Personnel Management. State Institute of Health and Family Welfare, Jaipur
|
|
|
- Emery Higgins
- 5 years ago
- Views:
Transcription
1 Personnel Management State Institute of Health and Family Welfare, Jaipur
2 You can dream, create, design and build the most wonderful place in the world...but it takes people to make the dream a reality." Walt Disney SIHFW: an ISO9001: 2008 certified institution 2
3 HRD VS HRM HRD (Human Resource Development, a profession) and HRM (a major management activity) HRD includes HRM HRD includes personnel inside of organizations, e.g., career development, training, organization development SIHFW: an ISO9001: 2008 certified institution 3
4 HRD: 8 Areas of Operation Facility Management Fiscal Management Information Services Management Personnel Management Program Services Risk Management Sales Management Planning & Development SIHFW: an ISO9001: 2008 certified institution 4
5 Definitions Planning, organizing, compensation, integration and maintenance of people for organizational, individual and societal goals. (Flippo) Obtaining, using and maintaining a satisfied workforce. SIHFW: an ISO9001: 2008 certified institution 5
6 H R M Continuous, on-going Proactive, anticipating, planning and advancing continuously. Facilitates greater flexibility Business needs & commitment Nurturing & facilitating relationship Uses pluralist approach Considers work groups, challenges and creativity on the job as motivators Performance Satisfaction P M Administrative function Reactive, responding to demands Set rules and regulations Procedures, consistency & control Monitored & controlled relationship Uses a unitary approach Uses motivators- compensation, rewards, job simplification Satisfaction Improved performance SIHFW: an ISO9001: 2008 certified institution 6
7 PM Concerned with effective use of skills of people. Starts with recruiting & hiring & continues with directing & encouraging growth encountering problems & tensions arising in working towards established goals. Store salespeople, clerks in an office, operators in a factory, or technicians i in a research laboratory. SIHFW: an ISO9001: 2008 certified institution 7
8 Functions of PM Manpower planning Recruitments Advertisement Selection Induction Orientation Job responsibility Performance Appraisal Career advancement Job enlargement Job enrichment Promotions Transfers Compensation Employee welfare services Personal information system SIHFW: an ISO9001: 2008 certified institution 8
9 Provides assistance to top management Advices the line manager Counseling Mediating Spokesman SIHFW: an ISO9001: 2008 certified institution 9
10 Functions of Personnel Management Manpower Planning Recruitment Selection Training and Development SIHFW: an ISO9001: 2008 certified institution 10
11 Manpower Planning Right Number Kind of people Place Time Things SIHFW: an ISO9001: 2008 certified institution 11
12 Manpower Planning: Steps Manpower inventory Manpower forecasts Employment programmes Training programmes SIHFW: an ISO9001: 2008 certified institution 12
13 Recruitment Internal Recruitment External Recruitment SIHFW: an ISO9001: 2008 certified institution 13
14 Internal Recruitment Within organization, through : Transfers, Promotions and Re-employment of ex-employees. Employee s productivity Motivation level Saves time, money and efforts. SIHFW: an ISO9001: 2008 certified institution 14
15 External Recruitment From outside the organization Include Walk-in in, Advertisements, Employment exchanges, Employment agencies, Educational institutes, Labor contractors, t References SIHFW: an ISO9001: 2008 certified institution 15
16 Employee Selection Process of putting right men on right job. Procedure of matching organizational requirements with the skills and qualifications of to be employees. SIHFW: an ISO9001: 2008 certified institution 16
17 Employee Selection Will result in - Quality performance Less of absenteeism Low employee turnover problems. Save time and money. Selection is different from recruitment. SIHFW: an ISO9001: 2008 certified institution 17
18 Training For enhancing skills, capabilities and knowledge For increasing efficiency and productivity Types: Orientation Refreshers For updating For promotion and career growth SIHFW: an ISO9001: 2008 certified institution 18
19 Additional Responsibilities of PM Classify jobs, prepare wage and salary scales. Disciplinary problems. Negotiate with unions Develop safety standards and practices. Manage benefit programs Periodic reviews of the performance of each individual employee To keep abreast of developments in PM SIHFW: an ISO9001: 2008 certified institution 19
20 Improving Employee Productivity it 1. Quality of Work Life 2. Flexible Benefits 3. Salary Compression 4. Productivity Measurement SIHFW: an ISO9001: 2008 certified institution 20
