Dasar Dasar Ekonomi Islam, Mengenal Akuntansi Syariah, Hukum Ekonomi Syariah, Metode Pengembangan Ekonomi Syariah, Sistem Ekonomi Syariah, Permintaan Dan Penawaran, Konsep Kebutuhan, Konsumsi Dalam Islam, Konsep Kepuasan Dalam Islam, Rasionalitas Konsumen Dalam Islam, Teori Produksi Dalam Islam, Prinsip Distribusi Pendapatan Kepada Pemilik Faktor Produksi Menurut Islam, Mekanisme Pasar Menurut Islam Dan Struktur Pasar Menurut Islam
Dasar Dasar Ekonomi Islam, Mengenal Akuntansi Syariah, Hukum Ekonomi Syariah, Metode Pengembangan Ekonomi Syariah, Sistem Ekonomi Syariah, Permintaan Dan Penawaran, Konsep Kebutuhan, Konsumsi Dalam Islam, Konsep Kepuasan Dalam Islam, ...
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers. HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. Human Resource Management 9 1.1 Meaning of Human Resources 9 1.2 Human resource functions 9 1.3 Organization culture 9 1.4 Human resource activities in management 10 1.5 HR specialists 11 1.6 Strategic aspects of HRM 12 1.7 The HR manager 12 1.8 Industrial relations 13 1.9 The role of HR department 13 1.10 Effects of a good HR policy 15 1.11 Responsibilities of HR department 15 2 Manpower planning, recruitment and selection 18 2.1 Expansion of organization 18 2.2 HR or manpower planning 18 2.3 Self-regulatory manpower control 21 Problems caused by expansion of organization 22 2.5 Scientific management 22 2.6 Organization and Method Studies (O & M Studies) 23 2.7 Recruitment 24 2.8 Policy of recruitment 24 2.9 Recruitment process 26 2.10 Selection 30 3 Induction, Training and Employee Development 34 3.1 Induction 34 3.2 Training and development 36 3.3 Need and benefits of training 36 3.4 Types of training programmes 37 3.5 Training and development methods 38 3.6 Characteristics of a good training programme 38 3.7 Designing the training programme 39 3.8 Evaluation of training 40 4 Health, Safety, Security and Welfare 43 4.1 HR department's responsibilities 43 Fire prevention and fire fighting 46 4.3 Medical facilities 48 4.4 Safety and security officers 49 4.5 Prevention of theft and pilfering 49 4.6 Employee welfare 49 5 Motivation, Employee Counseling, Resignations and Retirement 52 5.1 Motivation 52 5.2 Style of management 52 5.3 Changes in management attitudes 53 5.4 Contributors and theorists 53 5.5 Motivation strategies 57 5.6 Managerial styles in HR management 59 5.7 Disciplinary action 59 5.8 Employee counseling 60 5.9 Equal Opportunity Policy 61 5.10 Resignations 62 5.11 Retirement 63 Executive Education 6 Performance Appraisal 64 6.1 Purpose of Performance Appraisal 64 6.2 Importance of Performance Appraisal 65 6.3 Steps in Appraisal 65 6.4 Methods, techniques and tools 66 7 Remuneration 75 7.1 Remuneration policy 75 7.2 Systems of remuneration 76 7 .3 Standard employee benefits 77 8 Personnel Records and Statistics 79 8 .1 Need for Personnel Records 79 8.2 Information in Personnel Records 79 8.3 Formats of Personnel Records 80 8.4 Reports 83 8.5 Learning Organizations 84 9 Industrial Relations 85 9.1 Trade Unions 85 9.2 Collective bargaining 85 9.3 Industrial action 85 9.4 Joint consultation 86 9.5 Staff Associations 86 9.6 The Role of HR Manager 86 10 References 87
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization.
A comprehensive introduction to the know-how of HR analytics and its role in optimizing HR decision-making and driving organizational performance. In today’s technology-driven world, HR analytics is pivotal to measure, express and take focused HR decisions. Practical Applications of HR Analytics equips readers with the required tools and techniques to effectively identify, capture and utilize the vast amount of available data in making better informed business decisions. The text is lucid and packed with practical illustrative examples, hands-on exercises and datasets. It is an invaluable resource for management students and HR professionals who want to translate the benefits of HR analytics into practice, thus paving the way for evidence-based human resource management. Key Features: • Practical understanding of a range of open-source statistical GUI software. • Focus on both descriptive and predictive analytics in HR. • Chapter opening vignettes, industry examples and real-world case studies on application of HR analytics in organizations. • Supplementary exercises and soft copy of datasets provided on Google Drive Link to facilitate hands-on training.
The text is lucid and packed with practical illustrative examples, hands-on exercises and datasets.
But unlike medicine or law, a management degree is not a prerequisite to become a manager. In fact, most managers in India as elsewhere do not have a formal management education. It seems reasonable to assume that at no time in the near ...
