THE DEVELOPMENT OF HUMAN RESOURCE MANAGEMENT FROM A HISTORICAL PERSPECTIVE AND ITS IMPLICATIONS FOR THE HUMAN RESOURCE MANAGER CHUKWUNONSO Franklyn, franconicostelo@yahoo.com +234 8038765452, 8052829700 Department of Information Technology, Federal University of Technology, Yola ABSTRACT This paper introduces the development of Human Resource Management (HRM) from a historical perspective and explains the debate between HRM and personnel management. Thus, the paper identifies the historical
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For Human Resource Management | Professional in Human Resources | www.shrm.org | Colleges offer undergraduate programs in labor relations, human resources, personnel management, or business. Entry level HR employees are generally expected to hold at least a high school diploma and business training. For professionals making human resource a career, ongoing training at business schools or post graduate degree and certification programs | Step 1. Create an online account HRCI (HR Certification Institute)
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Project Report On Human Resource Management in Banking Sector ―STATE BANK OF INDIA‖ [Submitted in partial fulfilment] [M.BA Second Semester – January to May 2013] As a part of the Curriculum of MASTER OF BUSINESS ADMINISTRATION [MBA] From Bhai Parmanand institute of Business Studies, Delhi. Guru Gobind Singh Indraprastha University, Delhi. If you want this project word jamiabbs@gmail.com I will sent you file copy then mail me at -1- TABLE OF CONTENTS Chapter No 1 1.0 1.1 Particulars
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Human Resource Management Functions At Abbott. Submitted To: Ma’am Saima Zia. Group Members: Qurat-ul-ain Nadeem, Maham Umar, Jibran Naeem and Ahmed Raza Khan. Date of Submission: 8th December 2015. S.NO | TITLE | PAGE # | 1 2 * * 3 4 * * 5 6 * * 7 * * 8 910 | ACKNOWLEDGMENT--------------------------------------ABSTRACT-----------------------------------------------------HISTORY OF ABBOTT PROMISE AND VALUESSWOT ANALYSISTALENT MANAGEMENT PROCESS-------------------JOB
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2) Provide health care to patients in a large geographic area 3) HR – health and safety/ occupational health and safety- employee relations- HR analysis- volunteer resources- wellness counsellors- recruitment consultants 4) yes, they use people soft. Use/ helpful: Job data management, contract management and position management 5) no tool used- managers who have jobs within their area create job description and job evaluation 6) non union- done by manager (job evaluation) done by 1 person
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Authority. Dunlap was referred for an interview by the boilermaker union as well qualified and experienced. The interview was conducted by a selection committee at the facilities location. The interview consisted of technical and non-technical questions and each candidate would receive a score at the end. The committee determined that seventy percent of the score would be the interview process and thirty percent would be the applicant’s experience. After Dunlap’s interview he felt that it was very subjective
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Human resources management Report Human resources management Report Executive Summary This HR comparative report has been written in order to analyse the different HR policies applied in two opposed companies. The two companies in question are Velay Bernard which acts in the tertiary industrial sector and Go Sport whose main activities are located in the sports items distribution market. At Velay Bernard, a lot of the workers are temporary workers and recruited by a temporary Agency
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Page No. Introduction 2 Job Analysis 2 Nature of Job Analysis 2 Components of Job Analysis 4 Uses of Job Analysis 4-5 Steps in Job Analysis 6-7 Methods of collecting information 7-11 o Interview o Questionnaire o Observation o Participant diary/logs o Quantitative Job Analysis Technique Conclusion 11 Introduction A method of performing job analyses and delivering or providing access to the results of
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HRIS Project Charter Template |[pic] | 5.13.12 Table of Contents Project Title ........................................................................................................................ 3 Purpose .......................................................................................................... 3 Description ..................................................................................................... 3 Objective .......
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Winnipeg area, but some go as far as Thompson and FlinFlon. They have achieved this by focusing in improving customer satisfaction to acquire loyal patrons, but significantly lack development in such crucial responsibilities such as Human Resources Management. Having expanded from less than 10 stores to 24 within four years, M&Y only have one Distribution Centre (DC) to cater to all the branches for supplies and customer orders. The DC, which was constructed in 2008, consists of two main operations
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