21 1. Quality of Work Life Opportunities to employees for their personal growth, achievement, responsibility, recognition, and reward will lead to high quality job performance from them SIHFW: an ISO9001: 2008 certified institution 21
22 PM Will Lead to Changes Detailed job descriptions with specific tasks and rigid instruction for how to do the work Flexible, diverse work assignment allowing selfregulation, variety and challenge. SIHFW: an ISO9001: 2008 certified institution 22
23 Structured chain of command, managers making decisions and supervisors bossing Worker involvement in planning, decision making and operating procedure. SIHFW: an ISO9001: 2008 certified institution 23
24 Hierarchical channels of communications Direct, fast two-way communication SIHFW: an ISO9001: 2008 certified institution 24
25 Limited on-the-job instruction Advanced training, educational and career development opportunities. SIHFW: an ISO9001: 2008 certified institution 25
26 Job specialization in one task Shift allowed for every employee to complete many task by crossing lines of specialization. SIHFW: an ISO9001: 2008 certified institution 26
27 Obscure, irregular job evaluations Objective job performance standards with measures fairly administered SIHFW: an ISO9001: 2008 certified institution 27
28 Careless or neglected safety and health conditions Clean, safe and healthy working conditions. SIHFW: an ISO9001: 2008 certified institution 28
29 2. Flexible Benefits The tailoring of benefits to satisfy specific needs is part of the quality of work life technique. SIHFW: an ISO9001: 2008 certified institution 29
30 Effects of Benefits Different benefits appeal to different people. Everyone's needs are different. Attractiveness ti of a benefit : Age, Education, Job experience, Job fulfillment, Marital status, and Family size Motivated by using company car- young A title or a professional association membership - an older employee SIHFW: an ISO9001: 2008 certified institution 30
31 360 º Performance Appraisal Multi-rater appraisal and feedback system Superiors Customers Team member Employee Subordinates Suppliers/ vendors Peers SIHFW: an ISO9001: 2008 certified institution 31
32 When you do a job well, you are by being asked to do more!!! SIHFW: an ISO9001: 2008 certified institution 32
33 Think How One Could Use: Parking privileges Extra vacation Child care Job titles Travel Professional or trade association memberships Recreational programs Shl Scholarshipshi Personal financial planning Loans Tuition refund Company car SIHFW: an ISO9001: 2008 certified institution 33
34 3. Salary Compression The ultimate goal is to Ahi Achieve the maximum result ltfrom the least effort, The greatest t profit for the least cost, The largest output from the smallest input. SIHFW: an ISO9001: 2008 certified institution 34
35 Case study Rahul lis an experienced employee, but the is complaining that his salary is not enough. The manager is puzzled because he has given him a raise month ago and the salary is competitive. Rahul seems ungrateful and his output is down. After talking with Rahul, the manager learns that he feels he should be paid more than Prem, a new employee. Rahul was hired two years ago at 6,62,000, 62 a year. He's now making 6,98,500. But Prem, was just hired at 6,80,000. Rahul thinks he should have more to show for his two years experience compared to Prem, who is younger with no experience. SIHFW: an ISO9001: 2008 certified institution 35
36 Analysis You realize that starting salaries have gone up at a faster rate than regular pay increases. Attracting educated employees was competitive. Result: the difference in pay got smaller between experienced and less experienced employees. This is called salary compression. SIHFW: an ISO9001: 2008 certified institution 36
37 4. Productivity Measurement Productivity = Output / Input When deciding how and what to measure, consider : What a person does, How well, How much, and How often. SIHFW: an ISO9001: 2008 certified institution 37
38 Developing a Personnel System Assessing Personnel Needs Job Analysis Job Description Job Specification Recruiting Compensation Issues SIHFW: an ISO9001: 2008 certified institution 38
39 Health Personnel in Rajasthan Particulars In position MPW(Female) /ANM at SC & PHCs Health Worker (Male) MPW (M) at SC 2528 Health Assistant (Female)/LHV at PHCs 1358 Health Assistant (Male) at PHCs 714 Doctor at PHCs 1542 Obstetricians & Gynecologists at CHCs 110 Physicians at CHCs 241 Pediatricians at CHCs 71 Total specialists at CHCs 651 Radiographers 269 Pharmacist 2355 Laboratory Technicians 2065 Nurse/Midwife 8425 SIHFW: an ISO9001: 2008 certified institution 39 (Source: RHS Bulletin, March 2008, M/O Health & F.W., GOI)
