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Human Resource Management ppt
Post: #1

Human Resource Management

.ppt  2nd quiz HRM.ppt (Size: 468 KB / Downloads: 152)

Major Influences Factors of HRM

Various issues affecting its strategy:

Size of the workforce.
Rising employees' expectations
Drastic changes in the technology as well as Life-style changes.
Composition of workforce. New skills required.
Environmental challenges.


The Term Strategy has its origins in the military campaign.

Business Strategy is used to explain both the processes (Org restructuring, rightsizing, multi skilling, product development) and the outcomes (market position, profitability) of chosen long term direction.

Types of SHRM

HR strategies simply follow organizational strategies

A two way communication process between HRM and Corporate planning in which HRM contributes to and then reacts to, overall strategies.

Development of plans for action

There are five HR strategies for meeting your organization's needs in the future:
Restructuring strategies
Training and development strategies
Recruitment strategies
Outsourcing strategies
Collaboration strategies
Post: #2
Human resources

Human resources is a term used to describe the individuals who make up the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.e. the human resources). This function title is often abbreviated to the initials "HR".
Human resources is a relatively modern management term, coined as late as the 1960s. [1] The origins of the function arose in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. From these terms emerged a largely administrative management activity, coordinating a range of worker related processes and becoming known, in time, as the 'personnel function'. Human resources progressively became the more usual name for this function, in the first instance in the United States as well as multinational or international corporations, reflecting the adoption of a more quantitative as well as st

Marketing is the process used to determine what products or services may be of interest to customers, and the strategy to use in sales, communications and business development.[1] It generates the strategy that underlies sales techniques, business communication, and business developments.[1] It is an integrated process through which companies build strong customer relationships and create value for their customers and for themselves.[1]
Marketing is used to identify the customer, satisfy the customer, and keep the customer. With the customer as the focus of its activities, marketing management is one of the major components of business management. Marketing evolved to meet the stasis in developing new markets caused by mature markets and overcapacities in the last 2-3 centuries.[citation needed] The adoption of marketing strategies requires businesses to shift their focus from production to the perceived needs and wants of their customers as the means of staying profitable.[citation needed]
The term marketing concept holds that achieving organizational goals depends on knowing the needs and wants of target markets and delivering the desired satisfactions.[2] It proposes that in order to satisfy its organizational objectives, an organization should anticipate the needs and wants of consumers and satisfy these more effectively than competitors
rategic approach to workforce management, demanded by corporate management to gain a competitive advantage, utilizing limited skilled and highly skilled workers.
In microeconomics and macroeconomics, a production function is a function that specifies the output of a firm, an industry, or an entire economy for all combinations of inputs. This function is an assumed technological relationship, based on the current state of engineering knowledge; it does not represent the result of economic choices, but rather is an externally given entity that influences economic decision-making. Almost all economic theories presuppose a production function, either on the firm level or the aggregate level. In this sense, the production function is one of the key concepts of mainstream neoclassical theories. Some non-mainstream economists, however, reject the very concept of an aggregate production function
Finance" is often defined simply as the management of money or “funds” management [1] Modern finance, however, is a family of business activity that includes the origination, marketing, and management of cash and money surrogates through a variety of capital accounts, instruments, and markets created for transacting and trading assets, liabilities, and risks. Finance is conceptualized, structured, and regulated by a complex system of power relations within political economies across state and global markets. Finance is both art (e.g. product development) and science (e.g. measurement), although these activities increasingly converge through the intense technical and institutional focus on measuring and hedging risk-return relationships that underlie shareholder value. Networks of financial businesses exist to create, negotiate, market, and trade in evermore-complex financial products and services for their own as well as their clients’ accounts. Financial performance measures assess the efficiency and profitability of investments, the safety of debtors’ claims against assets, and the likelihood that derivative instruments will protect investors against a variety of market risks [2]
The financial system consists of public and private interests and the markets that serve them. It provides capital from individual and institutional investors who transfer money directly and through intermediaries (e.g. banks, insurance companies, brokerage and fund management firms) to other individuals, firms, and governments that acquire resources and transact business. With the expectation of reaping profits, investors fund credit in the forms of (1) debt capital (e.g. corporate and government notes and bonds, mortgage securities and other credit instruments), (2) equity capital (e.g. listed and unlisted company shares), and (3) the derivative products of a wide variety of capital investments including debt and equity securities, property, commodities, and insurance products. Although closely related, the disciplines of economics and finance are distinctive. The “economy” is a social institution that organizes a society’s production, distribution, and consumption of goods and services,” all of which must be financed. Economists make a number of abstract assumptions for purposes of their analyses and predictions. They generally regard financial markets that function for the financial system as an efficient mechanism. In practice, however, emerging research is demonstrating that such assumptions are unreliable. Instead, financial markets are subject to human error and emotion [3] New research discloses the mischaracterization of investment safety and measures of financial products and markets so complex that their effects, especially under conditions of uncertainty, are impossible to predict. The study of finance is subsumed under economics as finance economics, but the scope, speed, power relations and practices of the financial system can uplift or cripple whole economies and the well-being of households, businesses and governing bodies within them—sometimes in a single day.
Post: #3
Human Resource Management

