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HR Basics: Human Resource Management
 
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HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we define human resource management with a simple model. Before we explore the model, lets define human resource management. Human Resource Management comprise the formal systems designed to manage people in an organization. To best understand human resource management, we will look at a brief history, understand the roles human resource management plays in organizations and review a model to best organize the functional areas of human resource management. What is now called human resource management has evolved a great deal since its beginnings around the year 1900. Personnel departments, which emerged as a clearly defined field by the 1920s (at least in the US), was largely concerned technical functions. What began as a primarily clerical operation in larger companies concerned with payroll and employee records began to face changes with the social legislation of the 1960s. HRM developed in response to the increase in competitive business organizations experienced by the late 1970s as a result of deregulation and rapid technological change. In the 1990s, globalization and competition required human resource departments to become more concerned with costs, planning, and the implications of various HR strategies for both organizations and their employees. The role of human resource management professionals has dramatically evolved over the years. If an organization has a formal HR group (perhaps a department) there are typically three different roles that group might play in the organization. The strategic role links human resource stagey with organizational mission and the work of people in the organization. The operational role manages functional human resource activities and serving an ‘employee champion.’ And the administrative role provides recordkeeping, process administration and compliance efforts. The pinwheel human resource management model suggest that the management of human resources in an organization centers eight key functional areas. These functions are a collection of specialized human resource management work. For each functional area, Human Resource Professionals are responsible for key activities. This human resource model should give you context to understand and apply the important role human resource management plays in today’s organizations.
Views: 18060 Gregg Learning
HR Basics: Human Resource Planning
 
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HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore human resource planning by outlining a three-step strategic process to meet your organization’s human resource needs. Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. The goals of human resource planning are to ultimately improve organizational outcomes. Human resource planning is used in and for all functional areas of human resource management. Although you might immediately think of workforce planning, human resource planning covers the brood spectrum of functional areas of human resource management. Human resource planning includes figuring out where you are, where you want to go, and how to get there. Using this process, you will develop the core elements of a human resource plan - strategy, goals, and actions. Strategy is an extension of an organization's mission, a bridge between the organization and it’s environment. Goals are a statement of desired outcomes toward which effort is directed, to realize your human resource plan. Actions are the most important things that can be done to reach stated goals. Planning is critical for each functional area of human resource management. Ask these three simple strategic questions – where are we now, where do we want to be, and how can we get there? - to frame your next human resource planning process. Doing so will ensure you develop the right human resource strategy, goals and action items to realize your plan.
Views: 29882 Gregg Learning
Human Resource Management in Organizations
 
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Human resource management is designing formal systems in an organization to manage human talent for accomplishing organizational goals. In this course, we will answer the question, what is human resource management? By definition, Human resource management comprise the formal systems designed to manage people in an organization. Managing people ultimately has to do with the decisions these leaders make from among the wide range of possible choices on the formal policies, practices, and methods for managing employees. Which human resource role dominates or whether all three roles are performed, depends on what management wants HR to do and what competencies the HR staff members possess. The opportunity for the HR department to adopt a strategic role exists in many firms. Overall, instead of just understanding HR issues and concerns, HR staff should have a broad business focus to help companies reach their strategic goals. Human resource management challenges are often driven by competitive factors that exist in an industry and that require a response of positive practices to enable the organization to remain competitive. Let’s explore some of these challenges. With challenges come significant opportunities for human resource management to impact effective and effective strategic outcomes for an organization. The combination of observable and measurable knowledge, skills, abilities and personal attributes that contribute to enhanced employee performance and ultimately result in human resource success. Certifying knowledge and competency is a trend in many professions, and HR illustrates the importance of certification by making many types available. Given that some people enter HR jobs with limited formal HR training, certifications help both individuals and their employers ensure that appropriate HR practices are implemented to improve the performance of their organizations.
Views: 318 Gregg Learning
Human Resources Organizational Development Consultant, Career Video from drkit.org
 
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All Career Videos - http://www.drkit.org/careervideos In this interview, an Organizational Development Consultant discusses her typical day at work, the qualifications needed for the job, the best and worst parts of the job, and advice that can be used by students considering this line of work.
Views: 42901 DrKitVideos
Human Resource Management Lecture Part 01 - Introduction
 
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What is Human Resource Management (HRM)? Which Megatrends determine future challenges in HRM? What are key fields of action in HRM?
Views: 664675 Armin Trost
Is Human Resource Management the right career for you?
 