40 Personnel Department: Issues & Challenges Shortages Imbalances Work overload Low productivity Freeze in salaries Insufficient investment Ambiguous ToR Inadequate pre-service training SIHFW: an ISO9001: 2008 certified institution 40
41 PIS : Details Address Family details Qualification Postings Daily Attendance Leave Disciplinary Action & Punishment Previous Employment Properties Departmental tests passed, Training attended, Designation, retirement, length of service, place of working SIHFW: an ISO9001: 2008 certified institution 41
42 Thank You For more details log on to: Or contact: Director-SIHFW on SIHFW: an ISO9001: 2008 certified institution 42
Human Resource Management
Paper: 1 Module: 1 Introduction to HRM: Meaning, definition, scope, objectives and functions of Principal Investigator Co-Principal Investigator Paper Coordinator Content Writer Prof. S P Bansal Vice Chancellor
Managing Human Resources Bohlander Snell
1 MANAGING PEOPLE Introduction to Human Resource Management Managing Human Resources Bohlander Snell 14 th edition PowerPoint Presentation by Charlie Cook The University of West Alabama Chapter Contents
> > > > > > > > Chapter 9 Human Resource Management, Motivation, and Labor-Management Relations. Kamrul Huda Talukdar Lecturer North South University
> > > > > > > > Chapter 9 Human Resource Management, Motivation, and Labor-Management Relations Kamrul Huda Talukdar Lecturer North South University Human resource management - function of attracting,
Staffing (Human Resource Management)
Staffing (Human Resource Management) What is Staffing? Why Is HRM Important? Research Findings: A source of competitive advantage People-oriented HR creates superior shareholder value As an important strategic
Managing Human Resources
1 MANAGING PEOPLE Introduction to Human Resource Management MATHISHA HEWAVITHARANA Managing Human Resources MBA (Col),BBA Sp.Mktng (Col), PPG DIP. In Mktng (UK), MCIM (UK), Chartered Marketer (UK), Bohlander
1: NATURE CONCEPTS AND FUNCTIONS OF HRM
Subject Paper No and Title 9: HUMAN RESOURCE MANAGEMENT Module No and Title Module Tag 1: NATURE CONCEPTS AND FUNCTIONS OF HRM COM_P9_M1 TABLE OF CONTENTS 1. Learning Outcomes 2. Introduction Human Resource
Managing People in Engineering
Unit 38: Managing People in Engineering Unit code: M/601/1458 QCF level: 5 Credit value: 15 Aim This unit will develop learners understanding of the methods, processes and procedures used when managing
Concepts in Enterprise Resource Planning. Chapter 6 Human Resources Processes with ERP
Concepts in Enterprise Resource Planning Chapter 6 Human Resources Processes with ERP Chapter Objectives Explain why the Human Resources function is critical to the success of a company Describe the key
HRM. Unit 1. Dr. Vinita Pimpale. Dr. Vinita Pimpale R.A.Podar College of Commerce & Economics
HRM Unit 1 1 What Is Human Resource Management? Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people
RESPONDANT: MANAGEMENT
RESPONDANT: MANAGEMENT A QUESTIONNAIRE ON HRD POLICIES AND PRACTICES OF TOURISM INDUSTRY AN EMPERICAL STUDY OF SELECTED TOURISM PLACES IN GUJARAT Respondents Profile (1) Name and address of the organisation
HRM is the management of people at work.
Unit-I What is HRM? HRM is the management of people at work. Human Resources Management refers to the task of managing people belonging to the different section of the society. 2. Definition of HRM. (
JOB ANALYSIS AND JOB DESIGN
Human Resources UNIT 2 JOB ANALYSIS AND JOB DESIGN Structure 2.0 Objectives 2.1 Introduction 2.2 Job Analysis 2.2.1 Significance of Job Analysis 2.2.2 Components of Job Analysis 2.3 Methods of Job Analysis
Chapter 9 Attracting and Retaining the Best Employees
Chapter 9 Attracting and Retaining the Best Employees 1 Describe the major components of human resources management. 2 Identify the steps in human resources planning. 3 Describe cultural diversity and
SUPERVISORY COMPETENCY DISCUSSION TOOLKIT
Introduction SUPERVISORY COMPETENCY DISCUSSION TOOLKIT The role of supervisor at UC Berkeley is to set the conditions for staff to do their best work, create a climate that is conducive to performance
Type of Pay Hours Rate Amount. Regular Pay 40 $8.00 per hour = $ $12.00 per hour. Gross Pay $368.00
Chapter 6 Understanding Pay and Benefits Gross Pay, Deductions, and Net Pay Gross pay is the amount you earn before any deductions are subtracted. Amounts subtracted from your gross pay are called. When
Kitsap County Human Resources 2018 Budget overview 9/22/2017
Kitsap County Human Resources 2018 Budget overview 9/22/2017 Kitsap Human Resources Mission o HR recruits talented, career-minded leaders; supports employee development; builds trust; celebrates teamwork;
CHAPTER 16: Human Resource Management
CHAPTER 16: Human Resource Management BUILDING A TOP-QUALITY WORKFORCE 1 LOOKING AHEAD What role does Human Resources play in business success? What are current human resource issues in today s economy?
