Hrm Personal Item Need in the Orgaistion

In: Business and Management

Submitted By mattcfung
Words 4432
Pages 18
Introduction
Human resource management is a field that is concerned with issues that relate to employees. The employees are the main resource for the company as they determine the success or failure of the company. The needs and expectations of these employees should be taken with a lot of concerns in the long run. Human resource management is a process of managing people in the best way so that they can contribute towards attaining the goals of the company. This is meant to manage people in the best way possible and also award them well with an aim of motivating them to be more productive. Task 1
Some people claim that there no differences between personnel management and human resource management. Both of them are important management sectors that work together for the growth of the organization, by managing and serving their employees. It was found that, nowadays, HRM has a broader scope than personnel management.
Personnel management involves planning for a short time period while human resource management is concerned with long term planning.
1. Personnel management deals with employees, their payroll and employment laws. On the other hand, Human Resources Management deals with the management of the work force, and contributes to an organization’s success.
2. HRM basically deals with developing personnel management skills. It is Human Resources Management that develops a team of employees for an organization.
3. While Personnel management is external for the locus of control, Human Resources Management is internal.
Personnel management is reactive and human resource management is considered as being proactive in nature.
4. Personnel management focuses on administrating people or employees. On the other hand, the prime focus of Human Resources Development is to build a dynamic culture.
5. Personnel management is independent from an organization. On the…...

Similar Documents

Hrm in Bank

...Resource Management Page No. 1 1 2 3 5 5 6 8 9 9 13 20 20 20 21 1.2 Characteristics of Human Resource Management 1.3 Need and Development of Human resource management 2 2.0 2.1 2.2 2.3 3 3.0 3.1 3.2 4 4.0 4.1 4.2 4.3 Human Resource Management in Banking What is a Bank HRM Background and Practices HR Practices and Methods Job analysis, Job design, and Job evolution Job analysis Job design Human Resource Planning Recruitment Selection Placement -2- 4.4 5.0 5.1 5.2 5.3 6.0 6 6.1 6.2 Induction & Orientation Human Resource Development Management Development Career Planning & Development Organizational Development Compensations Management Compensation Compensations and Benefits 21 23 23 23 24 25 25 26 7 8 7.0 8.0 8.1 8.2 8.3 8.4 8.5 Human Relations Human Resource Management in Bank HRM in Cooperative Banks HRM in Regional Rural Banks (RRBs) HRM in Public Sector Banks HRM in Private Banks & Foreign Banks HRM in Public Sector Unit Banks (PSU Banks) 27 28 28 28 28 29 29 31 31 31 32 9 9.0 Responsibilities of the Human Resource Management Department in Banks 9.1 9.2 Role Responsibilities 10 10.0 Employee Relation in Banks -3- 11 12 Current Challenges Faced by banks in HRM 12.0 Development in Banks 12.1 Training and Development 12.2 Recruitment 12.3 Selections 33 35 35 39 40 45 46 50 67 68 69 70 71 78 13 14 15 16 13.0 HRM Issues in Public Sector Banks 14.0 Organizational Profile of State Bank of India 15.0 16.0 16.1 16.2 16.3......

Words: 15622 - Pages: 63

Hrm Practices

...AND PSYCHOLOGICAL CONTRACTS A Thesis presented to The Faculty of the Graduate School At the University of Missouri-Columbia In Partial Fulfillment of the Requirements for the Degree Master of Science by PRIYANKO GUCHAIT Dr. Seonghee Cho, Thesis Advisor AUGUST 2007 The undersigned, appointed by the dean of the Graduate School, have examined the thesis entitled HUMAN RESOURCE MANAGEMENT PRACTICES, ORGANIZATIONAL COMMITMENT AND INTENTION TO LEAVE: THE MEDIATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AND PSYCHOLOGICAL CONTRACTS presented by Priyanko Guchait a candidate for the degree of master of science, and hereby certify that, in their opinion, it is worthy of acceptance. Dr. Seonghee Cho, Food Science (HRM) Dr. Dae-Young Kim, Food Science (HRM) Dr. Robert Torres, Agricultural Education ACKNOWLEDGEMENTS The thesis could not have been completed without the support of many people who are gratefully acknowledged herein. First of all, I would like to express my sincere gratitude and appreciation to my Committee Chair and Advisor, Dr. Seonghee Cho, for her guidance and support throughout the completion of this thesis and my study at University of MissouriColumbia. Without her mentorship I would not have been able to undertake this thesis and my education at University of Missouri-Columbia. I would also like to thank Dr. Robert Torres who served as my committee member, and without whom I would not have been able to do statistical analysis on my own. I......

