HR and Payroll Software #opera #3,opera #ii,opera,gold,capital,unity,accounting #software,accounts #software,business #software,accounting,accounts,business,pegasus,uk,ireland,small #businesses,finance,financial,modular,integrated,32bit,32-bit,sme,smes,payroll,human #resources,hr,personnel,general,nominal,management #reports,cashbook,bank #reconciliation,banking,sales,debtors,purchase,inventory,traceability,stock,order #processing,invoicing,purchasing,sop,pop,ecvat,job #costing,costing,fixed #assets,bom,bills #of #material,work #in #progress,edi,crm,vat,bacs,electronic #payments,credit #control,manufacturing,mrp,engineering,distribution,epos,retail,wholesale,multi-currency,multicurrency,multi #currency,emu,euro,single #currency,xml,web #trading,ecommerce,web #reporting,internet,extranet,intranet,paye,ir31,p14/60,p35,inland #revenue #tax #credits,national #insurance,ssp,smp,student #loans,basda,custom #& #excise,windows,nt,resellers,dealers,partners,opera #ii #small #business,opera #ii #enterprise,excel #reporting,integration,excel #accounting #software,reporting,business #intelligence,olap,cube #analysis,performance #management,drill #down,management #accounts


Opera 3 Payroll & HR

  • Multi-user, with Company and Group password control and menu level access restriction
  • Full integration with Opera 3 Document Management
  • Links to the Nominal Ledger, Cashbook and Costing Financial modules of Opera 3
  • Definable cheque and payslip designs to suit Company stationery requirements
  • Create unlimited Companies with unlimited employees per Company
  • Weekly, fortnightly, four weekly and monthly paid employees can be maintained all in one company
  • Employee profiles for efficient employee record creation
  • Employee payment details and payslip images can be retained for up to 999 pay periods
  • Payslips from past periods can be reprinted at any time
  • Employees can be paid via BACS, reducing the time and costs required to process payments
  • Submit Year-End Returns via the Government Gateway using the Pegasus Online Filing Manager
  • In-Year P45(1), P45(3) and P46 file generation for online submission using the Online Filing Manager
  • Filtered Historical employee record processing to current legislative bandwidths
  • Automated Director’s National Insurance calculations
  • Multiple Pension Scheme management
  • Track report on key field changes for the Payroll year using the Audit Log
  • Backup and Restore facility
  • Fully automated SSP, SMP and SPP (Birth) processing and reporting, with complex legislation built in
  • Automated Attachment Orders processing and reporting
  • Retrospective NI code changes with automatic adjustment value calculation and processing
  • Caters for Holiday pay across year-end

Employee Records

  • Address, bank details and holidays
  • Tax and National Insurance To-Date details
  • Payments and deductions – permanent and temporary values, retained units and rates, zero this period facility
  • Quick calculation – showing net pay, total deductions and NI’able earnings
  • Retained History with payslip image drill down
  • Employee photograph attachment
  • Ability to embed documents, spreadsheets etc, via OLE technology


  • Departmental reporting
  • Payslip, cheque and BACS list generation
  • P35, P14 and P60 End-of-Year reports
  • P45(1), P45(3) and P46 In-Year reports
  • P11 Deductions Working Sheet
  • P32 employer’s Payment Record, with payment and funding recording and multi-company consolidation
  • This Period and To Date summaries
  • Comprehensive statutory payments, Attachment Orders and pension contribution reports
  • Additional Reporter module available, for the creation of your own reports


  • Mixed Pension schemes per company
  • Stakeholder Pensions
  • Fixed amount
  • Percentage of definable figure
  • Group Personal Pension
  • COMP
  • COSR
  • Freestanding AVC
  • Up to three different LEL/UEL criteria
  • Employee diary showing sickness, holidays, maternity and compassionate leave, and training
  • Variable employee working patterns reflected within the diary
  • Accurate days, hours and minutes event recording and analysis
  • Keep records for up to 99 years, including job changes and salary updates
  • Pro-rata holiday entitlement and holiday carry-over


  • Comprehensive, context senstive help

Extended Information Sources

  • Export information to Microsoft products such as Word and Excel
  • Send reports via e-mail
  • Payroll administrator and management reports delivered via e-mail
  • Regularly notify staff of remaining holiday entitlement automatically by e-mail
  • Automatically notify managers of Payroll requirement by e-mail

