t. Embracing Diversity. Transforming Lives.. 

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[Audio] Human resources management plays a crucial role in entrepreneurship, as it involves managing people, a vital resource for any organization. In entrepreneurial ventures, human resources management is particularly significant due to the unique challenges and opportunities that startups and small businesses face, such as limited resources, dynamic growth, and the need for innovative and adaptable teams. Human resource management is the practice of recruiting, hiring, deploying, and managing an organization's employees. It is responsible for creating, implementing, and overseeing policies governing workers and the relationship between the organization and its employees.. 

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HUMAN RESOURCES MANAGEMENT  IN ENTREPRENEURSHIP

[Audio] Human resources are the backbone of any organization. They bring creativity, innovation, and decision-making capabilities, driving the organization towards success. As the central hub connecting all other resources, human resources ensure they work together effectively to achieve organizational objectives. To maximize their potential and contribute to organizational success, it is crucial to focus on proper selection, training, and motivation. Proper selection involves hiring the right people with the necessary skills, knowledge, and attitudes. Proper training empowers employees to adapt to the organization's specific needs and processes. And proper motivation creates a positive work environment, recognizing and rewarding employees for their efforts.. 

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Payroll
Data
management
Integration
Options
Succession
planning
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Cloud /
Compensation
on-premises
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When
the HR parts
are greater
Core HR
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Time and
attendance
Recruiting
than the whole
Human resources' influence permeates almost
every aspect of an enterprise's operations
and is evidenced by the multitude of
management modules and features
that comprise a complete
Self-service
portals
Onboarding
Performance
management
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Learning and
development
HR system.
Reporting
and
dash boards
Employee
benefits

Human resource are the greatest assets of an organization. All other resources get connected through human resource  To make them deliver they need to be:      properly selected       properly trained       properly motivated

[Audio] Entrepreneurship is the ability to take calculated risks, to innovate, and to turn ideas into reality. It's about recognizing opportunities and seizing them, while being willing to adapt and learn from failures. With this mindset, entrepreneurs can create new businesses, products, and services that benefit society and drive economic growth.. 

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[image] Infrastructure
Public
Sector
Culture
Financial
In*itutions
AcaderNc
Private
Institutions
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The capacity and willingness to develop, organize and manage a business venture along with any of its risks in order to make a profit.

[Audio] HRM plays a crucial role in the success of a new venture by focusing on attracting, developing, and retaining talent, which are key factors in building a strong and sustainable organization. HRM identifies the right skill sets needed for various roles, enabling the enterprise to target suitable candidates effectively. It provides targeted training programs to ensure employees acquire technical and soft skills required to perform their roles effectively. HRM promotes a culture of continuous learning, helping employees develop attitudes and mindsets necessary for adapting to changes and growing with the company. Recognition and reward systems are implemented to recognize and celebrate employee achievements, fostering a culture of appreciation. HRM encourages employees to stay with the company in the long term by implementing policies and practices that promote retention.. 

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HRM can help an enterprise (new venture)  in the following ways : Attracting talent through effective HRP Developing necessary skill and attitude with training  Securing cooperation through motivation  Retaining talent through the right policies

[Audio] Societal objectives are essential initiatives that demonstrate a company's commitment to addressing its ethical and social responsibilities towards its employees and the broader community. By ensuring compliance with legal requirements, such as promoting equal opportunities and ensuring equal pay for equal work, these objectives strive to create a fair, inclusive, and accountable environment within the organization.. 

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[image] Personal
objectives
Functional
objectives
Organizational
objectives
Societal
objectives

Societal objectives. These are measures put in place to respond to the ethical and social needs or challenges of the company and its employees. This includes legal issues such as equal opportunity and equal pay for equal work.

[Audio] To achieve our goals, we need to take actions that enhance the efficiency and effectiveness of the organization. Providing the right training to our employees, hiring the right number of staff to meet task demands, and implementing strategies to retain our top performers are some of the measures that can be taken. By doing so, we can ensure optimal workforce performance and stability.. 

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2. Organizational objectives. These are actions taken to ensure organizational efficiency, including providing the appropriate training, hiring the right number of employees for a given task and maintaining high employee retention rates.

[Audio] The functional objectives are guidelines that enable the HR department to operate efficiently and effectively within the organization by optimizing the allocation and utilization of all HR resources, thereby ensuring that our department works at its best and utilizes its resources to their fullest potential.. 

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3. Functional objectives. These are the guidelines used to keep HR functioning properly within the organization. They include ensuring all HR resources are allocated to their full potential.

