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HUMAN RESOURCES

HUMAN RESOURCES

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Published by swatitikku
HUAHN RESORCES, DEFINITION, OBJECTIVES, IMPORTANCE, DASHBOARD
HUAHN RESORCES, DEFINITION, OBJECTIVES, IMPORTANCE, DASHBOARD

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Published by: swatitikku on Feb 12, 2010
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05/20/2011

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HUMAN RESOURCES
 Topics Discussed
1.DEFINITION OF HUMAN RESOURSE DEPARTMENT2.FUNCTION OF HUMAN RESOURSE DEPARTMENT3.OBJECTIVES OF HUMAN RESOURSE DEPARTMENT4.INTRODUCTION OF CREATIVE BICYCLE CORP.5.OBJECTIVES OF HUMAN RESOURCE MANAGEMENT IN CREATIVE BICYCLECORP.6.PROBLEM REGARDING HUMAN RESOURCE DEPARTMENT7.DASHBOARDS8.DISCUSSION BOARD9.ANNOUNCMENT10.FORM11.TABLES12.SURVEYS 
DEFINITION OF HUMAN RESOURSE DEPARTMENT
Introduction
The Human Resources Management
(HRM) function includes a variety of activities,and key among them is deciding what staffing needs you have and whether to use independentcontractors or hire employees to fill these needs, recruiting and training the best employees,ensuring they are high performers, dealing with performance issues, and ensuring your personneland management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies.Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure thatemployees have -- and are aware of -- personnel policies which conform to current regulations.These policies are often in the form of employee manuals, which all employees have.
 
 
FUNCTIONS OF HUMAN RESOURSE DEPARMENT
1.
MANPOWER PLANNING :
MANPOWER PLANNING IS A VERY IMPORTANT PROCESS WHEREMANAGEMENT DETERMINES HOW AN ORGANISATION SHOULD MOVEFROM ITS CURRENT MANPOWER POSITION TO A DESIRED MANPOWER 
DEFINIG A PRESENT NEEDS AND ESTIMATING THE FUTURE NEEDS OFMANPOWER IN AN ORGANISATION. PARTICULAR USEFUL TO AL BIGORGANISATION TO ABLE TO MEET AND MANAGE CHANGES IN TERMS OFTECHNICAL KNOW HOW,PRODUCTS,MARKET,ETC
WITH PROPER MANPOWER PLANNING ,MANAGEMENT IS ABLE TO ENSURETHE RIGHT NUMBER OF PEOPLE AND RIGHT KIND OF PEOPLE AT A RIGHTPLACE AND AT A RIGHT TIME FOR WHICH THEY ARE BEST SUITED.IT ISTREREFORE A STRATGY FOR procurement, development, allocation, utilization andmaintenance of human resources of an enterprise
2.RECUITMENT AND SELECTION OF EMPLOYEES
Recruitment and selection refers to the chain and sequence of activities pertaining to recruitment and selection of employablecandidates and job seekers for an organization. Every enterprise,business, start-up and entrepreneurial firm has some well-definedemployment and recruitment policies and hiring procedures. The HRdepartment of large organizations, businesses, government offices andmultilateral organizations are generally vested with the responsibilitiesof employee recruitment and selection.
Process of attracting the best qualified individuals to apply for a given jobsThree main stages in recruitment1.Identify and define the requirement .job descriptions job specification2.Attract potential employees3.Select and employee the appropriate people form the job applicants.selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job. Towards this purpose, the candidates are requiredto take a series of employment tests and interviews.
 
Main stages in selection1. Preliminary screening:Preliminary screening helps the managers eliminate unqualified or unfit job seekers based onthe information supplied in the application form2. Selection test:An employment test is a mechanism (either a paper and pencil test or an exercise)thatattempts to measure certain characteristics of individuals.3. Employment interview:Interview is a formal conversation conducted to evaluate the applicants suitability for the job.Though in present times the interviewee also seeks information from interviewer 4. Reference and background checks:Many employers request names, addresses and telephone numbers or reference for the purpose of verifying information and gaining additional information on an applicant.5. Selection decision:The final decision has to be made from among the candidate who pass the tests, interviewsand reference checks.6. Medical examination:After the selection decision and before the job offer is made, the candidate is require toundergo a medical fitness test. The job is given to the candidate being declared fit after themedical examination.7. Job offer:The job is offer to those applicants who have passed all the pervious hurdles . Job offer ismade through a letter of appointment.8. Contract of employment:After the job offer has been made and candidate accepts the offer, certain documents need to be executed by the employer and the candidate.3.EMPLOYEE MOTIVATION

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