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Hear from some of the foremost authoritative experts on what HR managers do and why they do it.
Views: 200312 Shad Morris
5 Functions of Human Resource Management HRM
 
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FREE HRM Course: We would like to offer you 100% off our online HRM course. Use the discount code: potentialchannel when you get to the checkout. Human Resource Management is the process of hiring and developing employees so that they become more valuable to the organization. Human Resource departments face different challenges, ranging from a constantly changing workforce to ever-present government regulations, technology changes, and economic conditions.. Here are 5 function areas that should be a part of effective human resource management: 1. Hiring: to ensure that the organization has the right number of employees, with the right skills, in the right jobs at the right time, to achieve organizational objectives. The staffing process involves job analysis, human resource planning, recruitment, and selection. 2. Talent Development: consisting of training and development; career planning; organization development; performance management and appraisal. 3. Compensation: which include rewards that individuals receive as a result of their employment. It consists of direct and indirect financial compensation, as well as nonfinancial compensation. 4. Safety: Protecting employees from injuries caused by work-related accidents as employees who work in safe environments and enjoy good health are more likely to be productive. 5. Labor relations: in countries where businesses are required by law to recognize a labor union and bargain with it in good faith if the firm’s employees want the union to represent them. The role of HR managers has evolved over the years into a very strategic one, since talent is the most important asset of any business. Good HR practices need to be continually reviewed and adjusted to the meet the changing demands of today’s fast paced business environment. Remember, to win in the marketplace you must first win in the workplace! For more practical learning and real-world education check out https://www.potential.com/
Views: 135072 Potential
The HR leader's role in shaping organizational culture
 
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Carol Ross-Spang, SVPHR at Methodist Le Bonheur Healthcare, discusses her role in bringing the culture to life for more than 12,000 associates and physicians across the eight-hospital healthcare system.
Views: 5913 Senn Delaney
The role of HR has evolved. Meet the 21st century HR Leader
 
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In the beginning, the role of your HR team was largely functional. It was centered around payroll, leave, policy making and training. Recruitment generally meant putting an ad in the paper and hoping for the best, or hiring a recruiter. Then things changed. Technology and social media happened and as a result, your role as the head of HR began to evolve. The employer brand was born. Recruitment began to change too. Technology opened up a whole new world of talent, it was a game changer. As the head of HR, you now also need to be a communications expert and motivator. Today, the role of HR in an organisation is no longer functional, it is transformational. As your partners at LinkedIn, we are here to provide you with just the tools and insights you need to get the job done. ​See more details on our solutions talent.linkedin.com Stay on the cutting edge with our blog talent.linkedin.com/blog Follow us on LinkedIn www.linkedin.com/company/linkedin-talent-solutions Follow us on Twitter @hireonlinkedin​
Human Resource Management
 
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Interested in human resource management, but not sure what it's all about? Human resource professionals are typically responsible for making sure a workplace is productive, harmonious and safe. To find out more, go to http://business.monash.edu/programs/undergraduate-programs/study-areas/management
Views: 803368 Monash Business School
Ten Best Practice HR Tips - Human Rescource Best Practise | MeetTheBoss
 
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Watch this video for ten best practice HR tips from the world's leading HR experts. The HR landscape is changing, and human resource best practices need to be adhered to so that the organization can achieve its goals year-after-year. From a safe and happy workplace, to 360-degree performance management systems -- what are the key attributes that define HR success? For more best practice HR videos visit MeetTheBoss Human Resource channel http://www.meettheboss.tv/channel/CXO Did you enjoy this video? Use the buttons above to share it, give it a thumbs up or leave comments below. We'd love to hear your thoughts.
Views: 163175 MeetTheBoss
Human Resource Management Lecture Part 12 - HR Organization
 
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What are central and local responsibilities in an international HR organization? How are responsibilities of an HR department changing? What are major roles/areas in a modern HR organization?
Views: 31107 Armin Trost
retail organization and human resource management  HTC610/HM242b
 
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retail organization and human resource management
Views: 105 Lady Nadeeya
Putting the human back into human resources | Mary Schaefer | TEDxWilmington
 
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This talk was given at a local TEDx event, produced independently of the TED Conferences. Mary’s interest in the dynamics of humans at work started while working on her family’s farm in southern Indiana. As the principal of her own business, Artemis Path, Inc., Mary is a coach, trainer, and consultant specializing in talent development, change management, and workplace interactions. Her clients include Fortune 500 companies and local businesses. Mary has a Master's degree in HR, and is certified as a Professional in Human Resources (PHR). Previously, she was a corporate employee at DuPont as an HR Manager where she worked for 20 years. While at DuPont Mary was the recipient of The Crystal Award, designed to recognize “champions of people.” Mary applies her fierce idealism to create work cultures where organizations and human beings can both thrive. She publishes on this topic and more at maryschaefer.com and leadchangegroup.com. Mary is the co-author of the book, "The Character-Based Leader." About TEDx, x = independently organized event In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)
Views: 146112 TEDx Talks
Human Resource Strategy and Planning
 