[Audio] Employees require opportunities for growth and development to feel satisfied and driven. Offering education and training enables them to acquire new skills and progress in their careers. In this manner, we establish a favorable work atmosphere where employees can flourish and contribute to the organization's prosperity. Moreover, we guarantee that employees comprehend our company's policies, procedures, and principles, which promotes confidence and admiration among colleagues. Additionally, we oversee internal and external transformations that might influence employees and staffing, ensuring a seamless transition and reducing disturbances. Our objective is to provide a nurturing and inclusive workplace where employees can develop both personally and professionally.. 

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4. Personal objectives. These are the resources used to support the personal goals of each employee. They include opportunities for education and career development, as well as maintaining employee satisfaction.

[Audio] Effective job design and job analysis are crucial components of HRM. They enable organizations to understand the requirements, responsibilities, and necessary skills for each role, thereby creating accurate job descriptions and specifications. This facilitates the attraction, selection, and integration of top talent into the organization. Moreover, job design and job analysis support the development of effective training programs, performance appraisals, and compensation structures. Consequently, HRM plays a vital role in supporting entrepreneurial endeavors by providing the necessary infrastructure for employee engagement, motivation, and productivity.. 

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Job design / job analysis Human resource planning  Recruitment and selection  Training and development  Performance appraisal Compensation and benefits Employee motivation and assistance

[Audio] Effective communication is crucial in Human Resource Management. Verbal and written skills are essential for most roles, enabling interaction, disseminating information, and conveying complex ideas. In addition, recruitment and talent acquisition require strong communication skills, including creating job descriptions, conducting interviews, and negotiating job offers. By communicating effectively, HR professionals can attract, select, and integrate top talent into the organization.. 

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Communication. A high-level of verbal and written capabilities is required in most HRM jobs.
 Recruitment and talent acquisition. Tasks in this area include writing job descriptions, conducting interviews, assessing candidates, negotiating offers and onboarding new employees.

[Audio] HR managers play a crucial role in maintaining a positive and productive work environment by addressing employee grievances and fostering good relationships between employees and the organization. They must possess strong labor relations skills to handle conflicts and disputes in a fair and professional manner. Furthermore, HR managers must stay informed about current employment laws and regulations to ensure the organization remains compliant and minimizes legal risks. By doing so, they promote fair practices and maintain a harmonious and efficient work environment.. 

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Employee relations. HR managers must have labor relations skills to address grievances and build positive employee experiences.
 Compliance with legal requirements. HR managers must be up to date with employment laws and regulations.

[Audio] Managers must establish clear performance standards, providing employees with a roadmap to achieve their goals. They empower employees to develop the necessary skills, leading to personal and professional growth. Furthermore, managers must support employees in their development journey, offering guidance and resources to overcome challenges and stay on track. This collaborative approach fosters a culture of continuous learning and improvement, driving success within the organization. On the other hand, HR managers must think strategically, aligning HR initiatives and policies with the company's overall goals and objectives. This requires considering the bigger picture, anticipating changes, and making informed decisions that drive long-term success. By doing so, HR managers can create a competitive advantage, enhance employee engagement, and increase productivity.. 

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Performance management. Managers must set performance standards and help employees develop skills to achieve them.
 Strategic thinking. HR manager jobs require high-level thinking, such as aligning HR strategies with the company's goals.

[Audio] HR managers must be adaptable, able to navigate and respond to evolving workplace dynamics and societal issues. They must adjust their strategies and approaches as needed to maintain a positive and effective environment. In a constantly changing world, HR managers must be prepared to adapt quickly to new challenges and opportunities. Whether it's implementing new technologies, addressing shifting workforce demographics, or responding to emerging trends, HR managers must be agile and responsive to ensure the organization remains competitive and successful.. 

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Adaptability. HR managers must be able to deal with changing workplace and societal issues on an ongoing basis.
 Ethics and confidentiality. These skills require knowledge of confidentiality and privacy requirements, as well as general and industry-specific ethical standards.

[Audio] When it comes to overall job design, our company relies on formal planning. We take a long-term approach to designing jobs, considering factors like job scope, discretion, and structure. Our goal is to create integrative job designs that allow employees to work together seamlessly, while also focusing on results-oriented outcomes. With high employee involvement, we empower our staff to take ownership of their work and contribute to the organization's success. By doing so, we foster a culture of collaboration, innovation, and continuous improvement.. 

