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WELCOME TO OUR PRESENTATIONON
Managing Human ResourcesManaging Human Resources
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GROUP MEMBERS
NAME ID NO. PROGRAM
Shariar Khan Taufiq 11102287 BBA
Md. Rafiqul Islam 11102294 BBA
Md. Newaz Morshed 11102277 BBA
Md.Saiful Islam 11102293BBA
Ashraful Haque Sarker 11102271 BBA
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HumanHuman resourceresource managementmanagement (HRM)(HRM) cancan bebedefineddefined as,as,as the process of accomplishing organizationalas the process of accomplishing organizationalobjectives by acquiring , retaining , terminating ,objectives by acquiring , retaining , terminating ,developing and properly using the humandeveloping and properly using the humanresources in an organization.resources in an organization.
HumanHuman resourceresource managementmanagement (HRM)(HRM) cancan bebedefineddefined as,as,as the process of accomplishing organizationalas the process of accomplishing organizationalobjectives by acquiring , retaining , terminating ,objectives by acquiring , retaining , terminating ,developing and properly using the humandeveloping and properly using the humanresources in an organization.resources in an organization.
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y Planning
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The steps t ak en in est ima t ing the s iz e and mak eup of thefuture wor k force
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RECRUITMENTRECRUITMENT
Steps taken to organization with the bestteps taken to organization with the bestqualified peoplequalified people
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Laws governing recruitment
Civil Rights Act of 1964 :An act
that makes various forms of
discrimination illegal
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EQUAL EMPLOYMENT OPPORTUNITY ACTOF 1972
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A law that has specific provisions about equalopportunities for employment
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y
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y A series of steps that starts with the initial screeningand ends with the hiring decision
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Drug testingAIDS testing
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y Job analysis is the process of determining the tasksthat make up the job and the knowledge, skills, andabilities an employee needs to successfully accomplishthe job.
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Job Description
A job description outlines the activitiesinvolved in performing the work and theconditions under which the jobholder willwork.
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` A statement of the qualifications, education, andexperience needed for a job is called a jobspecification.
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Step 1: Decide how you will use theinformation.
Step 2: Review relevant backgroundinformation.Step 3: Select representative position.Step 4: Actually analyze the job.Step 5: Verify the job analysis information .Step 6: Develop a job description and jobspecification.
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Methods of Collection Job AnalysisInformation.
The Interview
The Questionnaires
The Observation
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Training and Development
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O rientation and Training
O rientation: Most large companies have a formalorientation program for new employeesTraining: A continual process of helping employees toperform at a high level .
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S ome of the more training methods
O n the job training Vestibule training
Class room training
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Comparable worth
Comparable worth: The concept of equal pay for jobs that require similar levels of skills, training and experience.
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B ENEFITS AND SERVICES
B enefits: Forms of indirect compensation that arefinancial in nature.
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S ervicesS ervices: Forms of indirect compensation thatare programs supplied by employers foremployees use.
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Thank YouThank You