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Strategic planning is the process of defining a strategy, or direction, and making decisions on how to allocate the resources of the organization (capital and people) to pursue this strategy. Successful organizations engage in this core business process on an ongoing basis. The strategic plan serves as the road map that provides the organization direction and aligns resources. The process involves several sequential steps that focus on the future of the firm.
Views: 8183 Gregg Learning
Human Resource Roles
 
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If an organization has a formal HR department or group, there are typically three different roles these individuals might play in the organization. Which human resource role dominates or whether all three roles are performed, depends on what management wants HR to do and what competencies the HR staff members possess. The potential mix of roles is shown here, as is the emphasis on the different roles. Administrative: Focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation. Operational: Managing HR activities based on the strategies and operations that have been identified by management and serving as “champion” for employee issues and concerns. Strategic: Helping define and implement the business strategy relative to human capital and its contribution to the organization’s results The opportunity for the HR department to adopt a strategic role exists in many firms. Overall, instead of just understanding HR issues and concerns, HR staff should have a broad business focus to help companies reach their strategic goals.
Views: 399 Gregg Learning
Managing in a Global Economy - Unit 5: International Human Resource Management
 
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Welcome to the Vodcasts of the IUBH correspondence courses. (http://www.iubh-fernstudium.de). In this video of the course "Managing in a Global Economy", part of the "Master of Business Administration" program, Jürgen-Mathias Seeler discusses the topic " International Human Resource Management". By the end of this unit you will be able to understand the challenges of international HR management, the mindsets that guide staff allocation in international operations and recruitment, expatriation and repatriation. To find out more about the "Master of Business Administration" program, please visit http://www.iubh-fernstudium.de/unsere-fernstudiengaenge/fernstudium-master-of-business-administration.php.
Views: 23721 IUBH Fernstudium
Linking HRD Strategy to Organizational Needs
 
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This video illustrates the link between HRD strategy and organizational needs as it supports the development of efficient and effective HRD program design and implementation. Ideas for video content related to organizational strategy and core competencies were drawn from Mathis and Jackson (2011); while content about HRD strategy and HRD programs were drawn from Werner and DeSimone (2012). References Mathis, R. L., & Jackson, J. H. (2011). Human Resource Management (13th ed.). Mason, OH: South-Western Cengage Learning. Werner, J. M., & DeSimone, R. L. (2012). Human resource development (6th ed.). Fort Worth, TX: Harcourt College Publishers / Cengage.
HR Basics: Human Resource Policy
 
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HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore developing and managing human resource policies, creating an effective employee handbook. Human resource policy serve as guidelines and standards on the approach an organization intends to adopt in managing its people. Human resource policies state the intent of the organization and represent specific guidelines on various matters concerning employment. A good HR policy provides generalized guidance on the approach adopted by the organization, and therefore its employees, concerning various aspects of employment. Policies serve as a reference point when decisions are being made about an organization's workforce. In this course we will explore strategies for the successful development and management of your human resource policies. Employee policy begins with careful development of the right policies for your organization. Then, strong management of your policy ensures consistency in people management from implementation through administration of your policy. When developed and managed appropriately, human resource policy preempts misunderstandings between employees and employers about their rights and obligations in the workplace.
Views: 6652 Gregg Learning
HR Basics: Human Resource Information Systems
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore Human Resource Information Systems, technology used to assist the systematic processes that mange people in organizations. A Human Resources Information System is a software solution that is used for data entry, data tracking and the data management of an organization's people. Put simply, HRIS systems keep track of your employees and information about them. Good HRIS systems run on a database, and allow users to enter information without having to know database structure.
Views: 21926 Gregg Learning
Human Resource Strategy and Planning
 
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The strategy an organization follows is its plan for how to compete successfully, survive, and grow. Many organizations have a relatively formal process for developing a written strategy encompassing a certain period of time, with objectives and goals identified for each business unit. Strategic planning is the process of defining organizational strategy, or direction, and allocating resources (capital and people) toward its achievement. Effective strategy often relies on managers who are willing to closely assess current conditions and develop a game plan that enables the firm to overcome obstacles and sustain success. Strategic HR management refers to the appropriate use of HR management practices to gain or keep a competitive advantage. An important way HR professionals can contribute to strategy is by introducing high-performance approaches into the workplace that lead to increased performance. Forecasting uses information from the past and present to predict future conditions. Positive HR planning can be a source of competitive advantage for organizations. This is true because planning helps companies identify their future needs and how to get the right employees to satisfy these needs, thus making the hiring process more efficient. HR metrics are specific measures of HR practices. Unlike financial reporting, there is not yet a standard for the implementation and reporting of HR measures. Managers choose what and how to report to employees, investors, and other interested parties. Benchmarking is the process of comparing an organization’s business results to industry standards or best practices. The balanced scorecard is a framework organizations use to report on a diverse set of performance measures. Results in each of these four areas determine if the organization is progressing toward its strategic objectives. Measuring the benefits of human capital is equally important because it shows how effective HR practices help an organization and its employees. A variety of financial measures can be assessed to show the contribution human capital makes to organizational results. Without such measures, it would be difficult to know what is going on in the organization, identify performance gaps, and provide feedback. Managers should require the same level of rigor in measuring HR practices as they do for other functions in the organization.
Views: 422 Gregg Learning
Human Resource Management
 
