Do you want to know Why HR professionals are important for an organization? Explore accredited online HR Courses at Brentwood Open Learning College: http://www.bolc.co.uk The main responsibilities of the human resource department include: • Hiring • Evaluating • Training and; • Compensation of employees When a business has valuable, rare, and/or unique human resources it will always have a competitive advantage over other similar organizations. Many high-functioning organizations now know that their success depends on the knowledge and skills of their employees, or, their human capital. Human capital is aligned with the economic value of employees with the right knowledge, skills, and abilities. Managing human capital properly is imperative for any organization wanting to maintain a competitive advantage. HRM focuses on bringing in (recruiting) new employees with new talents for the company and managing employees. Another function is to guide and help said employees by providing direction when necessary. It helps with increasing the morale of workers by working on relations between employees and their employers and constantly striving to make them better. The human resources department deals with any issues facing the staff in their working capacity within an organization. The HRM function extends to assessing the productivity and/or success of every department in an organization or business. Diploma in human resource management level 4 is a highly regarded course designed according to requirements of contemporary world to develop and enhance human resource management skills in students. This is a comprehensive course, which uncovers every topic gradually to enable students learn all the important parts of course. Diploma in human resource management level 4 comprises eleven intensive modules: Introduction to HRM, Recruitment and Selection, Employee Relations, Appraising Employees, Staff Training and Development, Managing Performance , Rewarding Employees, Equal Opportunity and Diversity, Health, Safety and Welfare, Managing Absence and Attendance, Employee Grievance, Discipline and Dismissal. Students learn to manage diverse workforce efficiently by learning his course. Certificate in human resource management level 3 is another invaluable online course, which delivers key topics and their implementations at workplace. Certificate in human resource management level 3 consists six in brief units Introduction to HRM, Recruitment and Selection, Performance Management, Training & Development, Rewarding Employees, Equal Opportunity and Diversity. Certificate in human resource management level 2 course introduces the key fundamentals and topics. This course comprises seven units The Basics of HR Management, Staffing the Organization, Interviewing Techniques, Training and Development, Performance Management, Managing Attendance and Rewards, Managing Disciplinary Issues. Certificate in human resource management level 1 course delivers the basic concepts of human resource management to students. This course consists three in-depth modules: The Basics of HR Management, Training and Development, Managing Performance. Facebook: https://facebook.com/bolconline Twitter: https://twitter.com/bolcuk Google+: https://plus.google.com/+BrentwoodOpenLearningCollege
Views: 10262 Brentwood Open Learning College
In the beginning, the role of your HR team was largely functional. It was centered around payroll, leave, policy making and training. Recruitment generally meant putting an ad in the paper and hoping for the best, or hiring a recruiter. Then things changed. Technology and social media happened and as a result, your role as the head of HR began to evolve. The employer brand was born. Recruitment began to change too. Technology opened up a whole new world of talent, it was a game changer. As the head of HR, you now also need to be a communications expert and motivator. Today, the role of HR in an organisation is no longer functional, it is transformational. As your partners at LinkedIn, we are here to provide you with just the tools and insights you need to get the job done. See more details on our solutions talent.linkedin.com Stay on the cutting edge with our blog talent.linkedin.com/blog Follow us on LinkedIn www.linkedin.com/company/linkedin-talent-solutions Follow us on Twitter @hireonlinkedin
Views: 151426 LinkedIn Talent Solutions
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we define human resource management with a simple model. Before we explore the model, lets define human resource management. Human Resource Management comprise the formal systems designed to manage people in an organization. To best understand human resource management, we will look at a brief history, understand the roles human resource management plays in organizations and review a model to best organize the functional areas of human resource management. What is now called human resource management has evolved a great deal since its beginnings around the year 1900. Personnel departments, which emerged as a clearly defined field by the 1920s (at least in the US), was largely concerned technical functions. What began as a primarily clerical operation in larger companies concerned with payroll and employee records began to face changes with the social legislation of the 1960s. HRM developed in response to the increase in competitive business organizations experienced by the late 1970s as a result of deregulation and rapid technological change. In the 1990s, globalization and competition required human resource departments to become more concerned with costs, planning, and the implications of various HR strategies for both organizations and their employees. The role of human resource management professionals has dramatically evolved over the years. If an organization has a formal HR group (perhaps a department) there are typically three different roles that group might play in the organization. The strategic role links human resource stagey with organizational mission and the work of people in the organization. The operational role manages functional human resource activities and serving an ‘employee champion.’ And the administrative role provides recordkeeping, process administration and compliance efforts. The pinwheel human resource management model suggest that the management of human resources in an organization centers eight key functional areas. These functions are a collection of specialized human resource management work. For each functional area, Human Resource Professionals are responsible for key activities. This human resource model should give you context to understand and apply the important role human resource management plays in today’s organizations.
Views: 35436 Gregg Learning
Human resource management is designing formal systems in an organization to manage human talent for accomplishing organizational goals. In this course, we will answer the question, what is human resource management? By definition, Human resource management comprise the formal systems designed to manage people in an organization. Managing people ultimately has to do with the decisions these leaders make from among the wide range of possible choices on the formal policies, practices, and methods for managing employees. Which human resource role dominates or whether all three roles are performed, depends on what management wants HR to do and what competencies the HR staff members possess. The opportunity for the HR department to adopt a strategic role exists in many firms. Overall, instead of just understanding HR issues and concerns, HR staff should have a broad business focus to help companies reach their strategic goals. Human resource management challenges are often driven by competitive factors that exist in an industry and that require a response of positive practices to enable the organization to remain competitive. Let’s explore some of these challenges. With challenges come significant opportunities for human resource management to impact effective and effective strategic outcomes for an organization. The combination of observable and measurable knowledge, skills, abilities and personal attributes that contribute to enhanced employee performance and ultimately result in human resource success. Certifying knowledge and competency is a trend in many professions, and HR illustrates the importance of certification by making many types available. Given that some people enter HR jobs with limited formal HR training, certifications help both individuals and their employers ensure that appropriate HR practices are implemented to improve the performance of their organizations.
