The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
This document summarizes key topics from Chapter 1 of the textbook "Fundamentals of Human Resource Management". It discusses how HRM operates in a global environment with different cultural values and business conditions. It also outlines how HRM has been impacted by technological advances, increasing workforce diversity, and the need for continuous improvement and employee empowerment programs. The changing labor market and economic conditions present ongoing challenges for HRM to address.
The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
This document discusses strategic human resource management concepts and processes. It is authored by Basharat Naeem, a lecturer at the Institute of Business Administration at the University of the Punjab. The chapter covers the definition of strategic HRM, its aims, approaches including resource-based strategy, and limitations. Strategic HRM involves developing HR strategies integrated with business strategy to gain competitive advantage through people. The goal is to ensure an organization has skilled, committed employees to achieve sustained competitive advantage through people.
This chapter discusses personnel planning and recruiting. It covers the recruitment and selection process, including forecasting personnel needs, determining internal and external candidate sources, and evaluating recruiting effectiveness. The key steps in recruitment are deciding what positions to fill, building a candidate pool through sources like referrals, screening applicants, selecting candidates through interviews, and making offers. Effective recruiting requires evaluating factors like the job market and legal compliance.
Job analysis is a systematic process to determine the skills, duties, and qualifications required to perform jobs in an organization. It provides information for developing job descriptions, job specifications, and human resource planning. Various methods are used to collect both qualitative and quantitative data on job duties, requirements, context, and performance. Job analysis ensures legal compliance and supports key HR functions like recruitment, selection, training, and performance management. It is an important tool for human resource management.
This document discusses the manager's role in strategic human resource management. It provides an overview of strategic planning, including setting objectives, environmental scanning, and aligning HR strategies with business strategies. Key topics covered include the strategic management process, types of corporate and competitive strategies, and tools for strategic HRM like strategy maps, HR scorecards, and developing high-performance work systems. The document emphasizes the importance of linking HR policies and practices to organizational strategies and goals.
Human resource management gerry dessler chapter#1Humza Ali
This document discusses the role of human resource management. It explains that HR involves carrying out the human resource aspects of a management position, such as recruiting, training, and rewarding employees. Both line managers and HR staff managers have responsibilities relating to HR. The HR department helps coordinate personnel activities and advises line managers. The role of HR is changing due to factors such as globalization, technology, and changing workforce demographics. HR professionals now require both business and HR proficiencies.
This document discusses the labour market context of human resource management. It defines internal and external labour markets and how changing conditions are impacting HRM practices. Labour market supply and demand are shaped by various economic, social, and policy factors. The economy has shifted to becoming more service-oriented and knowledge-intensive. Organizations have responded by increasing flexibility through practices like outsourcing, temporary workers, and multi-skilling. However, flexible working arrangements can have mixed impacts, benefiting some groups more than others.
Ethics in Human Resource Management (HRM) of an OrganisationShrikantSharma86
what is HRM
what is ethics
what is the ethics in HRM
what is the are of HRM ethics
what is the role of HR for promoting the ethics
Unethical practise of HRM
What is Justice and Fairness
This document outlines the process of human resource management and planning. It discusses forecasting personnel needs through analyzing trends, ratios, and other techniques. It also covers forecasting the supply of internal candidates using qualification inventories and replacement charts. Strategic planning involves defining business missions, evaluating strengths and weaknesses, and formulating goals and actions. The process also includes implementing programs and evaluating the results of human resource planning.
Dynamic human resource environment factorsSandeep Gupta
The document discusses the dynamic human resource management environment and identifies external factors that affect HR. It explains that HR tasks can be performed by human resource managers, outsourcing, shared service centers, professional employer organizations, or line managers. The key external factors include the labor market, society, unions, shareholders, competition, customers, technology, the economy, unanticipated events, and legal considerations - all of which can influence an organization's HR policies and management.
This document provides an overview of key concepts in human resource management. It discusses the primary functions of management as planning, organizing, leading, and controlling. It then explains that HRM is important for an organization because the role of HR managers has expanded, legislation places new requirements on employers, jobs have become more technical, and global competition demands increased productivity. The rest of the document outlines the main functions of HRM like staffing, training, motivation, and maintenance as well as how external factors influence HRM.