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This course will provide students with an examination of how managers can more effectively acquire, develop, compensate, and manage the internal and external environment that relates to the management of human resources. Through real-life case study, students research, critically evaluate, and resolve various human resources challenges. (Course description needs to be updated to the following: Recruiting, hiring, developing, motivating, compensating, and retaining the talent required to build a high-performing, diverse and competitive workforce is essential in effective organizations. Central to this course is the utilization of the human resources function as a key component in the organization's strategic plan and forward direction. Students will learn how to develop individual, group, and cultural skills and knowledge required of managers to attain the organization's critical competitive advantage as a desirable place to work.)
Views: 105225 unowacademics
What is HUMAN RESOURCE MANAGEMENT? What does HUMAN RESOURCE MANAGEMENT mean?
 
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I MAKE CUTE BABIES - https://amzn.to/2DqiynS What is HUMAN RESOURCE MANAGEMENT? What does HUMAN RESOURCE MANAGEMENT mean? HUMAN RESOURCE MANAGEMENT meaning - HUMAN RESOURCE MANAGEMENT definition - HUMAN RESOURCE MANAGEMENT explanation. Source: Wikipedia.org article, adapted under https://creativecommons.org/licenses/by-sa/3.0/ license. Human resource management (HRM or simply HR) is the management of human resources. It is designed to maximize employee performance in service of an employer's strategic objectives. HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments are responsible for overseeing employee benefits design, employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws. HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. It was initially dominated by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advances, and further research, HR as of 2015 focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. Human Resources is a business field focused on maximizing employee productivity. Human Resources professionals manage the human capital of an organization and focus on implementing policies and processes. They can be specialists focusing in on recruiting, training, employee relations or benefits. Recruiting specialists are in charge of finding and hiring top talent. Training and development professionals ensure that employees are trained and have continuous development. This is done through training programs, performance evaluations and reward programs. Employee relations deals with concerns of employees when policies are broken, such as harassment or discrimination. Someone in benefits develops compensation structures, family leave programs, discounts and other benefits that employees can get. On the other side of the field are Human Resources Generalists or Business Partners. These human resources professionals could work in all areas or be labor relations representatives working with unionized employees. In startup companies, trained professionals may perform HR duties. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision-making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have established programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations may produce field-specific publications. HR is also a field of research study that is popular within the fields of management and industrial/organizational psychology, with research articles appearing in a number of academic journals, including those mentioned later in this article. Businesses are moving globally and forming more diverse teams. It is the role of human resources to make sure that these teams can function and people are able to communicate cross culturally and across borders. Due to changes in business, current topics in human resources are diversity and inclusion as well as using technology to advance employee engagement. In the current global work environment, most companies focus on lowering employee turnover and on retaining the talent and knowledge held by their workforce. New hiring not only entails a high cost but also increases the risk of a newcomer not being able to replace the person who worked in a position before. HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of losing corporate knowledge.
Views: 59021 The Audiopedia
Roles And Responsibilities Of Human Resource Manager - Organization Culture | HR Crest
 
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Roles And Responsibilities Of Human Resource Manager - Organization Culture http://www.hrcrest.com/hr-leaders/human-resources-job-description-building-organizational-culture/ http://www.hrcrest.com/category/hr-manager/ As HR Managers, the deliverables are quite diverse. The key HR Manager responsibility areas to make HR role effective is constantly evolving based on the life stage of the business and organization. There are mandatory activities to be taken care of in Human Resource Department that forms an integral part of HR Function in any organization and then there are dynamic and variety of expectations that the organization has and the business has from Human Resource Department and the team that works as HR partners http://www.hrcrest.com/hr-manager/25-key-hr-manager-responsibility-areas-for-to-make-hr-role-effective/ Roles And Responsibilities Of Human Resource Manager - Organization Culture
Views: 8344 HRCrest
PMP® Human Resource Management | Project Management Human Resources Management | Simplilearn
 
