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    Acquisition of HRM

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    M RABOY,JOHN NEIL D.
    The document discusses human resource management (HRM) and talent acquisition. It defines HRM as managing people in an organization, including hiring, firing, compensation, and performance reviews. Talent acquisition refers to identifying and hiring skilled workers to meet an organization's needs. The talent acquisition team is responsible for recruiting, assessing, and hiring candidates to fill open positions. Human resource planning ensures an organization has the right number and types of people with the necessary skills at the right times to achieve its goals. The planning process involves forecasting future staffing needs, determining where staff will come from, and ensuring qualified employees are available when needed.

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    Acquisition of HRM

    Uploaded by

    M RABOY,JOHN NEIL D.
    18 views3 pages
    The document discusses human resource management (HRM) and talent acquisition. It defines HRM as managing people in an organization, including hiring, firing, compensation, and performance reviews. Talent acquisition refers to identifying and hiring skilled workers to meet an organization's needs. The talent acquisition team is responsible for recruiting, assessing, and hiring candidates to fill open positions. Human resource planning ensures an organization has the right number and types of people with the necessary skills at the right times to achieve its goals. The planning process involves forecasting future staffing needs, determining where staff will come from, and ensuring qualified employees are available when needed.

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    notes for semi finals on HRM

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    The document discusses human resource management (HRM) and talent acquisition. It defines HRM as managing people in an organization, including hiring, firing, compensation, and performance reviews. Talent acquisition refers to identifying and hiring skilled workers to meet an organization's needs. The talent acquisition team is responsible for recruiting, assessing, and hiring candidates to fill open positions. Human resource planning ensures an organization has the right number and types of people with the necessary skills at the right times to achieve its goals. The planning process involves forecasting future staffing needs, determining where staff will come from, and ensuring qualified employees are available when needed.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    18 views3 pages

    Acquisition of HRM

    Uploaded by

    M RABOY,JOHN NEIL D.
    The document discusses human resource management (HRM) and talent acquisition. It defines HRM as managing people in an organization, including hiring, firing, compensation, and performance reviews. Talent acquisition refers to identifying and hiring skilled workers to meet an organization's needs. The talent acquisition team is responsible for recruiting, assessing, and hiring candidates to fill open positions. Human resource planning ensures an organization has the right number and types of people with the necessary skills at the right times to achieve its goals. The planning process involves forecasting future staffing needs, determining where staff will come from, and ensuring qualified employees are available when needed.

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    TOPIC: ACQUISITION OF HRM

    Who is the Father of Human relations?


    Elton Mayo
    Two definition of HRM?
    1st it is the process of managing people in organizations in a structured and thorough manner.
    This means that it covers the hiring, firing, pay and perks, and performance management. This first
    definition is the modern and traditional version more like what a personnel manager would have done
    back in the 1920s.
    2nd is that HRM circles the ideas of management of people in organizations from a macro
    management perspective like customers and competitors in a marketplace. This involves the focus on
    making the "employment relationship" fulfilling for both management and employees.
    Talent acquisition refers to the process of identifying and acquiring skilled workers to meet
    your organizational needs.
    The talent acquisition team is responsible for identifying, acquiring, assessing, and hiring
    candidates to fill open positions within a company.
    Recruitment is about filling vacancies.
    Talent acquisition is an ongoing strategy to find specialists, leaders, or future executives for
    your company. Talent acquisition tends to focus on long-term human resources planning and finding
    appropriate candidates for positions that require a very specific skillset.

    Human resource planning is a process by which an organization ensures that


    •it has the right number and kinds of people
    •at the right place
    •at the right time
    •capable of effectively and efficiently completing those tasks that will help the organization
    achieve its overall strategic
    APPROACHES TO HR PLANNING
    • Organizational Objectives & Policies (expansion, downsizing, acquisition, merger )
    • Forecast HR requirement (Prevent shortage / excess of staff ) • Determine future staff-mix
    • Cope-up with the change — in market conditions, technologies, products,
    • government regulations and policies, etc.
    • Helps in succession planning
    • Use existing HR productivity.
    • Promote employees in a systematic manner.
    • Cut cost
    The HR Manager needs to be able to forecast the organization's future HR requirements and
    determine from where they will be obtained.
    - Forecast of the demand for human resources within the organization
    - Forecast of the supply of external human resources

    A forecast of the supply of human resources available within the organization.

    IMPORTANCE OF HR PLANNING
    The focus of human resource planning is on labour demand (the number of people needed by the
    organization) and the labour supply (the number of qualified people available to the organization).
    • HR planning involves the entry of people into the organization (acquisition), the development of
    people skills (development) and the exit of people from the organization (departure).
    • To ensure that a predetermined number of persons with the appropriate knowledge, skills and
    abilities are available at a specified time in the future.

    HR PLANNING FAILURE & LABOR IMBALANCES

    HRP PROCESS
    HR Demand Forecasting

    HR PROGRAMMING AND IMPLEMENTATION

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