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General Area Practices Encouraging Entrepreneurship Planning Overall Job Design Reliance on formal planning
 Long-term orientation in planning and job design
 Implicit job analysis
 Jobs that are broad in scope
 Jobs with significant discretion
 Jobs that are less structured
 Integrative job design
 Results-oriented job design
 High employee involvement

[Audio] HRM policies can encourage entrepreneurship by offering opportunities for employees to develop their skills and pursue new ideas. Relying on both external and internal sources for candidates enables organizations to attract diverse talent and perspectives. Broad career paths and multiple career ladders allow employees to explore different areas of interest and advance their careers. Less formalized selection criteria and open recruitment and selection procedures promote a culture of innovation and experimentation. Extensive job socialization and individualized training help employees build relationships and networks within the organization, fostering collaboration and idea-sharing. High employee participation and emphasis on managerial skills empower employees to take ownership of projects and initiatives, supporting entrepreneurial endeavors. By adopting these practices, organizations can create an environment that encourages and supports entrepreneurship, driving growth and innovation.. 

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General Area Practices Encouraging Entrepreneurship Recruitment and Selection Reliance on external and internal sources for candidates
 Broad career paths
 Multiple career ladders
 General, implicit, less formalized selection criteria
 Extensive job socialization
 Open recruitment and selection procedures Training and Development Long-term, career orientation
 Training with broad applications
 Individualized training
 High employee participation
 Unsystematic training
 Emphasis on managerial skills

[Audio] High employee involvement is crucial for encouraging entrepreneurship. To promote this, HRM policies should adopt a balanced individual-group orientation, allowing employees to take ownership of their work and collaborate with others. The focus should be on achieving results rather than simply completing tasks efficiently. A result-oriented approach, based on subjective criteria, will foster a culture of entrepreneurship. Furthermore, compensation and rewards should be customized to individuals, prioritizing long-term performance and offering incentives for group efforts. This merit-and-incentive-based system will inspire employees to innovate and take calculated risks, ultimately driving business growth and success.. 

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General Area Practices Encouraging Entrepreneurship Performance Appraisal High employee involvement
 Balanced individual-group orientation
 Emphasis on effectiveness over efficiency
 Result oriented (vs. Process)
 Based on subjective criteria
 Emphasis on long-term performance Compensation/Rewards Emphasizes long-term performance
 Decentralized/customized at division or department levels
 Tailored to individuals
 emphasizes individual performance with incentives for group efforts
 Merit and incentive-based

Embracing Diversity. Transforming Lives.. Shukran. 

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HRM IN ENTREPRENEURSHIP

Human resources management plays a crucial role in entrepreneurship, as it involves managing people, a vital resource for any organization. In entrepreneurial ventures, human resources management is particularly significant due to the unique challenges and opportunities that startups and small businesses face, such as limited resources, dynamic growth, and the need for innovative and adaptable teams. Human resource management is the practice of recruiting, hiring, deploying, and managing an organization's employees. It is responsible for creating, implementing, and overseeing policies governing workers and the relationship between the organization and its employees.

avatar

Human resources are the backbone of any organization. They bring creativity, innovation, and decision making capabilities, driving the organization towards success. As the central hub connecting all other resources, human resources ensure they work together effectively to achieve organizational objectives. To maximize their potential and contribute to organizational success, it is crucial to focus on proper selection, training, and motivation. Proper selection involves hiring the right people with the necessary skills, knowledge, and attitudes. Proper training empowers employees to adapt to the organization's specific needs and processes. And proper motivation creates a positive work environment, recognizing and rewarding employees for their efforts.

Entrepreneurship is the ability to take calculated risks, to innovate, and to turn ideas into reality. It's about recognizing opportunities and seizing them, while being willing to adapt and learn from failures. With this mindset, entrepreneurs can create new businesses, products, and services that benefit society and drive economic growth.

H R M plays a crucial role in the success of a new venture by focusing on attracting, developing, and retaining talent, which are key factors in building a strong and sustainable organization. H R M identifies the right skill sets needed for various roles, enabling the enterprise to target suitable candidates effectively. It provides targeted training programs to ensure employees acquire technical and soft skills required to perform their roles effectively. H R M promotes a culture of continuous learning, helping employees develop attitudes and mindsets necessary for adapting to changes and growing with the company. Recognition and reward systems are implemented to recognize and celebrate employee achievements, fostering a culture of appreciation. H R M encourages employees to stay with the company in the long term by implementing policies and practices that promote retention.

Societal objectives are essential initiatives that demonstrate a company's commitment to addressing its ethical and social responsibilities towards its employees and the broader community. By ensuring compliance with legal requirements, such as promoting equal opportunities and ensuring equal pay for equal work, these objectives strive to create a fair, inclusive, and accountable environment within the organization.

To achieve our goals, we need to take actions that enhance the efficiency and effectiveness of the organization. Providing the right training to our employees, hiring the right number of staff to meet task demands, and implementing strategies to retain our top performers are some of the measures that can be taken. By doing so, we can ensure optimal workforce performance and stability.

