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19-09-2012, 04:25 PM
Post: #9
RE: Human Resource Management ppt

.ppt  HRM- Class-Unit 2-Brief.ppt (Size: 2.85 MB / Downloads: 27)

Factors Affecting HRP

Type and strategy of organization.
Organisational growth cycles and planning.
Environmental uncertainties.
Time horizon.
Type and quality of information.
Nature of jobs filled.

Forecasting future demand for employees

The next phase of an effective HR Planning process is estimating not only how many but what kinds of employees will be needed in the future.
Forecasting yields these advanced estimates or calculations of the organization’s staffing requirement.
Although there are many quantitative tools to help with forecasting, it is a process that involves a great deal of human judgment.
In addition, many successful HR planners also rely heavily on their “gut instincts” about future conditions. For e.g., planners at Unilever attribute much of their global successes to such instincts.

Analysis of the supply of current Employees

The third phase of HR Planning id designed to answer the question “How many and what kind of employees do I currently have in terms of the skills and training necessary for the future?” It should be obvious that this phase of HR Planning involves much more that simply counting the number of current employees in the organisation.
The major tool used to assess the current supply of employees is the Skill Inventory. It is a list of names, certain characteristics and skills of the people working for the organisation. It provides a way to acquire these data and makes them available where needed in an efficient manner.

Action decisions with a shortage of employees

When employment specialists comparing demand to supply find the supply of workers is less than the demand, several possibilities are open to the organization.
If the shortage is small and employees are willing to work overtime, it can be filled with present employees. If there is shortage of highly skilled employees, training and promotions of present employees, together with the recruitment of lower skilled workers, are possibilities.

Action decisions in surplus conditions

When comparison of employee demand and supply indicates a surplus, the alternative solutions include attrition, early retirements, demotions, layoffs, and terminations.
Employee decisions in surplus conditions are some of the most difficult decisions managers must make, because the employees who are considered surplus are seldom responsible for the conditions leading to the surplus.
A shortage of raw material such as fuel, or a poorly designed or marketed product can cause an organization to have a surplus of employees.
05-10-2012, 10:46 AM
Post: #10
RE: Human Resource Management ppt
Human Resource Management

.ppt  Human Resource.ppt (Size: 944 KB / Downloads: 33)


Human Resource Management
must take a proactive role in deciding, initiating and implementing change
In the context of rapidly changing work environment
what must HR managers do to develop key results?
What are the influences that impact the organization?
What are the implications to the human resource managers?

Learning objectives

Understand the effect of culture on human resource practices
Appreciate the influence of technology in the workplace
Analyze how organizations manage manpower
Explain the importance of quality and continuous improvement in the workplace
Describe the role of workplace ethics
Identify the key roles of the HR manager


people in the organization are instrumental to its success
If HRM practices are good, organization will be effective and efficient
‘Effectiveness’- reflected by the success in goal achievement
‘Efficiency’ - reflected by its ability to achieve the output with very little inputs or resources
Survival is dependent on the HR manager’s competence to coordinate activities of all people in the organization


Early years
Before the twentieth century, vague efforts at organizing labor
efforts to organize people gained momentum in the beginning of the industrial revolution
Mid Years
1900 - 1946 : Importance of Personnel Management was recognized.
1910 – 1920: Influence of Scientific Management and Industrial Psychology developed as a subject interest to
Scientific experiments conducted to understand the influence of work conditions and work groups on productivity- Hawthorne study

Recent years

Most important shift observed since the 1990s - management of human resources is not the exclusive responsibility of the HR department but of all managers
Employees of this century are seen as partners in progress rather than resources


Heterogeneity in work force
Increase in the number of working women - Questions on sexual harassments and glass ceilings within the organization need to be addressed stringently
Increase in the representation of the minorities- Affirmative action and inclusive growth policies
Prohibition of discrimination on the basis of caste, race, physical abilities, gender, age, nationality or religion unless there is a need to
Presence of a larger number of elderly people in the workforce
employees from different nationalities and multi cultures
Emphasis on social equity


Globalization has necessitated human resource managers to change the way they do their work
They need to be more responsive to cross cultural issues
Employees are an essential constituent of this global village and have different expectations, experiences and expertise
HR practices need to embark on periodical audits to weed out inefficiency and keep the organization focused on quality
Technology enables the organization to improve its productivity
Knowledge and creativity management are two important issues that the organization must address to stay competitive
HR manager has to play a proactive role
27-11-2012, 11:24 AM
Post: #11
RE: Human Resource Management ppt

to get information about the topic "Human Resource Management Project in J2EE" full report ppt and related topic refer the link bellow









18-12-2012, 12:40 PM
Post: #12
RE: Human Resource Management ppt
Human Resource Management

.ppt  Human Resource.ppt (Size: 159.5 KB / Downloads: 19)

Human resource management (HRM) is the Strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.