Words: 32177 - Pages: 129

Azerbaijani Coca-Cola Hrm Proposal for Personal Assistant

...! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! Azerbaijani Coca-Cola HRM Proposal ! for Personal Assistant! WEN Qi 1 Recruitment A personal assistant to general manager is someone who assists in daily business or personal tasks of general manager. 1.1 Job analysis 1.1.1 Personal Assistant Job Description • Arranging travel and accommodation • Calendar management, monitor and deal with telephone calls or e-mails, relay messages or refer callers as appropriate or as directed • Handle all aspects of meeting arrangements and supporting documentation, conference calls, including administrative support as required • Keeping and maintaining an accurate record of papers and electronic correspondence on behalf of the GM • Minute general meetings as required • Dealing with incoming e-mail, faxes and post 1.1.2 Personal Assistant Job Requirements • University degree • PA experience in supporting a senior manager and their team is essential • Excellent knowledge of Azerbaijani and English, Russian is a plus • Excellent knowledge of MS Office • Strong interpersonal skills • Excellent organizational skills • Excellent written and oral communication skills • Proven ability to work under pressure and to tight deadlines 1.2 Recruitment planning Use external recruitment. External recruitment is the process of searching outside of the current employee pool to fill open position in an organization. It makes the organization can approach to a larger pool of applications,......

Words: 2645 - Pages: 11

Why You Need Personal Branding

...The making of the CEO - Why you need Personal Branding Now that you’re in the most prestigious business school, what is next? Now that you have landed that job, what is next? Now that you have obtained that degree, what is next? Competition in today’s business world has grown even stiffer, making it really tough to stand out and shine through the clutter. Good grades and lots of extracurricular activities alone won’t guarantee that. So, one of the best ways of staying ahead of the pack in today’s business world is to stand out, have a unique brand amongst peers. Bottom line, It’s about bringing who you are to what you do and how you do it. It’s about making your mark by being your-best-self. It's about what you're known for and how people experience you. Now that is personal Branding and if you don’t know, you already have one. How to prove it, Ask your friend, colleague or just a neutral person what they think when they see you or hear your name. Many of us are somewhat ‘digital natives’. We are citizens of 2, 3 or even more digital/social media communities - LinkedIN, facebook, twitter, Instagram, Blogs etc. All of these are some of the composite part of your personal brand. They speak volume about you, have shaped people opinion about you. So if ever wondered why some people do not take you seriously, you need to check what it is you’re churning out physically, socially, or digitally. Good news is this, while you may not be able to do much about what you’ve......

Words: 298 - Pages: 2

Strategy Hrm

...Module Title: HR Strategy and Professional Practice Module number: BHL 6015 Module tutor: Hefin David Assignment Title: Strategic Choice in HRM? Group member: AO SUN 20048523 Wenhao Yuan 20048524 Yikai Zhou 20069377 Contents 1. Introduction 3 2. Different measures of analysis and comparison 4 2.1 Redeployment 4 2.2 Secondment 4 2.3 flexible working 5 2.4 Comparison 7 3. Strategic HRM 8 3.1 definition of the Strategic HRM 8 3.2 The extend of strategic HRM 8 3.2.1 HR outcomes with Harvard model 8 3.2.2 Vertical fit 9 3.2.3 Horizontal fit 9 4.0 Recommendation 10 4.1 Accept redeployment 10 4.2 Accept secondment 10 4.3 Accept flexible working 11 Reference List 13 Appendix 15 1. Introduction Standfast Insurance is to encounter a 25 million pounds budget deficit in the coming 5 years as a result of diminished market share. Apart from the budget deficit, the company is to encounter other challenges including the need to address rises in demand from customers. Therefore, in order to tackle the external and other influences, Standfast Insurance needs to come up with appropriate strategies. The company intends to improve quality and concurrently evade redundancy using a variety of strategies including redeployment, secondment and flexible working. This paper will start with literature review on redeployment, secondment and flexible working, after that...