The functional objectives are guidelines that enable the HR department to operate efficiently and effectively within the organization by optimizing the allocation and utilization of all HR resources, thereby ensuring that our department works at its best and utilizes its resources to their fullest potential.

Employees require opportunities for growth and development to feel satisfied and driven. Offering education and training enables them to acquire new skills and progress in their careers. In this manner, we establish a favorable work atmosphere where employees can flourish and contribute to the organization's prosperity. Moreover, we guarantee that employees comprehend our company's policies, procedures, and principles, which promotes confidence and admiration among colleagues. Additionally, we oversee internal and external transformations that might influence employees and staffing, ensuring a seamless transition and reducing disturbances. Our objective is to provide a nurturing and inclusive workplace where employees can develop both personally and professionally.

Effective job design and job analysis are crucial components of H R M  They enable organizations to understand the requirements, responsibilities, and necessary skills for each role, thereby creating accurate job descriptions and specifications. This facilitates the attraction, selection, and integration of top talent into the organization. Moreover, job design and job analysis support the development of effective training programs, performance appraisals, and compensation structures. Consequently, H R M plays a vital role in supporting entrepreneurial endeavors by providing the necessary infrastructure for employee engagement, motivation, and productivity.

Effective communication is crucial in Human Resource Management. Verbal and written skills are essential for most roles, enabling interaction, disseminating information, and conveying complex ideas. In addition, recruitment and talent acquisition require strong communication skills, including creating job descriptions, conducting interviews, and negotiating job offers. By communicating effectively, HR professionals can attract, select, and integrate top talent into the organization.

HR managers play a crucial role in maintaining a positive and productive work environment by addressing employee grievances and fostering good relationships between employees and the organization. They must possess strong labor relations skills to handle conflicts and disputes in a fair and professional manner. Furthermore, HR managers must stay informed about current employment laws and regulations to ensure the organization remains compliant and minimizes legal risks. By doing so, they promote fair practices and maintain a harmonious and efficient work environment.

Managers must establish clear performance standards, providing employees with a roadmap to achieve their goals. They empower employees to develop the necessary skills, leading to personal and professional growth. Furthermore, managers must support employees in their development journey, offering guidance and resources to overcome challenges and stay on track. This collaborative approach fosters a culture of continuous learning and improvement, driving success within the organization. On the other hand, HR managers must think strategically, aligning HR initiatives and policies with the company's overall goals and objectives. This requires considering the bigger picture, anticipating changes, and making informed decisions that drive long term success. By doing so, HR managers can create a competitive advantage, enhance employee engagement, and increase productivity.

HR managers must be adaptable, able to navigate and respond to evolving workplace dynamics and societal issues. They must adjust their strategies and approaches as needed to maintain a positive and effective environment. In a constantly changing world, HR managers must be prepared to adapt quickly to new challenges and opportunities. Whether it's implementing new technologies, addressing shifting workforce demographics, or responding to emerging trends, HR managers must be agile and responsive to ensure the organization remains competitive and successful.

When it comes to overall job design, our company relies on formal planning. We take a long term approach to designing jobs, considering factors like job scope, discretion, and structure. Our goal is to create integrative job designs that allow employees to work together seamlessly, while also focusing on results oriented outcomes. With high employee involvement, we empower our staff to take ownership of their work and contribute to the organization's success. By doing so, we foster a culture of collaboration, innovation, and continuous improvement.

H R M policies can encourage entrepreneurship by offering opportunities for employees to develop their skills and pursue new ideas. Relying on both external and internal sources for candidates enables organizations to attract diverse talent and perspectives. Broad career paths and multiple career ladders allow employees to explore different areas of interest and advance their careers. Less formalized selection criteria and open recruitment and selection procedures promote a culture of innovation and experimentation. Extensive job socialization and individualized training help employees build relationships and networks within the organization, fostering collaboration and idea sharing. High employee participation and emphasis on managerial skills empower employees to take ownership of projects and initiatives, supporting entrepreneurial endeavors. By adopting these practices, organizations can create an environment that encourages and supports entrepreneurship, driving growth and innovation.

High employee involvement is crucial for encouraging entrepreneurship. To promote this, H R M policies should adopt a balanced individual group orientation, allowing employees to take ownership of their work and collaborate with others. The focus should be on achieving results rather than simply completing tasks efficiently. A result oriented approach, based on subjective criteria, will foster a culture of entrepreneurship. Furthermore, compensation and rewards should be customized to individuals, prioritizing long term performance and offering incentives for group efforts. This merit and incentive based system will inspire employees to innovate and take calculated risks, ultimately driving business growth and success.