This document discusses the strategic role of human resource management. It defines HRM as making productive use of human resources to benefit both organizations and individuals. HRM aims to coordinate organizational needs like profits with individual needs like self-actualization. It explains that people are the key production factor and that labor quality and productivity are important for economic growth. Finally, it outlines the functions and divisions of HRM, including planning, recruiting, training, and performance management.
The document discusses the role of technology in human resource planning and management. It describes how information technology can help with workforce analytics, scheduling, and skills inventories. It also explains how technology supports replacement charts and succession management through applications that track employee data, performance reviews, competencies, and development opportunities. Overall, the document outlines how human resource information systems and software help optimize workforce management and strategic decision making.
MOTIVATION IN HUMAN RESOURCE MANGEMENT; WHAT IS MOTIVATION, NEED FOR MOTIVATING EMPLOYEES, PROCESS OF MOTIVATION, TYPES OF MOTIVATION- INTRINSIC AND EXTRINSIC. MOTIVATION THEORY. METHODS OF MOTIVATION.
The document discusses the talent management process and job analysis. It describes the steps in talent management, including deciding which positions to fill through job analysis, attracting candidates, selecting employees, training and developing staff, performance reviews, and rewarding employees. It then explains that job analysis is used to identify the duties, skills, and requirements of a job. The key steps in job analysis are reviewing background information, deciding how to use the data collected, selecting positions to analyze, collecting and verifying the job data, and developing job descriptions and specifications.
Strategic Human Resource Management Lecture 1RECONNECT
This document provides an overview of the key topics to be covered in a lecture on strategic human resource management. It includes the course structure with assignments, exams and participation. It discusses traditional vs strategic HRM and how strategic HRM can improve business performance. Key aspects of strategic HRM are outlined such as resourcing strategies, performance management, employee communication, rewards and retention. Factors that influence employee performance and engagement are also summarized.
The document provides an overview of various topics related to human resource management including the HRM cycle and model, HR challenges, strategic HRM, human resource information systems (HRIS), employee handbooks, and organizational development. It discusses the outputs of quality of work life, productivity, and readiness for change. It also summarizes HR challenges such as acquisition, managing change, attrition, work-life balance, and globalization.
This document discusses trends in human resource management including challenges from globalization, technology, and managing change. It addresses how firms gain competitive advantage through developing human capital and intellectual property. The document also covers how social issues and changing demographics influence HR strategies and policies. Overall it provides an overview of the key factors shaping human resource management in contemporary organizations.
This document discusses trends in human resource management, including the competitive challenges of globalization, technology, managing change, developing human capital, responding to the market, and containing costs. It addresses how these trends impact HR in areas like planning, recruitment, staffing, training, and compensation. The document also examines employee concerns relating to diversity, work-life balance, and social issues. Finally, it outlines the roles and competencies needed for today's HR managers.
Strategic human resource management in a changing environmentManoah Baal
Strategic human resource management in a changing environment Chapter 02. A class discussion in Human resource management The process of hiring and developing employees so that they become more valuable to the organization
The document discusses evidence from surveys of employees and employers on talent management practices. It then summarizes different HR systems or "bundles" of practices found in steel production lines and their relationship to productivity outcomes. The most innovative system with careful selection, training, compensation and involvement practices had the highest productivity. The document suggests that successfully leading change to adopt more innovative HR systems can provide competitive advantages through increased productivity and quality.
This document discusses how human resource management must adapt to dynamic internal and external environmental factors. It outlines various technological, economic, political, social and local factors that influence HRM. It also discusses how organizations can manage workforce diversity and deal with issues like downsizing through effective HRM strategies. Total quality management and concepts like benchmarking and reengineering are important for organizations to effectively manage human resources in a changing environment.
This document provides an overview of key topics in human resource (HR) management. It discusses the importance of elevating HR to a position of power within organizations. It outlines the seven main categories of HR activities, including strategic HR management, staffing, compensation and benefits. It also examines the major challenges facing HR, such as globalization, workforce trends, and organizational costs. The roles of HR are transforming from administrative to more strategic functions. HR technology and ethics in HR management are also addressed.
The document discusses talent management strategies for organizations. It defines key terms like talent, war for talent, and talent management. It emphasizes that talent management should be aligned with business strategy and priorities. It also highlights challenges like assessing capabilities, developing the right processes, and linking talent management to goals. Effective talent management requires assessing talent, recruitment, development, deployment, retention and having the right metrics.