Words: 4696 - Pages: 19

For Hrm

...to ensure hospitality graduates have accurate expectations of the industry. Another perspective would be that industry professionals are responsible for providing the career factors new graduates are expecting. Either way, this research will assist in determining where the gap exists and which factors need more focus. In addition, if these gaps are reduced then perhaps there will be an increase in the retention rate of hospitality management graduates within the hospitality industry. 1.6 Definition of terms Career factor: Factors which are present at different levels within different industries which could influence decisions on choice of careers (Kyriacou & Coulthard, 2000). Turnover intention: For the purposes of this research study, turnover intention is treated as a respondents intent to leave the hospitality industry as whole as opposed to a single job within the industry. Experience: Experience as it relates to career factors is identified for individuals still in the industry as their current experience and for those that have left the industry as their previous experience. Importance: Importance is identical for both sets of respondents, the perceived need or desire as it relates to career factors. Difference: Difference is a calculated variable that will quantify the gap between career factor importance and career factor expectation. Chapter II 2.1 Review of related literature 2.1 Review of related literature Turnover has been a constant......

Words: 6636 - Pages: 27

Hrm 300 Complete Course

...A++PAPER;http://www.homeworkproviders.com/shop/hrm-300-complete-course/ HRM 300 COMPLETE COURSE HRM 300 COMPLETE COURSE, Week 1 Individual Assignment Human Resource Management Overview Prepare a 700- to 1,050-word paper using the Week One readings, articles, and your personal experiences to address the following questions: • What is human resource management? • What is the primary function of human resource management? • What is the role of human resource management in an organization’s strategic plan? Format your paper consistent with APA guidelines. Films: 1. Personnel, 2. Feedback on the Job: Acccepting Criticism, 3. Busniss Plan: SWOT Analysis Watch these films that are located in the univerisal library and use them as references. Refer to Main classroom forum for directions to access them. Week 1 DQ 1 What are the major functions of human resource management (HRM)? What is the most important function of human resource management? Explain your answer and provide a workplace example to support your response. WEEK 1 DQ 2 Why is diversity important in the work environment? What can organizations do to encourage diversity? How is HRM involved in the area of diversity? WEEK 2 HUMAN RESOURCE MANAGEMENT DEPARTMENT BROCHURE The HRM department at fictional Hancock Manufacturing is planning to recruit new employees at a local university career fair. To attract qualified applicants, the department has decided to design a brochure to......

Words: 3392 - Pages: 14

Hrm Syllabus

...appointment): Tuesday 12:00-13:30 (Grivitei - 4213) – - once every two week (starting with 6th of October) Tuesday 15:00-16:30 (Grivitei - 4213) – every week Any change will be announced. ← Course description: Human resource must be properly managed in order to be the progress outstanding factor of the organization. Basically, the organization’s success, performance and competitiveness lean on the content and quality of human resource management. Consequently, many of the difficulties faced by organizations also arise from here. The idiom according to which the human resource is the most valuable asset of an organization could not be more true. The predicament is what kind of assets do we need and for what kind of tasks? Intelligent people? Creative people? With certain skills or only good potential for the activity in case? Nowadays, the hiring process tends to be done without clearly differentiating between creative, intelligent and expert people, the coherence of the HR strategy being encumbered by the multitasking challenge of each organization and the more difficult achievement of a comfortable market position. However, above all the general requirements of an employer (formation, knowledge, experience, skills, attitudes, behaviors and human type, features that are seldom simultaneously met), it still remains the organization's necessity of understanding its employees, taking care of them and developing their......