Views: 1253 Gregg Learning
FREE HRM Course: We would like to offer you 100% off our online HRM course. Use the discount code: potentialchannel when you get to the checkout. Human Resource Management is the process of hiring and developing employees so that they become more valuable to the organization. Human Resource departments face different challenges, ranging from a constantly changing workforce to ever-present government regulations, technology changes, and economic conditions.. Here are 5 function areas that should be a part of effective human resource management: 1. Hiring: to ensure that the organization has the right number of employees, with the right skills, in the right jobs at the right time, to achieve organizational objectives. The staffing process involves job analysis, human resource planning, recruitment, and selection. 2. Talent Development: consisting of training and development; career planning; organization development; performance management and appraisal. 3. Compensation: which include rewards that individuals receive as a result of their employment. It consists of direct and indirect financial compensation, as well as nonfinancial compensation. 4. Safety: Protecting employees from injuries caused by work-related accidents as employees who work in safe environments and enjoy good health are more likely to be productive. 5. Labor relations: in countries where businesses are required by law to recognize a labor union and bargain with it in good faith if the firm’s employees want the union to represent them. The role of HR managers has evolved over the years into a very strategic one, since talent is the most important asset of any business. Good HR practices need to be continually reviewed and adjusted to the meet the changing demands of today’s fast paced business environment. Remember, to win in the marketplace you must first win in the workplace! For more practical learning and real-world education check out https://www.potential.com/
Views: 140380 Potential
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore human resource planning by outlining a three-step strategic process to meet your organization’s human resource needs. Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. The goals of human resource planning are to ultimately improve organizational outcomes. Human resource planning is used in and for all functional areas of human resource management. Although you might immediately think of workforce planning, human resource planning covers the brood spectrum of functional areas of human resource management. Human resource planning includes figuring out where you are, where you want to go, and how to get there. Using this process, you will develop the core elements of a human resource plan - strategy, goals, and actions. Strategy is an extension of an organization's mission, a bridge between the organization and it’s environment. Goals are a statement of desired outcomes toward which effort is directed, to realize your human resource plan. Actions are the most important things that can be done to reach stated goals. Planning is critical for each functional area of human resource management. Ask these three simple strategic questions – where are we now, where do we want to be, and how can we get there? - to frame your next human resource planning process. Doing so will ensure you develop the right human resource strategy, goals and action items to realize your plan.
Views: 37019 Gregg Learning
Hear from some of the foremost authoritative experts on what HR managers do and why they do it.
Views: 231481 Shad Morris
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore organizational culture, exploring a three part model that clarifies organizational values, behavior and mission. Culture is shared patterns of difference in an organization. Culture is simply ‘how’ we do things around here. The key to a successful organization is to have a culture based on a strongly held and widely shared set of beliefs that are supported by strategy and structure. An organization's culture defines the proper way to behave within the organization. A simple model highlights three key elements of organizational culture – an organization’s values, behaviors, mission. The better you are at articulating your culture, the more successful you will be in attracting people that believe in and help fulfill the mission. Are some values ‘better’ than others? What is it that we value? Let’s explore values, and the impact of values on organizational culture. Organizational values are enduring beliefs that are important to the organization. Remember, culture is how we do things around here. Leaders and employees alike can reflect and share the organization’s cultural values through the way they behave. Behaviors are what we see in an organization. Behaviors can be seen in three ways: symbols, norms and traditions. Symbols: An object or act that stands for something that is widely understood among employees. Norms: How employees think, feel and behave that are repeated frequently and articulated in the organization’s values. Traditions: Traditions reinforce specific values, and allow employees to share together in an important event or achievement. Fulfillment comes from having a clear sense of purpose, from knowing why we do what we do. When an organization starts with mission, they stand for something bigger than any result or metric. They are better able to attract and unite employees, customers and partners. And their people love coming to work. A mission statement is what the organization does now. Values, behaviors and mission provide the kind of holistic, nuanced view of organizational culture that is needed by leaders in order to truly understand their organizations - and to have any hope of changing them for the better.
Views: 1296 Gregg Learning
To buy your copy of 'Human Resource Management', click here: http://bit.ly/1iUs4Bo
Views: 83280 Pearson India
10 Reasons Why the HR Department is Important Read the article here: https://www.londontfe.com/blog/Ten-reasons-why-the-human-resources-department-is-important/ A human resources department is an essential part of any company, as it plays an active role in almost every area of the business. HR practitioners who have well-rounded expertise provide a number of services to employees. The areas in which HR maintains control can enhance an employees’ experience throughout the workforce while strengthening business operations. The main focus of the department is to keep the company strong, successful, functional, and free of costly litigation from lawsuits through sound policies and actions for handling personnel matters. Below are ten reasons why the human resources department is important in any company: Recruitment Employee recruitment, including interviewing and selecting new hires, is a responsibility of the human resources department. This also includes monitoring personnel resources to determine when recruitment is necessary to benefit the company. Establishing relationships with employees The HR department is responsible for maintaining relationships with employees in an unionised work environment. It also focuses on strengthening the relationships among employees. As a result, the HR department is in a position to resolve all sorts of conflicts that arise within the organisation. Budget control HR is able to clarify the sources of personnel expense, to interpret numeric data and to optimize operations where required. HR has the resources to facilitate administration and by better administration HR enables smaller sick leave expenses and more effective know-how utilization. Training and Development Human resources conducts needs assessments for the organization's current workforce to determine the type of skills training and employee development necessary for improving skills and qualifications. Companies in the beginning or growth phases can benefit from identifying training needs for existing staff. It's much less expensive than the cost to hire additional staff or more qualified candidates. In addition, it's a strategy that also can reduce turnover and improve employee retention. Struggle Resolution Working environment struggle is inescapable, given the assorted variety of identities, work styles, foundations and levels of understanding among representatives. A HR supervisor or a staff individual extraordinarily prepared to deal with representative relations matters can recognise and resolve struggle between two representatives or an administrator and worker and reestablish positive working connections. Legal Compliance Legal compliance refers to the various labour laws, which is the responsibility of the human resource department. This comprises of informing (or reminding!) all employees about the union and state laws on information like break time, lunches, overtime, minimum wage and even all sorts of discrimination. The human resource department keeps the company in tune with any changes to the business and government legislative and ruling if necessary. Ensuring the safety of employees It is extremely important for all the organisations to pay special attention towards workplace safety. The HR department takes necessary measures in order to create a safe working environment for the employees. It is also responsible for reporting injuries that take place within the organisation to higher management. Performance improvement HR enhances employees’ work time usage. HR is capable of measuring work performance and facilitating at places where work performance is for some reason just ineffective. Simultaneously, HR clarifies the reason, solves the problem and never leaves the inefficiency a mystery. Corporate Image Businesses want to be known as the "employer of choice". Employers of choice are the companies that receive recognition for the way they treat employees; they are the companies for whom people want to work. Becoming an employer of choice means human resources balances recruiting the most qualified applicants, selecting the most suitable candidates and retaining the most talented employees. Undaunted Principles Human Resource guarantees the workforce grasps the organisation’s theory and business standards. From the point of view of a private company, making a strong workplace is basic. The principal opportunity HR needs to achieve this is through astute enlisting choices that distinguish attractive expert qualities, and introduction and on-boarding programs. London Training for Excellence www.londontfe.com +44(0) 207 1836657 [email protected]
Views: 6631 London Training for Excellence
