What is "Hay grade" used in Human Resource Management?
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This link will take you to a HR page explaining how a Hay Grade is established.  http://www.lafarge.com/lafarge/PUBLICATION/20040921/09212004-publication_group-Human_ressources_policy-uk.pdf\n\nIn short according to:\n\nhttp://support.hr.wayne.edu/cac/faq.htm,\n\n The Hay system of job evaluation is a point factor method of job evaluation that measures three factors common to all jobs – know-how, problem solving and accountability. The classification system focuses on internal job relationships and maintaining internal equity.
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As you had mentioned in your question:\n\nSAP is the software used for big and mid sized companies.\n\nSmall companies like ours do not have any HR software. I am working as an Hr in a small software firm,they do not have any Hr software. However, some small company may prefer free open source softwares like OrangeHRMS etc;
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HRM - human resource mgt - humans are not considered assets from an investor standpoint unless you are talking about intangibles. you might want to think about policies that would encourage employees to increase productivity which would then translate into more profitable revenues for the company. areas to look at would be processes that are inefficient, etc.
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HRM works under the assumption that people are the most important resource in an organisation. this is because people unlike other resources are the heart of the organisation. Therefore the concept of human resource management, to manage the employees in such a way so as to keep them satisfied, to ensure that they perform at the maximum productivity level. HRM involves everything from planning, to selection, recruitment, remunaration, health and safety right up to termination.
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Good  in managing people .\nGood in negotiations.
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Human resource development, is a verb and an adjective. Rest you can ask some one else
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The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.\n\nNote that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc.\n\nThere is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"\n\nThe HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.\n\n(The publications, Field Guide to Leadership and Supervision for Business and Field Guide to Leadership and Supervision for Nonprofit Staff, include comprehensive guidelines about effectively managing human resources in organizations.)
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HRM means human resources management, and it is simply the management of humans or persons in an organization.\n it is the procurement, utilization and training of employees to aid in productivity.\n  its functions are divided into two management functions and operational functions;\nits management functions are according to henri fayol;\nplanning\norganising\nstaffing\ncontrolling\ncoordinating.\n while its operational functions are;\nprocurement\ntraining and development\nwages administration\nhealth safety\nto name but a few.\nHRM is done mainly by the personnel manager, though other managers have something to do about it.\n                         THANK YOU
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Every company or organisation is based on certain resources for their business. The most primary and important resource for ANY company/organisation/government is HUMAN RESOURCE, which in other words means PEOPLE.\n\nJust like managing anyother resource like your raw materials etc, Human Resource also needs to be managed. And as you know, it is one of the toughest job for any company, big or small.\n\nFollowing are the basic work-areas of a HRM.\n1. Identify and forecast the growth and need for new resources.\n2. Planning for recruitment procedures, process and mechanisms to handle those HR needs.\n3. Identify the bottleneck areas in the organisation from people perspective and work with the management in resolving it.\n4. Act as a intermediary between the employee and the management.\n5. Identify, Forecast and Plan for Employee satisfaction to increase Employee Moral.\n6. Conduct surveys, interviews, discussions, checks and balances to address greivances and complaints.\n7. Balance the Attrition and Recruitment ratio. Escalate if the Attrition rate increases and address the reasons.\n\nWell this is just a FEW of the parameters of HR Management. Hope it helps.\n\n.:Fishie:.
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the relevance is to know how people would behave, react and adapt to any change or a given condition of work. management planning is related to what you plan to do and how you would do it with the given resources. people in any organisation are its human resources - i.e. human capital. thus the relevance is to know how the people would react to any management decisions and thereby effectively make careful preparations with such human factors in mind.
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Human Resource Management will require you to interact with nearly every person/position within an organization.  If you want to be a proactive HRM, and actively seek to ease the workers frustrations with management and regulation, you will be the negotiator between workers and management.   This would require a take charge personality and the ability to give advice and information to all levels of personnel in the company.  Not an easy job for a "shy person".\n\nCollege provides proven "career paths" for few of the fields they teach.  A BA in HR, doesn't mean you will graduate and instantly be given a management job.  Most companies choose to hire/promote people into management that have shown and taken on leadership roles.\n\nMy suggestion would be to look for internship positions within the areas you think you are interested in.  Go intern for a company in their HR department and see how you get along and what your typical day would look like.\n\nTrying to decide what to do with your life based only on theory and academia's slant of the real world is tough.  You really need to find a couple jobs and see what life is really like.\n\nMy suggestion would be to take the basic courses that all the options you have require, do some interning, and then decide which, if any, specialty you wish to pursue.  There really is no "right or wrong" answer for your dilemma.\n\nGood luck.
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There are quite a few quotations about human resources  on this site;\nhttp://humanresources.about.com/library/th/blquotes_2.htm?iam=metaresults&terms=hr+receptionist
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http://www.hrmguide.net/hrm/chap1/ch1-links10.htm
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Talk to someone in HR regarding your question. \n\nIt depends on the policies of the company you work with.
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Talk to someone in HR / Personnel about it and seek their advice....
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To whom it may concern       or To Human Resource Manager
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For a Human Resources Generalist I $46,227\n\nHuman Resources Generalist I\nAdministers human resources policies and procedures that cover two or more functional areas. Collects and analyzes HR data, and then makes recommendations to management. Processes paperwork for functional area according to established procedures. May prepare internal employee communications regarding compensation, benefits, or company policies. May require a bachelor's degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.