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5 Functions of Human Resource Management HRM
 
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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: 142701 Potential
Digital HR: Using Digital Tools to Unlock HR's True Potential
 
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The Human Resource (HR) function is at the center of sweeping changes. Digital technologies are radically impacting the manner in which employees and prospects connect and communicate with organizations. Barring a few exceptions, however, HR functions in most organizations continue to stay rooted in traditional modes of engagement. For instance, almost 75% of the organizations in our annual survey of HR leaders still rely on traditional recruiting and branding techniques. It's time for HR to move into the fast lane, moving from acknowledging the impact of digital to taking concrete steps to make it an integral part of its operational processes. Not least because your employees are not hanging around. They are reinventing and equipping themselves with new-era digital tools, and it is imperative for HR to match them step-for-step. Otherwise, employees will disappear off into the distance, leaving a forlorn HR stalled on the starting grid.
Views: 15543 Capgemini
The (uncomfortable) truth of HR and leadership development | Patrick Vermeren | TEDxKMA
 
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Quackery and pseudoscience can be very dangerous. Not only in medicine but also in human resources. Alarmed by the nonsensical ideas of Transactional Analysis, Patrick Vermeren set out on a mission to reveal the truth about the many HR theories, models and questionnaires. The academic literature revealed that most HR practices (in recruitment, assessment, development, coaching…) are very problematic and some even dangerous. In this Talk valid alternatives are presented. Patrick Vermeren has been active as a consultant, trainer and coach since 1996. He built on his experience at major Belgian banks ( Cera and Dexia) and an American multinational ( Procter & Gamble). Since he joined Perco he advises HR professionals and he guides groups and individuals in the areas of leadership, coaching and facilitating decision making in groups ( participation). He also assists CEOs, managers and high potentials through training and personal coaching. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 240280 TEDx Talks
Cultivating Human Resources Potential as a Performance Resource
 
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(www.abndigital.com) Africa should cultivate its human resources potential as a performance resource. This is the view of Jeremy Langley, Regional Director of Western Europe, Middle East and Africa at human resource firm Lumesse. He was delivering a presentation on talent retention strategies in Africa in Johannesburg.
Views: 210 CNBCAfrica
Human Resource Management: Human Resource Recruitment
 
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Help us learn more about your experience by completing this short survey: https://www.surveymonkey.com/r/RRKS8LZ Subscribe to Alanis Business Academy on YouTube for updates on the latest videos: https://www.youtube.com/alanisbusinessacademy?sub_confirmation=1 Recruiting is what employers do to attract potential applicants to apply to their organization. In this lecture,​ I'll discuss the different elements of recruiting along with the advantages and disadvantages of each method.
Company Infrastructure and Human Resources Potential
 
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anticipate the need to determine the structure Jack D. Deal Business Development
Views: 51 Jack D. Deal
Human Resource Management Lecture Part 11 - Change Management (1 of 2)
 
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What is meant by a change and what are major types of changes in organizations? Why and how do changes often lead to dysfunctional human reactions?
Views: 45530 Armin Trost
A Message for Potential Students - Bachelor in International Human Resource Management
 
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Are you thinking about following a bachelor in International Human Resource Management? This programme is offered in English and gives you the possibility to study at a University of Applied Sciences which has won its spurs internationally with high-profile education. Typical for our programme is the immediate relation between theory and practical experience. The International Human Resource Management (IHRM) programme forms an excellent basis for a career in an international Human Resources business environment in your home country or far abroad. It furthermore equipes you with knowledge and skills so you can continue your education with a Master’s programme at a Dutch or foreign university. 👉Find more about the programme: http://saxion.edu/BaIHRM 👉Ask questions to students following this study: http://intosaxion.com --- Feeling social? http://fb.com/saxionuniversity 👍🏼 http://twitter.com/saxionuas 🐥 http://instagr.am/saxionuas 📸
Wastage of Human Resources (1947) - Classic Documentary
 
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This 1947 post-WWII documentary shows how crippling disease, avoidable accidents, crime, war, old age, alcoholism and poor living conditions waste human lives and their potential. This film grew out of the effort to build a better world out of the devastation of World War II.
Views: 585 All Classic Video
Human resource management in hindi
 
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Thank you friends to support me Plz share subscribe and comment on my channel and Connect me through Instagram:- Chanchalb1996 Gmail:- [email protected] Facebook page :- https://m.facebook.com/Only-for-commerce-student-366734273750227/ Unaccademy download link :- https://unacademy.app.link/bfElTw3WcS Unaccademy profile link :- https://unacademy.com/user/chanchalb1996 Telegram link :- https://t.me/joinchat/AAAAAEu9rP9ahCScbT_mMA
Views: 55565 study with chanchal
Human Resource Management Lecture Part 07 - Talent Development (1 of 2)
 
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How can companies ensure that they have successors ready for key positions at any time? Which methods and criteria are typically used to identify talent inside a companies?
Views: 58914 Armin Trost
Training Human Resources
 