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This PMP® Training Video will help you understand Project Human Resource Management which is among the Project management knowledge areas. You will also learn the Project Human Resource Management processes. This PMP® Training video will explain: 1. What is Project Human Resource Management? 2. Functional Manager Vs. Project Manager 3. Project Human Resource Management Processes 4. Organization charts and role descriptions 5. Resource Histogram 6. Conflict Management Plan Human Resource Management is the process f identifying and documenting project roles, responsibilities, required skills, reporting relationships, a do creating staffing management plan. This process is a part of the planning process group. Subscribe to Simplilearn channel for more Project Management Tutorial Videos (PMP®) - https://www.youtube.com/user/Simplilearn?sub_confirmation=1 Project Management (PMP®)Articles - https://www.simplilearn.com/resources/project-management?utm_campaign=PMP-Human-aqEKLQxIUEY&utm_medium=Tutorials&utm_source=youtube To gain in-depth knowledge of Project Management (PMP®) and other Project Management (PMP®) tools and techniques, check our PMP® Certification Training Course : https://www.simplilearn.com/project-management/pmp-certification-training?utm_campaign=PMP-Human-aqEKLQxIUEY&utm_medium=Tutorials&utm_source=youtube #PMP #Project Management #PMPTrainingVideos #PMPCertification #SimplilearnPMP #ProjectManagementTutorial - - - - - - - - - - About Simplilearn's PMP® Certification Training Course: The PMP® training course is designed to ensure that you pass the PMP exam on the first try. Our hands-on training approach, entrusted by 52,000 learners, will help you to understand the workings of the five process groups and 10 knowledge areas defined by the PMBOK Guide—Fifth Edition. We guarantee you’ll walk away with all the preparation and confidence you need to conquer the exam and earn the PMP certification. - - - - - - - - - - Who should take up this PMP® Certification Training Course? The PMP certification is an essential professional requirement for senior project manager roles across all industries. The course is best suited for: 1. Project Managers 2. Associate/Assistant Project Managers 3. Team Leads/Team Managers 4. Project Executives/Project Engineers 5. Software Developers 6. Any professional aspiring to be a Project Manager - - - - - - - - - - What types of projects will you complete during this PMP® Certification Training course? Our hands-on approach will guide you through four industry-based projects covering various concepts and scenarios. Project 1: Performance Enhancement and Scope Management Scenario: A client has requested improvements in their existing system’s performance. As the owner of the project, you will lead the project by examining the processes and the flow of activities from project initiation to close, demonstrating a well-defined scope, clear deliverables, budgets, and timelines. Domains covered include IN, PL, EX, M&C, and CL. Project 2: Time and Cost Management Scenario: You are working as a project manager with a software development company that requires a detailed new project. You will categorize the project into different phases, estimate the duration and budget the cost of the project. Domains covered include PL and M&C. Project 3: Project Selection Based on Risk assessment (A) Scenario: An automobile company wants to upgrade a line of cars and one of the requirements is to use special electronic auto parts. As the project manager, you will analyze the need to outsource various activities and offer relevant suggestions to management. Domains covered include PL, EX, M&C, and CL. Project 4: Project Selection Based on Risk assessment (B) Scenario: A software company is developing an application for telecom billing and you are designated the project manager. As a part of the planning process, you will look into the quality-related aspects of the project to ensure that the product meets expectations. Domains covered include PL, EX, M&C and CL. - - - - - - - - - - For more updates on courses and tips follow us on: - Facebook : https://www.facebook.com/Simplilearn - Twitter: https://twitter.com/simplilearn - LinkedIn: https://www.linkedin.com/company/simplilearn - Website: https://www.simplilearn.com Get the android app: http://bit.ly/1WlVo4u Get the iOS app: http://apple.co/1HIO5J0
Views: 20756 Simplilearn
I Wanna Be a Human Resources Officer · A Day In The Life Of A Human Resources Officer
 
