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You Just Received A Job Offer From A Small Company To Work In The Human Resources Division. Through A Conference You Attended That Was Sponsored By The Society For Human Resource Management, You Learned About The Position (Shrm). Jennifer, The Business’s Owner, Had Previously Been Handling All Human Resource Management-related Tasks (Hrm).
You Can See She Has Some Qualms About Being Paid Much For Something She Could Do On Her Own. You Spend Several Hours With The Company Owner And Meet With The Ten Employees On Your First Day In An Effort To Understand Whatever Human Resource Procedures Are Already In Place.
Soon After The Meeting Starts, You See That She Has An Entirely Different Understanding Of What Hrm Is, And You Realise That It Will Be Your Responsibility To Teach Her About The Importance Of An Hr Manager. You See It As A Personal Challenge To Educate Her And To Demonstrate To Her The Importance Of This Position Inside The Company.
First, You Explain To Her That Human Resources Is A Strategic Process That Deals With The Business’s Side Of Staffing, Compensation, Retention, Training, And Employment Laws And Policies. In Other Words, Your Role As A Human Resources (Hr) Manager Will Include Using Strategic Plans To Make Sure The Right People Are Hired And Trained For The Right Job At The Right Time In Addition To Writing Policy And Procedures And Hiring People (The Administrative Role).
For Instance, When Asked Whether She Anticipates Knowing The Revenue In Six Months, Jennifer Responds, “Of Course. We Anticipate A 20 Percent Increase. Have You Considered How Many People You Will Need Given This Increase? You Inquire. “Yeah, I Guess I Haven’t Gotten That Far,” Says Jennifer, Who Seems A Little Sheepish In Response. After That, You Question Her About The Company’s Training Programmes, The Software That Enables Employees To Access Pay Information Online, And The Compensation Guidelines.
She Replies, “It Appears That We Still Have Work To Do. I Was Unaware That All Of It Included Human Resources. You Give Her A Kind Smile And Begin Talking About Some Of The Company’s Specifics So You Can Begin Writing The Strategic Human Resource Management Plan Right Away.
Every Organisation, No Matter How Big Or Little, Uses Different Types Of Capital To Operate. Cash, Valuables, Or Anything Used To Generate Revenue For A Business Are All Considered To Be Capital. For Instance, Whereas A Consulting Firm Could Have Proprietary Software Or Buildings, A Retail Store Uses Registers And Inventory. All Businesses, Regardless Of Industry, Have One Thing In Common: They Need Employees To Make Their Capital Work For Them. This Will Be The Text’s Main Focus: Generating Income Through Using People’s Abilities And Skills.
The Process Of Hiring Individuals, Providing Them With Training, Compensating Them, Creating Policies Pertaining To Them, And Creating Retention Strategies Is Known As Human Resource Management (Hrm). Over The Last 20 Years, The Field Of Human Resources Has Seen A Great Deal Of Change, Which Has Increased Its Significance In Today’s Organisations.
Traditionally, Hr Has Been More Of An Administrative Function Than A Strategic One That Is Essential To The Success Of The Company. For Example, Processing Payroll, Sending Birthday Gifts To Employees, Planning Company Outings, And Ensuring That Forms Were Completed Accurately Were All Part Of The Hr Function. Get Out Of The Parties, Birthdays, And Enrollment Forms, Says Jack Welch, Former Ceo Of General Electric And Management Guru, To Sum Up The New Role Of Human Resources. The Phrase “Hr Is Defined In Hard Times” Should Be Kept In Mind
At The Outset Of This Text, It Is Important To Note That Every Manager Has A Responsibility Related To Human Resource Management. We Will Still Carry Out All Or At Least Some Of The Hr Manager Tasks Even If We Do Not Have The Title Of Hr Manager.
For Instance, Most Managers Deal With Employee Compensation, Motivation, And Retention, Which Means That These Issues Fall Under Both Management And Human Resources. As A Result, Both Those Who Want To Manage Hr Departments And Those Who Will Run Businesses Should Read This Book.
Remember That Many Hr-related Duties Overlap With Those Of Other Department Managers, Making This Information Crucial Regardless Of Career Path. Most Experts Concur That Hrm Plays Seven Key Roles In Organizations. The Sections That Follow Provide Descriptions Of Them.
To Ensure Fairness And Continuity Within The Organisation, Every Organisation Has Policies. Creating The Language Around These Policies Is One Of Hrm’s Responsibilities. Executives, Management, And Hrm Are Involved In The Process Of Developing Policies.
For Instance, The Hr Professional Is Likely To Identify The Need For A Policy Or A Change In A Policy, Get Input On It, Write It, And Then Communicate It To The Staff. It Is Important To Note That Hr Departments Cannot Work Alone At This Time. Every Action They Do Must Include All Other Organisational Departments.