Do you have abilities to manage the diverse people? Do you have personality traits and interest in managing other people? Then human resource management could be the suitable choice for you. Want to know about the role of HRM in an organisational success? Get enrolled in highly flexible online human resource management courses at Brentwood Open Learning College http://goo.gl/2uDMG6 . Enjoy the comprehensive online courses from one of UK’s top online learning providers. http://www.bolc.co.uk Today, Human Resources Management deals with: • Anything related to managing people within a company or organisation. • The type of relationships people have in their places of employment and anything that affects those relationships in a positive or negative way. • Ensuring that employees are satisfied with the conditions of their employment. When we talk about human resources in a business situation it means the workforce, i.e., the employees of a company and what skills and energy they bring. Human Resource Management is now a vital part of any organisation. The HR department also provides any support employees need to assist them improve their performance. It assists each department and helps them improve their work. It also intervenes when necessary to help solve any problems that might arise with regards to employees’ work. Getting better results from the company’s workers is another job of HRM. When a business has valuable, rare, and/or unique human resources it will always have a competitive advantage over other similar organisations. Below are the criteria used in Human Resource Management: • Value Building • Rarity • Incomparability • Organised work force When using these effectively, a company can make an impact in its particular field.Many high-functioning organisations now know that their success depends on the knowledge and skills of their employees, or, their human capital. Brentwood open learning college is delighted to offer wide range of online learning courses to students around the world. Students interested in human resource management can enroll in any level certificate or diploma. All courses are accredited from UK’s top awarding bodies. Students learn at their ease with no fixed study timings. Diploma in human resource management level 4 is a highly regarded course designed according to requirements of contemporary world to develop and enhance human resource management skills in students. This is a comprehensive course, which uncovers every topic gradually to enable students learn all the important parts of course. Diploma in human resource management level 4 comprises eleven intensive modules: Introduction to HRM, Recruitment and Selection, Employee Relations, Appraising Employees, Staff Training and Development, Managing Performance , Rewarding Employees, Equal Opportunity and Diversity, Health, Safety and Welfare, Managing Absence and Attendance, Employee Grievance, Discipline and Dismissal. Students learn to manage diverse workforce efficiently by learning his course. Certificate in human resource management level 3 is another invaluable online course, which delivers key topics and their implementations at workplace. Certificate in human resource management level 3 consists six in brief units Introduction to HRM, Recruitment and Selection, Performance Management, Training & Development, Rewarding Employees, Equal Opportunity and Diversity. Certificate in human resource management level 2 course introduces the key fundamentals and topics. This course comprises seven units The Basics of HR Management, Staffing the Organization, Interviewing Techniques, Training and Development, Performance Management, Managing Attendance and Rewards, Managing Disciplinary Issues. Certificate in human resource management level 1 course delivers the basic concepts of human resource management to students. This course consists three in-depth modules: The Basics of HR Management, Training and Development, Managing Performance. Facebook: https://facebook.com/bolconline Twitter: https://twitter.com/bolcuk Google+: https://plus.google.com/+BrentwoodOpenLearningCollege
Views: 6672 Brentwood Open Learning College
Human resources (or more simply, people) who work in organizations may have valuable contributions they can make to a firm’s mission based on their human capital. But this will occur only if people are developed and have a reasonable opportunity to contribute. Managing people ultimately has to do with the decisions these leaders make from among the wide range of possible choices on the formal policies, practices, and methods for managing employees. A core competency is a unique capability that creates high value for a company. How might employees become a core competency for an organization? One of the main issues that must be addressed is developing human capital in employees. Building positive human capital brings together all assets of an organization so that work gets done and the company functions well. Organizations must manage four types of assets to be successful. These four types of organizational assets include the following. Physical assets such as buildings, land, furniture, computers, vehicles, and equipment. Financial assets including cash, financial resources, stocks, bonds or debt. Intellectual property assets like specialized research capabilities, patents, information systems, designs, operating processes, and copyrights. Human assets which are Individuals with their talents, capabilities, experience, professional expertise, and relationships. Human capital is not just the people in organizations - it also involves what individuals contribute to organizational achievements. Broadly defined, human capital is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization’s workforce. There are many other possible areas in which employees can be core competencies for organizations. Productivity, customer service and quality, and organizational culture represent several of these areas. At the core of human resource management is the process of designing the formal systems that are used to manage people in an organization.
Views: 782 Gregg Learning
Human capital management Following things are covered in this video:- What is capital? What is human capital? What is human capital management? Difference between human resource and human capital management. Importance of human capital management. Aims of human capital management. Hope You Like My Video And Share It.You Can Also Connect With Me From Other Social Sites .... You Can Also Visit My Website:-http://vvaidya.webs.com Facebook ID:--https://www.facebook.com/vvaidya17 Twitter ID:-http://www.twitter.com/vvaidya002 Youtube ID:-http://www.youtube.com/vvaidya53 Instagram ID:-http://instagram.com/vvaidya17 Tumblr ID:-http://vvaidya17.tumblr.com/
Views: 1992 Being HR
HR measures outcomes that traditional accounting typically does not explore. Human capital often provides both the biggest value and the biggest cost to organizations; therefore, many metrics reflect people-related costs. Measuring the benefits of human capital is equally important because it shows how effective HR practices help an organization and its employees. A variety of financial measures can be assessed to show the contribution human capital makes to organizational results. Without such measures, it would be difficult to know what is going on in the organization, identify performance gaps, and provide feedback. Managers should require the same level of rigor in measuring HR practices as they do for other functions in the organization.
Views: 433 Gregg Learning
Hello Learners, Let's discuss the Importance and Significance of Human Resource Management in Hindi. What are the importance and significance of HRM we can say that the human resource management system of a company has a significant impact on individual and organizational effectiveness. An effective HRMS is focused on a strategic objective and works by improving employee knowledge, skills, motivation and contribution opportunities. The human resource management system of a company has a significant impact on individual and organizational effectiveness. An effective HRMS is focused on a strategic objective and works by improving employee knowledge, skills, motivation and contribution opportunities. ----------------------------------------------------------------------------------------------------------- For downloading notes in PDF format please visit my Blog https://thedynamicstudy.blogspot.com/ ---------------------------------------------------------------------------------------------------------- For more videos of OB in English visit this link https://www.youtube.com/watch?v=H6lEV... ----------------------------------------------------------------------------------------------------------- For more videos of OB in Hindi visit this link https://www.youtube.com/watch?v=krD6f... ----------------------------------------------------------------------------------------------------------- Please go through the video and don't forget to share your views and subscribe the channel to keep the content open and reachable to students. ---------------------------------------------------------------------------------------------------- Keep on watching, keep on learning! #DynamicStudy Our aim is to make free content for each and every student in our society, so if you want to support this cause you can do it in two ways 1. Make free content, your content will be published to our youtube channel after review. 2. Donate a bit of amount to Paytm 8299551444 for this noble cause. -~-~~-~~~-~~-~- Please watch: "OCTAPACE - Detailed Explanation in Hindi" https://www.youtube.com/watch?v=f_4WET6y49c -~-~~-~~~-~~-~-
Views: 1151 Dynamic Study for NTA-UGC NET
Human Resource Management; Management Training and Developing Employees l Human Resource Management 1. Employee Orientation: 00:00:40-00:01:25 2. Objectives of Employee Orientation a. Convey what is expected from the employee b. Reduce anxiety c. Help understanding organization and its culture d. Work Behavior: 00:01:26-00:03:15 3. Employee Training: 00:03:16-00:04:08 4. Employee Training Process- a. Need Analysis b. Instruction Design c. Validation d. Implementation e. Evaluation: 00:04:09-00:05:23 5. Training Need Analysis: 00:05:24-00:06:31 6. Identifying Training Needs: 00:06:32-00:07:22 7. Designing and Training Program: 00:07:23-00:09:06 8. Validation: 00:09:07-00:09:35 9. Evaluation: 00:09:36-00:10:05
Views: 66968 Edupedia World
Without a good human resources, an organization can't build a good team of working professionals. The key functions of Human Resources Management (HRM) team should be includes recruiting people, training, performance appraisals, motivation as well as healthy communication among each others.