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Training represents a significant expenditure for most employers. However, it has historically been viewed tactically rather than strategically, which means that training is seen as a short-term activity rather than one that has longer-term effects on organizational success. Training is the development and delivery of information people will use in their jobs. To be a strategic investment, training must align with company goals and contribute to the achievement of key performance indicators. In other words, it must produce positive results. Without ongoing training, organizations may not have staff members with the knowledge, skills, and abilities (KSAs) needed to compete effectively. Building the capacity for all employees to work smoothly with diverse individuals is essential to competitive success. Certain legal compliance considerations will ensure the effectiveness of your training and development initiatives. Accurate recordkeeping related to required training is important to demonstrate that the company is meeting its obligations. Orientation, which is the planned introduction of new employees to their jobs, coworkers, and the organization, is offered by most employers. Successfully integrating new hires is important, and measuring the degree of success allows the orientation program to be managed well. The way in which a firm plans, organizes, and structures its training affects the way employees experience the training, which in turn influences the effectiveness of the training. While there are five distinct phases to the ISD process, in most cases, the phases overlap. Although the process appears to be linear, it is actually iterative. It is common to recycle back to an earlier phase when information is uncovered at later stages. Ideally, management looks at training needs in relation to strategic plans and as part of the organizational change process. Then training needs can be prioritized on the basis of objectives. Conducting the training most needed to improve organizational performance will produce visible results more quickly. Training design is all about creating content that meets your audience’s learning and development needs. Learner readiness means that individuals have the ability to learn, have the motivation to learn, have high confidence, see value in learning, and have a learning style that fits the training. The success of training efforts depends on understanding and adapting training to the needs of the learner. Practice, feedback, overlearning, behavioral modeling, error-based examples, and reinforcement are strategies that are frequently used when designing a training experience. Closely related is an instructional strategy called immediate confirmation, which is based on the idea that people learn best if they receive reinforcement and feedback as soon as possible after exhibiting a response. Immediate confirmation corrects errors that, if made and not corrected throughout the training, might establish an undesirable pattern that would need to be unlearned. It also aids with the transfer of training to the job. Internal training generally addresses topics specific to the organization and its jobs. Effective internal training programs have the potential to be good for both employer and employee. External training, or training that takes place outside the organization, is used extensively by organizations of all sizes. Whether training is delivered internally or externally, appropriate training must be chosen. E-learning is the use of web-based technology to conduct training online. Training results can be examined through cost–benefit analysis, which compares costs and benefits associated with training. Training evaluation is the process by which you can determine if you have met those objectives and whether there is a better and cheaper way in which to do so in the future. Organizations invest billions of dollars and countless hours in training employees. These investments should support the goals of the organization and result in benefits to both the employees and the company. Thoughtful design, delivery, and evaluation of training offer the greatest probability of achieving success.
Views: 414 Gregg Learning
The Human Resources Manager Trailer
 
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The Human Resources Manager of Jerusalem's largest bakery is in trouble. He's separated from his wife, distanced from his daughter and stuck in a job he hates. When one of his employees, a foreign worker, is killed in a suicide bombing and the bakery is accused of inhumanity and indifference, the HR Manager is sent on a mission to make things right. As the facts unfold he embarks on a complex journey, beginning in the mystical streets of Jerusalem and continuing in frozen Romania. The Manager finds himself leading an awkward convoy to the dead woman's village including her rebellious son, a pesky journalist determined to ruin him, a quirky consul, an old veteran driver and a coffin. Far from home, on a mission to honor a woman he didn't even know but has somehow grown to admire, the HR Manager rediscovers his own humanity and his ability to truly care for human resources.
Views: 76304 Potential Films
Human Resource Management by Janhavi Mam | Business Management, Ethics & Entrepreurship
 
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To Buy Complete Classes visit www.studyathome.org or Call: 8737012345. StudyAtHome.org is a Online Platform, that provides CA/ CS/ CMA classes from India's Best Professors at your Home.
Views: 68132 Study At Home
Human Resource Management Part-1 (In Hindi)
 
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This Video contains Explanation of Human Resource Management, Definition of Human Resource Management, Features/characteristics of Human Resource Management, objectives of Human Resource Management, Scope of Human Resource Management, Functions of Human Resource Management. For the notes used in the video please refer to this link: https://www.facebook.com/Learningtolearn2017/photos/pcb.1949825915330054/1949825535330092/?type=3&theater These notes are available on PDF format in google drive you can download it: https://drive.google.com/drive/folders/1gYhgScZubnb6LCrLrYbStNCLyeL44nAR?usp=sharing Follow us on Facebook: https://www.facebook.com/Learningtolearn2017 Follow us on Twitter: https://twitter.com/2017learningto If you want to support this channel you can donate through Paytm 9265799867
Views: 366763 Learning to Learn
Trends in Human Resources Technology
 
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Designed for benefit and human resources professionals, this webinar will provide a broad description of the technology market today, and how The Partners Group can support your technology needs. This webinar focuses on the changing and dynamic world of human resources technology, with a focus on the top technology market trends, including: • How big data is affecting employee engagement • What impact the technology trends will have on how HR engages with employees and executives alike Presented by: Kelli LeMieux, Consulting Division Manager, Benefit Technology Resources Sarah Friend, Executive VP Sales & Marketing, The Partners Group For further assistance with your employee benefits and/or your HR technology program, please contact The Partners Group: https://www.tpgrp.com/contact-partners-groups-employee-benefits-team/ Subscribe to our email list for additional helpful tips: https://www.tpgrp.com/subscribe/ For over 35 years The Partners Group has been serving the financial and insurance needs of employers, medical professionals, and successful individuals with services including employee benefits and business consulting, retirement planning, investment services, commercial and individual insurance. We have built our business from the ground up to ensure we are a thriving organization for the next 35 years. Although we have developed a national network and reputation, you can count on our local commitment and service. We deliver through the hard work of over 150 teammates, who tirelessly provide results greater than the sum of our parts. The Partners Group has offices in Portland, Lake Oswego, and Bend OR; Bellevue, WA; and Bozeman, MT. https://www.tpgrp.com
Views: 185 The Partners Group
Impact of Technology on Human Resources Jobs
 