This document discusses trends in human resource management (HRM), including outsourcing certain HR functions to reduce costs and focus internal resources on more strategic activities. It also addresses managing a diverse workforce, promoting employee wellness through programs like EAPs and EWPs, and developing talent strategies to attract and retain top performers in a competitive environment. Effective diversity management and a focus on total employee well-being are highlighted as important for organizational success.
Measuring Hr Strategic Alignment Through The Hr ScorecardR M
This document discusses measuring human resource (HR) strategic alignment through an HR scorecard. It argues that traditional HR focuses too much on individual employees rather than organizational performance. An aligned HR system supports the company's strategy through competencies, behaviors, and HR architecture. The HR scorecard measures HR's influence on value creation by linking HR metrics like competencies and behaviors to organizational KPIs. This demonstrates HR's strategic role in implementing the company's vision.
This document provides an overview of strategic human resource management. It defines SHRM and explains its links to strategic management and the general planning process. The document outlines the SHRM process, including scanning the external and internal environment, identifying sources of competitive advantage, developing HR strategies, implementing those strategies, and monitoring/evaluating performance. It also discusses strategic fit and the relationship between business and HR strategies. Examples of Facebook's performance management and efforts to increase employee convenience are provided.
The document discusses future metrics for measuring the impact and effectiveness of HR. It begins by outlining three levels of metrics: efficiency, effectiveness, and impact. Efficiency measures resources and investments, effectiveness examines policies and practices, and impact evaluates the link between human capital and business success.
It then examines the changing role of HR from administrative expert to strategic partner. While more HR professionals see themselves as strategic partners, time spent on strategic activities has not increased. The document also reviews internal and external benchmarks for measuring HR. Finally, it emphasizes the need to demonstrate how HR drives business performance through impact metrics that link human capital to value creation.
The document provides an overview of human resource management. It discusses topics like recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, productivity, and human capital challenges.
The recruitment section describes the process of identifying job vacancies and notifying potential employees. Selection involves assessing candidates and appointing a post holder. Various selection methods are discussed.
Employment legislation is an important aspect of HRM that covers many areas. Discipline procedures must follow various steps to deal with workplace conflicts. Development and training help employees gain new skills and stay updated. Rewards systems include pay, benefits, and other incentives. Productivity measurement assesses an employee's contribution.
The document also
The document provides an overview of human resource management. It discusses topics like recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, productivity, and human capital challenges.
The recruitment section describes the process of identifying job vacancies and notifying potential employees. Selection involves assessing candidates and appointing a post holder. Various selection methods are discussed.
Employment legislation is an important aspect of HRM that covers many areas. Discipline procedures must follow various steps to deal with workplace conflicts. Development and training help employees gain new skills and stay updated. Rewards systems include pay, benefits, and other incentives. Productivity measurement assesses an employee's contribution.
The document also
This document discusses strategic human resource management. It begins by defining strategic HRM as how an organization's goals are achieved through people via HR strategies and integrated policies and practices. It identifies the key functional strategy areas in business as human resource management, operations, production, finance, R&D, and marketing. It then explains that strategic HRM ensures people's talents can be valuable, rare, difficult to imitate, and organized to provide competitive advantage. The document outlines the nuts and bolts of HRM, including strategic planning, staffing, development, performance management, compensation, and labor relations. It emphasizes that vertical fit between strategies at different levels is important for organizational success.
The document discusses new trends in human resource management (HRM). It covers a variety of topics influencing HRM, including technological changes, economic and political challenges, an aging workforce, skill deficiencies, and changes in the employment relationship. HR must deal with issues like globalization, outsourcing, mergers and acquisitions, and reengineering. The role of HR is shifting from administrative to more strategic. HR needs to anticipate challenges and support organizational strategy.
How laws of systems thinking shaped hr practiceTendai Chiunya
Systems thinking has shaped HR practice by promoting an holistic view of the organization as an interconnected system. This helps eliminate silos between departments and functions. It also facilitates collaborative interactions between organizational members and functional flexibility. Applying systems thinking principles, HR practices focus on knowledge transfer between employees, succession planning, change management by addressing underlying strategies, and continuous environmental scanning to understand root causes of issues. Outsourcing expertise and promoting leadership and innovative thinking further help apply a systems lens to HR.
Human resource accounting in Audit companies Sundar B N
This document discusses the challenges of applying human resource accounting in audit companies. It identifies seven key challenges: 1) attracting and retaining talent, 2) compensation and benefits, 3) change management, 4) continuous learning and succession planning, 5) performance management and alignment, 6) leadership development, and 7) data security and integrity. For each challenge, it provides a brief description and potential solutions.