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Hans goes behind the scenes to find out what being a Human Resource Officer entails. Check out more information about a career in Human Resources here: https://studentedge.org/career-life/find-a-career/human-resources-officer Want to see more career videos from Student Edge? ↓ Click here http://s-edg.com/careervideos G'day, Hans here. Now look there are two types of people in this world, those that organize things and the rest of us are just kind of do what they say but if you think you're good with people and you like organizing things maybe human resources could be a career for you. We're here at the Department of Mines to find out what it's all about. You hear the term human resources all the time but it's a pretty obscure and confusing job title. All i know is that it involves dealing with lots of people which is why I'm here at one of the biggest people machines in WA, the Department of Mines and Petroleum to find out exactly what a human resources officer does. Great to meet you Alyce. Well let's start with everything, I need to know if you're working in Human Resources what do you do? So pretty much we work with the employees right through from application to retirement and that could be anything from looking after their safety to training to providing wellness programs or diversity events. So you follow someone's career basically from the beginning right through the end. Yeah while they're in that specific organization. Sure and ok well let's start at the beginning how you came to be in the job. What was your particular path? Where did you study how are you here today? I studied the ECU I studied a bachelor of business and I did a major in human resource management and from that I engaged in lots of different work experience, internship placements I put my name on the templates here at this department and they asked me to come back and work on my initial project. Okay, talk me through a day a typical day of yours when you turn up what do you get up to? First thing I do is look at my emails to make sure there's no employees that are concerned about any issues. That's the first thing you need to get to you need to reply to them quickly. I also because I'm the wellness coordinator I do a lot of events and presentations so i might be one day I might be booking in a presentation I'm checking that staff have RSVP'd properly that kind of thing. We also organize occupational safety and health inductions for new staff so i might be sending out invites. Okay, it's time for you to give us the edge. Can you do that? Absolutely question number one, just quickly from school to what you do now what's the process? Definitely finish high school and an excellent way to increase your opportunities then enroll in either a human resource management course at there's a number of different institutions that offer it or you could do a degree in business and get a a major in human resources or even a psychology degree. Question 2 if I want to be really successful in human resources what characteristics do i need? Definitely a good people person, you need to love working with people, also excellent communication skills that's a big one you need to always be talking with people and also being able to say the same thing to everybody being consistent with your advice to give throughout the organization. And question number three, if you could have done one thing differently but still end up exactly where you are today what would you have done there? Good question i'm quite happy with the path I took but I will say definitely being a little bit more comfortable about asking questions and seeking advice. Well Alyce, thank you so much for talking me through it I now know what it means to work in human resources. Thank you very much it's been really fun. Well there you go that's just the tip of the iceberg of what it means to work in human resources. If you want to get involved you want more info you gotta get onto https://studentedge.org and don't forget if you really keen about it get out there network and meet people.
Views: 95730 Student Edge
Functions of Human Resource Management
 
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A PPT consist of various human resource functions as well as in detail declaration of operative functions of human resources.
Views: 61770 Ankita Shah
Training and Developing Employees l Human Resource Management
 
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Human Resource Management; Management Training and Developing Employees l Human Resource Management 1. Employee Orientation: 00:00:40-00:01:25 2. Objectives of Employee Orientation a. Convey what is expected from the employee b. Reduce anxiety c. Help understanding organization and its culture d. Work Behavior: 00:01:26-00:03:15 3. Employee Training: 00:03:16-00:04:08 4. Employee Training Process- a. Need Analysis b. Instruction Design c. Validation d. Implementation e. Evaluation: 00:04:09-00:05:23 5. Training Need Analysis: 00:05:24-00:06:31 6. Identifying Training Needs: 00:06:32-00:07:22 7. Designing and Training Program: 00:07:23-00:09:06 8. Validation: 00:09:07-00:09:35 9. Evaluation: 00:09:36-00:10:05
Views: 64773 Edupedia World
What Is Human Resource Development?
 
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Human Resource Development (HRD) is a practice that combines training, organization development, and career development efforts to encourage improvement of individual, group, and organizational performance. Please visit www.eAdultEducation.org for more information on human resource development and information on adult learning theories and research in relation to practice in the field of human resource development.
Views: 110589 Shirley J. Caruso
Agile HR - the new role of HR in agile organizations
 
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We explain what Agile HR is and explore the role of HR in an agile organization. Agility might be the most important competence of organizations today. This means a fundamental shift in the way we think of HR. This is what we call: Agile HR. Forget strategic workforce planning, yearly performance reviews and job classification systems. Instead, Agile HR stimulates human and organizational agility on 4 levels by: 1. Guiding an organization’s agile transformation, by taking on new HR roles 2. Supporting multidisciplinary teams to take on HR tasks, like recruitment and talent management 3. Working agile within the HR organization, using methods like Scrum, Kanban and Agile Portfolio Management 4. Implementing agile HR instruments, including recruitment, learning and development and feedback and rewards ✅Want to share knowledge and experiences about HR? Join the Linkedin Agile HR Community: https://www.linkedin.com/groups/8604686 ✅Read more about our Agile HR training in New York City: https://organizeagile.com/training/training-agile-hr/ ✅Read an English summary of our book ‘Agile HR,’ nominated for Managementbook of the Year 2018 (Dutch): https://visueelhr.wordpress.com/2018/03/17/vision-of-agile-hr/ --- Organize Agile helps make your business agile. We focus on organizational transformation, leadership development and team development, by providing training and coaching services. https://www.organizeagile.com/
Views: 2328 Organize Agile
Human Resource Management: Hiring and Staffing - #90
 