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The Society for Human Resources Management's (SHRM) director of academic initiatives, Nancy Woolever, shares how recent and future developments in technology will, or won't, change the future of HR jobs.
Views: 1857 AACSB International
How a new lens on "HR" can reduce turnover AND the cycle of poverty | Joe DeLoss | TEDxColumbus
 
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Owner and founder of an ambitious, award-winning fried chicken restaurant shares why human resources is more important than fried chicken to their concept. His TEDx presentation shares an insightful perspective about HR as an effective tool to break the cycle of poverty while solving a debilitating economic crisis for employers. Currently, Joe is launching Hot Chicken Takeover – a new restaurant concept earning significant acclaim in central Ohio while providing supportive employment to dozens of adults affected by homelessness, incarceration, and poverty. This business models is founded on success Joe had previously while launching Freshbox Catering for Lutheran Social Services of Central Ohio. He’s also served as an adjunct instructor at the Fisher College of Business and the John Glenn School of Public Affairs (The Ohio State University) and maintains seats on local boards related to issues of workforce development. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 46188 TEDx Talks
Best HR and Talent Management Practices
 
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This video shows best practices for human resources and talent management among which are developing social recruiting strategy, engaging line managers, linning up future leaders, managing talent anytime anywhere,... 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: 2891 SME Toolkit UAE
Human Resources : How to Negotiate Salary During Job Offer
 
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If a job is offered on the spot, it's important to be prepared beforehand to negotiate salary. Find out why it's important to thank a potential employer for a job offer 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: 144736 eHow
Why the best hire might not have the perfect resume | Regina Hartley
 
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Given the choice between a job candidate with a perfect resume and one who has fought through difficulty, human resources executive Regina Hartley always gives the "Scrapper" a chance. As someone who grew up with adversity, Hartley knows that those who flourish in the darkest of spaces are empowered with the grit to persist in an ever-changing workplace. "Choose the underestimated contender, whose secret weapons are passion and purpose," she says. "Hire the Scrapper." TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). Look for talks on Technology, Entertainment and Design -- plus science, business, global issues, the arts and much more. Find closed captions and translated subtitles in many languages at http://www.ted.com/translate Follow TED news on Twitter: http://www.twitter.com/tednews Like TED on Facebook: https://www.facebook.com/TED Subscribe to our channel: http://www.youtube.com/user/TEDtalksDirector
Views: 440610 TED
How to Structure the HR Department
 
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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: 7343 SME Toolkit UAE
4 Essential Human Resource Development HRD Functions
 
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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 Development deals with training and developing employees with the aim to improving their performance levels across the organization. Job requirements are continuously changing so staff in an orgnisation should be continuously developed to stay relevant to the job needs. Here are 4 essential Human Resource Development (HRD) functions in any business: 1. Training and development (T&D) is the heart of a continuous effort to improve employee skills, knowledge and organizational performance. Training is providing workers with knowledge and skills needed for their present jobs, while development is learning beyond today’s job. Employees need to be prepared to cope with the organization as it changes and grows. 2. Performance Management and Appraisal: Performance Management is a goal-oriented process used to maximize the productivity of employees, teams, and the overall organization while performance appraisal is a formal system of reviewing and evaluating the individual’s and team’s performance. 3. Career Planning and development: an ongoing process whereby an individual sets career goals and identifies the means to achieve them. Career development is a formal approach used by the organization to ensure that employees with the proper qualifications and experiences are available for promotion or reassignment when needed. 4. Organization development: is a planned and systematic attempt to make the organization more effective by creating a more positive behavioral environment. Human resource development should involve training an employee after he/she is hired, providing opportunities to learn new skills, distributing resources that are beneficial for the employee's tasks, and other developmental activities. Remember, there is only one thing worse than training employees and losing them, and that’s not training them and leaving them employed within the organization. Transform your thinking and look forward. For more practical learning and real-world education check out https://www.potential.com/
Views: 8962 Potential
How to Unlock the Potential of Technology within HR
 
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LifeWorks webinar hosted by Jamie True, Founder and CEO. Without a doubt employee engagement and the traditional landscape of HR are being disrupted and transformed by technology so HR leaders need to unlock the potential of technology to drive their HR requirements forward.
Views: 381 HR Grapevine
John Mattone: HR Leadership & Talent Development Expert, Executive Coach, Keynote Speaker
 