Words: 2336 - Pages: 10

Hrm 300 Complete Course

...HRM 300 COMPLETE COURSE A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=hrm-300-complete-course Visit Our website: http://hwsoloutions.com/ Product Description HRM 300 COMPLETE COURSE, Week 1 Individual Assignment Human Resource Management Overview Prepare a 700- to 1,050-word paper using the Week One readings, articles, and your personal experiences to address the following questions: • What is human resource management? • What is the primary function of human resource management? • What is the role of human resource management in an organization’s strategic plan? Format your paper consistent with APA guidelines. Films: 1. Personnel, 2. Feedback on the Job: Acccepting Criticism, 3. Busniss Plan: SWOT Analysis Watch these films that are located in the univerisal library and use them as references. Refer to Main classroom forum for directions to access them. Week 1 DQ 1 What are the major functions of human resource management (HRM)? What is the most important function of human resource management? Explain your answer and provide a workplace example to support your response. WEEK 1 DQ 2 Why is diversity important in the work environment? What can organizations do to encourage diversity? How is HRM involved in the area of diversity? WEEK 2 HUMAN RESOURCE MANAGEMENT DEPARTMENT BROCHURE The HRM department at fictional Hancock Manufacturing is planning to recruit new employees at a local university career fair. To attract qualified......

Words: 3409 - Pages: 14

Hrm 520 Week 4 Assignment 2 Determining Hris Needs

...HRM 520 WEEK 4 ASSIGNMENT 2 DETERMINING HRIS NEEDS To purchase this visit here: http://www.activitymode.com/product/hrm-520-week-4-assignment-2-determining-hris-needs/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 520 WEEK 4 ASSIGNMENT 2 DETERMINING HRIS NEEDS HRM 520 Week 4 Assignment 2 - Determining HRIS Needs Write a three to four (3-4) page paper in which you: 1. Assess the types of changes and new developments in technology and government regulations that should be considered in long-range planning requirements for updating or replacing a HRIS. 2. Identify three (3) disadvantages (other than time) of using interviews and focus groups for data collection during the analysis phase when determining HRIS needs. Recommend three (3) approaches to overcome the disadvantages. 3. Assess three (3) critical sources of data-gathering initiatives for an HRIS needs analysis and highlight the advantages and disadvantages of using each of those sources. 4. Identify a system, process, or service in your organization’s HRIS that could be improved. Compare the current system, process, or service (where it is now) with the envisioned future (where it is going) and then create a gap analysis report that identifies the discrepancies between the current state and the future desired state and prioritizes needs. 5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources. 6. Activity mode aims to......

Words: 790 - Pages: 4

Hrm 595 Week 1 Assignment Personal Bargaining

...HRM 595 WEEK 1 ASSIGNMENT PERSONAL BARGAINING To purchase this visit following link: http://www.activitymode.com/product/hrm-595-week-1-assignment-personal-bargaining/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 595 WEEK 1 ASSIGNMENT PERSONAL BARGAINING HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet Activity mode aims to provide quality study notes and tutorials to the students of HRM 595 Week 1 Assignment Personal Bargaining in order to ace their studies. HRM 595 WEEK 1 ASSIGNMENT PERSONAL BARGAINING To purchase this visit following link: http://www.activitymode.com/product/hrm-595-week-1-assignment-personal-bargaining/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 595 WEEK 1 ASSIGNMENT PERSONAL BARGAINING HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet Activity mode aims to provide quality study notes and tutorials to the students of HRM 595 Week 1 Assignment Personal Bargaining in order to ace their studies. HRM 595 WEEK 1 ASSIGNMENT PERSONAL BARGAINING To purchase this visit following link: http://www.activitymode.com/product/hrm-595-week-1-assignment-personal-bargaining/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 595 WEEK 1 ASSIGNMENT PERSONAL BARGAINING HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet HRM 595 Week......