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Business 101: Principles of Management #90 – Human Resource Management: Hiring and Staffing Human resources management is the management of the planning and staffing of intellectual and physical inputs, or people of different skill levels, needed for an organization to meet its objectives. This means hiring the right people for each job in the organization. It starts with recruitment. Recruitment is simply the process of attracting the right people to apply for jobs in an organization. It can be done externally by recruiting candidates who are not part of the organization or internally by promoting existing employees into new positions within the organization. Other important staffing decisions include promoting employees, analysing turnover, downsizing staff, redesigning jobs, and terminating employees. Promoting employees involves moving an existing employee to a new position, generally with more responsibility and higher pay. Downsizing is the planned elimination of jobs in an organization, often motivated by saving money on salaries and benefits. Job redesign is a restructuring of the tasks involved in a job to enhance the job, satisfaction and/or productivity. Termination is involuntary separation of employment. ----------------------------------------------------------------- Presented by: Soumy Nayak | Forever Suspicious Credits: Study.com ----------------------------------------------------------------- Tags: What Is Human Resources Management, Human Resources, promotion, turnover, downsizing, job redesign, termination, Hiring, Staffing, External Recruiting, Staffing Tasks for Managers, Promoting employees, hiring and staffing in an organization, hiring process, staffing process, HR, HR Management
Views: 106 Forever Suspicious
Organization And Human Resources : 05
 
02:40
Chapter 3 Consistency Organizational Configurations and HRM models
Views: 4 iStudy Inc
Human Resources Part 1 Organization
 
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Organization structure, Designations, Departments, Divisions, Locations
Views: 661 Free OpenMentor
Human Resources Manager (Episode 98)
 
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Viviana talks to a human resources manager at a non-profit organization and finds out that this career involves being a jack of all trades. Her roles range from hiring staff and helping employees advance in their careers to “teaching leaders to be better leaders.”
Views: 4212 WorkBC's Career Trek
Organization And Human Resources : 02
 
06:12
Chapter 1 Synthesis Organizational Configurations
Views: 8 iStudy Inc
Process Work in Human Resources (HR) & Organization Development (OD) - Sumedhas
 
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Sumedhas, the Academy for Human Context, is an institution dedicated to fostering of human processes. www.sumedhas.org The Sumedhas paradigm is founded on a quarter century of experience, research and application in India and abroad. The basic building blocks are taken from Eastern philosophical frames and Western frames of action and reality orientation. It creates learning opportunities for people desirous of enhancing their self-awareness and using the resultant personal growth in their living process.... at work and at home." Our purpose: http://www.sumedhas.org/index.php/our-purpose
Lecture 2 : Organization of HR Department and  HR Policies
 
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This Lecture talks about Organization of HR Department and HR Policies.
Views: 4449 Cec Ugc
Five Good Ideas about improving your organization's human resources on a budget with Rahima Mamdani
 
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Talent is critical to the success of any organization today. To realize your mission and goals, you need to attract a strong team and create the conditions for your employees to learn continuously, innovate and bring their best every day. In the non-profit sector, we must rise to these challenges despite having limited resources to spend on ourselves. In this session, Rahima Mamdani, Vice President, Human Capital, United Way of Toronto & York Region, explored practical ideas for developing meaningful yet cost-effective HR solutions and investing scarce resources for maximum effect.
Views: 185 MaytreeToronto
Human Resource Management Lecture Part 11 - Change Management (1 of 2)
 
01:38:50
What is meant by a change and what are major types of changes in organizations? Why and how do changes often lead to dysfunctional human reactions?
Views: 43549 Armin Trost
HR Basics: Talent Management
 
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HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore talent management with an overview of a talent management model. Talent Management is a systematic cycle of activities that attract, retain, and engage talented employees. There are a wide variety of opinions on the definition and activities associated with talent management. The Talent Management model represents the cycle of the core activities (found in each of the pie-shaped segments) of talent management. The cycle (as indicated by the four arrows) is centered on learning and begins with recruiting, and moves through interviewing, selecting and onboarding. Represented by the large gray circle, these key talent management activities ensure organizations attract, retain, and engage talented employees. The Talent Management model provides a clear understanding of the activities that help an organization attract, retain and engage employees. While many other functional areas of human resource management complement talent management, the core activities of recruiting, interviewing, selecting, and onboarding define it.
Views: 4491 Gregg Learning
Organization And Human Resources : 03
 
01:32
Chapter 2 Organization HRM Differences
Views: 1 iStudy Inc
Human Resource Management | Managing Global Human Resource
 
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Human Resource Management; Management; Human Resource Management | Managing Global Human Resource 1. Introduction to Global Human Resource - 0:05 - 0:32 2. Topics to be discussed - 0:33 - 0:50 3. Global Challenges - 0:53 - 3:09 4. Inter-country Differences affects HRM - 03:11 - 08:48 5. Human Resource Abroad : 08:51 - 14:05 6. Staffing the Global Organization : 14:07 - 18:22 7. International Staffing Policy : 18:30 - 21:31 8. Expatriate Assignments : 21:33 - 36:02 (Why Expatriate assignments fail?) (Making Expatriate assignments successful) (Training and Maintaining Expatriate Employees) Video by Edupedia World (www.edupediaworld.com), Free Online Education; Click here (https://youtu.be/RRdKQhS2CLc) for more videos on Subject name (Human Resource Management); All Rights Reserved
Views: 5496 Edupedia World
Human Resource Management Competencies
 