.ppt  Human Resource Management.ppt (Size: 926.5 KB / Downloads: 80)

Employee Benefits in India

Integral part of the compensation package.
Determined by labor legislations, location, and tax laws.
Generally, benefits include loans, housing, and transport.
Other activities include celebrations, health programs, various allowances, family involvement, flexi timings.
Fringe benefit tax (FBT).

Pay for Time Not Worked

Unemployment Insurance
Provides for benefits if a person is unable to work through no fault of his or her own.
Is an employer payroll tax that is determined by an employer’s rate of personnel terminations.
Tax is collected and administered by the state.
Vacations and Holidays
Number of paid vacation days varies by employer.
Number of holidays varies by employer.
Premium pay for work on holidays.

Insurance Benefits

Workers’ Compensation
Provides income and medical benefits to work-related accident victims or their dependents, regardless of fault.
Death or disability: a cash benefit based on earnings per week of employment.
Specific loss injuries: statutory list of losses.
Controlling workers’ compensation costs
Screen out accident-prone workers.
Make the workplace safer.
Thoroughly investigate accident claims.
Use case management to return injured employees to work as soon as possible.

Personal Services

Credit Unions
Separate businesses established with the employer’s assistance to help employees with their borrowing and saving needs.
Employee Assistance Programs (EAPs)
Provide counseling and advisory services:
Personal legal and financial services
Child and elder care referrals
Adoption assistance
Mental health counseling
Life event planning
Post: #4

.pptx  HUMAN RESOURCE MANAGEMENT.pptx (Size: 6.05 MB / Downloads: 266)

Tools and Technologies

.NET is the framework which sits in between our application programs and operating system. Applications developed for .NET run inside .NET and are controlled by (.)NET. It supports both Windows and web applications. 

.NET support languages as like Visual Basic, C++, C# and Jscript.
It is Platform Independent .

Components of .NET :-
.NET framework has two main components :
1) Common Language Runtime 2) .NET class library


Basic Definition
‘managing the employment relationship’
(Tyson, 1987)

Key Assumption
Employees are the most important asset of the organization


Human Resource Management is the function within an organization that focuses on recruitment, management, and the direction of the people who work in the organization.

Modules Involved
Complaints and Suggestions

Applicant Rigths

Apply for the job
View his/her test results
Get the job
Ask queries
Post: #5
Human Resource Management

.doc  HUMAN RESOURCE MANAGEMENT.doc (Size: 289 KB / Downloads: 91)


The policies and practices one needs to carry out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.
To understand what human resource management is, we should first review what managers do. Most experts agree that there are five basic functions all managers perform:
• Planning
• Organizing
• Staffing
• Leading and
• Controlling
In total, these functions represent the management process.


