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• Manager:
– Someone who is responsible for accomplishing
the goal of an organization and does so by
organizing efforts of organization’s people
Managing:
To perform the five basic functions of
planning,organizing,staffing,monitoring and
controlling
Human Resource Management:
HRM
• Functions of HRM
• Planning,Recuitement,Selection
• HRD
• Compensation&Benefits
• Safety &Health
• Employee &Labour Relations
• HR Research
Who performs the HRM Functions
• Operation Manager
• HR Generalist
• HR Specialist
• STEPS THEY DO
• Analyse Organizational Objectives: ...
• Inventory of Present Human Resources: ...
• Forecasting Demand and Supply of Human Resource: ...
• Estimating Manpower Gaps: ...
• Formulating the Human Resource Action Plan: ...
• Monitoring, Control and Feedback:
•
Challenges OF TODAYS HR Manager
• Workforce diversity
• Innovation and rapid technology changes
• Cultural changes
• Structural changes of an organizations globally
• Downsizing
• Rightsizing
• Reengineering
• outsourcing
• Government regulations
HRM:As an strategic function
• Strategy. The art of war, especially the
planning of movements of troops and ships
etc. intofavourable positions;
• plan of action or policy in business or politics
etc.
• Oxford Pocket Dictionary
• Now they (HR)are strategic business partners
HR PLANNING
• working patterns –
• organization structure and development –
• recruitment and selection –
• workforce diversity –
• pay and reward performance management –
• retention –
• training and development –
• employment relations –
• release –
Job Analysis
• A Basic Human Resource Tool
• Before going in detail of Job Analysis First look
at the SWOT Analysis
• Every Organization or Individual has two
environments
• Micro----Internal---Strength and Weaknesses
• Macro----External—Opportunities/Threat
• A job analysis is a step-by-step specification of an
employment position's requirements, functions, and
procedures. Just as a seed cannot blossom into a
flower unless the ground is properly prepared, many
human resource management (HRM) practices cannot
blossom into competitive advantage unless grounded
on an adequate job analysis.
• Successful HRM practices can lead to outcomes that
create competitive advantage. Job analyses, properly
performed, enhance the success of these HRM
practices by laying the foundation. Job analysis
information can be applied to a variety of HRM
practices. We now take a brief look at some of them.
Job Analysis
Studying and Understanding jobs through the
process known as job Analysis is a vital part of HRM
WHAT IS WORK
• Efforts directing towards producing and
accomplishing results
• In term of Physics-------when we apply force if
motion produce than it means work is done
WHAT IS TASK
• A Distinctable and identifable work activity
composed of motions
WHAT IS DUTY
• At larger work segment composed of several
task performed by an indiviual
What is Responsibility
• An obligation to perform certain and duties
• As student its your responsibility to attend
class and lecture your task is to complete
given assignmnets
POSITION
• Set of task and duties performed by the single
indiiviaual
What is ajob
Job ANALYSIS