The document discusses defining the value of HR and measuring its impact. It emphasizes understanding business strategy and defining an aligned HR strategy. It suggests using a balanced scorecard approach to measure HR's impact on key areas like customer experience, business impact/satisfaction, talent strategies, and financial metrics. This helps HR quantify its value and link people initiatives to business performance.
Bharti Airtel is the largest cellular service provider in India with over 140 million subscribers as of 2010. Founded in 1995 by Sunil Bharti Mittal, it is headquartered in New Delhi. Airtel offers mobile, home phone, broadband, internet, Blackberry, and digital TV services to consumers and also provides data, IP, voice, and conferencing solutions to businesses. As a brand, Airtel has emerged as one of the most trusted in India and continues to attract and delight customers through innovative offerings while supporting education through the Bharti Foundation.
This document discusses various quality management tools including benchmarking, quality function deployment (QFD), and failure mode and effects analysis (FMEA). It provides details on:
- The definition, advantages, limitations, levels, and types of benchmarking as well as the benchmarking process.
- The definition and benefits of QFD.
- An explanation of FMEA including examples and steps.
- Brief mentions of ISO 9000 and ISO 14000 standards.
Mastermind is a quiz game being hosted with 5 rounds, 10 points per question, infinite bounce for entertaining guesses, and the reminder that sleep is for tortoises. The game will have questions moving in a clockwise direction for the first round and then anti-clockwise for the second round. A variety of topics are covered including geography, literature, movies and more.
Marketing management involves applying marketing techniques and managing a firm's marketing resources and activities. The document discusses key marketing concepts like the marketing mix of product, price, place, and promotion. It explains the difference between sales and marketing, the scope of what can be marketed, and core marketing concepts like identifying customer needs and managing relationships in markets. The marketing process and external factors that influence marketing are described. Traditional and expanded views of the marketing mix are also presented, along with insightful quotes about marketing.
5S is a team-based workplace organization method consisting of 5 pillars: Sort, Set in Order, Shine, Standardize, and Sustain. The goals are to remove unnecessary items, establish a place for everything, clean the workspace, standardize processes, and sustain these practices over time. Implementing 5S provides benefits like improved efficiency, quality, safety, and morale by creating a clean and well-organized work environment where problems are easily detected. The first pillar, Sort, involves removing clutter. The second, Set in Order, creates labels and storage for necessary items. The third, Shine, establishes cleaning routines. The fourth, Standardize, creates consistent processes for the first three pillars. The fifth pillar,
This document provides an overview of marketing concepts and processes. It defines marketing as satisfying customer needs and building customer relationships to capture value. It discusses understanding customer needs and the marketplace, designing a customer-driven marketing strategy through market segmentation and selecting target markets. It also covers preparing an integrated marketing plan using the marketing mix, building customer relationships through loyalty and retention, and capturing value from customers over their lifetime.
The document discusses key concepts in human resource management including definitions, objectives, scope, importance, evolution, and differences between HRM and personnel management. It covers topics such as job analysis, demand and supply forecasting techniques, HR planning, and managing the employment of human resources.
Unions seek to protect and promote the mutual interests of workers through collective bargaining. They perform both militant functions like negotiating wages and job security, as well as fraternal functions providing financial and medical assistance to workers. Unions also engage in political activities by affiliating with political parties and social service activities. They can take on various roles from advocating for worker interests to considering the interests of the organization or acting as agents of change. Unions can be based on ideology, trade or type of agreement between workers and employers.
This document provides an agenda and tips for an effective presentation. It discusses preparing the presentation by defining the objective, structure, and main points. Presenters should know their audience and rehearse. When presenting, they should greet the audience, introduce the topic, and leave time for discussion. Effective delivery involves speaking clearly while maintaining eye contact and good body language. Visual aids should be simple and support the message. The closing should be memorable and to the point. Overall, presenters should enjoy themselves and let their preparation and practice build confidence.
The document discusses job analysis and design. It defines key terms like job, job requirements, and job description. It describes how job analysis is conducted through methods like interviews, questionnaires, and observation. Job analysis provides the basis for developing job descriptions that outline essential functions, skills, and specifications. The document also discusses approaches to job design like job enrichment and characteristics to improve employee motivation and satisfaction.