Words: 766 - Pages: 4

Hrm 350 Complete Class

...HRM 350 Complete Class Click Link Below To Buy: http://hwcampus.com/shop/hrm-350/hrm-350-complete-class/ Or Visit www.hwcampus.com HRM 350 Complete Class Week 1: Individual Assignment Strategic Human Resources Activity Matrix Complete the University of Phoenix Material: Strategic Human Resources Activities Matrix, located on the student website. Week 2: Individual Assignment Company Review of Strategic Alignment Choose a multinational organization from the list and review their online HR mission statement and information on their career-related web pages. Write a 700- to 1,050-word paper in which you explain if the organization has addressed the following items from a global perspective: The goals and strategy of the organization in the mission statement, values, and goals The goals and strategy of HR in the career-related web pages Review further pertinent information about the company on its site or other informational websites How the organization has aligned the HR strategy with the organization’s strategy and why alignment is important Select from the following list of organizations: Coca-Cola® LG® Nestlé® IBM®:http://www.ibm.com/ibm/us/en/;http://www.ibm.com/ibm/values/us/ Anheuser-Busch InBev®:http://www.ab-inbev.com/ Starbucks® Format your paper consistent with APA guidelines. Week 3: Individual Assignment International Job Search Review the job listings at a multinational organization. You......

Words: 778 - Pages: 4

Hrm 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet

...HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet Purchase here http://devrycourse.com/hrm-595-week-1-assignment-personal-bargaining-inventory-answer-worksheet Product Description HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet Purchase here http://devrycourse.com/hrm-595-week-1-assignment-personal-bargaining-inventory-answer-worksheet Product Description HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet Purchase here http://devrycourse.com/hrm-595-week-1-assignment-personal-bargaining-inventory-answer-worksheet Product Description HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet Purchase here http://devrycourse.com/hrm-595-week-1-assignment-personal-bargaining-inventory-answer-worksheet Product Description HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer Worksheet Purchase here http://devrycourse.com/hrm-595-week-1-assignment-personal-bargaining-inventory-answer-worksheet Product Description HRM 595 Week 1 Assignment; Personal Bargaining Inventory Answer......

Words: 444 - Pages: 2

Item 2b

...Using material from Item 2B and elsewhere, assess sociological views of the impact of government policies and laws on family life (24 marks, timed 25 minutes) Item 2B Government policies and laws include tax and benefit policies as well as legislation such as that relating to divorce and marriage. Sociologists have different views on the impact of these policies and laws on families. For example, feminists argue that social policies assume that the ideal family is a patriarchal nuclear family, and that government policies and laws therefore favour this sort of family. On the other hand, the New Right argue that the benefit system undermines traditional nuclear families by actively encouraging lone parents Essay Social policies are defined as actions taken by governing bodies such as schools or welfare systems that create action in society and cause implications for its members, they’re usually based off of laws from the government. Sociologists greatly clash in their respective perspectives on the view of social policies which ultimately makes it hard to understand the true extent of what they do to our society. Therefore, I will be examining just how worthy these views about social policies and their effects of the family are. As item 2B states, feminists argue that social policies assume that the ideal family is a patriarchal one, where they are created in order to continue the trend of a man in control of the family, in a nuclear family which involves a married......

Words: 1143 - Pages: 5

Hrm Strategy

...AUSTRALIAN ORGANIZATIONS Helen De Cieri, Barbara Holmes, Jacqui Abbott & Trisha Pettit Working Paper 58/02 November 2002 ISSN 1327–5216 Abstract Work/life balance (WLB) is an issue increasingly recognised as of strategic importance to organizations and of significance to employees. We argue that an organization’s need to attract and retain valued employees in a highly competitive labour market is a strong motivating factor for increased organizational awareness and action with regard to implementation and management of WLB strategies. This article reports the findings of three surveys conducted from 1997 to 2000 of organizations in Australia. We explore the range and usage of WLB strategies in Australian organizations, and identify the barriers to those strategies. It is evident that, while some progress has been made over the years, there remain substantial challenges for the implementation and management of WLB strategies. This paper is a work in progress. Material in the paper cannot be used without permission of the authors. DEPARTMENT OF MANAGEMENT WORK/LIFE BALANCE STRATEGIES: PROGRESS AND PROBLEMS IN AUSTRALIAN ORGANIZATIONS INTRODUCTION An organization’s need to attract and retain valued employees in a highly competitive labour market is a strong motivating factor for increased organizational awareness and action with regard to human resource policies and practices that address work/life balance. Work/life balance (WLB) is an important area of human resource......

Words: 6781 - Pages: 28