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This course will help you understand the necessary competencies and certifications for HR professionals. The combination of observable and measurable knowledge, skills, abilities and personal attributes that contribute to enhanced employee performance and ultimately result in human resource success. The Society of Human Resource Management (SHRM), the leading professional association for HR, recently developed a list of competencies that are arranged in a new model. Here is a summary of the SHRM competency framework. The model was developed based on advice given by more than 1,200 practitioners who participated in focus groups; survey responses provided by more than 32,000 other professionals; and analysis of multiple performance outcomes that were linked back to the competencies. Ideally, awareness and consideration of these competencies should guide the professional development of HR leaders. In addition, individuals’ application of these competencies will often vary as they progress through their HR careers, from the early and middle levels to the senior and executive levels. The broad range of issues faced by HR professionals has made involvement in professional associations and organizations important. Certifying knowledge and competency is a trend in many professions, and HR illustrates the importance of certification by making many types available. Given that some people enter HR jobs with limited formal HR training, certifications help both individuals and their employers ensure that appropriate HR practices are implemented to improve the performance of their organizations.
Views: 981 Gregg Learning
Organization Culture and Human Resource Management Practices
 
27:03
Subject:Human Resource Management Paper: Managing Culture and Diversity
Views: 108 Vidya-mitra
International Human Resource Management (IHRM) at Saxion University of Applied Sciences
 
02:59
Is global thinking just right for you? Would you like to learn more about the key to the success of an organization; the Human Resources? Do you want to experience intercultural differences, work in an organization operating internationally and develop new approaches to HRM? Then the Human Resource Management programme at Saxion University of Applied Sciences is an excellent choice for you! All over the world, the key to successful business is more and more based on the performance of your Human Resource or Human Capital. International organizations and their staff continually need to adapt to shifts in the external environment and have to feel 'at home' anywhere in the world. The programme is aimed at advancing the understanding of human behaviour in the workplace and the contribution of Human Resource (HR) policies and practices to the effectiveness of organizations.
Views: 5642 Studienscout
International Human Resource Management
 
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“International Human Resource Management” by Anthony Colaco, Assistant Professor in Human Resources at Durgadevi Saraf Institute of Management Studies. This session talks about International Human Resource Management.
Views: 19497 DSIMS
Week 6 Organization Structure and Human Resources
 
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This video is about Week 6 Instructor Professor Kee Chan, PhD Health Policy and Administration UIC School of Public Health
Views: 164 UIC HPA
An Animated Introduction to the Key HR Functions
 
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An animated overview of the basics of human resources and key HR functions and tasks. This video is from the first course, "Preparing to Manage Human Resources," by Professor John Budd.
Views: 93950 Umn Hrir
Functions of HRM(BBA, BCom)
 
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In this video Yashu Srivastava explains Functions of HRM which play important role for an organisation Thanks for watching and commenting. If you like our video you can Subscribe Our Youtube Channel here https://www.youtube.com/user/gurukpobiyanicollege?sub_confirmation=1 And You can also Subscribe to our Biyani TV Channel for quality videos about Fashion Lifestyle, Current affairs and many useful topics https://www.youtube.com/channel/UC50P... Gurukpo.com is the fastest growing educational web portal where all kind of academic information/Notes are available free of cost. For more details visit http://www.gurukpo.com These Videos are produced by Biyani Group of Colleges Jaipur, a fastest growing girls college in India. Visit http://www.biyanicolleges.org Share, Support, Subscribe!!! Subscribe: https://goo.gl/3gBszC Youtube: https://goo.gl/cjbbuL Twitter: https://twitter.com/drsanjaybiyani Facebook: https://www.facebook.com/drsanjaybiyani/ Instagram: https://www.instagram.com/prof.sanjay... Website : http://www.sanjaybiyani.com http://www.biyanitimes.com
Views: 27497 Guru Kpo
HR Recruitment and Selection Process - Human Resource Management
 
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Learn the basics of HR Recruitment and Selection Process in Human resource management. For more Info on Welingkar's PGDM Distance Learning Program: http://bit.ly/16o0OSy Recruitment Planning and Strategy Development play an important role in the Recruitment Selection Process. This video, brought to you by Welingkar's Distance Learning Program, explains the step-by-step process in HR Recruitment Selection Process - Human Resource Management. Join us on Facebook: http://www.facebook.com/welearnindia Read our latest blog at: http://welearnindia.wordpress.com Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP

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