Views: 84 Tagyard Worldwides
This video talks about the structure of human resources department, which can be organized either based on a top down hierarchical structure or HR functions. For more videos, please visit our website http://www.potential.com This video is part of the Khalifa Fund training Program, a free online training program that supports and supplies SMEs with free seminars, funding opportunities and exposure!
Views: 6988 SME Toolkit UAE
"HR is the driving force behind what makes a winning team. We make the argument that the team that fields the best players wins. HR's involved in making sure we field the best players." - Jack Welch For additional information about the Jack Welch Management Institute, including our HR Certificates, please visit http://jackwelch.strayer.edu/.
Views: 139206 Jack Welch Management Institute
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore employee training and development, discussing the importance of the actions employers take to improve the performance of and better staff through learning and growth opportunities.
Views: 71386 Gregg Learning
Hello Learners, Let's discuss the Importance and Significance of Human Resource Management what are the importance and significance of HRM we can say that the human resource management system of a company has a significant impact on individual and organizational effectiveness. An effective HRMS is focused on a strategic objective and works by improving employee knowledge, skills, motivation and contribution opportunities. The human resource management system of a company has a significant impact on individual and organizational effectiveness. An effective HRMS is focused on a strategic objective and works by improving employee knowledge, skills, motivation and contribution opportunities. --------------------------------------------------------------------------------------------------------- For downloading notes in PDF format please visit my Blog https://thedynamicstudy.blogspot.com/ ---------------------------------------------------------------------------------------------------------- For more videos of OB in English visit this link https://www.youtube.com/watch?v=H6lEV... ----------------------------------------------------------------------------------------------------------- For more videos of OB in Hindi visit this link https://www.youtube.com/watch?v=krD6f... ----------------------------------------------------------------------------------------------------------- Please go through the video and don't forget to share your views and subscribe the channel to keep the content open and reachable to students. ---------------------------------------------------------------------------------------------------- Keep on watching, keep on learning! #DynamicStudy Our aim is to make free content for each and every student in our society, so if you want to support this cause you can do it in two ways 1. Make free content, your content will be published to our youtube channel after review. 2. Donate a bit of amount to Paytm 8299551444 for this noble cause. -~-~~-~~~-~~-~- Please watch: "OCTAPACE - Detailed Explanation in Hindi" https://www.youtube.com/watch?v=f_4WET6y49c -~-~~-~~~-~~-~-
Views: 1011 Dynamic Study for NTA-UGC NET
I define Human Resources as a springboard to bring out everyone’s best across the company (not just me, or just you, or just the CEO, but everyone’s best). The foundation is rooted in systems, processes, and an environment that effectively enables HR to accelerate business strategy. if you like this video . you can like, share and subscribe our channel. Other Links (Job description of different post) how to start job placement business in hindi ⏩https://www.youtube.com/watch?v=OoHZrcg8ugo ⏩mobile application developer job description https://www.youtube.com/watch?v=L0rgK6UfxSI ⏩games developer job profile in organization https://www.youtube.com/watch?v=0NXrksD23fU ⏩bank PO job description https://www.youtube.com/watch?v=UN-DCw9OF58 ⏩team leader job description https://www.youtube.com/watch?v=qOQjX50kYGw ⏩petroleum engineer job description https://www.youtube.com/watch?v=5n463nO9Hsk ⏩Marketing manager job description https://www.youtube.com/watch?v=t7S6Ul7wNYc Operation manager (bank) job description || life of operation manager in banking sector https://www.youtube.com/watch?v=eBEH0dol0S8 Talent acquisition (Manager) job description || #HR Department https://www.youtube.com/watch?v=7xbN2KgiP5c For US IT Recruitment ⏩ Client Relations Administrator job description in english (Night Shift) https://www.youtube.com/watch?v=MUTLXLlt1XI IT recruiter job description || life of IT recruiter in company in english ⏩ best video 2019 https://www.youtube.com/watch?v=uHQ9bClwHv8 civil engineer job description || job profile of civil engineer in English https://www.youtube.com/watch?v=Mxiaaiqbbb8
Views: 167568 Self Motivation
This talk was given at a local TEDx event, produced independently of the TED Conferences. Mary’s interest in the dynamics of humans at work started while working on her family’s farm in southern Indiana. As the principal of her own business, Artemis Path, Inc., Mary is a coach, trainer, and consultant specializing in talent development, change management, and workplace interactions. Her clients include Fortune 500 companies and local businesses. Mary has a Master's degree in HR, and is certified as a Professional in Human Resources (PHR). Previously, she was a corporate employee at DuPont as an HR Manager where she worked for 20 years. While at DuPont Mary was the recipient of The Crystal Award, designed to recognize “champions of people.” Mary applies her fierce idealism to create work cultures where organizations and human beings can both thrive. She publishes on this topic and more at maryschaefer.com and leadchangegroup.com. Mary is the co-author of the book, "The Character-Based Leader." About TEDx, x = independently organized event In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)
Views: 154383 TEDx Talks
The importance of human resources to an organization. Hr's role is to may 27, 2017 in fact, the human resource department has potential manage most important and valuable resources of an organization. Reasons why a human resource department necessary. Importance of human resource management. So now for the individual assignment of hrm in mba program. The key functions of the human resources management (hrm) team include recruiting people, training them, performance appraisals, motivating employees as well workplace communication, we have discussed basic concept hrm and ways in which it helps organization meet its goals. She is a former senior editor of national business publications covering management and finance, employment law, human resources, career development, jun 25, 2016 the strategic people who either individually or collectively in both ways, contribute to progress an organization achievement its long short term objectives; Can be rightly called resource. Why is hr important? Payscale. It is a fact that to thrive in the chaotic and apr 27, 2009 good managers are crucial an effective organization but most have learn how be. They are important to the organization because they have skills and expertise necessary negotiate group benefit packages for employees, within organization's budget consistent with economic conditions. Today in the world, global competition is basic element to define firms' strategies as oct 4, 2013 importance of hrm2. A company is they speak highly of the organization and refer friends business contacts to other open positions mar 18, 2015 mba in human resource backbone company's sustainability. This is a function within an organisation concentrated on recruiting, managing and directing people who work in it. Hrm plays a strategic role in managing people and the workplace culture environment jan 20, 2017 an organisation cannot build good team of working professionals without human resources. A good organization engages in a wide range of management human resource (hr) tactics so that the can capitalize on these assets. Meaning of hrm basically, human resource management is the employees an organization. In addition to being a chief hr officer himself, chris is an adjunct professor, researcher, and author. Read this in fact, human resource management is arguably the most important aspect of any business. Importance of hrm for organizational success. Importance of human resource management 10 reasons hr is important to an organization learn about the importance resources. They also are familiar with employee benefits most likely to attract and retain workers sep 4, 2017 learn about the importance of human resources management how because hr touches every department employee, it plays a significant some organizations say that owns culture, but as in all other relations matters, i recommend ownership is spread across jun 17, 2011 resource. Talent why is a human resources department important? Why resource management imp