Employee benefits have proven to be an excellent tool for employee retention and improving an organizations bottom-line. The quality of an organization‘s employee benefits scheme determines and enhances its image as a caring employer. Employee benefits that an organization offers are a long-term investment that can result in an a sustained competitive advantage for the organization .Familiarity with the fundamentals of employee benefits are essentials to be successful as human resources professional.


There are several ways to describe an employee benefit plan .it

• Protects employees and their families from economic hardship brought about by sickness, disability, death or unemployment.
• Provides retirement income to employees and their families.
• Provides a system of leave or time off from work.


This study covers the Employee Benefits at Sanzyme ltd. The study is aimed at understanding the various benefits offered by the company to encourage, motivate and retain employees. To know the various acts pertaining to the employee benefits and the advantages covering various departments. The study conducted at sanzyme ltd includes the sample size of 40 employees, who have given their response to the sample questionnaire of 15 questions .from which the analysis is done. Out of total population of 150.


• The study did not cover all the employees in the organization.
• Options expressed by the employees in the questionnaire may not be genuine or what they actually feel and there is even chance of bias coming into play.
• The in formation collected from the employees is limited because of their busy schedules.
• As the organization structure is very wider it is difficult for me to understand the employee activities in the organization.
Post: #6
Human Resource Management

.doc  Human Resource.doc (Size: 24 KB / Downloads: 27)

What is Human Resource Management?

The definition of human resource management emphasizes the sphere of influence to encompass 'the strategic approach to manpower management in an organization'. The process calls for a coherent objective to retain and increase employee head-count, any organization's most valued asset. This specialized study and application has come in the wake of realization that the employees of an organization, individually and collectively, are the main contributors to the achievement of business objectives. The management of people hired by an organization involves employing people, designing and developing related resources and most importantly, utilizing and compensating their services to optimize business profitability via employee performance. Today, Human Resource Management operates in tune with other essential organizational requirements and co-exists with the topmost management cadre. Managing human resources within a company calls for a liaison between the organization's management personnel and the administration of the executive rungs. It thrives on the strength of the relationship between the management and workers of the company.

Functions of Human Resource Management:

Human Resource Management involves the development of a perfect blend between traditional administrative functions and the well-being of all employees within an organization. Employee retention ratio is directly proportionate to the manner in which the employees are treated, in return for their imparted skills and experience. A Human Resource Manager ideally empowers inter-departmental employee relationships and nurtures scope for down-the-rung employee communication at various levels. The field is a derivative of System Theory and Organizational Psychology. Human resources has earned a number of related interpretations in time, but continues to defend the need to ensure employee well-being. Every organization now has an exclusive Human Resource Management Department to interact with representatives of all factors of production. The department is responsible for the development and application of ongoing research on strategic advances while hiring, terminating and training staff Management Department is responsible for:
• Understanding and relating to employees as individuals, thus identifying individual needs and career goals.
• Developing positive interactions between workers, to ensure collated and constructive enterprise productivity and development of a uniform organizational culture.
• Identify areas that suffer lack of knowledge and insufficient training, and accordingly provide remedial measures in the form of workshops and seminars.
• Generate a rostrum for all employees to express their goals and provide the necessary resources to accomplish professional and personal agendas, essentially in that order.
• Innovate new operating practices to minimize risk and generate an overall sense of belonging and accountability.
• Recruiting the required workforce and making provisions for expressed and promised payroll and benefits.
• Implementing resource strategies to subsequently create and sustain competitive advantage.
• Empowerment of the organization, to successfully meet strategic goals by managing staff effectively.
Post: #7
Human Resource Management

.docx  Human Resource.docx (Size: 18.54 KB / Downloads: 35)


The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources.
With the increase in competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. In order to succeed, HR must be a business driven function with a thorough understanding of the organization’s big picture and be able to influence key decisions and policies. In general, the focus of today’s HR Manager is on strategic personnel retention and talents development. HR professionals will be coaches, counselors, mentors, and succession planners to help motivate organization’s members and their loyalty. The HR manager will also promote and fight for values, ethics, beliefs, and spirituality within their organizations, especially in the management of workplace diversity.
This paper will highlight on how a HR manager can meet the challenges of workplace diversity, how to motivate employees through gain-sharing and executive information system through proper planning, organizing, leading and controlling their human resources.

