1999, 2000, 2001, 2002) 1 INDEX HUMAN RESOURCE MANAGEMENT ( H R M ) STRATEGIC HUMAN RESOURCE MANAGEMENT: HUMAN RESOURCE DEVELOPMENT TEAM EFFECTIVENESS HUMAN RESOURCE PLANNING ( H R P ) JOB ANALYSIS JOB DESCRIPTION JOB SPECIFICATIONS JOB EVALUATION JOB DESIGN DESIGNING JOBS – MOTIVATING JOBS JOB SATISFACTION WORK SAMPLING RECRUITMENT & SELECTION TRAINING & DEVELOPMENT INDUCTION & ORIENATION PERFORMANCE APPRAISALS INCENTIVES BASED COMPENSATION HUMAN RESOURCE AUDIT MOTIVATION THEORIES MORALE
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Management (MGT501) VU MGT - 501 T his subject/course is designed to teach the basic principles of Human Resource Management (HRM) to diverse audience/students, including those who are studying this as a supporting subject for their bachelor degree program. This course is designed to provide you the foundations of HRM whether you intend to work in HRM or not, most of these elements will affect you at some point in your career. Either you will be working with some organizations or having
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CONTENTS Sr. # Description Page # 1. Preface …………………………………………………………… II 2. Acknowledgement………………………………………………. III 3. Managers title page…………………………………………….. IV 4. Five principles…………………………………………………… V 5. Feasibility report………………………………………………… IX 6. Introduction……………………………………………………… X 7. Executive Summary………………………………………… X 8. Background of Entrepreneurs…………………………………
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Talal Wazeer A00260788 Instructor: Matt Macphee Table of CONTENTS Table of CONTENTS ii LIST OF FIGURES ii eXECUTIVE SUMMARY 2 jOB ANALYSIS QUESTIONNAIRE AND RESULTS 3 dOCUMENT CONTROL SUPERVISOR JOB DESCRIPTION 8 analysis and Targeting of three job markets 13 Description of the selection process 15 Recommendations to improve the selection process 17 JOB-SKILLS TEST PROPOSAL 18 compensation profile and comparisons 18 TRAINING AND DEVELOPMENT PLAN 23 REFERENCES ….. 24 LIST OF FIGURES
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to others c. Ethnocentrism 2. It is the systemic study of j ob requirements & those factors that influence the performance of those j ob requirement s a. Job analysis 3. This Act provides an assistance for minimum statutory wages for scheduled employment b. Minimum Wages Act, 1948 4. __________ is the actual posting of an employee to a specific job b. Placement 5. Broadening an individual’s knowledge, skills & abilities for future responsibilities is known as b. Development 6. Change that is designed
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technology or capital and for its effective management, organization requires effective HRM system. HRM system should be backed up by sound HRM practices. HRM practices refer to organizational activities directed at managing the pool of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals. This paper has been designed to review the existing literature available on HRM Practices. The purpose of this paper is to develop an understanding of impact of
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4 2.4 Job Design 5 Importance of Job Design 5 2.5 Job Analysis 6 2.6 Human Resource Planning 7 2.7 Recruitment 8 2.8 Selection 9 2.9 Hiring and Induction. 10 2.10 Performance Elevations. 12 2.11 Reward Management 13 2.12 Training and Development 14 2.13 Employee welfare Management 15 2.14 Employee Movements 16 2.15 Employee Discipline Management 18 2.16 Labor Management Relations 19 3 Human resource practice in selected organization. 20 3.1 Job Design
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Personnel Management | HRM | HRD | Compensation | Job Analysis | Performance Management | Competency Based Assessment | Training & Development | Participative Management | Employee Relationship Management | Career Development | Talent Management | Employee Engagement | Knowledge Management | Employee Retention | Social Entrepreneurship | | Human Resource Management | * * H R Management - Introduction * Importance of HRM * Scope of HRM * Various Processes in HRM * Management of
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mostly on the organization’s workforce; such as recruiting and training employees, ensuring that they are paid, enlightening them on management’s expectations, and explaining management’s actions. HRM, on the other hand, is resource centred, mainly targeting management, concerning devolving the duty of HRM to line managers and management improvement. Despite being a managerial position, personnel management does not fully relate to management interests, since it becomes inefficient due to lack of understanding
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Chapter 1 Introduction 1. Background Strategic Human Resource Management (SHRM) has been, and remains, one of the most powerful and influential ideas to have emerged in the field of business and management during the past twenty-five years. Policy makers at government level have drawn upon the idea in order to promote ‘high performance workplaces’ and ‘human capital management’. Within business corporations, the idea that the way in which people are managed could be one of
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