What are the misconceptions of HRM?
HRM human resource management is responsible for hiring/ selection of employees, their training to provide organization with skilled labor for higher profits. HRM also ensures the protection of their employees both physically and morally.
Structural reforms in India, particularly those initiated in the early 1990s, aimed to liberalize the economy, enhance efficiency, and promote competitiveness. These reforms have significant implications for Human Resource Management (HRM), including a shift towards more flexible employment practices, an emphasis on skill development, and the need for strategic alignment between HR practices and organizational goals. Additionally, the focus on globalization necessitates a diverse workforce and a more dynamic approach to talent acquisition and retention. Overall, HRM must adapt to a rapidly changing economic landscape, prioritizing innovation and responsiveness to market demands.
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The HRM function is constantly changing so as to handle the various challenges in the job market. This initially started out as a clerical function by has now become an integral part of strategic planning for any organization.
Dont know ... What a silly question to ask :D
HRM principle. Training and development. Compensation & Benefits. Employee relations management. International HRM.
HR strategy - vision and mission - Business strategy HR strategy - Internal context - External context
strategic hr is the process of making long term plans for your business
hrm,hr assistant, sdf
Uses IT as the central component of delivering efficient and effective HR services
Uses IT as the central component of delivering efficient and effective HR services
the relationship between human resource and material resource
The major HRM activities include HR planning, job analysis, job design, employee hiring, employee and executive remuneration, employee motivation, employee maintenance, industrial relations and prospects of HRM.
HR sub-systems are specific modules or functions within a larger HR system that cater to specific needs such as payroll, recruitment, performance management, benefits administration, etc. These sub-systems work together to streamline HR processes, improve efficiency, and enhance overall organizational effectiveness.
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I am sure somebody from NMIMS had posted this question to write their assignment....:)