Full file at Chapter 2 HRM Functions and Strategies
Chapter 2: HRM FUNCTIONS AND STRATEGIES LEARNING OUTCOMES After reading this chapter, students should be able to: Explain what we mean by strategic human resource management. Describe the importance of
Personnel Systems and Benefits
Summary The Hernando County School District is using 9 of the 11 personnel systems and benefits best practices. The district has successful training programs for teachers and those interested in becoming
A PROJECT ON EMPLOYEE SATISFACTION IN NALCO
A PROJECT ON EMPLOYEE SATISFACTION IN NALCO 1 CONTENTS CHAPTER-1: INTRODUCTION: COMPANY PROFILE 1.1 Vision and mission statements of the Company 1.2 Different Units of the Company 1.3 Indian Aluminum Industry
Stephen F. Austin State University Human Resources Search Committee Training Classified and Non-Classified
Stephen F. Austin State University Human Resources Search Committee Training Classified and Non-Classified Sample Interview Questions and Inappropriate Topics Questions to Ask I. Past work experience in
Human resource plans must be based on an organization s overall competitive strategies. In conjunction with other managers, human resource managers
1 2 Human resource plans must be based on an organization s overall competitive strategies. In conjunction with other managers, human resource managers predict how many employees a firm or department will
Chapter 6. Motivating Workers
Chapter 6 Motivating Workers Motivation is the reason why employees want to work hard and work effectively for the business. It is a feeling or drive that stimulates employees to work hard for achieving
HUMAN RESOURCES PROGRAMS
HUMAN RESOURCES Human Resources (HR) strategically, and cost effectively, recruits, retains, motivates, rewards, and develops Metropolitan s employees. PROGRAMS The focus of Human Resources is to foster
ANNEXURE-I QUESTIONNAIRE FOR EMPLOYEES PERCEPTIONS ON HRM PRACTICES IN SUGAR INDUSTRIAL UNITS
ANNEXURE-I QUESTIONNAIRE FOR EMPLOYEES PERCEPTIONS ON HRM PRACTICES IN SUGAR INDUSTRIAL UNITS Section-1: 1. What is your name?(optional) 2. What is your designation? 3. What is your age? Under 21 21-30
ASSESSING JOB SATISFACTION LEVEL OF EMPLOYEES IN A TERTIARY CARE HOSPITAL -A TOOL FOR TALENT RETENTION
494 ABSTRACT ASSESSING JOB SATISFACTION LEVEL OF EMPLOYEES IN A TERTIARY CARE HOSPITAL -A TOOL FOR TALENT RETENTION MS. SYEDA AMTUL YAFE* *Head & Associate Professor, Department of Hospital Management,
The Management Process
1-1 The Management Process Planning Organizing Staffing Leading Controlling 1-2 Management Process Planning Goals and standards Rules and procedures Plans and forecasting. Organizing Tasks Departments
Human resource department is responsible for coordinating all activities involving the company s employees.
Human resource department is responsible for coordinating all activities involving the company s employees. They study the labour market (where employers meet employees) to see what occupations and skills
HUMAN RESOURCES DEPARTMENT
HUMAN RESOURCES DEPARTMENT I. DEPARTMENT MISSION Support our customers in accomplishing their missions by attracting and retaining a highly skilled and diversified workforce that is fairly compensated
Get paid to help companies hire, motivate and manage people! FabJob Guide to. Become a. Human Resources Professional. Tara Foote. Visit
Get paid to help companies hire, motivate and manage people! FabJob Guide to Become a Human Resources Professional Tara Foote Visit www.fabjob.com Contents How to Use This Guide... 3 About the Author...
Aspects of Human Resource Management
Aspects of Human Resource Management Human resource management (HRM) entails the planning and organization related to the efforts of achieving the full potential of the human resource within any organization.
Managing your human resources SHAD VALLEY 2011 JORDAN WRIGHT
Managing your human resources SHAD VALLEY 2011 JORDAN WRIGHT Let s talk jobs What jobs have you held thus far in your lives? What made the job enjoyable for you? What did you like the least about the job?
