39570141
Descrição
Mapa Mental por A.K. Subramani, atualizado 7 meses atrás
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Criado por A.K. Subramani
7 meses atrás
|
|
HRM
- Introduction to HRM
- Definition
- According to the Invancevich and Glueck,
―HRM is concerned with the most effective
use of people to achieve organizational and
individual goals. It is the way of managing
people at work, so that they give their best to
the organization.
- According to the Invancevich and Glueck,
―HRM is concerned with the most effective
use of people to achieve organizational and
individual goals. It is the way of managing
people at work, so that they give their best to
the organization.
- Meaning
- HRM is a management function
concerned with hiring, motivating
and maintaining people in an
organization. It focuses on people
in organizations.
- HRM is a management function
concerned with hiring, motivating
and maintaining people in an
organization. It focuses on people
in organizations.
- Nature of HRM
- Application of Management
Functions and Principles
- Decision Relating to
Employees must be
Integrated
- Decisions Made
Influence the
Effectiveness of
an Organization
- HRM Functions are not
Confined to Business
Establishments Only
- Application of Management
Functions and Principles
- Features or
Characteristics
of HRM
- HRM involves management
functions like planning,
organizing, directing and
controlling
- It involves procurement,
development, maintenance
of human resource
- It helps to achieve
individual, organizational
and social objectives
- HRM is a mighty disciplinary
subject. It includes the study of
management psychology
communication, economics and
sociology.
- It involves
team spirit
and team
work.
- HRM involves management
functions like planning,
organizing, directing and
controlling
- Objectives
- Personnel
- Functional
- Organizational
- Societal
- Personnel
- Definition
- UNIT - 1
- Components of HRM
- Recruitment
and Selection
- Training and
Development
- Performance Management
- Compensation and
Benefits
- Employee Relations
- Health and Safety
- Legal Compliance
- Diversity and Inclusion
- HR Information
Systems (HRIS)
- Strategic HR
Planning
- Employee
Well-being
- Organizational
Development
- Recruitment
and Selection
- Role of an HR
Manager
- Strategic Partner
- Employee Advocate
- Change Agent
- Administrative
Expert
- Operational
Manager
- Compliance
Officer
- Culture and
Engagement
Champion
- Learning and
Development Facilitator
- Conflict and Risk Manager
- Technology Integrator
- Strategic Partner
- QUALITIES OF HR
MANAGER
- Communication Skills
- Interpersonal Skills
- Leadership Abilities
- Strategic Thinking
- Organizational Skills
- Emotional
Intelligence
- Adaptability
- Ethical Judgement and
Professionalism
- Knowledge and
Expertise
- Customer Service
Orientation
- Communication Skills
- FUNCTIONS OF HR
MANAGER
- Recruitment
and Selection
- Training and Development
- Performance
Management
- Compensation
and Benefits
- Employee Relations
- Health and Safety
- Legal Compliance
- Strategic HR
Planning
- Diversity and
Inclusion
- Employee
Well-being
- Change Management
- Technology and
Innovation
- Recruitment
and Selection
- EVOLUTION OF HRM
- Industrial Welfare (Early 1900s)
- Personnel Management
(1920s-1940s)
- Human Relations
Movement
(1940s-1950s)
- Strategic HRM
(1970s-1980s)
- Development of
HRM (1990s)
- Technological
Advancements
(2000s-Present)
- Globalization and
Diversity
(2000s-Present)
- Agile HRM
(2010s-Present)
- Employee Experience
and Well-being
(2010s-Present)
- Data-Driven and
Predictive HRM
- Industrial Welfare (Early 1900s)
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