CHAPTER 1 1.0 INTRODUCTION Computers are extremely important in the modern world of today. In the fast moving life of the modern world today‚ computers hold tremendous significance. Computer has become an important tool for keeping databases‚ filing systems‚ track records. Computers have brought about a revolution across all industries. They have changed the face of society. Computers are the best means for storage and management of data; they can serve as huge knowledge bases and can be harnessed
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Evolution of HRM • History – MANAGEMENT – MAN MANAGEMENT • Approaches • Difference in Personnel Management and HR • EXAMPLES OF MANAGEMENT PRACTICES TROUGHTOUT HISTORY • Ancient • Medieval • Modern History Of HRM • Industrial Revolution – Advantages and Disadvantages • Trade Union Era – World War and Post World War • Social Responsibility – Paternalistic Approach • Scientific Management – F. W Taylor – Henry Fayol History Of HRM • Industrial Psychology – Human Factor –
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LECTURE 12 : INTERNATIONAL HRM Objective of this chapter: 1) IHRM and differentiate between domestic HRM and IRHM 2) Role of HR in international firm 2) Management of Expatriates 12.1 Introduction – Definition of International HRM from the perspective of a multinational firm The field of international HRM has been characterized by three broad approaches. Early work in this field emphasized a cross-cultural management approach and examines human behavior within organizations from an international
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slideshare.net/soumyashree85/human-resource-management-2179947 Concept of HRM Human Resource Management (HRM) is the function within an organization that focuses on recruitment of‚ management of‚ and providing direction for the people who work in the organization. HRM can also be performed by line managers. A philosophy of people management based on the belief that human resources are uniquely important to sustained business success. HRM is aimed at recruiting capable‚ flexible and committed people‚ managing
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Evolution of human resources: Began in and around the end of the 18th century‚ when the industrial revolution took place. Its creation was based upon the reaction to the harshness of industrial conditions. Welfare Tradition: Was the first form HRM and in 1833 the factories act stated that there should be male factory inspectors‚ its first act came into effect in 1878 which was to regulate the hours of work for children and women by having a 60 hour week. Industrial relations: Really started
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Finance‚ Financial Management Association The Exxon-Mobil Merger: An Archetype J. Fred Weston* The Anderson School at UCLA University of California‚ Los Angeles jweston@anderson.ucla.edu February 26‚ 2002 Fred Weston is Professor of Finance Emeritus Recalled‚ the Anderson School at the University of California Los Angeles. Thanks to Matthias Kahl‚ Samuel C. Weaver‚ Juan Siu‚ Brian Johnson‚ and Kelley Coleman for contributions. The paper also benefited from comments at its presentation to the
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Waarom e-HRM zo populair is… Waarom e-HRM zo populair is… Samenvatting In deze whitepaper staat de ontwikkeling van e-HRM centraal. Daarbij is het nuttig te weten welke fases er zijn te onderscheiden in de ontwikkeling hiervan. U leest ook wat de vijf technische redenen zijn waarom de internettechniek achter e-HRM zo populair is. Inhoud 1. e-HRM wegwijzer (onderzoek‚ literatuur) 2. Een beetje basistechniek 3. Aanpak van e-HRM 4. Procesmodellering en e-HRM 5. Organisatie van e-HRM 6. Selecteren
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HRM GOALS HRM has three basic goals‚ which contribute to achieving management objectives: First goal is integration of HRM in two senses: integrating HRM into an organization’s corporate strategy‚ and ensuring an HRM view in the decisions and actions of line managers. Integration in the first sense involves selecting the HRM options consistent with (and which promote) the particular corporate strategy. The option is determined by the type of employee behavior expected (e.g. innovation)
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Nature of HRM (Human resources management) HRM is process of bringing people and organizations together so that the goals of each are met. It tries to secure the best from people by winning their whole hearted cooperation. In short‚ it may be defined as the art of procuring developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner. It has the following features: Pervasive force: HRM in pervasive(omnipresent) in nature. It is present
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The contribution of e-HRM to the business organizations in the HR area Introduction: In today’s‚ with the develop of the information technology‚ information systems and the internet are become more and more important and revolutionizing the Human Resource Management in the organization‚ increasing the efficiency of the operation and supporting the HR professionals in those HR functions. Therefore‚ the e-HRM systems was derived which is use of web- based technologies for human resources management
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