INDEPENDENT STUDY PROJECT BOH 4M1. Topic: Functions of the Human Resource Department
1 INDEPENDENT STUDY PROJECT BOH 4M1 Topic: Functions of the Human Resource Department Student: Caitlyn Bertone Teacher: Mrs. Di Fiore Course: BOH 4M1-01 Date: November 30, 2011 2 Overview of Human Resources:
Pay, Benefits, and Working Conditions
Chapter 6 Pay, Benefits, and Working Conditions 6.1 Understanding Pay and Benefits 6.2 Work Schedules and Unions 2010 South-Western, Cengage Learning Lesson 6.1 Understanding Pay and Benefits GOALS Compute
Program Summary Human Resources
Program Summary Human Resources 2016-17 2017-18 Over(Under) Budget By 2014-15 2015-16 Approved Approved 2016-17 Program Section Actuals Actuals Budget Budget Approved Human Resources 1,711,077 2,042,532
2/4/2011. Human Resource Practices. Toyota Georgetown. Key Idea. Businesses are learning that to satisfy customers, they must first satisfy employees.
Chapter 6 Human Resource Practices Evans & Lindsay (2008) MANAGING FOR QUALITY AND PERFORMANCE EXCELLENCE, 7e 1 Toyota Georgetown We ve got nothing, technology-wise, that anyone else can t have. There
High. Performance. Working (HPW) Improving Organisational. Performance SENIOR LECTURER WORK BASED LEARNING LORD ASHCROFT INTERNATIONAL BUSINESS SCHOOL
Improving Organisational Performance High Performance Working (HPW) PREPARED BY: JILL BALDWIN MA, MCIPD, FHEA, PGCE SENIOR LECTURER WORK BASED LEARNING LORD ASHCROFT INTERNATIONAL BUSINESS SCHOOL TOYOTA
Stanislaus County Supervisor Training Academy Training Catalog 2018
Stanislaus County Supervisor Training Academy Training Catalog 2018 Training Courses Budgeting/Financial Overview Compliance/Payroll Regulations Conducting a Recruitment Disability Management Employee
2. People in Business
Compiled by: Shubhanshi Gaudani 1 2. People in Business 2.1 Motivating Workers Business Studies, CIE IGCSE (0450) 2.1.1 Importance of well motivated workforce WHY PEOPLE WORK AND WHAT MOTIVATION MEANS
2. Recruitment and Selection
1. Human Resources Human resource management (HRM) is the area of administrative focus dealing with an organization's employees. There are Four Main Job Roles in a business: Directors: Appointed to run
STRENGTH AND WEAKNESS OF HRD ACTIVITIES
Page 136 of 230 CHAPTER 7 STRENGTH AND WEAKNESS OF HRD ACTIVITIES 7.1 INTRODUCTION Human Resource Development (HRD) aims at providing opportunities to individuals for full expression of their potential,
HUMAN RESOURCES MANAGER
HUMAN RESOURCES MANAGER Are you ambitious, fast-paced and ready for a challenge? If you are a seasoned HR leader seeking an organization that appreciates your contributions and encourages initiative and
The District s non-represented salary administration program consists of the following:
Salary Administration Represented Employees The District s four-year labor contract will expire on June 30, 2022. Employees covered by the collective bargaining agreement between IAFF Local 1660 and Tualatin
St. Joseph's Journal of Humanities and Science ISSN:
16 L. Santhana Raj / St. Joseph s Journal of Humanities and Science (Volume 4 Issue 1 January 2017) 16-20 St. Joseph s Journal of Humanities and Science (Volume 4 Issue 1 January 2017) 16-20 St. Joseph's
Human Resources, Culture, and Diversity
SLIDE 1 C H A P T E R 8 Human Resources, Culture, and Diversity 8-1 Human Resources Basics 8-2 Managing Human Resources 8-3 Organizational Culture and Workforce Diversity 8-1 Human Resources Basics Goal
CONCLUSION. Bank of India reveals an interesting conclusion. The private sector bank is
CONCLUSION The performance of two banks namely Karur Vysya Bank and Union Bank of India reveals an interesting conclusion. The private sector bank is always appreciated as best performance bank, than the
Overcoming Workforce Challenges With Strategic Compensation Initiatives. Theresa M. Worman Executive Vice President
Overcoming Workforce Challenges With Strategic Compensation Initiatives Theresa M. Worman Executive Vice President INTRODUCTION Workforce planning aligns the needs and priorities of the organization with
Human Resources & Risk Manager Class Specification
Human Resources & Risk Manager Class Specification FLSA Designation: Exempt Effective: 03/2004 Revised: 06/2007 DEFINITION Under general direction, to plan, direct, manage, and oversee the activities and
A STUDY ON EMPLOYEE ABSENTEEISM IN SUNDARAM BRAKE LININGS LTD., CHENNAI.
