Professional Documents
Culture Documents
Submitted by,
Shyamasundar
Vijayakarthikeyan Naveen kumar Avinash
Jagadish kumar J
AGENDA
INTRODUCTION
EVOLUTION OF HRM
OBJECTIVES OF HRM GLOBALIZATION CHALLENGES FOR HR MANAGER PRIVATE SECTOR vs PUBLIC SECTOR SHRM vs TRADITIONAL HR
INTRODUCTION
Human resource management is the effective use of human resources
EVOLUTION OF HRM
Human resource management had its roots as early in 1930s and 40s and it
requirements.
OBJECTIVES OF HRM
Objectives of personnel management includes social,organisational,functional
them.
SHRM provides on for the direct responsibility for the people and for the
GLOBALIZATION
Globalization involves in the form of buying ,selling of the resources available .
This involves usage of resources by getting it from local means and to its
greatest level of effectiveness by partnering it all along with an external or foreign means.
This had exposed each and every organization to an ever-changing scenario of
handling of grievances.
Facing time keeping issues and record maintenance which favors on for
administration purposes.
Private Sector
The private sector is usually composed of organizations that are
organizations that are not owned or operated by the government. For example, retail stores, credit unions, and local businesses will operate in the private sector.
Public Sector
The public sector is usually composed of organizations that are owned
SHRM vs Traditional HR
Traditional HR
Strategic HR SHRM realises that people can make or break an organisation. Decisions made regarding finance, marketing, operations or technology are made by an organisations people.
perspective in India
It forced Indian organizations to think and implement innovative
Hypothesis in HRM
There are several Hypothesis in HRM, some of them are as follows,
1. The HRM practices of Indian sector will be less rationalized and structured than those in Indian public sector firms. 2. Indian private- sector firms are less likely to adopt a formal approach in their recruitment and selection practices. 3. Indian public-sector firms are less likely to compensate their employees based on performance and competencies. 4. Indian private sector firms are less likely to emphasize training and development of their employees.
Conclusion
For HR professionals, the study provides crucial
information regarding the specific nature of HRM that can be used to develop new HR programmes and policies for firms operating in India.
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