The document discusses achieving work-life balance and provides tips for doing so. It notes that the lines between work and personal life have blurred, making balance more difficult. It then gives 10 tips for restoring balance, such as negotiating schedule changes, finding a new career or job, learning to manage time better, and setting priorities. Finally, it emphasizes that balance is an ongoing process and not to stress over imperfections.
The document discusses training and development in human resource management. It covers the systems approach to training with phases of needs assessment, design, implementation, and evaluation. Needs assessment involves analyzing the organization, tasks, and individual employees. Training methods include on-the-job and off-the-job techniques for both managers and non-managers. Evaluation criteria assess reaction, learning, behavior change, and results. Special training programs include orientation, team building, and management development.
The document discusses the training programs at TCS, Wipro, and Infosys for new recruits. At TCS, recruits undergo a 23-day induction program followed by stream-specific training at assigned locations, with exams and performance affecting salary. TCS also launched a 7-month program to train 500 science graduates as software professionals. At Wipro, training is a 3-step program over 3 months involving fundamentals, projects, and a real-time lab project. At Infosys, recruits are divided by background and undergo a 16-week training in Mysore, with comprehensive exams impacting salary.
This document discusses work-life balance issues for different stages of life and career. It examines work-life balance for young people entering the workforce, mid-career individuals, older workers nearing retirement, and those who have retired. The document also explores policy implications and employers' responses to helping employees achieve better work-life balance.
International business consists of commercial transactions between two or more countries. Globalization refers to the integration of world economies through reduced barriers to trade, capital, technology, and labor movement. Forces driving globalization include increased technology, liberalized trade, growing consumer pressures, and expanded international cooperation. However, some argue globalization threatens national sovereignty and cultural homogeneity, and can increase environmental stress and income inequality. Companies engage in international business to expand sales, acquire resources, and minimize risk through exports, imports, and foreign direct investment. Operating internationally differs from domestic business due to geographic, political, legal, cultural, economic, and competitive factors across countries.
The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
This document provides an overview of information systems and the system development life cycle. It defines an information system as a system used to generate information to support organizational users. It describes the major types of information systems and the roles of different users. It also outlines the typical phases of the system development life cycle, including preliminary investigation, system analysis, design, acquisition, implementation, and maintenance. Finally, it discusses different approaches to system development.
Non-tariff barriers (NTBs) present major challenges for increasing intra-regional trade in South Asia under the South Asian Free Trade Agreement (SAFTA). NTBs include technical barriers to trade, sanitary and phytosanitary measures, import policies, and standards, testing, labeling, and certification requirements. South Asian countries apply various NTBs, with India maintaining an import licensing system and complex customs procedures, and Pakistan and Sri Lanka applying tariffs and import taxes. Removing NTBs will be essential for SAFTA's success in enhancing regional trade.
This document discusses the possibility of a South American Free Trade Area (SAFTA) given the current state of trade agreements in South America. It outlines the progress that has been made by the Andean Community and Mercosur in establishing free trade areas and common markets. While these two blocks have committed to concluding negotiations by December 2003 to increase trade between them, challenges remain from macroeconomic differences, political instability, and policies like the Andean Community's price bands for some agricultural goods. Several possible trade scenarios for 2005 are presented, including independent common markets for each block or a potential SAFTA, though divergences between countries could make a unified agreement difficult.
Non-tariff barriers (NTBs) present major challenges for increasing intra-regional trade in South Asia under the South Asian Free Trade Agreement (SAFTA). NTBs include technical barriers to trade, sanitary and phytosanitary measures, import policies, customs procedures, standards, testing, labeling, and certification requirements. Developing countries face NTBs both in developed country markets and in South-South trade. South Asian countries apply various NTBs including import licensing, customs delays, reference pricing, emissions standards, and antidumping measures that can restrict imports. Removing NTBs will be essential for SAFTA to enhance regional trade.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions. 𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢2024 GROUNDBREAKING CEREMONY OF SK LEAVEO PLANT
➢2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢2024 CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
➢ Daewon Pharm Year End Party
➢ Giant Lantern Festival in Ha Noi with Gamuda Land
➢ Light Festival 2019 in HCMC with Phu My Hung Corp
(etc)
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Why is Structural Engineering Critical in Disaster Preparedness and Resilienc...grouphirani24
Structural engineering forms the bedrock of resilient communities, especially in the face of natural disasters and unforeseen crises. At Hirani Group, our commitment to excellence in structural engineering services is rooted in the belief that robust infrastructure is fundamental to disaster preparedness and long-term resilience. Our team of dedicated professionals specializes in both residential and commercial structural engineering services, ensuring that every project is fortified against potential hazards and stands the test of time. In today’s unpredictable world, the role of structural engineering in disaster preparedness cannot be overstated.
