Discuss the scope and implications of shrm

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Discuss the scope and implications of shrm

Meaning, Objectives, Scope and Functions Article shared by: Meaning, Objectives, Scope and Functions! In common parlance, human resources means the people. However, different management experts have defined human resources differently. For example, Michael J.

According to Leon C. Sumantra Ghosal considers human resources as human capital. He classifies human capita into three categories-intellectual capitals, social capital and emotional capital.

Intellectual capital consists of specialized knowledge, tacit knowledge and skills, cognitive complexity, and learning capacity. Social capital is made up of network of relationships, sociability, and trustworthiness Emotional capital consists of self-confidence, ambition and courage, risk-bearing ability, and resilience.

Discuss the scope and implications of shrm

Now it is clear from above definitions that human resources refer to the qualitative and quantitative aspects of employees working in an organisation. Let us now define human resource management.

In simple words, HRM is a process of making the efficient and effective use of human resources so that the set goals are achieved. Let us also consider some important definitions of HRM.

Since every organisation is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organisation are essential to achieving organisational objectives.

Thus, HRM can be defined as a process of procuring, developing and maintaining competent human resources in the organisation so that the goals of an organisation are achieved in an effective and efficient manner. In short, HRM is an art of managing people at work in such a manner that they give their best to the organisation for achieving its set goals.

The primary objective of HRM is to ensure the availability of right people for right jobs so as the organisational goals are achieved effectively. This primary objective can further be divided into the following sub-objectives: To help the organisation to attain its goals effectively and efficiently by providing competent and motivated employees.

To utilize the available human resources effectively. To develop and maintain the quality of work life QWL which makes employment in the organisation a desirable personal and social situation.

To help maintain ethical policies and behaviour inside and outside the organisation. To establish and maintain cordial relations between employees and management.

Werther and Davis have classified the objectives of HRM into four categories as shown in table 1. HRM Objectives and Functions: The scope of HRM is, indeed, very vast and wide. It includes all activities starting from manpower planning till employee leaves the organisation.

The same forms the subject matter of HRM. As the subsequent pages unfold, all these are discussed, in detail, in seriatim. The Labour or Personnel Aspect: This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, lay-off and retrenchment, remuneration, incentives, productivity, etc.

It deals with working conditions, and amenities such as canteen, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.

This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary actions, settlement of disputes, etc. We have already defined HRM.What is This Blog About?

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“Scope” is the connecting factor for the rest of the project parameters of cost, time, resources, etc. and hence getting to understand scope, breaking it into smaller pieces, creating simpler scope tasks, and confirming the associated project deliverables is the key for any project.

According to Flippo “Personnel management, or say, human resource management is the planning, organising, directing and controlling of the procurement development compensation integration, 4intenance, and separation of human resources to the end that individual, organisational and social objectives are accomplished”.

This article has multiple issues. Please help improve it or discuss these issues on the talk page. (Learn how and when to remove these template messages). We present a critical review of theory, empirical research, and practical applications regarding generational differences in leadership phenomena.

Variability Within Organizations: Implications for Strategic Human Resource Management Lisa Hisae Nishii we introduce and discuss another potential critique of the SHRM field, and, in so doing, hope to illuminate a number of important research.

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