Workplace Diversity

According to Thomas (1992), dimensions of workplace diversity include, but are not limited to: age, ethnicity, ancestry, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, religious beliefs, parental status, and work experience.

The Challenges of Workplace Diversity

The future success of any organizations relies on the ability to manage a diverse body of talent that can bring innovative ideas, perspectives and views to their work. The challenge and problems faced of workplace diversity can be turned into a strategic organizational asset if an organization is able to capitalize on this melting pot of diverse talents. With the mixture of talents of diverse cultural backgrounds, genders, ages and lifestyles, an organization can respond to business opportunities more rapidly and creatively, especially in the global arena (Cox, 1993), which must be one of the important organisational goals to be attained. More importantly, if the organizational environment does not support diversity broadly, one risks losing talent to competitors.

This is especially true for multinational companies (MNCs) who have operations on a global scale and employ people of different countries, ethical and cultural backgrounds. Thus, a HR manager needs to be mindful and may employ a ‘Think Global, Act Local’ approach in most circumstances. The challenge of workplace diversity is also prevalent amongst Singapore’s Small and Medium Enterprises (SMEs). With a population of only four million people and the nation’s strive towards high technology and knowledge-based economy; foreign talents are lured to share their expertise in these areas. Thus, many local HR managers have to undergo cultural-based Human Resource Management training to further their abilities to motivate a group of professional that are highly qualified but culturally diverse. Furthermore, the HR professional must assure the local professionals that these foreign talents are not a threat to their career advancement (Toh, 1993). In many ways, the effectiveness of workplace diversity management is dependent on the skilful balancing act of the HR manager.
Post: #8

.doc  1HUMAN RESOURCES.doc (Size: 28.5 KB / Downloads: 26)


Objectives are pre-determined goals to which individual or group activity in an organization is directed. Objectives of personnel management are influenced by organizational objectives and individual and social goals. Organizations are not just satisfied with this goal. Further the goal of most of the organizations is growth and / or profits.
Institutions procure and manage various resources including human to attain the specified objectives. Thus, human resources are managed to divert and utilize their resources towards and for the accomplishment of organizational objectives. Therefore, basically the objectives of HRM are drawn from and to contribute to the accomplishment of the organizational objectives. The other objectives of HRM are to meet the needs, aspirations, values and dignity of individual employees and having due concern for the socio-economic problems of the community and the country.
Post: #9

.ppt  HRM- Class-Unit 2-Brief.ppt (Size: 2.85 MB / Downloads: 28)

Factors Affecting HRP

Type and strategy of organization.
Organisational growth cycles and planning.
Environmental uncertainties.
Time horizon.
Type and quality of information.
Nature of jobs filled.

Forecasting future demand for employees

The next phase of an effective HR Planning process is estimating not only how many but what kinds of employees will be needed in the future.
Forecasting yields these advanced estimates or calculations of the organization’s staffing requirement.
Although there are many quantitative tools to help with forecasting, it is a process that involves a great deal of human judgment.
In addition, many successful HR planners also rely heavily on their “gut instincts” about future conditions. For e.g., planners at Unilever attribute much of their global successes to such instincts.

Analysis of the supply of current Employees

The third phase of HR Planning id designed to answer the question “How many and what kind of employees do I currently have in terms of the skills and training necessary for the future?” It should be obvious that this phase of HR Planning involves much more that simply counting the number of current employees in the organisation.
The major tool used to assess the current supply of employees is the Skill Inventory. It is a list of names, certain characteristics and skills of the people working for the organisation. It provides a way to acquire these data and makes them available where needed in an efficient manner.