Hr Experts Must Determine If The Pay Is Reasonable, Complies With Industry Standards, And Is High Enough To Entice People To Work For The Company. Anything The Employee Receives In Exchange For Their Work Counts As Compensation. Additionally, Hr Professionals Must Ensure That The Pay Is Commensurate With What Others In Related Fields Make. This Entails Setting Up Pay Systems That Take The Duration Of Employment With The Company, Years Of Experience, Level Of Education, And Similar Factors Into Account.
For Instance, The Recent Trend In Flexible Work Schedules (Allowing Employees To Set Their Own Schedules) And Telecommuting (Allowing Employees To Work From Home Or A Remote Location For A Specified Period Of Time, Such As One Day Per Week), Which Are Outside Factors That Have Impacted Hr, Require Hrm To Be Aware Of These Outside Issues In Order To Develop Policies That Meet Both The Needs Of The Company And The Needs Of The Individuals.
The Patient Protection And Affordable Care Act, Which Was Passed Into Law In 2010, Is Another Such. This Bill’s Implementation Will Have Significant Effects On Hr. For Instance, A Company With More Than Fifty Employees Is Required To Provide Health Insurance Or Face Penalties. It Is Estimated That 60% Of Employers Already Provide Health Insurance To Their Employees.
Cost Issues As Well As Using Health Benefits As A Recruitment Strategy Are Significant Outside Challenges Since Health Insurance Will Be Required. Any Manager Who Operates Without Taking Into Account External Forces Is Likely To Alienate Staff, Which Will Produce Unmotivated, Unhappy Workers. Not Comprehending The External Influences May Also Result In Breaking The Law, Which Has A Worrying Range Of Ramifications.
Attending Conferences And Reading Various Articles Online Are Two Ways Managers May Stay Informed About External Forces. For Instance, The Society For Human Resource Management’s Website, Shrm Online, Not Only Lists Job Openings In The Industry But Also Discusses A Number Of Current Human Resource Issues That May Aid Managers In Making Better Decisions On Personnel Management. We Go Into Further Detail About Some Recent External Issues That Are Affecting Human Resource Management Roles In “Today’s Hrm Challenges” (Page 13). Some Of The Skills Needed To Be Successful In Hrm Are Covered In “The Role Of Hrm (Page 3)”.
A Wide Range Of Skills To Handle A Variety Of Situations Is One Of The Key Elements Of A Successful Manager Or Human Resource (Hr) Manager. Knowledge Of Hr, Such As Knowing Which Forms Must Be Completed, Is Just Insufficient. To Create And Manage People, You Need A Cutting-edge Human Resource Department As Well As A Variety Of Skills.
The Most Important Skill Is Organisation. Given That You Are In Charge Of Managing People’s Salaries, Benefits, And Careers, The Need For This Skill Is Understandable. It’s Crucial For Success In Any Job, But It’s More Important If You Take On A Role In Human Resources, To Have Organised Computer Files And Good Time Management Skills.
Similar To Most Jobs, Managing Human Resources Requires The Ability To Multitask, Or Work On Many Tasks At Once. A Typical Human Resources Manager Would Have To Handle A Worker Issue For A Minute Before Switching To Recruiting. Human Resources, In Contrast To Many Management Positions, Concentrate On All Areas Of The Business Where Multitasking Is Essential, Rather Than Just One Job Or One Area Of The Business.
As Cliché As It May Seem, People Skills Are Essential For Every Kind Of Management And May Even Be The Most Crucial For Success In Any Career. People Management Include The Abilities To Handle A Range Of Personalities, Resolve Conflicts, And Coach Others.
People Skills Go Hand In Hand With Communication Skills. An Excellent Manager And Human Resource Management (Hrm) Professional Is Able To Communicate Both Good And Bad News, Including Policy Changes, As Well As Everything In Between.
Understanding Particular Job Areas, Such As Managing The Employee Database, Understanding Employment Laws, And Knowing How To Write And Develop A Strategic Plan That Aligns With The Business Are Keys To A Successful Career In Hrm Or Management. This Book Will Discuss Each Of These Abilities.
A Crucial Skill For Hr Professionals Is Also Having A Strategic Mindset. An Individual With A Strategic Mindset Is Able To Make Long-term Plans And Keep An Eye Out For Trends That May Have An Impact On The Environment In Which The Business Is Operating. Managers Tend To Concentrate Too Much On Their Own Area And Too Little On The Business As A Whole. In Addition To Working In His Or Her Specific Area, The Strategic Hr Professional Is Able To Comprehend How Hr Fits Into The Overall Picture Of The Business.
Human Resources Also Requires A Sense Of Fairness And Ethics. Ethics Is A Concept That Considers A Situation’s Moral Rights And Wrongs. Take Into Account The Fact That Many Human Resources Managers Negotiate Wage And Labour Agreements And Handle Conflict. Additionally, Hr Managers Are Responsible For Monitoring The Organization’s Adherence To Ethical Standards.
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