Introduction Human resource management (HRM), or human resource development, entails planning, implementing, and managing recruitment, as well as selection, training, career, and organizational development initiatives within an organization. The goal of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees while simultaneously improving the work life of employees and treating employees as valuable resources. Consequently, HRM encompasses efforts
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LEARNING OUTCOMES 1. Explain what human resource management is and how it relates to the management process. 2. Show with examples why human resource management is important to all managers. 3. Illustrate the human resources responsibilities of line and staff (HR) managers. 4. Briefly discuss and illustrate each of the important trends influencing human resource management. © KPL/2012 LEARNING OUTCOMES 5. List and briefly describe important trends in human resource management. 6. Define and give
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Brief History of Human Resources and HR Management Human Resources is a business function, which manages, leads, facilitates and provides tools for the human capital management in the organization. HR sets strategic processes and procedures, runs difficult and complex communication campaigns as the organization attracts the best talents from the job market, retains them with the attractive compensation packages or it develops them in talent development programs. HR runs many processes, which are
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THE POWER OF EDUCATION phoenix.edu Bachelor of Science in Business with a Concentration in Human Resource Management The Bachelor of Science in Business (BSB) undergraduate degree program is designed to prepare graduates with the requisite knowledge, skills, and values to effectively apply various business principles and tools in an organizational setting. The BSB foundation is designed to bridge the gap between theory and practical application, while examining the areas of accounting, critical
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COMPARATIVE STUDY OF HUMAN RESOURCE MANAGEMENT WITH REFERENCE TO NATIONALIZE & PRIVATE BANK AT CASE STUDY OF ICICI AND STATE BANK. Ms Rajinder Kaur Bilkhu Assistant Professor(M K Ponda College of Business and Management,bhopal ABSTRACT The role of Human Resources is changing as fast as technology and the global marketplace. Historically, the HR Department was viewed as administration, kept personal files and other records, managed the hiring process, and provided other administrative
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employee turnover is a costly expense especially in lower paying job roles, for which the employee turnover rate is highest. Many factors play a role in the employee turnover rate of any company, and these can stem from both the employer and the employees. - Lack of On-Job Training: It is the responsibility of the supervisors and managers to utilise available resources to train, qualify and develop their employees. We find that employees had not been provided with sufficient training related to
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I. Introduction Human resources are the source of achieving competitive advantage because of its capability to convert the other resources (money, machine, methods and material) in to output (product/service). The competitor can imitate other resources like technology and capital but the human resource are unique. According to Khatri (1999), people are one of the most important factors providing flexibility and adaptability to organizations. Rundle (1997) argues that one needs to bear in mind
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on the ability of organizations to obtain positive HRM outcomes in the area of employee motivation and engagement and consider how such outcomes may be potentially improved. Name Institution Date Executive summary Organizational culture is increasing becoming important in achieving positive outcomes in the HRM function and particularly in the areas of employee motivation and engagement. The organizations are coming to the realization that the organizational culture and the HRM functions cannot be
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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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Strategic Human Resource Management Student Name Student ID Table of Contents Introduction 3 LO: 02:1 Be able to develop human resource plans for an organization 3 2.2 Assess the human resources requirements in a given situation 5 2.3 Develop a human resources plan for an organisation 7 2.4 Critically evaluate how a human resources plan can contribute to meeting as organisation objectives 8 LO: 03: Understand human resources policy requirements in an organization 9 3.2 Analyses the impact
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