Action decisions with a shortage of employees

When employment specialists comparing demand to supply find the supply of workers is less than the demand, several possibilities are open to the organization.
If the shortage is small and employees are willing to work overtime, it can be filled with present employees. If there is shortage of highly skilled employees, training and promotions of present employees, together with the recruitment of lower skilled workers, are possibilities.

Action decisions in surplus conditions

When comparison of employee demand and supply indicates a surplus, the alternative solutions include attrition, early retirements, demotions, layoffs, and terminations.
Employee decisions in surplus conditions are some of the most difficult decisions managers must make, because the employees who are considered surplus are seldom responsible for the conditions leading to the surplus.
A shortage of raw material such as fuel, or a poorly designed or marketed product can cause an organization to have a surplus of employees.
Post: #10
Human Resource Management

.ppt  Human Resource.ppt (Size: 944 KB / Downloads: 34)


Human Resource Management
must take a proactive role in deciding, initiating and implementing change
In the context of rapidly changing work environment
what must HR managers do to develop key results?
What are the influences that impact the organization?
What are the implications to the human resource managers?

Learning objectives

Understand the effect of culture on human resource practices
Appreciate the influence of technology in the workplace
Analyze how organizations manage manpower
Explain the importance of quality and continuous improvement in the workplace
Describe the role of workplace ethics
Identify the key roles of the HR manager


people in the organization are instrumental to its success
If HRM practices are good, organization will be effective and efficient
‘Effectiveness’- reflected by the success in goal achievement
‘Efficiency’ - reflected by its ability to achieve the output with very little inputs or resources
Survival is dependent on the HR manager’s competence to coordinate activities of all people in the organization


Early years
Before the twentieth century, vague efforts at organizing labor
efforts to organize people gained momentum in the beginning of the industrial revolution
Mid Years
1900 - 1946 : Importance of Personnel Management was recognized.
1910 – 1920: Influence of Scientific Management and Industrial Psychology developed as a subject interest to
Scientific experiments conducted to understand the influence of work conditions and work groups on productivity- Hawthorne study

Recent years

Most important shift observed since the 1990s - management of human resources is not the exclusive responsibility of the HR department but of all managers
Employees of this century are seen as partners in progress rather than resources


Heterogeneity in work force
Increase in the number of working women - Questions on sexual harassments and glass ceilings within the organization need to be addressed stringently
Increase in the representation of the minorities- Affirmative action and inclusive growth policies
Prohibition of discrimination on the basis of caste, race, physical abilities, gender, age, nationality or religion unless there is a need to
Presence of a larger number of elderly people in the workforce
employees from different nationalities and multi cultures
Emphasis on social equity


Globalization has necessitated human resource managers to change the way they do their work
They need to be more responsive to cross cultural issues
Employees are an essential constituent of this global village and have different expectations, experiences and expertise
HR practices need to embark on periodical audits to weed out inefficiency and keep the organization focused on quality
Technology enables the organization to improve its productivity
Knowledge and creativity management are two important issues that the organization must address to stay competitive
HR manager has to play a proactive role
Post: #11
to get information about the topic "Human Resource Management Project in J2EE" full report ppt and related topic refer the link bellow
Post: #12
Human Resource Management

.ppt  Human Resource.ppt (Size: 159.5 KB / Downloads: 24)

Human resource management (HRM) is the Strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.


19th Century (industrialization---franchising- by influence of trade unions--- formation of welfare officers)
1914-39 ( First world war– ammunition factory demands increased---mandatory supply of welfare officer by government– large scale recruitment of unskilled women employees– second world war – improvement in personnel department
Industrial revolution era
1945-79 ( collective bargaining, industrial relations gained value)

HR Role: Business and Strategic Partner

In today’s organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives.
The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.
To be successful business partners, the HR staff members have to think like business people, know finance and accounting, and be accountable and responsible for cost reductions and the measurement of all HR programs and processes. It's not enough to ask for a seat at the executive table; HR people will have to prove they have the business savvy necessary to sit there.