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http://www.bigspeak.com/john-mattone.html John Mattone is the man current and future leaders turn to for game-changing insights. John's presentations coach leaders on how to unlock their full potential, how to sharpen and strengthen leadership thinking and execution, and what to do to compete and thrive in a global economy. Known throughout the Fortune 500 as a cutting-edge thinker - recognized by the Thinkers50 and Leadership Excellence Magazine as one of the world's leading management thinkers and a powerful presenter who delivers practical, content-rich, research-based programs that immediately engage his audience - John Mattone gives leaders the competitive edge to lead and grow their teams.As an executive of a multi-million dollar consulting firm who has also built his own successful consulting firms, John Mattone has over 30 years' experience in the fields of leadership development and human capital management. Today, he is CEO of a consulting firm that specializes in executive assessment, development and coaching. The author of seven books as well as 100+ professional articles and book chapters, John Mattone's latest best-seller, Intelligent Leadership: What You Need to Know to Unlock Your Full Potential has been heralded by CEOs, experts and HR leaders as "groundbreaking and innovative." More About Speaker, John Mattone. . . As a world-renowned executive coach, John Mattone uses his content-rich keynotes to help leaders and future leaders unlock their untapped potential. He's also a high-energy speaker who combines strong content with an entertaining delivery. His presentations help your leaders and future leaders unlock and unleash their strengths and untapped potential so they prepare themselves and your organization to thrive in a highly-competitive global economy. John is a trusted advisor and coach to some of the world's leading organizations and brands including The CIA, The EPA, FedEx, AgFirst Farm Credit Bank, KPMG, Columbia University and Navy Federal Credit Union. John Mattone's work is featured in The Wall Street Journal, Fast Company, The Huffington Post, CEO Magazine, CLO Magazine, CIO Magazine and other respected global news outlets. To book John Mattone to speak to your organization, contact BigSpeak Speakers Bureau http://www.bigspeak.com/john-mattone.html (805) 965-1400 For information about BigSpeak, https://www.bigspeak.com/
How we can maximize human potential | Navid Nathoo | TEDxUW
 
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The world's most valuable resource is not gold or oil, it's humans. But the methods we use to extract human resources are inefficient and outdated, like using a pickaxe to mine gold. Mining human potential is no different; if we want to maximize the extraction of human potential, we need to improve our existing tool set that has been used for centuries. The Knowledge Society Executive Director, Curriculum Development This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx
Views: 204 TEDx Talks
Hacking human resources - New metrics for attracting and retaining top talent
 
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Human Potential Forum 2013, New York City How can talent professionals harness data-based technologies to improve hiring decisions? How can hiring based on a skill set, rather than job experience, build a future-facing workforce? This session features progressive employers recreating hiring metrics. Cesar A. Perales, Secretary of State, New York Edith Cooper, Global head of human capital management, Goldman Sachs Max Simkoff, Co-founder and chief executive, Evolv Moderator: Matthew Bishop, US business editor and New York bureau chief, The Economist
Views: 2533 WithTheEconomist
Human Resource Procurement Lecture, MBA by Ms. Surbhi Mathur
 
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This is a part of lecture presented by Surbhi Mathur Asst.proffesor of biyani girls college.The video is about framework of human resource procurement. Human Resource procurement is one of the major operative function of human resource management. The process starts from manpower Planning & complete with Induction phase. The video is helpful for management students. Thanks for watching and commenting. If you like our video you can Subscribe Our Youtube Channel here https://www.youtube.com/user/gurukpobiyanicollege?sub_confirmation=1 And You can also Subscribe to our Biyani TV Channel for quality videos about Fashion Lifestyle, Current affairs and many useful topics https://www.youtube.com/channel/UC50PUq-NO3Upw7XYsjwKQrA?sub_confirmation=1 Gurukpo.com is the fastest growing educational web portal where all kind of academic information/Notes are available free of cost. For more details visit http://www.gurukpo.com These Videos are produced by Biyani Group of Colleges Jaipur, a fastest growing girls college in India. Visit http://www.biyanicolleges.org Share, Support, Subscribe!!! Subscribe: https://goo.gl/3gBszC Youtube: https://goo.gl/cjbbuL Twitter: https://twitter.com/drsanjaybiyani Facebook: https://www.facebook.com/drsanjaybiyani/ Instagram: https://www.instagram.com/prof.sanjay... Website : http://www.sanjaybiyani.com http://www.biyanitimes.com You can Subscribe to our Biyani TV Channel for quality videos about Fashion Lifestyle, Current affairs and many useful topics https://www.youtube.com/channel/UC50P... Other Suggested Videos: https://www.youtube.com/watch?v=pj5hiJahJc4 https://www.youtube.com/watch?v=KZbNBH7hars https://www.youtube.com/watch?v=H9IvpdoKs7Q https://www.youtube.com/watch?v=xlzvAqZPNoY https://www.youtube.com/watch?v=9GBjMbIYjyo https://www.youtube.com/watch?v=KZbNBH7hars
Views: 268819 Guru Kpo
What we get wrong about potential | Rebecca Weaver | TEDxFremontEastWomen
 
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Rebecca identifies how HR gets potential wrong, and why our greatest potential is met helping others to find theirs. Rebecca Weaver oversees human resources for Downtown Project and DTP Ventures, including consulting with DTP small business investments, DTP wholly-owned entities and Vegas Tech Fund investments. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 2709 TEDx Talks
The ‘H’ in HR | Sylvie Koshkarian | TEDxLAU
 
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Is it possible to work while changing the lives of others? And what is the role of the human resources professional in crafting our future? How does that impact the individuals we work with and their changing needs? Sylvie Koshkarian is a human resources professional and has been working in the humanitarian and development sectors for more than 12 years. She is also the founder of Save a Career which aims to empower individuals for holistic development through offering a network of resources and support, and maximizing their potential for academic achievement, career development, and community engagement. Through counselling, mentoring, and creation of networks, they allow individuals to become meaningful participants in a rapidly changing society. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx
Views: 3297 TEDx Talks
Human Resource Management
 
