivative of System Theory and Organizational Psychology. Human resources has earned a number of related interpretations in time, but continues to defend the need to ensure employee well-being. Every organization now has an exclusive Human Resource Management Department to interact with representatives of all factors of production. The department is responsible for the development and application of ongoing research on strategic advances while hiring, terminating and training staff Management Department is responsible for:
• Understanding and relating to employees as individuals, thus identifying individual needs and career goals.
• Developing positive interactions between workers, to ensure collated and constructive enterprise productivity and development of a uniform organizational culture.
• Identify areas that suffer lack of knowledge and insufficient training, and accordingly provide remedial measures in the form of workshops and seminars.
• Generate a rostrum for all employees to express their goals and provide the necessary resources to accomplish professional and personal agendas, essentially in that order.
• Innovate new operating practices to minimize risk and generate an overall sense of belonging and accountability.
• Recruiting the required workforce and making provisions for expressed and promised payroll and benefits.
• Implementing resource strategies to subsequently create and sustain competitive advantage.
• Empowerment of the organization, to successfully meet strategic goals by managing staff effectively.
27-08-2012, 04:24 PM
Post: #7
RE: Human Resource Management ppt
Human Resource Management



.docx  Human Resource.docx (Size: 18.54 KB / Downloads: 30)

Introduction

The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources.
With the increase in competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. In order to succeed, HR must be a business driven function with a thorough understanding of the organization’s big picture and be able to influence key decisions and policies. In general, the focus of today’s HR Manager is on strategic personnel retention and talents development. HR professionals will be coaches, counselors, mentors, and succession planners to help motivate organization’s members and their loyalty. The HR manager will also promote and fight for values, ethics, beliefs, and spirituality within their organizations, especially in the management of workplace diversity.
This paper will highlight on how a HR manager can meet the challenges of workplace diversity, how to motivate employees through gain-sharing and executive information system through proper planning, organizing, leading and controlling their human resources.

Workplace Diversity

According to Thomas (1992), dimensions of workplace diversity include, but are not limited to: age, ethnicity, ancestry, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, religious beliefs, parental status, and work experience.

The Challenges of Workplace Diversity

The future success of any organizations relies on the ability to manage a diverse body of talent that can bring innovative ideas, perspectives and views to their work. The challenge and problems faced of workplace diversity can be turned into a strategic organizational asset if an organization is able to capitalize on this melting pot of diverse talents. With the mixture of talents of diverse cultural backgrounds, genders, ages and lifestyles, an organization can respond to business opportunities more rapidly and creatively, especially in the global arena (Cox, 1993), which must be one of the important organisational goals to be attained. More importantly, if the organizational environment does not support diversity broadly, one risks losing talent to competitors.

This is especially true for multinational companies (MNCs) who have operations on a global scale and employ people of different countries, ethical and cultural backgrounds. Thus, a HR manager needs to be mindful and may employ a ‘Think Global, Act Local’ approach in most circumstances. The challenge of workplace diversity is also prevalent amongst Singapore’s Small and Medium Enterprises (SMEs). With a population of only four million people and the nation’s strive towards high technology and knowledge-based economy; foreign talents are lured to share their expertise in these areas. Thus, many local HR managers have to undergo cultural-based Human Resource Management training to further their abilities to motivate a group of professional that are highly qualified but culturally diverse. Furthermore, the HR professional must assure the local professionals that these foreign talents are not a threat to their career advancement (Toh, 1993). In many ways, the effectiveness of workplace diversity management is dependent on the skilful balancing act of the HR manager.
06-09-2012, 12:22 PM
Post: #8
RE: Human Resource Management ppt
HUMAN RESOURCES MANAGEMENT


.doc  1HUMAN RESOURCES.doc (Size: 28.5 KB / Downloads: 25)

OBJECTIVES OF HUMAN RESOURCES MANAGEMENT

Objectives are pre-determined goals to which individual or group activity in an organization is directed. Objectives of personnel management are influenced by organizational objectives and individual and social goals. Organizations are not just satisfied with this goal. Further the goal of most of the organizations is growth and / or profits.
Institutions procure and manage various resources including human to attain the specified objectives. Thus, human resources are managed to divert and utilize their resources towards and for the accomplishment of organizational objectives. Therefore, basically the objectives of HRM are drawn from and to contribute to the accomplishment of the organizational objectives. The other objectives of HRM are to meet the needs, aspirations, values and dignity of individual employees and having due concern for the socio-economic problems of the community and the country.
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