Awarded a Silver Medal in the category Human Resources and Employee Training from the 2014 Axiom Business Book Awards • Create the inclusive, high performance workforce needed to succeed in an increasing multicultural society and global marketplace • Learn how global organizations and leading professional associations develop integrated HR/diversity talent strategies, and the specific challenges they face • Get practical tools to assess integrated HR/diversity strategic planning, and see why organizations are not making more diversity progress • Develop specific performance indicators to track your progress in implementing synergistic HR/diversity approaches • Case studies of SHRM, federal and state government, global corporations, and higher education illustrate systematic, integrated HR/diversity efforts For HR professionals and leaders, chief diversity officers, line managers, and executives in the private and public sectors and higher education, this book presents a systematic approach to integrating HR practices and strategic diversity initiatives to create the inclusive, high performance workforce that every enterprise and institution needs to succeed in an increasingly multicultural society and global marketplace. The authors’ point of departure is that talent is the primary strategic asset necessary for organizational survival and success in a demographically diversifying and globally interconnected world. Organizations seeking to attain their full potential in this new talent frontier must optimize their human capital resources by the deliberate development of synergy between human resource (HR) and diversity programs. Failure to integrate and coordinate these two functions will erode organizational competitiveness, whether it is in developing new markets, products, programs, or services. As the first book to provide a concrete roadmap to integrated HR and diversity strategy, the authors identify two critical practices: talent management through the orchestration of HR and diversity programs to enhance organizational capability by unleashing, mobilizing, nurturing, and sustaining the contributions of a diverse and talented workforce; and talent sustainability through the close integration of HR and diversity to continuously develop systems, structures, processes, and a culture that heighten employee commitment, engagement, and inclusion. They further believe that there should be a commonality of practice across all types of organizations, and that each sector can learn from the others to accelerate its adaptation to today’s rapidly shifting national and global realities. Based on the most current research and on interviews with HR and diversity leaders in major organizations, this book provides the reader with concrete strategies and practical tools for implementing a successful and sustainable talent management program. It also addresses common barriers to the development of synergistic HR and diversity strategy, and how to overcome them. Given the evolutionary nature of the integration of HR and diversity, the authors present nine extensive case studies from all organizational sectors, as well as from the two leading Human Resource professional associations – the Society for Human Resource Management (SHRM) and the College and University Professional Association for Human Resources (CUPA-HR) – to illustrate the dynamic intersection between HR and diversity practices.
Awarded a Silver Medal in the category Human Resources and Employee Training from the 2014 Axiom Business Book Awards • Create the inclusive, high performance workforce needed to succeed in an increasing multicultural society and global ...
Originating from the International Network for Economic Method conference, hosted by the Erasmus Institute for Economics and Philosophy (EIPE) at the Erasmus University Rotterdam in 2013, this book chooses key themes that reflect on fascinating new developments in the philosophy of economics. Contributions discuss new avenues and debates in important and upcoming areas, such as the philosophy of economic policy making, decision theory, ethics, and new questions in economic methodology. The book offers an excellent insight into cutting edge research in these fields that are about to shape the future of the philosophy of economics. This book was originally published as a special issue of The Journal of Economic Methodology.
The book offers an excellent insight into cutting edge research in these fields that are about to shape the future of the philosophy of economics. This book was originally published as a special issue of The Journal of Economic Methodology.
The last decade witnessed an unprecedented annual growth of the literature dealing with the philosophy of economics,as well as the first signs of an institutionalization (conferences, an international journal) of the philosophy of economics as a scientific subject in itself - in particular in the U.S. In 1981 a meeting took place with participants mainly of European "continental" origin. In July 1987, we organized a second conference "Philosophy of Economics II" at Tilburg Uni versity, The Netherlands, mainly aiming at the establishment of first contacts between the middle-European group and researchers from the U.S. The present volume contains the papers presented at this conference. Philosophical thought on economics in recent years split up in many different streams, two of which are represented in the larger part of this volume. The first of these streams was formed by a group of researchers mainly from middle-Europe, who make empirical studies of the logical structures of the different theories as they find them presented in economic literature. Two methods prevail here. First, the structuralist method, as exemplified in the writings of Sneed, Stegmiiller and others, of describing the object of a theory as a set of ("partial potential") models. Such models consist of sets and relationships between these sets, which represent the concepts used in the theory.
Philosophical thought on economics in recent years split up in many different streams, two of which are represented in the larger part of this volume.
This insightful Modern Guide offers a broad coverage of questions and controversies encountered by contemporary economists. A refreshing approach to philosophy of economics, chapters comprise a range of methodological and theoretical perspectives, from lab and field experiments to macroeconomics and applied policy work, written using a familiar, accessible language for economists. Highlighting key areas of methodological controversy, the Modern Guide looks at estimating utility functions in choice data, causal modelling, and ethics in randomised control trials. Chapters further explore topical issues, including: economists' attitudes to other disciplines; gender bias in economic research; methods of modelling social influence in economics; behavioural welfare economics; anti-poverty policy controversies; and inflexible reliance on DSGE models in macroeconomics. Furthermore, it explores the implications of the last financial crisis for macroeconomic confidence, and ways to adapt abstract theory to everyday policy advice. Avoiding philosophical jargon, and with the majority of chapters written by economists, this Modern Guide will challenge economists and scholars of philosophy of economics to engage with different approaches to the topic. This will also be a useful tool for policy makers administering nudges, development initiatives, macro-forecasting and monetary policy.
"This insightful Modern Guide offers a broad coverage of questions and controversies encountered by contemporary economists.