Views: 104 Evette Freudenburg Tipz
The Human Resource Management is a very strategic department that with a responsibility of driving change projects in an organization. Some of its key areas are employee relations, recruitment, compliance, training and development, and compensation and benefits. Unfortunately sometimes this important division seems not to have the influence in steering the organization to achieving effectiveness. For more on this we are joined by Marius Meyer, CEO for SA Board for People Practices. For more News visit: http://www.sabc.co.za/news Follow us on Twitter: https://twitter.com/SABCNewsOnline?lang=en Like us on Facebook: https://www.facebook.com/SABCNewsOnline
Views: 9326 SABC Digital News
Human Resource Management is essential for our organizational development. Human Resource Management is important for the human resource of an organization. This video is basically on the importance of Human Resource Management. Organizational development এর জন্য মানব সম্পদ ব্যবস্থাপনা (Human Resource Management) এর গুরুত্ব অনেক। আর এই গুরুত্ব গুলোই আলোচনা করা হয়েছে ভিডিওটিতে। Students & Professionals উভয়ের জন্যই প্রয়োজনীয় HRM এর গুরুত্ব জানা। তাই জেনে নিন এবং শেয়ার করে অন্যদেরকেও জানতে দিন। HR Perception is an Organization that is committed to develop human resources and build a dynamic young professional community. YouTube Subscription Link: https://www.youtube.com/channel/UCXbhEAWvx5SXdFV36uVHyNA Facebook Link: www.facebook.com/HRPerception Our services: 1) Soft Skill Training 2) Career Guideline & Development 3) Standard CV/Resume Making 4) Linkedin & bdjobs Profile Updating 5) Job Interview Guideline Regards, HR Perception +88 018 7696 6969
Views: 447 HR Perception
Please watch: "Strategy Management and its Characteristics" https://www.youtube.com/watch?v=l8OC6OVZKkM --~-- This video is about the role of HR in an organization. It explains how HR facilitates the things in an organization and helps to achieve the objectives of the organization. Role of HR : 1. Audit Role 2. Executive Role 3. Consultancy Role 4.Service Role 5. Facilitator Role HR wears two separate but related hats 1. Member of Management team and responsible for contributing to the goals of the company. 2. An employee advocate, making sure that employees feel they have a voice within the organization. HR plans for organizational future. HR gives general directions to achieve organizational goals.
Views: 2044 Praket Consultancy
Most Important Organizational Performance Metrics in Human Resources
Views: 278 Dr Lepora
Human Resource Management is the formal systems designed to manage people in an organization. Human resource management is like a pinwheel, the management of people in an organization is at the center of eight functional areas of human resource work. Human resource strategy and planning identifies and manages current and future needs to achieve organizational goals. Compliance is doing what is asked or required by federal, state and local government in the management of people. Talent management are the integrated processes to attract, motivate, and retain productive, engaged employees. Training and development is about the betterment of people and performance through information they will use. Performance management is the processes to ensure the organization connects mission with the work of employees. Total rewards are the financial and non-financial tools used to attract, motivate and retain employees. Safety and health is about ensuring the safety, health and welfare of people at work. Employee and labor relations focus on the relationship of employees with the organization and with each other. This human resource model should give you context to understand and apply the important role human resource management plays in today’s organizations.
Views: 934 Gregg Learning
Here is the third part to the most important organizational performance metrics in human resources. You need to see what your business or organization is actually functioning at. This requires metrics and what metrics can't find. Identifying the elements of a balanced score card of your business. If you want to learn more I hope that you subscribe to my channel and find me on social media. Feel free to ask me questions. Check out my website for more information: http://www.drlepora.com/life-coaching/
Views: 302 Dr Lepora
http://blogs.salford.ac.uk/business-school/importance-of-human-resource-management/ #MrBoss had to face a very difficult time after his employees complained about him... But with the help of the right influencers and his good will, now everything is turning for the better! Watch this video to see how he has been supported in his choice of the right university course. The MSc Human Resource Management and Development at Salford Business School changed his life and can change yours too. The invaluable assistance of a current #SalfordHRM student has been useful for this video. Don't forget to have a look back to the original #MrBoss story: https://www.youtube.com/watch?v=_HuAnGEqKuo ...and to the entertaining "Behind the Scenes": https://www.youtube.com/watch?v=YWeJ5tYPvxk ...as well as to the Salford Business School blog and website for more information about the course Blog: Why study Human Resource Management? http://blogs.salford.ac.uk/business-school/study-human-resource-management/ Website: http://www.salford.ac.uk/pgt-courses/human-resource-management-and-development #SalfordHRM #MrBoss People are the biggest asset of any organization. However, managing employees in order to maximize them for the benefit of the organization is still a challenge. Why? Human psychology is complicated to understand and behaviours is unpredictable. Each individual has their own characteristics and people behave differently in organisations than they do individually. Furthermore, in an organization, conflicts of interest are inevitable either between managers and employees or among employees themselves. Website: http://www.salford.ac.uk/business-school Blog: http://blogs.salford.ac.uk/business-school/ Facebook: https://www.facebook.com/salfordbusinessschool Twitter: https://twitter.com/salfordbizsch SlideShare: http://www.slideshare.net/salfordbizsch Google+: https://plus.google.com/117208844559587950086/posts?hl=en University of Salford Salford Business School Lady Hale Building Salford M5 4WT United Kingdom T: +44 (0)161 295 2222
Views: 3597 Salford Business School
Human resource management is designing formal systems in an organization to manage human talent for accomplishing organizational goals. In this course, we will answer the question, what is human resource management? By definition, Human resource management comprise the formal systems designed to manage people in an organization. What is now called human resource management has evolved a great deal since its beginnings around the year 1900. Every leader in an organization is an HR manager, so there are usually many people who can help address HR issues. All supervisors engage in managing human resources, and their effectiveness depends in part on their ability to understand the principles of HR management. It is unrealistic, however, to expect these individuals to understand all the details of equal employment regulations, how to design a compensation system, or when to conduct a job analysis. Therefore, the presence of an HR leaders who understand important HR issues is essential. There are many benefits associated with having a dedicated HR department. However, HR professionals must respond appropriately to current business challenges and opportunities if they want to be helpful.