A STUDY ON EMPLOYEE ABSENTEEISM IN SUNDARAM BRAKE LININGS LTD., CHENNAI. M.S.Vijaya Rao Dr. S.Sheela Rani Abstract Modern industry with its high degree of specialization and interdependence of operations,
The human resource management function the employment cycle. Business Management Unit 3 Area of Study 1
The human resource management function the employment cycle Business Management Unit 3 Area of Study 1 Phases of the human resource/staffing process and their related activities Phase Activities Stage
Allocation of General Fund. Program Allocation. HUMAN RESOURCES Director: Nancy Buonanno-Grennan
Director: Nancy Buonanno-Grennan Mission: HR recruits talented, career-minded leaders; supports employee development; builds trust; celebrates teamwork; and works with integrity & clear communications.
CHAPTER 14. Performance Management, Compensation, Benefits, Payroll, and the HRIS
CHAPTER 14 Performance Management, Compensation, Benefits, Payroll, and the HRIS INTRODUCTION Performance, rewards and payroll systems are the basic exchange between employees and employers Employees provide
HRM Legal Environment
Figure 10.1 Components of a HRM System 10-1 Recruitment & Selection Labor Relations Training & Development Pay & Rewards Performance Appraisal & Feedback HRM Legal Environment 10-2 Management of HR is
HUMAN RESOURCES MAINTENANCE ACTIVITIES
HUMAN RESOURCES MAINTENANCE ACTIVITIES HR Maintenance Activities - MEANING It refers to all HR activities that which guide people in the organization. In briefly, these are Policies which provide the frame
Salary Administration Represented Employees. Non Represented Employees
Salary Administration Represented Employees The District s current three year labor contract will expire on June 30, 2018. Employees covered by the collective bargaining agreement between IAFF Local 1660
HUMAN RESOURCES DEPARTMENT WILL PROVIDE BEST SERVICES IN TERMS OF MANPOWER TO BALANCE ORGANIZATIONAL NEEDS TO FULFILL COMPANY S OVERALL VISION.
HR VISION STATEMENT HUMAN RESOURCES DEPARTMENT WILL PROVIDE BEST SERVICES IN TERMS OF MANPOWER TO BALANCE ORGANIZATIONAL NEEDS TO FULFILL COMPANY S OVERALL VISION. Prepared by : Syed Muhammad Alam Page
Notes. Business Management. Higher Still. Higher. HSN82400 Unit 2 Outcome 4. Contents. Human Resource Management 1
Higher Business Management Unit 2 Outcome 4 Contents Human Resource Management 1 What is HRM Responsible for? 1 The Working Environment 1 Implications of the Changing HRM Environment 2 What does HRM Involve?
ONE OF THE GREATEST RESPONSIBILITIES OF A CENTRAL SERVICE
Lesson No. CHL 363 (Supervisory Continuing Education - SCE) Sponsored by: by Richard Schule, CRCST, CIS, CHL, FCS, CST, CHMMC, AGTS, ASQ CQIA Investing in Your Greatest Asset: Employee Retention Strategies
Executive Summary BC WATER & WASTEWATER SECTOR WORKFORCE PROFILE.
BC WATER & WASTEWATER SECTOR WORKFORCE PROFILE Executive Summary How large is the water and wastewater workforce in British Columbia and who are the people that are employed in the sector today? Do water
Motivation HRM in Construction
Motivation HRM in Construction Dr. Nabil I. El Sawalhi Construction Management 1 1. Content theory Motivation Herzberg s Motivation-Hygiene ) )الوقائية Theory Maslow s Hierarchy of Needs McClelland s Learned
Team Building. State Institute of Health and Family Welfare, Jaipur. SIHFW: an ISO 9001: 2008 Certified Institution 1
Team Building State Institute of Health and Family Welfare, Jaipur SIHFW: an ISO 9001: 2008 Certified Institution 1 Topics To Be Covered Why Team Effective Team Work Current Trends in the use of teams
Dr. Renu Sharma. Associate Professor, Department of Management, Institute of Innovation in Technology & Management New Delhi.
The Impact of various of on the Motivation level of employees A comparative study of selected Indian Public and Private sector Banks Dr. Renu Sharma Associate Professor, Department of Management, Institute
Basic Background on Work
Individuals, Job Design, and Stress Basic Background on Work Work can be a turn-on or a turn-off. People are the foundations of high performance in the workplace. Valuing people and creating jobs and work
CHAPTER 8. Human Resource Management: From Recruitment to Labor Relations
CHAPTER 8 Human Resource Management: From Recruitment to Labor Relations Chapter Summary: Key Concepts Human Resource: The People Behind the People Human resource management The function of attracting,
Roles & Responsibilities
Roles & The Personnel Commission is responsible for establishing, maintaining and implementing a job classification plan to include all positions within the classified service; conducting salary surveys
The development of top human resources is essential in order to contribute to society as a top company that supports sustainable growth.
