objectives are accomplished”. Human resource Management is also known by different names such as Personnel management, Manpower management, Staff management, Personnel administration etc. According to National Institute of personnel management in India, “HRM is the part of management concerned with people at work and with their
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EXECUTIVE SUMMARY OBJECTIVE OF PROJECT • To know about Groupon business module. • To know about the training and development process of the employee. • Analysis of employee attrition and retention. SCOPE OF PROJECT • All the activities of employees into an organisation come under the horizon of HRM. • The division included in HRM are recruitment, payroll, Performance Management, training and development, industrial. One important division is training and development. INTRODUCTION OF
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Literature Review 2.1 Objective s of the study 2.2 Scope of the study 2.3 Human Resource Management2.4 HRM Environment in India2.5 Recruitment | 23242425-293031-40 | 3 | 3.1 Research Methodology3.2 Data Analysis and Data Interpretation | 41-4344-59 | 4 | 4.1 Findings4.2 Limitations4.3 Suggestions4.4 Conclusion | 60606161 | 5 | Reference | 62 | 6 | Bibliography | 62 | 7 |
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corporate face. The case study coherently provide evidences to differentiate the two styles of performance management under Kerkar and Kumar. Kerkar’s was more personalized, informal and based on soft human resource management (HRM), whereas Kumar implemented hard HRM, that consists of tools, objectives and systems. Both the practices has its own merits and demerits, yet Kumar has to deal with more challenges, that is to confront the employees who were used to Kerkar for
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Human Resource Management Subject Code : B102 Section A Part One 1.d. Egocentricism 2. a Job Analysis 3. b. Minimum Wages Act ,1948 4. b. Placement] 5.b. Development 6.a. Planned Change 7.d. Performance Management System 8. c. Rating Scale 9.a. Human Recourses 10.b. Management Game Part Two 1. Every employee has an aspiration to grow at his work place. Organistaions paying attention and if the employee grows he feels happy and motivated. If the organization does not pay
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Areas Of Overlap An area of overlap for a Human Resources consulting include the area of employment laws based in Title VII of the 1964 Civil Rights Act as amended. HR consultants serving as strategic partners are giving access to sensitive information consequently, the client expects the consultant to act professionally and ethically concerning distribution of information that is the property of the client (Stewart, 2011). When an HR consultant departs one client and joins another client it is
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ASSIGNMENT #4: HRM ISSUES/DIVERSIFICATION STRATEGIES Introduction This paper presents the analysis of the Nucor Corporation case (Thompson, Strickland, Gamble, 2010, Nucor Corporation, p. C-193). Nucor is one of the largest producers of steel in the United States with a production capacity that exceeds 26 million tons. Nucor was among the first steel companies in the United States to use electric arc furnaces to melt recycled steel. In 2007, Nucor recycled nearly 10 million cars in its production
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Human Capital Return on Investment (HCROI) were used to analyze the secondary data respectively. The findings of this research have shown that Ecobank Nigeria Plc has a well-articulated human resource management policies and practices. Chi-square analysis indicated a positive and statistically significant association of Ecobank’s human resource management practices with organizational performance, (x2 = 29.11, p<.05). It was also revealed that Ecobank’s human resource management practices accounted
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+ Models ORGDYN-404; No. of Pages 9 Organizational Dynamics (2011) xxx, xxx—xxx a v a i l a b l e a t w w w. s c i e n c e d i r e c t . c o m journal homepage: www.elsevier.com/locate/orgdyn Emerging HR management trends in India and the way forward Pawan S. Budhwar, Arup Varma INTRODUCTION Over the last decade or so, India has emerged as a major player on the global economic front. To a great extent, India’s enhanced global economic importance is due to the economic reforms that
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Resource Management (HRM) * activities that managers engage in to attract and retain employees * to ensure that they perform at a high level and contribute to the accomplishment of organizational goals HRM activities * Recruitment and selection * Training and development * Performance appraisal and feedback * Pay and benefits * Labor relations Strategic Human Resource Management * the process by which managers design the components of a HRM system to be consistent
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