Views: 1345 Gregg Learning
✪✪✪✪✪ WORK FROM HOME! Looking for WORKERS for simple Internet data entry JOBS. $15-20 per hour. SIGN UP here - http://jobs.theaudiopedia.com ✪✪✪✪✪ ✪✪✪✪✪ The Audiopedia Android application, INSTALL NOW - https://play.google.com/store/apps/details?id=com.wTheAudiopedia_8069473 ✪✪✪✪✪ What is HUMAN RESOURCE MANAGEMENT? What does HUMAN RESOURCE MANAGEMENT mean? HUMAN RESOURCE MANAGEMENT meaning - HUMAN RESOURCE MANAGEMENT definition - HUMAN RESOURCE MANAGEMENT explanation. Source: Wikipedia.org article, adapted under https://creativecommons.org/licenses/by-sa/3.0/ license. Human resource management (HRM or simply HR) is the management of human resources. It is designed to maximize employee performance in service of an employer's strategic objectives. HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments are responsible for overseeing employee benefits design, employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws. HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. It was initially dominated by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advances, and further research, HR as of 2015 focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. Human Resources is a business field focused on maximizing employee productivity. Human Resources professionals manage the human capital of an organization and focus on implementing policies and processes. They can be specialists focusing in on recruiting, training, employee relations or benefits. Recruiting specialists are in charge of finding and hiring top talent. Training and development professionals ensure that employees are trained and have continuous development. This is done through training programs, performance evaluations and reward programs. Employee relations deals with concerns of employees when policies are broken, such as harassment or discrimination. Someone in benefits develops compensation structures, family leave programs, discounts and other benefits that employees can get. On the other side of the field are Human Resources Generalists or Business Partners. These human resources professionals could work in all areas or be labor relations representatives working with unionized employees. In startup companies, trained professionals may perform HR duties. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision-making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have established programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations may produce field-specific publications. HR is also a field of research study that is popular within the fields of management and industrial/organizational psychology, with research articles appearing in a number of academic journals, including those mentioned later in this article. Businesses are moving globally and forming more diverse teams. It is the role of human resources to make sure that these teams can function and people are able to communicate cross culturally and across borders. Due to changes in business, current topics in human resources are diversity and inclusion as well as using technology to advance employee engagement. In the current global work environment, most companies focus on lowering employee turnover and on retaining the talent and knowledge held by their workforce. New hiring not only entails a high cost but also increases the risk of a newcomer not being able to replace the person who worked in a position before. HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of losing corporate knowledge.
Views: 66443 The Audiopedia
We explain what Agile HR is and explore the role of HR in an agile organization. Agility might be the most important competence of organizations today. This means a fundamental shift in the way we think of HR. This is what we call: Agile HR. Forget strategic workforce planning, yearly performance reviews and job classification systems. Instead, Agile HR stimulates human and organizational agility on 4 levels by: 1. Guiding an organization’s agile transformation, by taking on new HR roles 2. Supporting multidisciplinary teams to take on HR tasks, like recruitment and talent management 3. Working agile within the HR organization, using methods like Scrum, Kanban and Agile Portfolio Management 4. Implementing agile HR instruments, including recruitment, learning and development and feedback and rewards ✅Want to share knowledge and experiences about HR? Join the Linkedin Agile HR Community: https://www.linkedin.com/groups/8604686 ✅Read more about our Agile HR training in New York City: https://organizeagile.com/training/training-agile-hr/ ✅Read an English summary of our book ‘Agile HR,’ nominated for Managementbook of the Year 2018 (Dutch): https://visueelhr.wordpress.com/2018/03/17/vision-of-agile-hr/ --- Organize Agile helps make your business agile. We focus on organizational transformation, leadership development and team development, by providing training and coaching services. https://www.organizeagile.com/
Views: 3271 Organize Agile
Part two in the most important organizational performance metrics in human resources. HR is considered the least strategic department in a organization. HR is a power part of a business and I want to identify the missing link in that idea. If you want to learn more I hope that you subscribe to my channel and find me on social media. Feel free to ask me questions. Check out my website for more information: http://www.drlepora.com/life-coaching/
Views: 831 Dr Lepora
This course will help you understand the necessary competencies and certifications for HR professionals. The combination of observable and measurable knowledge, skills, abilities and personal attributes that contribute to enhanced employee performance and ultimately result in human resource success. The Society of Human Resource Management (SHRM), the leading professional association for HR, recently developed a list of competencies that are arranged in a new model. Here is a summary of the SHRM competency framework. The model was developed based on advice given by more than 1,200 practitioners who participated in focus groups; survey responses provided by more than 32,000 other professionals; and analysis of multiple performance outcomes that were linked back to the competencies. Ideally, awareness and consideration of these competencies should guide the professional development of HR leaders. In addition, individuals’ application of these competencies will often vary as they progress through their HR careers, from the early and middle levels to the senior and executive levels. The broad range of issues faced by HR professionals has made involvement in professional associations and organizations important. Certifying knowledge and competency is a trend in many professions, and HR illustrates the importance of certification by making many types available. Given that some people enter HR jobs with limited formal HR training, certifications help both individuals and their employers ensure that appropriate HR practices are implemented to improve the performance of their organizations.
Views: 1577 Gregg Learning
A mathematics enthusiast delivering views on HR and its importance in the organizations. This is one of my stints at an eminent organization where I am delivering a talk on how HR is indispensable for any entity. The video also consists of a small activity where we get to learn that failures are indeed stepping stones to success, and tough situations only build strong people. With the rapid change in the organization structure, importance of HR to an organization can not be denied. Human Resources has the potential to manage the valuable resources of the organization.Digitization in human resources is the new shift and certainly helps by decentralizing HR activities to users and embeds them in business. Success mantra for life is that we need patience and perseverance if we want to be successful in the long run. Do visit my channel Solve With Shubham, one of my attempts to help students who are preparing seriously for MBA and other competitive exams like Railways, Banking, UPSC!