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Be prepared to lead your organization's team. Davenport’s Human Resource Management bachelor's degree provides application-based knowledge in staffing, training, negotiation, dispute resolution, compensation, organizational behavior and leadership strategies in businesses. You will take classes that are aligned with all Society for Human Resource Management’s content areas assuring potential employers that our graduates are well prepared for successful careers. SHRM is the world’s largest and most prestigious association devoted to human resource management and is well known by human resource employers. Read more: https://www.davenport.edu/programs/business/bachelors-degree/human-resource-management-bba
Human Resource Management in Hindi Part 1
 
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What is Human Resource Management?? website:http://hrconsultantservice.blogspot.in Human Resource Management tutorial are provided by Hindi and Urdu.
Views: 200816 swati srivastava
Resources - Types of resources, Uses of resources
 
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What is a Resource? A resource is a source or supply from where benefits are produced. An item becomes a resource with time and developing technology. Typically resources are materials, energy, services, staff, knowledge, or other assets that are transformed to produce benefit and in the process may be consumed or made unavailable. Benefits of resource utilization may include increased wealth, proper functioning of a system, or enhanced wellbeing. Types of resources: NATURAL RESOURCES: Natural resources are derived from the environment. Many natural resources are essential for human survival, while others are used for satisfying human desire. Conservation is the management of natural resources with the goal of sustainability. Natural resources may be further classified in different ways 1. Based on Origin: In biology and ecology a resource is defined as a substance that is required by a living organism for normal growth, maintenance, and reproduction. Biotic & abiotic resources • Biotic Resources are obtained from biosphere and have life such as human beings, flora and fauna, fisheries, livestock etc. • Abiotic Resources are composed of non-living things, e.g., rocks and metals. 2. Based on the availability : Renewable & non-renewable resources • Renewable Resources are infinite resources which can be renewed or reproduced by physical, chemical or mechanical processes, e.g., solar and wind energy, water, forests and wildlife, etc. • Non-Renewable Resources are formed over a substantially long geological time, e.g., minerals and fossil fuels. 3. Based on the stage of development : • Potential Resources: Potential resources are known to exist and may be used in the future. For example, petroleum may exist in many parts of India and Kuwait that have sedimentary rocks, but until the time it is actually drilled out and put into use, it remains a potential resource. • Actual / Developed Resources are resources that have been surveyed and determined for utilization both qualitatively and quantitatively. The development of resources depends on technology and level of their feasibility. • Stock resource: refers to materials in the environment which cannot be developed profitably because of lack of technology. • Reserve resource : part of the actual resource that can be developed profitably with available technology is called a reserve resource 4. resources based on nature of ownership: • Individual Resources are resources that are owned privately by individuals, e.g. • land, houses, plantations, ponds, water in wells Community Resources are resources accessible to all the members of a community. Examples: • grazing grounds, burial grounds, public parks, picnic spots etc. • National Resources are all the resources that belong to a nation. Examples: • roadways, railways, canals, minerals, water resources, forests, wildlife, etc. • land within the political boundaries. • International Resources are regulated by certain international institutions. These include: The oceanic resources beyond 200 km of the Exclusive Economic Zone, which belong to open ocean and no individual country can utilize these without the concurrence of international institutions. 5. Labour or human resources: In economics, labour or human resources refers to the human effort in production of goods and rendering of services. Human resources can be defined in terms of skills, energy, talent, abilities, or knowledge. 6. Capital or infrastructure resources: capital refers to already-produced durable goods used in production of goods or services. In essence, capital refers to human-made resources created using knowledge and expertise based on utility or perceived value. Common examples of capital include buildings, machinery, railways, roads, and ships. 7. Tangible v/s intangible resources: While tangible resources such as equipment have actual physical existence, intangible resources such as corporate images, brands and patents, and other intellectual property exist in abstraction. Uses of Resources: • Typically resources cannot be consumed in their original form, but rather through resource development they must be processed into more usable commodities and usable things. • With increasing population, the demand for resources is increasing. There are marked differences in resource distribution and associated economic inequality between regions or countries. • Sustainable development is a pattern of resource use that aims to meet human needs while preserving the environment. • Sustainable development means that we should exploit our resources carefully to meet our present requirement without compromising the ability of future generations to meet their own needs. • The practice of the three R's – reduce, reuse and recycle must be followed in order to save and extend the availability of resources.
Views: 4398 Exambin
Human Resources PowerPoint
 
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Potential students that are interested in taking Communication Studies as their major. Human Resources is just an example of what they may want to work for after they are finished school.
Views: 4611 Josh Marek
GENERAL ELECTRIC - Beatriz Rodriguez - Global HR Director
 
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The HR INSPIRED Conference is the UK & Europe's leading business to business conference for senior HR Executives. For information on attending our next conferences go to www.inspiredconferences.com/conferences/ or email [email protected] Twitter - @inspiredcon Speaker : Beatriz Rodriguez - Global HR Director at General Electric BIO : Senior HR Leadership across different geographies/business industries, with profound experience in leading and navigating through global matrix environment. Business Acumen and proven track record in change management through tough decision making, leading large HR teams to shape business competitiveness. Strategist, visionary, able to eliminate complexity, demonstrated critical thinking and project management. Ability to build successful and effective relationships at all levels of the organization; promote ideas persuasively and shape opinion. GE high potential Human Resources Leadership Program graduate with global rotations experience. Able to communicate in 6 different languages: english, portuguese, french, italian, chinese and spanish.
Small Business Week - Tip of the day - Human Resources
 