Network Observability – 5 Best Platforms for ObservabilityGauriKale30
Constant changes in network traffic and configurations require understanding the IT network for reliability. Network observability with telemetry, AI/ML, and AIOps gathers and analyzes data, predicts issues, and automates responses
Mid America Trucking Show Exhibitor List 2024 - Exhibitors DataExhibitors Data
Mid America Trucking Show 2024 offers industry professionals an ideal platform to explore the latest equipment and technology through engaging and interactive exhibit displays. Reach out to your target audience with our Mid America Trucking Show Exhibitor List 2024!
As the world spins on its axis, the constant ebb and flow of current events, technological advancements, and social trends shape our daily lives. Here are the top five predictions for today that are set to influence various facets of our global society:
1. AI Integration in Daily Life
Artificial Intelligence (AI) continues to embed itself deeper into our everyday routines. Today, expect to see more AI-driven solutions in sectors like healthcare, finance, and education. Personalized learning experiences powered by AI algorithms are becoming mainstream, while in healthcare, AI is aiding in early diagnosis and personalized treatment plans. Financial institutions are increasingly relying on AI for fraud detection and customer service automation.
2. Stock Market Fluctuations Amid Economic Uncertainty
The stock market remains a rollercoaster, reflecting global economic uncertainties. Inflation concerns, geopolitical tensions, and shifting monetary policies are likely to cause significant fluctuations. Investors should brace for a volatile day as markets react to new economic data and policy announcements. Keep an eye on tech stocks, which are particularly sensitive to changes in interest rates and investor sentiment.
3. Climate Action and Environmental Policies
With climate change becoming an ever-pressing issue, today's headlines will likely feature significant climate action. Governments and organizations are set to announce new policies and initiatives aimed at reducing carbon footprints and promoting sustainable practices. From renewable energy investments to stricter emission regulations, these efforts are critical in the global fight against climate change.
4. Breakthroughs in Medical Research
The field of medical research is on the cusp of several groundbreaking discoveries. Today, we anticipate announcements of advancements in treatments for chronic diseases such as cancer, diabetes, and neurodegenerative disorders. Innovative therapies, including gene editing and personalized medicine, are set to offer new hope for patients worldwide. These breakthroughs not only promise to improve health outcomes but also to revolutionize medical practices.
5. Social Media Trends and Digital Influences
Social media platforms continue to shape public opinion and cultural trends. Today, expect new viral challenges, influencer endorsements, and social justice movements gaining traction online. With platforms like TikTok and Instagram driving much of the digital conversation, brands and public figures will leverage these channels to connect with audiences and promote their messages. Be prepared for a flood of new content that could spark debates and inspire collective action.
As these predictions unfold, they will undoubtedly impact various aspects of our lives. Staying informed and adaptable is key to navigating the rapid changes in today's dynamic world.
Mobile Application pentesting blog.docx.pdffortbridge4
Mobile Application Pentesting, also known as penetration testing. It is an important method for detecting and fixing security weaknesses in mobile applications. Here, cyber security specialists pretend that they are attackers while conducting tests in order to discover some possible flaws in advance of attackers taking advantage of them.
Qatar Airways Kuwait Office serves as a crucial hub for travelers in Kuwait seeking premium air travel services. Located conveniently in the heart of Kuwait City, the office offers a range of services including flight bookings, ticketing, and assistance with itinerary planning. Dedicated staff are available to provide personalized support, ensuring a seamless travel experience. The office also offers information on Qatar Airways' extensive network, luxury amenities, and special offers. Known for its exceptional customer service, the Qatar Airways Kuwait Office is committed to delivering a high standard of service and addressing any travel-related inquiries promptly. For business and leisure travelers alike, it’s the gateway to exploring global destinations with ease.
India's 5 Most Promising E-Mobility Companies 2024.pdfinsightssuccess2
These Insights Success ‘India's 5 Most Promising E-Mobility Companies || 2024,’ represent just a glimpse of the vibrant Indian EV landscape. With continuous innovation and government support, India is well on its way to becoming a global leader in electric mobility.