Views: 790 SOLVE WITH SHUBHAM
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore organizational development, what it is and it’s key concepts. Organization development engages people to accomplish better organizational performance. OD represents purposeful and meaningful change for the better. Central to organizational development is employee engagement. Engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace. To best understand organizational development, practitioners first need to be able to define organizational development and then understand and apply key concepts of organizational development in practice today. Organizational development is a planned effort, managed by leadership and supported by employees, to increase employee engagement and organization effectiveness through planned change in processes and systems. Organizational development practices develop strategy for increasing organizational performance. Today's organizations operate in a rapidly changing environment. Organization development involves an ongoing, systematic process of implementing effective organizational change. Consequently, one of the most important assets for an organization is the ability to manage change. Executed successfully, organizational development maximize employees’ potential and aligns their behavior with organizational strategy. Organizational Development assess needs and creates purposeful, meaningful change for the better.
Views: 1107 Gregg Learning
The strategy an organization follows is its plan for how to compete successfully, survive, and grow. Many organizations have a relatively formal process for developing a written strategy encompassing a certain period of time, with objectives and goals identified for each business unit. Strategic planning is the process of defining organizational strategy, or direction, and allocating resources (capital and people) toward its achievement. Effective strategy often relies on managers who are willing to closely assess current conditions and develop a game plan that enables the firm to overcome obstacles and sustain success. Strategic HR management refers to the appropriate use of HR management practices to gain or keep a competitive advantage. An important way HR professionals can contribute to strategy is by introducing high-performance approaches into the workplace that lead to increased performance. Forecasting uses information from the past and present to predict future conditions. Positive HR planning can be a source of competitive advantage for organizations. This is true because planning helps companies identify their future needs and how to get the right employees to satisfy these needs, thus making the hiring process more efficient. HR metrics are specific measures of HR practices. Unlike financial reporting, there is not yet a standard for the implementation and reporting of HR measures. Managers choose what and how to report to employees, investors, and other interested parties. Benchmarking is the process of comparing an organization’s business results to industry standards or best practices. The balanced scorecard is a framework organizations use to report on a diverse set of performance measures. Results in each of these four areas determine if the organization is progressing toward its strategic objectives. Measuring the benefits of human capital is equally important because it shows how effective HR practices help an organization and its employees. A variety of financial measures can be assessed to show the contribution human capital makes to organizational results. Without such measures, it would be difficult to know what is going on in the organization, identify performance gaps, and provide feedback. Managers should require the same level of rigor in measuring HR practices as they do for other functions in the organization.
Views: 1329 Gregg Learning
Find 1500+ education videos available at http://www.youtube.com/user/IkenEdu Every company needs employees for performing the different tasks. In this video you will learn the whole process of recruitment and selection process of an organization. Watch the whole video and you will get to know everything about the process of selection and this will help you know how you can prepare yourself to get selected.
Views: 221502 Iken Edu
Importance of hrm for organizational success. Let us see how human resource management is contributing in the current scenario 1. Hrm helps in hiring and training the workforce. Importance of human resources in a company's growth degordian. It is a fact that to thrive in the chaotic and may 27, 2017 fact, human resource department has potential manage most important valuable resources of an organization. Hrm plays a strategic role in managing people and the workplace culture environment apr 27, 2009 hr is important for managers so that they can stay focused on their job. Hr managers devise research shows that the human part of resources in an organization makes up for approximately 80 percent organization's value, so good resource management is very important. Amit bhagria the importance of good human resource management. One role of hr in a company is to unravel the byzantine employment regulations using their expertise and advise management about how they affect so properly framed, question ask what most effective way that services can be delivered by your company? Is it better talent acquisitionperformance managementemployee developmenttermination review guidance there are ample reasons point out importance human resource an organization. Leaders with expertise in hr strategic management participate corporate decision making that underlies current staffing assessments and projections for future workforce needs based on business jan 20, 2017 this is a vital aspect of hrm because the performance an individual organisation largely driven by work atmosphere or culture prevails at workplace. In degordian, management puts people first, so work is not done primarily for profits, but the experience we provide to our and clientsImportance of human resource learn about importance resources. For small businesses, in particular, human capital is critical because so many smaller firms resources important to organizations 10 specific areas, ranging from strategic planning company image. There is a lot of new regulation that came out this year affects businesses. In fact, human resource management is arguably the most important oct 16, 2014 thing that supports development of resources department in a company management's approach towards people. Why hr is essential to your business formstack blog. In this article, we discuss the reasons for organizations to have a hrm strategy as well business drivers that make imperative organizational success. Let's take a look at the main responsibilities of an hr team, and how good human resource management can affect them mar 7, 2016 when most people think resources, they administrative functions like monitoring payroll distributing information about employee health benefits. An in house human resources staff or a expert on can increase the understanding of how important capital is to company's bottom line. The importance of human resources to an organization. The human resources department evaluates the future of busin
Views: 84 Evette Freudenburg Tipz
The role of an HR manager in an organisation
Views: 121 Joy Prime
This Talent Management, People Management and Human Resource Management (HRM) course teaches you the importance of People Management and the role of HR Professionals and Line Managers. It is part of the Human Resource Fundamentals topic area. It focus on the theory of Pluralism & Unitarism and looks at key parts of the Line Managers role in HR today. It does not cover all aspects of HR as this is not the purpose of the course and instead focuses on key contemporary areas. Important both for line mangers and Hr professionals in understanding both of their roles in tyhe Management of People in Organisations today. This course comes with the Certificate, ideal for CPD purposes. This HR course focuses on HRM and Front Line Management. It looks at the roles and development of Personnel Management through to HRM in lines with changing business philosophies. It is part of the evolving Human Resource Management Fundamentals topic area. This World-Class, Talent Management course is specially designed to teach you the key issues around the differing roles of HR and Line Management and the evolution of People Management. This is very important to those considering a career in Human Resource Management and Talent Management, those in Leadership roles and Managers with People Management responsibilities. It is a Human Resource Fundamentals course. It really helps you get to grips with the very important concepts of Pluralism and Unitarism that are vital to our understanding. So if you are interested in really understanding the evolution of Talent Management and the key concepts of today, this is for you. Course comes with a Talent Management Course Certificate, great for CPD purposes. Master PEOPLE MANAGEMENT and watch your career take-off. This course is designed for all levels of Managers and HR Professionals who want to improve their skills, understand HR better and move ahead in their careers. You should make the decision to learn more today! Just a few of the things you'll learn: You learn about why HR changes over time The absolute importance of YOU understanding Pluralism & Unitarism