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Many small businesses overlook the power of offering benefit packages to their employees. Fleet Complete's EVP of HR Larry Indovina offers his insight on the potential return on investment of custom benefit packages.
Views: 510 Fleet Complete
Outcomes of e-HRM
 
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The use of e-HRM has increased greatly over recent years with most large organisations now using technology to some extent in their management of human resources. Dr Emma Parry discusses two recent research articles on the subject which look at (1) the potential use of e-HRM as a means to increase the value of the HR function and (2) the desired goals and actual outcomes of e-HRM.
Performance Appraisal l Human Resource Management
 
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Human Resource Management; Management; Performance Appraisal l Human Resource Management 1. Performance Management Vs Performance Appraisal - 00:01:23 - 00:03:10 2. Who is involved : 00:03:13 - 00:06:06 3. Performance Management Goals : 00:06:09 - 00:08:17 4. Performance Management Process : 00:08:19 - 00:15:19 5. Performance Assessment & Appraisal Methods : 00:15:20 - 00:22:29 6. Potential Appraisal Problems : 00:22:33 - 00:26:42 7. Conducting Performance Interview : 00:26:42 - 00:31:17 8. Disadvantages of Appraisal System : 00:31:20 - 00:35:30 Video by Edupedia World (www.edupediaworld.com), Free Online Education; Click here (https://youtu.be/iNvsTU__ANo) for more videos on Subject name (Human Resource Management); All Rights Reserved
Views: 31918 Edupedia World
Dilbert:  Catbert, Evil H.R. Director and Spooky Video
 
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http://www.dilbert.com/animation by Scott Adams Dilbert and Catbert share. Catbert displays psychic powers. In Catbert, Evil H.R. Director, Dilbert says, how can I achieve my full potential? Catbert says, you already have, seriously you've peaked. Dilbert says, I came to human resources for some guidance. Catbert says, that's what tipped me off. In Spooky, Boss says, 'Our company is going to make antivirus software. What's that tell you?' Catbert says, 'It tells me we'll secretly create viruses that can be detected only by our software. Am I close?' Boss says, 'You're spooky.'
Views: 80446 dilbert
SOARING with The Chang School - Human Resources Management
 
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Ryerson University's G. Raymond Chang School of Continuing Education offers flexible, accessible programming to assist adult learners in maximizing their potential to SOAR. In this video, Tamara Tang, Human Resources Manager at GFL Environmental Inc., explains how The Chang School's Human Resources Management certificate program assisted her in SOARING in her career. For More Info: Human Resources Management: http://www.ryerson.ca/ce/hrmanagement The Chang School: http://www.ryerson.ca/ce © 2013 Ryerson University. All rights reserved.
Views: 2417 ChangSchool
international human resource management (IHRM) PHR SPHR Human Resources License Exam VocabUBee.com
 
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international human resource management (IHRM) staffing in different countries from different countries International human resource management involves the sourcing of jobs with overseas or out-of-country employees. The process is very complicated as language differences, cultural differences and laws have a large impact on work assignment success or failure. Expatriation is sending an employee to another country to fill an assignment and repatriation is the return of the expatriate to his or her home country. Both the outbound and the return of expatriates represents potential problems for the employee and her family. Categories of international human sourcing include: expatriates, third-country nationals, resident aliens, host country nationals. Third-country nationals are paid by a U.S. company to work in a country other than their home country. Resident aliens pass the green card test or the substantial presence test. Host country nationals are residents of the country they are working in, but are paid by the U.S. International human resource management involves staffing employees to work in different countries and paid by companies based in different countries. Multiple Choice Question international human resource management (IHRM) A staffing in the home country of the business with nationals B staffing in different countries from different countries C necessary inventory arrives as-needed to the line D looking far and wide to find employees to do company work Correct Answer: b If you would like to suggest corrections to this word, email us at [email protected] Thank you. This word appears in the book Vocab-U-Bee PHR SPHR Professional In Human Resources License Exam Top Pass Words PHR and SPHR are registered trademarks of Human Resources Certification Institute Find links to all our playlists at VocabUBee.com Vocab-U-Bee Values: Consistency First, One Small Step Each Day and the 42 Bee March Thank You! and Good Luck!
Views: 3319 Act Level 42
Manage Human Resources Intelligently [New Technologies - Oracle]
 
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Human talent is a central element in new corporate cultures. To maximize its potential, we need innovative ways to manage it. In partnership with Oracle, Accenture strategically integrates Human Resources' areas to the business.
Views: 6333 Accenture México
Human Resources - HR at Risk
 
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HR represents one of the greatest risks at any company--including yours. The first step in risk analysis is knowing the potential exposures. Read 149 Things to Worry About in HR. For more free HR tools please visit http://www.hrthatworks.com/free-tools.
Views: 935 Don Phin
HR  Consulting and HR Consulting Skills
 
