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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ST. PAUL’S UNIVERSITY HRM ASSIGNMENTS QUESTIONS 1. Explain the meaning of the term “Management” There are several definitions among them; Management is a set of activities directed at the efficient and effective utilization of resources in order to achieve organizational objectives. Management focuses on the entire organization from both a short and a long-term perspective. Management is the managerial process of forming a strategic vision‚ setting objectives‚ crafting a strategy and them
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resource management is an aspect of organisational management concerned with the management of an organisations workforce. It deals with issues such as compensation‚ hiring/firing‚ performance/motivation and training and development. It is the management of people/staff in order for them to make contributions to the objectives of the organisation. “HRM is the body of management activities and used in this way HRM is really no more than a more modern and supposedly imposing name for what has long been labelled
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Resource Management Definition • HRM is planning‚ organizing directing and controlling of the procurement ‚ development‚ compensation ‚ integration‚ maintenance‚ and separation of human resources to the end that individual‚ organizational and social objectives are accomplished. Core Elements of HRM : Organizations ----People ------ Management Functions of HRM Managerial Planning Organizing Staffing Directing Controlling Human Resources Management • The HRM process consists of planning‚ attracting
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management in organisations has certainly evolved over the past decades. It has been described as a key source of competitive advantage for an organisation and there are many reasons and examples of this. However human resource management has had many role changes thus meaning new challenges for the human resource professionals. This essay will discuss these role changes and new challenges in regards to how they have been dealt with in order to achieve competitive advantage for organisations. According
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Executive Summary This essay considers how changes in the external environment of organisations have altered the world of work. Australia is currently experiencing a period of economic growth. But some new challenges have appeared. Australian organisations are facing skill shortages and an aging workforce. This shortage has been addressed by introduction of new technology in workplaces and influx of immigration workers. Organisations in Australia‚ similar to those in other developed economies‚
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chapter two Strategic human resource management John Bratton If a global company is to function successfully‚ strategies at different levels need to inter-relate.1 Throughout the first half of our century and even into the early eighties‚ planning – with its inevitable companion‚ strategy – has always been a key word‚ the core‚ the near-ultimate weapon of ‘good’ and ‘true’ management. Yet‚ many firms‚ including Sony‚ Xerox‚ Texas Instruments‚ …have been remarkably successful… with minimal
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global warming and its effects like the "ozone layer"‚ the world has spread the idea of the Green Movement and people started to question organisations ’ practices and their environmental‚ social and economic impacts. With this in mind‚ companies started to pay more attention to business sustainability in order to improve the company ’s reputation. The Triple Bottom Line (TBL) concept is a methodology that focuses on the 3 P ’s: People‚ Planet and Profit. It was first introduced by John Elkington in 1994
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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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Thirukkural and HRM INTRODUCTION Thirukkural is a couplet‚ a poem in 2 lines with philosophies to live and lead life. It is considered to be a precious gem that provide insights for life in a precise form. Thirukkural is divided into three major divisions: Virtue‚ Wealth and love. It has 1330 couplets split in to 133 chapters each containing 10 couplets. It is also called as Muppal‚ Utharavetham ‚ Theivanool‚ Poiyamozhi‚ Tamil marai‚ Vayurai vazthu. It has been translated in to 60 languages and
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