The Role of the Manager in People Management and Human Resource Management You will discover some key Management Styles and why they are different How to motivate staff and the theories of Maslow & Hertzberg in particular The importance of Performance Management in HR You will get some valuable tips of why Appraisals can be difficult Hints and tips to make Appraisals worthwhile and a positive experience for you and others Improve Your People Management Knowledge I have no doubt that you will see HR very differently as a result of this course. You will have valuable insights into why HR is, as it is today. Regardless of what your level of experience is or type of staff member or manager, this course is designed to provide you a great understanding of People Management and its development. Learn about Human Resource Fundamentals. If you are currently a staff member of line manager your better understanding will completely revolutionise your understanding and relationship with Human Resource staff. So you can really change your understanding by joining us today, About the instructor: Rob Sullivan, is a Udemy Best-Selling Instructor, international academic, researcher and teacher. Rob has taught in many University Business Schools internationally and written widely in all areas of business. He has taught international HR, People Management, Training & Development and Employment Law. He has appeared in Employment Tribunals and advised many Blue Chip companies not only on People Management but has coached and mentored HR Directors and their teams globally. Rob is a mentor with Virgin Group and Business Mentoring Scotland and runs a successful elearning business. Quelles sont les conditions ? You should have an interest in People Management An interest in Human Resource Management Que vais-je apprendre grâce à ce cours ? You will be able to describe the key factors in the development of HR and People Management You will be able to outline the role of HR You will easily be able to discuss the important role of the Manager in People Management You will have knowledge of the very important concepts of Unitarism & Pluralism You will understand the key theories relating to motivating staff You will be able to compare and contrast the Management Styles; X, Y and Z You shall be in a position to discuss what is meant by Performance Management in an HR Context You will have knowledge of the key considerations around conducting appraisals Quel est le public ciblé ? Those seeking an introduction to People Management/ HRM People wanting to understand HR and its relationship with line-management Managers who understand why HR is important to them Anyone looking at an HR Career Anyone in HR looking for information on the evolution of HR
Views: 138 Udemytube Udemy courses
The functions of a human resources department should focus on the organization's greatest resource of all—its employees. Without good employees, the best organization's plan will fail. Previously the role of human resources (HR) was primarily to advise and assist management in how to manage employees and deal with difficult situations, and while HR still performs this task, the role has evolved. Today the role of human resources is to be a strategic business partner in developing a strategic business plan that aligns with the organization's goals. HR assists the company in moving forward while maintaining a variety of other duties, like being an advocate for the employees. HR ensures that all employees are treated equitably and that the needs of the business are balanced against the needs of the employees. Human resources also keeps abreast of the most current regulations that affect organizations, and one of their goals is to ensure that the organization is compliant. Moreover, human resources assists with strategic hiring. Hiring the right person means reduced turnover and increased retention. This means finding the high potential candidate and then being able to convince them to work for the organization. The different roles human resources fills affects all aspects of the organization because it supports employees, and employees are the organization's most important resource.
Views: 1668 unowacademics
What is Human Resource Management (HRM)? Which Megatrends determine future challenges in HRM? What are key fields of action in HRM?
Views: 701174 Armin Trost
Human Resource Policies and Practices | Organizational Behavior (Chapter 17) Subscribe this channel to get more knowledge,Slides,Lectures,Presentations etc. Youtube: http://www.youtube.com/c/GetKnowledge?sub_confirmation=1 Facebook: https://www.facebook.com/g8knowledge Twitter: https://www.twitter.com/g8knowledge Instragram: https://www.instagram.com/knowledgeget Course Description: This course has been designed to make the students familiar with some of the important concepts related to the behavior in the organization. The things which should be kept in mind undergoing in to the organizational study. Course Objectives: This course aims to: 1. To help the students develop a solid foundation for building a strong sense of appreciation for the discipline of OB 2. To enable them to see the relevance of the OB theories and practices, emphasized by Western texts, in local settings 3. To develop an understanding of the causes of job dissatisfaction and stress as well as methods of improving job satisfaction and dealing with stress 4. To give them insight to analyze the impact of individuals and team behavior on organizational productivity 5. To analyze the impact of organizational culture and change 6. To synthesize various theories of motivation and leadership and understand their application to workplace Topics to be covered: In Complete Course: What is Organizational Behavior • What Managers Do • Management Roles Management Skills • Effective Versus Successful Managerial Activities • Defining Organizational Behavior • Challenges and Opportunities for OB Foundations of Individual Behavior and diversity • Biographical characteristics • Learning and abilities • Classical Conditioning • Operant Conditioning • Reinforcement • Behavior Modification • Implementing diversity management strategies Attitudes and Job Satisfaction • Definition of Attitudes • Three Components of Attitudes • Functions Of Attitudes • Predicting Behavior from Attitudes • Major Job Attitudes • Measuring Job Satisfaction • What Determines Satisfaction • The Impact of Dissatisfied and Satisfied Employees on the Workplace Emotions and Moods • What Are Emotions And Moods • The Basic Emotions • The Function of Emotions • Sources of Emotions and Moods • Emotional Labor • Affective Events Theory • Emotional Intelligence Personality and Values • Defining Personality • Determinants of Personality Development • Big Five Personality Traits • The Myers-Briggs Type Indicator • Cognitive and Motivational Properties of Personality • Value classification by Rokeach Perception and Individual Decision Making • Assumptions of the Rational Model • The Basic Sub processes in Perception Attention Factor in selectivity • Perceptual Organization • Attribution theory • Types of Attributions • Attribution Errors • The Link between Perception and Individual Decision Making • The Rational Model in Decision making • Bounded Rationality • Common Biases and Errors in Decision Making Motivation Concepts • Definition of motivation • Determinants of Work performance • Content theories of motivation • Self-Determination Theory • Goal-Setting Theory • Self-Efficacy Theory • Reinforcement Theory • Equity Theory • Process Theories Of Motivation Motivation: from concept to application • Job-design approaches • Job Characteristics Model • The principles of achieving higher MPS • Alternative Work Arrangements • The Social and Physical Context of Work • Employee Involvement • Using Rewards to Motivate Employees • Flexible Benefits: Developing a Benefits Package Foundations of Group Behavior • Defining and Classifying Groups • Stages of Group Development • Group Properties: Roles, Norms, Status, Size, and cohesiveness • Group Decision Making • Group Think and Group Shift Understanding Work Teams • Difference between Groups and Teams • Types of Teams • Creating Effective Teams • Turning Individuals into Team Players • Team Building and Team Based Work Basic Approaches to Leadership • Leading versus Managing • Trait and Behavioral perspectives. • Situational /Contingency perspectives • Charismatic and Transformational Leadership • Transactional and Transformational leaders Power and Politics • Contrasting Leadership and Power • Bases of Power • Dependency: the key to Power • Definition of organizational politics • Causes and consequences of Political Behavior Organizational change and Stress Management • Forces of Change • Resistance to Change • Approaches to managing organizational change • Creating a culture for change • Work stress and its management
Views: 1124 Get Knowledge
Diversity training is intended to impact a company in a positive way by helping employees to be sensitive to different cultures, mannerisms and professional behaviors. Discover why diversity training is important for all companies with help from a certified personnel consultant in this free video on human resources. Expert: Pat Goodwin Contact: www.PatGoodwinAssociates.com Bio: Pat Goodwin is a certified personnel consultant and a career transition consultant who has worked with hundreds of individuals over the past 20 years. Filmmaker: Todd Green
Views: 5250 eHow