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Human Resource

Northpole Web service Provide to improve a better Skill And knowledgeable training For HR Students. It Includes to improve Personality Development, Interview Preparation,English Speaking and Induction Programs to students. <br>For more Info Visit at: www.northpolewebservice.com<br>Contact Us : 919779127768 <br>or Email Us :hr@northpolewebservice.com

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Human Resource

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  1. Human Resource Management www.northpolewebservice.com

  2. Human Resource Management Human Resource Management includes all activities used to attract & retain employees and to ensure they perform at a high level in meeting organizational goals. These activities are made up of 1. Recruitment & selection. 2. Training and development. 3. Performance appraisal and feedback. 4. Pay and benefits. 5. Labor relations. www.northpolewebservice.com

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  4. HRM FUCTIONS Motivation & HR Performance maintenance HR acquisition & development Industrial 1 .Empowerment 1 . HR planning compensatio relations 1 . Career planning 2 .Health & Safety 2 . Recruitment n 2 .Training & 3 . HR mobility 1 . Discipline & 3 . Selection 1 .Performance Mg development grievance mg 4 . Creating 4 .Placement motivating 2 . Incentives& 3 .Organizational 2 . Industrial environment dispute Mg Development benefits HR Information system HR research HR accounting HR audit www.northpolewebservice.com

  5. Nature ofHRM Inherent part of management-selecting people, training, motivating, appraising their performance for improving theirquality. Pervasive function-present in all levels of mg in anorganization Action oriented-solve problem through rational(balanced) policies rather than record keeping People oriented-HRM is all about people at work. Assign jobs, produceresults, reward, motivate them towards improvements inproductivity Future oriented-Effective HRM helps organization meet itsgoals Development oriented-HRM develops full potential of employees throughreward, training, jobrotation. Integrating mechanism:HRM maintains cordial relationship between people working at various levels inorganization. Comprehensive function:Workforce signifies people working at all levels, HRM differswithform&shapebutthebasicobjectiveofeffectiveutilizationofhuman resource remains thesame. Continuous function:HRM is not a one shot deal it requires constantawareness and alertness of human relations in every dayoperation. Based on human relation:Every person has different need, perception and expectations. The manger should give due attention to thesefactors. www.northpolewebservice.com

  6. Importance ofHRM Attract & retaintalent Train people for challengingroles Develop skills &competencies Promote teamspirit Develop loyalty &commitment Increase productivity &profits Improve jobsatisfaction Enhance standard ofliving Generateemployment opportunity Greater trust &respect GOOD HR PRACTICESHELPS www.northpolewebservice.com

  7. Qualities of HRManager Henry fayol categorizedas Physical- health, vigor (energy, strength),address Mental-abilitytounderstand,learn,judge&adaptable Moral – firmness, responsible, initiative, loyal, dignity(self respect) Educational- subject knowledge about functionperformed Technical- peculiar knowledge onfunction Experience – arising from workproper. OTHERS: Alert mentally, competent to take quickdecision, honesty & integrity, patience, good leader, socially responsible, good communicator, courteous (wellmannered) www.northpolewebservice.com

  8. Environmental factors that affectsthe HRM Socio- cultural environment Expectationof society Social statusof job (c ) Achievementof work (d )Authority structure Workforce mobility Role oflabour union Technological environment Electronic communication Open doorpolicy (can communicate with any1 in organization) (c ) Global monitoring (d) Virtual office( no central place) Legal environment (a ) Nodiscrimination onsex (b ) At least prescribed % oftotal employees must belong to SC & physically handicapped ( c ) Safety,working condition (d) Industrialrelation Economic environment Population& workforce Workforcemarket condition ( c) Nationalincome- Salarystructure (d)Inflationary pressure www.northpolewebservice.com

  9. A. Reservoir of talent-retain skilledpeople Prepare people forfuture- motivated& developed tomeet future needs Expand orcontract-continuous supply of people tohandle challengingjobs Cut cost-Hrbudget Succession planning- stars are picked for challengingprojects Importanceof HRPlanning EFFECTIVEHUMAN RESOURCEPLANNING: set efficient objective, top mg support, Employeeskill inventory,HR Information system,Coordination www.northpolewebservice.com

  10. HUMAN RESOURCEPLANNING Organizationalobjectives Humanresource planning Forecastinghuman needs Forecasting supplyof humanresource Identification of human resourcegap Shortage ofhuman resource Surplus human resource Action plansfor bridginggap www.northpolewebservice.com

  11. Recruitment • Acc to Edwin B.Flippo defined recruitmentas • “ the process of searching for prospective employeesandstimulatingthemtoapplyforjobs in theorganization” www.northpolewebservice.com

  12. Factors affectingRecruitment • INTERNALFACTORS • Company’s pay package • QWL • OrganizationalCulture • Careerplanning • Company’ssize • Company’sproducts • Company’s Growthrate • Cost ofrecruitment • EXTERNALFACTORS • Socio-economic factors • Supply &demand factors • Employment rate • Labourmarket condition • Reservation forSC/ST • Informationsystem www.northpolewebservice.com

  13. PLACEMENT • Placement is an important humanresource activity • Placement is the actual posting of anemployee to a specificjob • It involves assigning a specific taskand responsibility to anemployee. • Placement decision are taken aftermatching requirement of job with qualification of candidates. • Organization put new recruits onprobation period & closelymonitored. www.northpolewebservice.com

  14. THANK YOU If any Question contact with us :Contact us. (+91)-8872155107, 9779127768, 8360890672 Address:-C-127, Ozi Gym Building, Phase-8 Industrial Area, Mohali. E-mail : northpole5107@gmail.com www.northpolewebservice.com

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