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HR Consulting and HR Consulting Skills Hello, my name's Neil Griffin and I'd like to welcome you to this video. Hey, I guess if you're watching this you're going to be an HR Director or HR Manager or someone in the profession. Or else you might be a business leader - someone who runs your own company or a senior manager in an organisation. In which case this is going to be very relevant for your HR team. So look - I've got 3 questions to ask you - The first one is - do you tend to find that you get so much involved in day-to-day transactional activity that this actually prevents you from getting involved in the business critical stuff that you know you should be doing? Second question - would you like to be able to get more airtime with the Board and the top team to discuss HR activities properly, and have the opportunity to table your ideas and proposal;s for HR initiatives? Oh, and by the way, to get more budget for those? And then the final question - are you prepared to put some time and some effort into developing yourself, both to become a better HR practitioner and a better business manager? Well look, if the answer is "Yes" to those questions, I think we've got the basis for a discussion. But first of all I'd like to give you a quick pen picture of Griffin UK, which is the company that I started back at the start of the Millenium in January 2000. Now since then our one and only aim is to work with organisations to enable them to improve the quality of their HR interventions, particularly in terms of the bottom-line value that they add. Now right at the start we did a major piece of research - went into 300-400 organisations, and the reason for doing this was to identify the critical factors that made for outstanding success in senior HR roles. And we did this in a variety of ways; we interviewed people, we worked in scores of working groups to devil this out. The whole process took us, I guess, something like 2 years. And at the end of that what we'd done was to, first of all, identify the high level activities that differentiate outstanding HR performance, and secondly, the behaviours, the behavioural skills that are needed to accomplish those. So what we were able to do was to create what has become known as Commercial Added Value HR, to model these activities and behaviours and to put them into a systemic approach that could be used to develop senior HR people and their teams. And since then we've put scores of senior people through this process, often working with their teams as well. And we've consistently had exceptional results from this. Now can I say straight away that this isn't about theory, its about good pragmatic stuff; all of the information, all of the insights that we gained from the research have been incorporated in this. So the whole approach is based on practical skills that we know work. Well I have to say the primary purpose of this is to create a transformed HR for your organisation, and one that's going to create significantly more bottom-line value. And the starting point for that is to work with you one to one. Sit down with you and ask the simple but difficult question "Well what do you actually do? How do you fill your working week? And to really devil down on that using our Commercial Added Value diagnostics. And then once we've done that we move to looking at the requirements of the business, to work with you to create a totally realigned set of activities. And once we've completed that we move on to looking at your behaviours, your behavioural skills. The specific behaviours and attributes that your going to need to support all those activities. Now some of those you'll already be competent in, after all you are a senior professional. But others will be skills that are new to you, and we'll need to work with you to develop those over a period of time. So the major benefit from this is going to be for your organisation. They're going to get an HR leader who's really driving the business agenda, and actually is enabling your business to create significantly more bottom-line value. The second benefit, and an obvious one, is going to be for you, that from the point of view of the development that you go through, this is going to hugely enhance your skills and your potential as an HR professional, and is really going to help you in your career. So hopefully that's whetted your appetite, and if you'd like to find out more, if you click on the website link in the description box just below this video, that will take you to our website, and I'll see you over there.
Views: 15971 Neil Griffin
08 common Interview question and answers - Job Interview Skills
 
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08 common Interview question and answers - Job Interview Skills 1. "Tell me a little about yourself." You should take this opportunity to show your communication skills by speaking clearly and concisely in an organized manner. Because there is no right or wrong answer for this question, it is important to appear friendly. 2. "What are your strengths?" This is a popular interview question. They want to know what you think of yourself. Although this is a general question, there is a wrong and right answer. The wrong answer is a generic answer saying you are organized and friendly. Although it will not hurt you during the interview, it will certainly not help you either. Answer this question based on the type of job you are applying for. 3. "What are your weaknesses?" For this answer, you should display a weakness that can be seen as a strength. There are many types of answers that will work. Some answers will be good answers for certain jobs, while the same answer will be a bad answer for a different job. Select an answer that will work for the position you are applying for. 4. "Where do you see yourself in five years?" This question primarily depends on where you are in your career. A person with 5 years of experience will have different goals than a person with no work experience.This question is asked to see how serious a candidate is about his or her career. Some people might not know their goals, and some people might have goals of becoming rich and retiring early. Those are incorrect answers for this question. The type of answer you want to give is an ambitious answer that shows you really love your career. A good interviewer will read between the lines and find out if a person is going to be a hard worker or just a mediocre one. Being descriptive and shooting for a big goal is something interviewers want to hear. 5. "What do you know about our company?" A typical job interview question, asked to find out how much company research you have conducted, is "What do you know about this company?" Prepare in advance, and in a word, research, so you can provide relevant and current information about your prospective employer to the interviewer. 6. "Are you good at dealing with change?" Dealing with change is common in the work place. A simple yes will not be sufficient to impress the interviewer. This is another type of question where everyone will have similar answers. Of course everyone is going to claim being excellent dealing with change. You got to communicate that you are really good at dealing with change. 7. "Do you work well under pressure?" In most cases, the best answer to this question is answering yes. Working well under pressure is a good trait to have. However, I think if you answer that you work the same with pressure and without pressure, the interviewer will be more impressed. However, you will need to explain in words why this is better. 8. "How do you make important decisions?" There are many ways to answer this question, and if you have a reasonable method of making decisions, it will probably be sufficient. One answer I thought of included not being afraid of asking your manager. You can follow up by saying even the best needs mentoring, and you always want to improve. So basically, this could work as an answer, but depending on the job, you might have a better shot with an answer like my example.
Potential appraisal | Meaning | Purpose | Scope | Steps | H.R.M. | In Hindi
 