The Business Process Model and Notation (BPMN) is the OMG industry standard for defining and orchestrating the flow of activities comprising end-to-end business processes. This live event will showcase the iterative creation and seamless exchange of BPMN models among different tools, highlighting the interoperability and sophistication of current BPMN technology. This showcase is an invaluable opportunity for professionals in the field to witness firsthand the advanced functionalities and collaborative potential of BPMN tools. Join us for an insightful exhibition of the latest advancements in business process management.
2024's Top Chief Revenue Officers to Follow.pdfTHECIOWORLD
He exemplifies this approach by his unshakable commitment to generating results and his relentless drive, as evidenced by his over 15 years of experience in the industry. As an accomplished professional in the diversified industry of telecommunications, his story illustrates the power of enthusiasm and tenacity to propel success.
CH.3.pptx DIGITAL MARKETINGSTRATEGY, IMPLEMENTATION AND PRACTICESeventh Edi...motasem221
DIGITAL MARKETINGSTRATEGY, IMPLEMENTATION AND PRACTICESeventh Edition DDIGITAL MARKETINGSTRATEGY, IMPLEMENTATION AND PRACTICESeventh EditionDIGITAL MARKETINGSTRATEGY, IMPLEMENTATION AND PRACTICESeventh Edition
A complete step-by-step guide on how to start,scale and monetize YouTube channels to start earning decent money online. This guide gives brief information on everything you need to know to get started with YouTube automation and scale it up as soon as possible.
An effective technical department at PMS is composed of a knowledgeable team of trained professionals who provide excellent design services as well as post-sale support. Due to the great quality of all of our products, they are all made to be very easy to construct and disassemble and are reasonably priced with appealing designs. We offer a wide range of products and services, such as designing and constructing distinctive floating pontoons.
2. Objectives After studying this chapter, you should be able to: Identify how firms gain sustainable competitive advantage through people. Explain how globalization is influencing human resources management. Describe the impact of information technology on managing people. Identify the importance of change management. State HR’s role in developing intellectual capital. Differentiate how TQM and reengineering influence HR systems.
3. Objectives (cont’d) After studying this chapter, you should be able to: Discuss the impact of cost pressures on HR policies. Discuss the primary demographic and employee concerns pertaining to HRM. Provide examples of the roles and competencies of today’s HR managers.
4. Competitive Advantage through People Human Resource Management A set of inter-related policies, practices, and programs whose goal is to attract, socialize, motivate, maintain, and retain an organization’s employees Core Competencies Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers.
5. Competitive Advantage through People Sustained competitive advantage through people is achieved if these human resources: Have value. Are rare and unavailable to competitors. Are difficult to imitate. Are organized for synergy.
6. Overall Framework for Human Resource Management Presentation Slide 1 – 1 COMPETITIVE CHALLENGES Globalization Technology Managing change Human capital Responsiveness Cost containment HUMAN RESOURCES Planning Recruitment Staffing Job design Training/development Appraisal Communications Compensation Benefits Labour relations EMPLOYEE CONCERNS Background diversity Age distribution Gender issues Educational levels Employee rights Privacy issues Work attitudes Family concerns Figure 1.1
7. Competitive Challenges and Human Resources Management The most pressing competitive issues facing firms: Going global Embracing technology Managing change Developing human capital Responding to the market Containing costs
8. Going Global Globalization The trend toward opening up foreign markets to international trade and investment. Impact of Globalization Partnerships with foreign firms “Anything, anywhere, anytime” markets Lower trade and tariff barriers NAFTA, EU, APEC trade agreements WTO and GATT
9. Going Global (cont’d) Impact on HRM Different geographies, cultures, laws, and business practices Issues: Identifying capable expatriate managers. Developing foreign culture and work practice training programs. Adjusting compensation plans for overseas work.
10. Embracing New Technology Knowledge Workers Workers whose responsibilities extend beyond the physical execution of work to include planning, decision making, and problem solving.
11. Influence of Technology in HRM Human Resources Information System (HRIS) Computerized system that provides current and accurate data for purposes of control and decision making. Benefits: Store and retrieve of large quantities of data. Combine and reconfigure data to create new information. Institutionalization of organizational knowledge. Easier communications. Lower administrative costs, increase productivity, and response times.