19th Century (industrialization---franchising- by influence of trade unions--- formation of welfare officers)
1914-39 ( First world war– ammunition factory demands increased---mandatory supply of welfare officer by government– large scale recruitment of unskilled women employees– second world war – improvement in personnel department
Industrial revolution era
1945-79 ( collective bargaining, industrial relations gained value)

HR Role: Business and Strategic Partner

In today’s organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives.
The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.
To be successful business partners, the HR staff members have to think like business people, know finance and accounting, and be accountable and responsible for cost reductions and the measurement of all HR programs and processes. It's not enough to ask for a seat at the executive table; HR people will have to prove they have the business savvy necessary to sit there.

HR Role: Employee Advocate

As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.
Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.
In this role, the HR manager provides employee development opportunities, employee assistance programs, gain sharing and profit-sharing strategies, organization development interventions, due process approaches to problem solving and regularly scheduled communication opportunities.

HR Role: Change Champion

The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued.
Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change.
The HR professional contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this.

The New approach

Optimum utilization of human energies
Converting human resource into human assets
Improving quality of life, meeting needs of self esteem & self actualization
Encouraging creativity, innovation & dynamism & excellence by employees
Contribution to society, by satisfying the social needs i.e health, education of employees
Creating work culture & relationship of mutual faith, trust, harmony, commitment, satisfaction & motivation.

Human Resources Planning

E.W Vetter viewed human resources planning as “ a process by which an organization should move from its current manpower position to its desired manpower position. Through planning management strives to have the right number and right kind of people at the right places at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefit
According to Leon C Megginson human resources planning is an integrated approach to performing the planning aspects of the personnel function in order to have a sufficient supply of adequately developed and motivated people to perform the duties and tasks required to meet organizational objectives and satisfy the individual needs and goals of organizational members
Human resources planning may be viewed as foreseeing the human resource requirements of an organization and the future supply of human resources
24-12-2012, 12:04 PM
Post: #13
RE: Human Resource Management ppt

.pptx  HRM.pptx (Size: 110.54 KB / Downloads: 26)

Personnel vs. HR

For organizations with a personnel department
Top-management often regard various HR functions (e.g., recruitment, pay, training) as IRRELEVANT to business strategies.
Their managers usually do not involve in the strategic planning and decision-making of organizations.
For organizations with a HR department
Top-management often regard various HR functions (e.g., recruitment, pay, training) as a part of business strategy;
Their managers usually play an important role in strategic planning of organizations

Strategic HR choices

Managers or top-management have to decide policies and actions that are consistent with their goals.

Importance of strategic HR planning

Encourage proactive behavior.
Vision, active, anticipation.
Translating the strategic plans into actions.
A good HR planning makes strategic HR choices that fit the overall organizational strategies.


HRM is at a strategic level
Managers can formulate HR functions in a way that facilitate business strategies
It is a matter of fit between the HR choices and business strategies, and environments
02-02-2013, 02:22 PM
Post: #14
RE: Human Resource Management ppt
Human Resource Management

.pptx  Human Resource.pptx (Size: 86.73 KB / Downloads: 22)

HRM is a approach to manage people and their work,place,culture and environment.
HRM is a process that consist of recruitment,development,motivation,maintenance and human resource.
HRM is the process of managing people at work.


According to Wendell, “HRM is the recruitment,selection,training,development,utilisation,motivation of human resource by orgainsation.”
According to Flippo, “HRM is the planning,organising,directing and controlling of the individual so that objectives are fullfilled.”


Part of management :- This function is performed by all the managers in the organisation. A manager must undertake the responsibilities of selecting people.
Pervassive function :- It is performed by all managers at all levels.


To ensure effective utilisation of human resource,by this organisational resources will be utilised itself.
To maintain proper organisational structure of relationship between all members of an organisation.
To satisfy the needs of individuals by providing them proper benefits.
To development of human resource within organisation bygiving them oppurtunities,training and education.


HRM is personnel management :- This is direct management that include manpower planning,training,development,transfer,promotion etc.It also include performance appraisal, wages,incentives,allowances etc. relating with course of action.

Some more Objectives :-

To help organisation , to reach it’s goal.
To maintain high morale among employees.
To develop and maintain quality of life.
To be social responsive to the needs of society.
To maintain teamspirit to work for the goals of organisation.
To increase job satisfaction of employees.

Characteristics of Manpower Planning:-

It is a continuous process because need of manpower planning for an organisation changes with the plans of organisations.
It is a forward-looking function that try to forecast manpower needs in advance.
It include both forecasting future , manpower requirements and planning , policies, programs,procedures so that there can be proper supply of manpower.
It estimate the requirement of personnel for implementing organisational plans.
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