about the strategic human resource management~?
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Hard approach refers to the typical bureaucratic style of management where employees are considered a cost and are treated like machines. Recently organizations are adopting what is called the ‘soft’ approach where employees are treated as humans and considered an asset for the organization. For example career  and personal development of the employees is a good example of the soft approach
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There is a PFD on WDWR that has some information on this topic. (see first link below)\n\nThe second link is from the WDWR Human Resource Management Course.
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Personnel management is about making sure organisations get the best from the people who work for them. Professionals in this role are involved in selecting the right sort of staff and promoting practices which ensure they are managed effectively.\n\nThe terms ‘personnel’ and ‘human resources’ are largely interchangeable, although the latter does imply more of a strategic approach. There are a range of specialisms but those starting out often take generalist roles assisting with all aspects and may move into specialist areas after a promotion.\n\nThe main areas of work are:\n\nRecruitment and selection\n\nWorking alongside staff in the various departments, drawing up job descriptions, preparing advertisements, checking application forms, interviewing and sometimes testing applicants. There may also be involvement in redeployment and redundancy programmes.\n\nEmployee development\n\nThis includes induction for new staff, developing appraisal systems, analysing training needs and evaluating the effectiveness of what is delivered. Some personnel staff are involved in producing and presenting training materials.\n\nEmployee relations\n\nDealing with all the tricky bits like grievances, disciplinary proceedings, redundancy programmes and resolving differences between staff members. This can also include responsibility for developing equal opportunities policies, writing staff handbooks and advising on contractual issues\n\nEmployee services\n\nPutting together staff perks and benefits - anything from private health cover or cheap holidays to social events or stress counselling services.\n\nPay and benefits\n\nJob evaluation is a significant part of the role, ensuring salaries are a fair reflection of demands of a job.\n\nHuman resource planning\n\nPredicting future staffing needs and ensuring development and training policies reflect the long term needs of the organisation.
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HR is related with making the human resource more productive.Therefore the aim of the org and the projects undertaken by the people have to be analyzed for the best results. New soft wares needed and smoother functioning of the org is focused for getting the optimum.
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strategic planning\n\nStrategic planning consists of the process of developing strategies to reach a defined objective. As we label a piece of planning "strategic" we expect it to operate on the grand scale and to take in "the big picture" (in contradistinction to "tactical" planning, which by definition has to focus more on the tactics of individual detailed activities). "Long range" planning typically projects current activities and programs into a revised view of the external world, thereby describing results that will most likely occur (whether the planner wants them or not!) "Strategic" planning tries to "create" more desirable future results by (a) influencing the outside world or (b) adapting current programs and actions so as to have more favorable outcomes in the external environment.\n\nStrategic planning takes place primarily in military situations (see military strategy), in business activities and in government. Within business, strategic planning may provide overall direction (called strategic management) to a company or give specific direction in such areas as:\n\n    * Financial strategies\n    * Human resource/organizational development strategies\n    * Information technology deployments\n    * Marketing strategy\n\nWithin government, strategic planning provides guidance for organizational management similar to that for business, but also provides guidance for the evolution or modification of public policy and laws. Areas of such public policy include:\n\n    * Funding of infrastructure and rate-setting (streets, water-supplies, sewers, and parks)\n    * Functional plans such as for land use, transportation, and water resources\n    * Growth management and/or comprehensive planning\n\nBut strategic planning can occur in a wide variety of activities from election campaigns to athletic competitions, as well as in strategic games such as chess. This article looks at strategic planning in a generic way so its content can apply to any of the above areas. An effective strategy will:\n\n    * Have the capability to obtain the desired objective\n    * Fit well both with the external environment and with an organization's resources and core competencies - it should appear feasible and appropriate\n    * Have the capability of providing an organization with a sustainable competitive advantage - ideally through uniqueness and sustainability\n    * Prove dynamic, flexible, and able to adapt to changing situations\n    * Suffice on its own - specifically providing value or favorable outcomes without the need for cross-subsidization
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don't know particulars behind your question, but most companies are looking for a combination of application knowledge (SAP, etc) and HR specific knowledge related to rules and policies in that relatively complex (and potentially litigeous) area to be sure the configuration complies with applicable laws, rules, and regulations as well as operationally supporting their HR processes.
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I assume you are talking about strategic planning? If so and are an enterprise sized firm there are ton's of resources- try the OGSM (Objectives Goals Strategies and Meausres) approach from EMM Group. E-mail someone there to ask about it- they are very accomplished at using the process.
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Providilng Notes for HRD Challenges in 21st century covering Nutrition, health, education, environment, training, employment, housing, culture, gender equality, quality of life, information etc.,itself is a Big Challenge\nYou know all these things are delt in  2to 3 years In the university.However you can definetly get plenty of information in Goggle or Yahoo web site.Have a nice search!