12. Major Uses For HR Information Systems Source: HR and Technology Survey, Deloitte & Touche and Lawson Software, 1998. HRM 1
13. Impact of IT on HRM Transformational Impact Operational Impact Relational Impact HRM
14. HRM IT Investment Factors Initial costs and annual maintenance costs Fit of software packages to the employee base Ability to upgrade, increased efficiency and time savings Compatibility with current systems User-friendliness Availability of technical support Needs for customizing Time required to implement Training time required for HR and payroll
15. Managing Change Types of Change Reactive change Change that occurs after external forces have already affected performance Proactive change Change initiated to take advantage of targeted opportunities Formal change management programs help to keep employees focused on the success of the business.
16. Managing Change through HR Why Change Efforts Fail: Not establishing a sense of urgency. Not creating a powerful coalition to guide the effort. Lacking leaders who have a vision. Lacking leaders who communicate the vision. Not removing obstacles to the new vision. Not systematically planning for and creating short-term “wins.” Declaring victory too soon. Not anchoring changes in the corporate culture.
17. Developing Human Capital Human Capital The knowledge, skills, and capabilities of individuals that have economic value to an organization.
18. Human Capital and HRM Creation of knowledge Utilization of knowledge Application of knowledge
19. Responding to the Market Total Quality Management (TQM) A set of principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement. Six Sigma A process used to translate customer needs into a set of optimal tasks that are performed in concert with one another.
20. Responding to the Market Reengineering Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, service, and speed. Requires that managers create an environment for change. Depends on effective leadership and communication processes. Requires that administrative systems be reviewed and modified.
22. Downsizing and Upsizing Percent of companies reporting that they: *All annual readings are for 12 months ending at midyear. Categories are not mutually exclusive. Source: Gene Koretz, “Hire Math: Fire 3, Add 5,” Business Week Online (March 13, 2000). Figure 1. 2
23. Containing Costs (cont’d) Hidden Costs of Layoff Severance and rehiring costs Accrued vacation and sick day payouts Pension and benefit payoffs Potential lawsuits from aggrieved workers Loss of institutional memory and trust in management Lack of staffers when the economy rebounds Survivors who are risk-averse, paranoid, and political
24. Containing Costs (cont’d) Benefits of a No-Layoff Policy A fiercely loyal,more productive workforce Higher customer satisfaction Readiness to snap back with the economy A recruiting edge Workers who aren’t afraid to innovate, knowing their jobs are safe.
25. Containing Costs Outsourcing Contracting outside the organization to have work done that formerly was done by internal employees. Employee Leasing The process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees.
26. Productivity Enhancements Figure 1.3 Presentation Slide 1 –2 MOTIVATION Job enrichment Promotions Coaching Feedback Rewards ENVIRONMENT Empowerment Teams Leader support Culture ABILITY Recruitment Selection Training Development Perf = f (A,M,E)
33. Top Issues for Managers in Balancing Work and Home Executive recruiters say 75 percent of senior management candidates and 88 percent of middle managers raised concerns about balancing work and home. Top issues: Source: Association of Executive Search Consultants (member survey). Used with permission of the Association of Executive Search Consultants, http://www.aesc.org. Figure 1.8
34. Partnerships: Line Managers and Human Resources Managers Responsibilities of HR Advice and counsel Service Policy formulation and implementation Employee advocacy
35. Strategic Human Resources Management Strategy The formulation of an organization’s missions, goals, and objective as well as the action plans to execute the strategy. Corporate Strategy Business Strategy
36. Strategic Human Resources Management Strategic HRM A set of interrelated practices, policies, and philosophies whose goal is to enable the achievement of the corporate or business strategy.
37. Human Resource Competency Model Source: Arthur Yeung, Wayne Brockbank, and Dave Ulrich, “Lower Cost, Higher Value: Human Resource Function in Transformation.” Reprinted with permission from Human Resource Planning, Vol. 17, No. 3 (1994). Copyright 1994 by The Human Resource Planning Society, 317 Madison Avenue, Suite 1509, New York, NY 10017, Phone: (212) 490-6387, Fax: (212) 682-6851. Figure 1.9 Presentation Slide 1 –4 Business Mastery Business acumen Customer orientation External Relations Personal Credibility Trust Personal relationships Lived values Courage HR Mastery Staffing Performance appraisal Rewards system Communication Organization design Change Mastery Interpersonal skills and influence Problem-solving skills Rewards system Innovation and creativity