HR Role: Employee Advocate

As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.
Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.
In this role, the HR manager provides employee development opportunities, employee assistance programs, gain sharing and profit-sharing strategies, organization development interventions, due process approaches to problem solving and regularly scheduled communication opportunities.

HR Role: Change Champion

The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued.
Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change.
The HR professional contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this.

The New approach

Optimum utilization of human energies
Converting human resource into human assets
Improving quality of life, meeting needs of self esteem & self actualization
Encouraging creativity, innovation & dynamism & excellence by employees
Contribution to society, by satisfying the social needs i.e health, education of employees
Creating work culture & relationship of mutual faith, trust, harmony, commitment, satisfaction & motivation.

Human Resources Planning

E.W Vetter viewed human resources planning as “ a process by which an organization should move from its current manpower position to its desired manpower position. Through planning management strives to have the right number and right kind of people at the right places at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefit
According to Leon C Megginson human resources planning is an integrated approach to performing the planning aspects of the personnel function in order to have a sufficient supply of adequately developed and motivated people to perform the duties and tasks required to meet organizational objectives and satisfy the individual needs and goals of organizational members
Human resources planning may be viewed as foreseeing the human resource requirements of an organization and the future supply of human resources
Post: #13

.pptx  HRM.pptx (Size: 110.54 KB / Downloads: 27)

Personnel vs. HR

For organizations with a personnel department
Top-management often regard various HR functions (e.g., recruitment, pay, training) as IRRELEVANT to business strategies.
Their managers usually do not involve in the strategic planning and decision-making of organizations.
For organizations with a HR department
Top-management often regard various HR functions (e.g., recruitment, pay, training) as a part of business strategy;
Their managers usually play an important role in strategic planning of organizations

Strategic HR choices

Managers or top-management have to decide policies and actions that are consistent with their goals.

Importance of strategic HR planning

Encourage proactive behavior.
Vision, active, anticipation.
Translating the strategic plans into actions.
A good HR planning makes strategic HR choices that fit the overall organizational strategies.


HRM is at a strategic level
Managers can formulate HR functions in a way that facilitate business strategies
It is a matter of fit between the HR choices and business strategies, and environments
Post: #14
Human Resource Management

.pptx  Human Resource.pptx (Size: 86.73 KB / Downloads: 23)

HRM is a approach to manage people and their work,place,culture and environment.
HRM is a process that consist of recruitment,development,motivation,maintenance and human resource.
HRM is the process of managing people at work.


According to Wendell, “HRM is the recruitment,selection,training,development,utilisation,motivation of human resource by orgainsation.”
According to Flippo, “HRM is the planning,organising,directing and controlling of the individual so that objectives are fullfilled.”


Part of management :- This function is performed by all the managers in the organisation. A manager must undertake the responsibilities of selecting people.
Pervassive function :- It is performed by all managers at all levels.


To ensure effective utilisation of human resource,by this organisational resources will be utilised itself.
To maintain proper organisational structure of relationship between all members of an organisation.
To satisfy the needs of individuals by providing them proper benefits.
To development of human resource within organisation bygiving them oppurtunities,training and education.


HRM is personnel management :- This is direct management that include manpower planning,training,development,transfer,promotion etc.It also include performance appraisal, wages,incentives,allowances etc. relating with course of action.

Some more Objectives :-

To help organisation , to reach it’s goal.
To maintain high morale among employees.
To develop and maintain quality of life.
To be social responsive to the needs of society.
To maintain teamspirit to work for the goals of organisation.
To increase job satisfaction of employees.

Characteristics of Manpower Planning:-

It is a continuous process because need of manpower planning for an organisation changes with the plans of organisations.
It is a forward-looking function that try to forecast manpower needs in advance.
It include both forecasting future , manpower requirements and planning , policies, programs,procedures so that there can be proper supply of manpower.
It estimate the requirement of personnel for implementing organisational plans.

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