Decent Work Stance on In order to create a workplace where all employees are able to work with vitality, the Calsonic Kansei Group has set the WAY (action guidelines), which defines the sense of values
VOLUME: D. Management of Drug Dependence Treatment Services
VOLUME: D Management of Drug Dependence Treatment Services Module 2 OPERATIONAL MANAGEMENT Leadership, teamwork & organizational change Workforce Services, partnership & recovery Workshop 2 WORKFORCE Training
Terms and Conditions for Job Descriptions
Terms and Conditions for Job Descriptions Job Descriptions at HospitalityLawyer.com are provided as informational, educational, and illustrative purposes only. HospitalityLawyer.com does not render legal
Organizational Behaviour
Bachelor of Commerce Programme Organizational Behaviour Introduction The Da Vinci Institute for Technology Management (Pty) Ltd Registered with the Department of Education as a private higher education
Position Description Cover Sheet
Position Description Cover Sheet In order to make an objective and accurate evaluation of a position, it is very important that the position description (PD) contain specific data. Therefore, please provide
Chapter3. Manpower Planning
Objectives: Understand the meaning, need & purpose of Human Resource Planning (HRP) Understand benefits, advantages & disadvantages of HRP Understand the various steps involved in Manpower Planning Understand
Asian Research Consortium
Asian Research Consortium International Journal of Research in Organizational Behavior and Human Resource Management, Vol. 1, No. 3, 2013, pp. 107-115. ISSN 2320-8724 International Journal of Research
IMAGINE YOUR FUTURE In the residential construction industry
IMAGINE YOUR FUTURE In the residential construction industry BE PART OF AN EXCITING INDU Looking for a rewarding career with great prospects for employment today and in the future? Then take a close look
CHAPTER 7 MOTIVATION: FROM CONCEPT TO APPLICATIONS
CHAPTER 7 MOTIVATION: FROM CONCEPT TO APPLICATIONS In this chapter, "we review a number of motivation techniques and programs that have gained varying degrees of acceptance in practice. And for each of
8 Conclusions and Suggestions
8 Conclusions and Suggestions On the basis of the analysis in the last chapter the following conclusions are drawn, based on the responses collected from the total 150 respondents. The total respondents
Indiana State Personnel Department Training Plan for Fiscal Year 2008
Agency Mission: To support the Governor and the heads of agencies in meeting their goals and objectives by proactively providing integrated human resource services. Agency Vision: To transform the executive
About the Tutorial. Audience. Prerequisites. Disclaimer & Copyright. Human Resource Management
[DOCUMENT TITLE] About the Tutorial Human Resource Management is an operation in companies, designed to maximize employee performance in order to meet the employer's strategic goals and objectives. It
Why do people work? Affiliation It is the responsibility of management to make sure that their employees are motivated they do that via three main ways: 1. Financial Rewards 2. Non-Financial Rewards 3.
Human Services Administrator
Human Services Administrator Elko County has an immediate opening for a Human Services Administrator. Performs a variety of complex administrative and professional work in planning, organizing and directing
Challenges for human resource management in global business strategy
Challenges for human resource management in global business strategy World Textile Congress, Mumbai 16 th September 2016 Dr. Sanjay Muthal Executive Director RGF India Mumbai Changing Paradigm Consumer
The Compensation Checklist for Nonprofits. Are you prepared for today and the next 5 years?
The Compensation Checklist for Nonprofits Are you prepared for today and the next 5 years? January 25, 2011 Today s Presenters Nonprofit HR Solutions Providing human resources solutions for the nonprofit
RESEARCH SUMMARY, CONCLUSION AND SUGGESTIONS
244 CHAPTER 5 RESEARCH SUMMARY, CONCLUSION AND 5.1 Introduction SUGGESTIONS This chapter describes the research summary, findings and conclusion drawn based on statistical analysis. Based on the results,
Introduction. Absenteeism management
Introduction Absenteeism management Presented ented at the 15 th UPDEA Congress, Ghana, Accra By: Mme Liz Thebe, Generation Human Resources UPDEA S mandate, which is to be the primary catalyst in the realization
Motivating the Millennial Knowledge Worker First Edition
Assessment Motivating the Millennial Knowledge Worker First Edition Complete this book, and you ll know how to: 1) Implement proactive strategies that address the Millennials motivational need for increased
Collaborating with Society. Partnership with Society and Employees Respecting Human Rights and Diversity and Creating an Energetic Workplace
Partnership and Employees Respecting Human Rights and Diversity and Creating an Energetic Workplace We believe that respecting human rights and diversity is a fundamental principle for a sustainable society.
