Hr portion
- 1. HR full portion in summary By Sabarinath Suryaprakash
- 4. Definition of HRM According to Leon C. Megginson “From the national point of view human resources are knowledge, skills, creative abilities, talents, and attitudes obtained in the population; whereas from the view-point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitude of its employees”.
- 7. HUMAN RESOURCE INFORMATION SYSTEM A HRIS, or Human Resource Information System, is a software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting activities. A HRIS generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness.
- 9. JOB ANALYSIS JOB DESCRIPTION JOB SATISFACTION
- 11. DIFFERENCE BETWEEN RECRUITMENT AND SELECTION RECRUITMENT Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation SELECTION selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts
- 14. TYPES OF SELECTION TEST
- 18. UNIT-3 PERFORMANCE APPRAISAL AND PERFORMANCE
- 19. PERFORMANCE APPRAISAL A performance appraisal is a systematic and periodic process that assesses an individual employee's job performance and productivity in relation to certain pre-established criteria and organizational objectives.
- 21. 1. Establishing Performance Standards In this we use as the base to compare the actual performance of the employees If employee doesn't come up to expectance, then it should be taken extra care for it. 2. Communicating the standards t is the responsibility of the management to communicate the standards to all the employees of the organization. The employees should be informed and the standards should be clearly explained. This will help them to understand their roles and to know what exactly is expected from them.
- 22. 3. Measuring the actual Performance The most difficult part of the performance appraisal process is measuring the actual performance of the employees that is the work done by the employees during the specified period of time. It is a nonstop process which involves monitors the performance all over the year. 4. Comparing the Actual with the Desired Performance In this the actual performance is compared with the desired or the standard performance. The comparison tells the deviations in the performance of the employees from the standards set
- 23. 6. Decision Making The last step of the process is to take decisions which can be taken either to improve the performance of the employees, take the required corrective actions, or the related HR decisions like rewards, promotions, demotions, transfers
- 26. TRAINNING Training refers to the process of imparting specific skills. An employee undergoing training is presumed to have had some formal education. No training program is complete without an element of education. Hence we can say that Training is offered to operatives.
- 27. BENEFITS OF TRAINNING Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products
- 28. TWO TYPES OF TRAINING METHODS
- 29. TRAINING METHODS
- 30. TRAINING METHODS