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For the above question answered by usdollars.\n\nOf late now some of the consultancy following  "OUTSOURCING OF HUMAN RESOURCES" in  a business oriented which is explained in detailed below:\n\nDuring 1990's to 2000 all the consultancies were deemed to be a searching of manpower and provided manpower to organisation, and the organisation will arrange/organise interwiew,placement, induction.\nNow the consultancies searching manpower in respective field such as accounts dept, HR dept etc and they provide manpower to organisation on contract basis say for one year. The organisation pay the salaries of the personnel to manpower agencies and in turn they pay to staffs placed in the organisation.\nAll statutory benefits will be look after by the placement agencies.\n\nSince I have no time to explain in detail and have lot of work I close this topic.
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Could you have mistyped it, or read a mistype?  It could've been "strategic management", which is...\n\n...the process of specifying an organization's objectives, developing policies and plans to achieve these objectives, and allocating resources so as to implement the plans. It is the highest level of managerial activity, usually performed by the company's Chief Executive Officer (CEO) and executive team. It provides overall direction to the whole enterprise. An organization’s strategy must be appropriate for its resources, circumstances, and objectives. The process involves matching the company's strategic advantages to the business environment the organization faces. One objective of an overall corporate strategy is to put the organization into a position to carry out its mission effectively and efficiently. A good corporate strategy should integrate an organization’s goals, policies, and action sequences (tactics) into a cohesive whole.
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As in any form of management, HR planning requires you to...\n Understand the objectives, \n Ideate and brainstorm, \n Form a strategy, \n Create task forces to execute the strategy (also called tactical execution), \n Follow up, Assess and maintain proper execution.
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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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I've been taking a Cambridge module under the same name "Human Resources Management"..\nThe module's book was one of the best rated human resources' books worldwide - Where you can find anything you want to know about Human Resources Management as simple as a knife in butter!!\n==> Human Resources Management By: Gary Dessler\n\n\nHere are all the chapters' power points - same thing as book but better & simplier presented, chapters' quizzes; all for FREE!\nhttp://wps.prenhall.com/bp_dessler_hrm_10/0,9874,1723424-,00.html\n\n\nEnjoy one of the really VERY interesting HR books I've ever read ;)
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Hi, an interesting topic for HRM it could be about planning and recruiting. If you want a more specific topic you could do about the internal vs external recruiting for a large company. you can do a comparison of those two forms of recruiting, saying their advantages and disadvantages and tell which of those is better in the specific company. You could analyse the existing situation of the company, and the methods and techniques they use or the should use for recruiting.\nAlso, you could do all of the above by compairing two companies.\nAnother topic it could be about the selection process and emphasize in the prospective employee's experience, how important is for companies the experience criterio, but in contrast how difficult is for young well educated people to have experience in order to be selected.
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typically involves the development (i.e. education) of employees.  For example, providing diversity training or specific skills training - like training on project management or programming skills would all be human resource development.\n\nWhen the term is used this formally though, it's typically being said by the HR (Human Resource) department, so it probably implies a more general training for the entire corporate workforce (i.e. diversity training or 401K plan training, etc.).  Or, it some instances, it could be used to describe development of a resource who is not performing well.  In other words, if a person gets a bad review, they may have to go through "human resource development."
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Good companies have realized that its major assets are the competent human assets that it holds.\n\nA focussed and well defined HR Policy, covering from recruiting the right people, to training, development and reciprocating HR will ensure success for any company.\n\nWhat you have asked is a complete semester study program and is too vague to comment in such a short space but nevertheless, in a nut shell:\n\n1. Focussed, clear and objective job descriptions is a start.\n\n2. The advancement levels and pre-requisites for each job.\n\n3. Basic ingredients required by the successful candidate.\n\n4. Recruiting the right candidate.\n\n5. Providing adequate training and support.\n\n6. Provide opportunties for HR growth and polishing skills.\n\n7. A clear and healthy compensation plan.\n\n8. A clear and conducive serevence policy.\n\n9. A well-defined reward and accountability policy.\n\n10. Clearly understand, IT IS PEOPLE WHO MAKE COMPANIES BIG OR SMALL & IT IS PEOPLE WHO HELP COMPANIES ACHIEVE OBJECTIVES.\n\nThink of it this way: Your best friend is your body, if you look after it well, you can do what you want, if your body gives way then it is all a dream that remains. But for the body to function well, you should sharpen your mental skills, improve your health conditions, employ discipline etc.
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I guess you mean for Commerce or BMS. HR is definitely better, no two ways about it. Thoguh Jaihind is good enough too.