Human Resources Guidebook
Human Resources Guidebook Steven M. Bragg Chapter 1 Introduction to Human Resources... 1 Learning Objectives... 1 Introduction... 1 Topic Overview... 1 Human Resources Job Description... 2 The Feedback
Leading change. What is your vision of a workplace that supports high performance and an excellent quality of work life?
Workforce and Workplace Renewal: Keys to Success Graham S. Lowe, Ph.D. Keynote presentation at the International Personnel Management Association Canada, 2004 National Training Conference. St. John s,
UNIT 3 ORGANIZING. 1. A) Explain the nature and purpose of organization. (Nov'06)
UNIT 3 ORGANIZING 1. A) Explain the nature and purpose of organization. (Nov'06) Definition of Organization Koontz and O'Donnell define organizing as "the grollij1ng of activities necessary to attain objectives,
CHAPTER 6. FINDINGS, SUGGESTIONS CONCLUSIONS AND RECOMMENDATIONS
CHAPTER 6. FINDINGS, SUGGESTIONS CONCLUSIONS AND RECOMMENDATIONS 6.1. Introduction 6.2. Findings 6.3. Suggestions and Recommendations 6.4. Original contribution at doctoral level 6.5. Dimensions for further
Innovating for Today s New Workforce
RETHINKING PROCUREMENT TALENT MANAGEMENT: Innovating for Today s New Workforce Presented by: Don Dougherty, Partner Executive Vice President Marrena Anderson Senior Vice President AN APPROACH UNHEARD OF
Job Satisfaction: The Link to Retention and the Correlation to Age, Gender and Organizational Position
Job Satisfaction: The Link to Retention and the Correlation to Age, Gender and Organizational Position Darrin L. DeReus, Ph.D. CCEA, CDFM-A Cost Estimator Wyle s Aerospace Group Intelligence and Cyber
Total Rewards System. Tara Sheets. Human Resources in Healthcare/MPH 548. April 5, Dr. Hollie Pavlica
Rationale: The following assignment was selected from the Human Resources in Health Care class. It shows some of the skills and competencies I have learned in the Health Policy and Management domain of
Business and Personal Finance Unit 1 Chapter Glencoe/McGraw-Hill
0 Chapter 2 Finances and Career Planning What You ll Learn Section 2.1 Identify the personal issues to consider when choosing and planning your career. Explain how education and training affect career
Personal Finance Unit 1 Chapter Glencoe/McGraw-Hill
0 Chapter 2 Finances and Career Planning What You ll Learn Section 2.1 Identify the personal issues to consider when choosing and planning your career. Explain how education and training affect career
Bringing Youth to Aviation Trades by Roger Beebe
Bringing Youth to Aviation Trades by Roger Beebe How can the aviation industry attract young workers? Specifically, how can we attract youth to aviation technical trades? Pondering this dilemma, I also
UNIT 10 PERSONNEL OFFICE: FUNCTIONS AND OPERATIONS
UNIT 10 PERSONNEL OFFICE: FUNCTIONS AND OPERATIONS Structure Objectives Introduction Characteristics and Objectives of Personnel Management Functions and Operations of Personnel Management Organisation
Chapter V FINDINGS, SUGGESTIONS AND CONCLUSIONS
Chapter V FINDINGS, SUGGESTIONS AND CONCLUSIONS 5.1 FINDINGS: The major findings of the study based on the analysis and interpretation of the data are stated below: 1. Majority of the respondent employees
Comparison of Questionnaire Versions 1.1 and 6.0
Paths to Retention and Turnover in the IT Workforce: Understanding the Relationships Between Gender, Minority Status, Job and Organizational Factors Pascale Carayon, Ph.D. (PI) Director, Center for Quality
Corporate Report. Bonuses are not part of the compensation package offered to City employees.
Corporate Report Report from Office of the Chief Administrative Officer, Administration Date of Report: May 2, 2015 Date of Meeting: July 6, 2015 Report Number: CAO-146-2015 File: 10.10.99 Subject: Salary
Group Basic Policy on Personnel Management. Group Basic Policy on Personnel Management
For Employees Group Basic Policy on Personnel Management Group Basic Policy on Personnel Management (1) Proactively offer opportunities to innovative employees who thrive on challenge to encourage them