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Potential appraisal | Meaning | Purpose | Scope | Steps for potential appraisal | H.R.M. | In Hindi
Views: 2019 Smart Education
Future Role of Human Resources Business Partner | Sesil Pir |
 
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This is such an exciting time as we get to think through and redefine the future of our Human Resources Management function and Human Resources roles. We believe the HR function may soon be more of an evolution vs. a revolution. And, in any case, we feel there are some expectations of the HR professionals across all organizations, small or large. This video shares our quick perspective on what might be expected of us as HR business partners and specialized consultants – we welcome your comment under the video and invite you to share your thoughts as well. ------------------------------------------------------------------------------------------------------------------------------------------------------------------- Whirling Chief is an online collaboration platform, driven by a shared belief that traditional ways of working are long gone. We desire to explore new and revolutionary business and human resources practices in their richness and depth as they may best fit into our 21st century, complex, and dynamic lives. We want to bring meaning, wisdom, and humanity into workplaces and workplace practices, so more of us around the globe can live up to and realize our full potential. If you want to join our purpose in shaping how people think about and use the concepts of ‘work’ and ‘workplace’ in new and healthier ways, please subscribe to one of our channels. Follow Whirling Chief news on Twitter: https://twitter.com/whirlingchief Check out Whirling Chief photos on Instagram: https://www.instagram.com/whirlingchief/ Like Whirling Chief on Facebook: https://www.facebook.com/whirlingchief/ Subscribe to our channel: https://www.youtube.com/whirlingchief Note: All content rights reserved and trademarked to Whirling Chief.
Views: 4768 Whirling Chief
Class 8: Geography (Chapter 1: Resources)
 
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In this video, we will see he topics of Utility, Value, Patent, Technology, Types of Resources , Natural Resources- Level of Development , Use , Stock , Origin , Distribution, Actual and Potential Resources , Biotic and Abiotic Resources, Renewable and Non renewable Resources , Stock of Resources , Ubiquitous and Localised Resources , Human made Resources , Conserving Resources , Resource Conservation , Sustainable Development and its Principles etc.
How does GDPR impact HR?
 
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Explaining the impact of GDPR on HR departments and HR professionals is Verity Slater, Partner in our Employment team, and Solicitor Jowanna Conboye. To speak to a member of the team, or for more information, visit: https://bit.ly/2OeAPIO General Data Protection Regulation (GDPR) changed the landscape for data protection in the UK and across Europe as of 25th May 2018. HR departments and HR professionals need to have reviewed the data they hold on current employees and potential recruits. HR teams need to ensure they are compliant with the new regulation as it has a wide ranging impact on the data they hold. In this video Verity and Jowanna answer the questions that are frequently asked: What should HR teams be doing? What data have we got and why do we have it? What is the lawful basis for processing data? What does a privacy notice need to include? What are the penalties for failing to comply with GDPR? Where is our data stored and how secure is it? How do we report breaches to the regulator?
Views: 4253 Stephens Scown
What Is The Meaning Of Human Resources Audit?
 
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The audit also helps in identifying the areas of improvement hr function an gives employers opportunity to identify & address potential human resources compliance issues. See auditing your hr department and avoiding individual liability for the professionalan audit involves devoting time resources to taking an intensely objective look at organization's policies, practices, definition is process of evaluating performance human resource its activities undertaken, policies followed towards accomplishment organizational goals. The purpose of an hr audit is to determine if your human resources staff should conduct periodic departmental audits ensure the organization's compliance with employment regulations and best practices. This process is extremely thorough and usually involves multiple individuals assessments. An effective hr audit helps in identifying the need for improvement and enhancement of function on a timely basis will contribute to long term success. Research approaches to audits 3. The hr audit is conducted to identify the lapses, shortcomings, gaps in implementation of functions and human resource means systematic verification job analysis design, recruitment selection, orientation placement, training development, performance american accounting association's committee on (1973) has defined as. An objective review of the company's 'current state' can conducting a human resource department audit helps company to know how well its functions, whether it complies with requirements set by governmental laws and an effective resources (hr) looks into every discipline function. Create an action plan once the audit is complete, company executives should meet with team to discuss findings and formulate a address each problem or area of concern identified in concept highlights strengths weaknesses hr practice, describes steps essential for its implementation, explores factors that contribute audit's success defined. Hr audit is an important management control device. Why and how to conduct a human resources audit minnesota. What is hr audit? Definition and meaning business jargonshuman resource (hr) audit meaning, phases its advantages. Definition hr audit means the systematic verification of job analysis and design, recruitment selection, orientation placement, training development, performance appraisal evaluation, employee executive remuneration, motivation. It is a tool to judge organisations performance and effectiveness of hr management. Conducting human resource audits dresser & associates. Human resource audit is a comprehensive method of objective and systematic verification current practices, documentation, policies procedures prevalent in the hr system organization. Googleusercontent search. A properly conducted audit will human resource auditing is the process of evaluating various programs and practices in order to determine whether or not they serve their intended purposes. Human resource (hr) audit meaning, features, objectives and.

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