HR Certification #hr #training #certification


HR Certification – Professional Certification in Human Resources

Getting certified in human resources is a way to show prospective employers that you meet certain national standards in the industry. The national body that administers the certifications and exams is the HRCI, Human Resource Certification Institute. The following are the most common types of certifications available:

PHR Certification – Professional in Human Resources

The PHR certification is the most common type pursed in the industry and is designed for the entry to mid level HR professional. To be eligible for the exam, you must fall within one of the following scenarios:

  • 1 year of HR experience with a masters degree or higher level of education
  • 2 years of HR experience with a bachelors degree
  • 4 years of HR experience with education less than a bachelors degree

The exam will test you on human capital development, labor laws, employee relations fundamentals, risk management, and strategic development. Learn more about PHR Certification .

SPHR Certification – Senior Professional in Human Resources

The SPHR, just as it states, is for the senior level or more experienced human resource professional. Eligibility requirements, according to the HRCI, for the SPHR are as follows:

  • 4 years of HR experience with a masters degree or greater
  • 5 years of HR experience with a bachelors degree
  • 7 years of HR experience with education level less than bachelors degree

The SPHR exam covers the following topics: strategic development, workforce planning and employment, human resource development, employee and labor relations, rewards programs, and risk management. Learn more about SPHR Certification .

GPHR Certification – Global Professional in Human Resources

The GPHR is designed for the HR professional who works across international lines and must have an understanding of the profession when dealing with different countries and national guidelines. The GPHR will test you on the following areas: strategic HR management, organizational effectiveness, employee development, global staffing, international assignment management, global compensation benefits, and international worker relations, laws, and regulations. The eligibility guidelines are as follows:

  • 2 years of global HR experience with a masters degree or greater
  • 3 years of HR experience ( 2 of the 3 must have been within a global context) with a bachelors degree.
  • 4 years of HR experience (2 of the 4 must have been in a global context) with education levels less than a bachelors degree.

PHR-CA and SPHR-CA – For HR Professionals in California

The certification for professionals working in the state of California is designed to be a supplemental certification that focuses on the specific laws regulations that may differ from federal laws. Before you can become certified for the California specific designation, you must first pass the general PHR or SPHR exam.

Human Resources Certification By State

Performance Management Systems from #hr #software #systems


Performance Management Systems

What is a Performance Management System?

Systems that facilitate the attainment of individual and corporate goals. Performance Management systems enable you to track and monitor the performance of individual employees, departments, and the organization overall.

These systems are often based on organizational and job specific competencies which need to be obtained for successful job performance.

The components included in Performance Management systems include:

  1. Lists of Accomplishments
  2. Goals and Objectives
  3. Results from 360-Degree Feedback Processes
  4. Supervisor Ratings
  5. Individual Development Plans

At HR-Survey, we can combine each of these aspects into a single assessment tool administered at one time or administered over a period of weeks (or months).
Effective Performance Management Systems:

  1. Are fair, consistent, and reliable
  2. Use established performance measures
  3. Supported by managers and executives
  4. Communicates performance expectations regularly
  5. Hold employees accountable for their actions
  6. Promotes continuous employee development
  7. Are flexible and efficient
  8. Aligns individual goals to the department and organization
  9. Seek to maximize employee performance
  10. Can be used for succession planning
  11. Links performance to compensation, rewards, and recognition

What are the responsibilities of the employees?

  1. Seek constructive feedback from others
  2. Engage in professional development activities
  3. Keep track of their performance throughout the year
  4. Conduct self-assessment
  5. Participate in an Individual Development Plan
  6. Develop effevtive and challenging goals

What are the responsibilities of managers/supervisors?

  1. Review the employee’s performance in a timely manner
  2. Hold employees accountable for completing the process on time
  3. Provide feedback to the employee
  4. Recognize employees for their contributions
  5. Ensure rewards are fair

Effective Goals are (SMART):

  1. S pecific
  2. M easurable
  3. A ctionable
  4. R ealistic
  5. T imely

How are Performance Management Processes used?

These processes are often administered on an annual basis. They can be administered as frequently as every 3 months (quarterly). The process is driven by documents such as Job Descriptions, position requirements, department goals and objectives. Performance measures such as units/costs/errors/productivity can be used for determining acceptable levels of job performance.

These processes can be used to determine compensation such as bonus/merit pay, variable pay, and/or pay raises. These processes can be used to reward and recognize employees for outstanding job performance.

New Advances and Use of Technology

The process of performance management can be easily administered through the use of technology. Not just in monitoring performance, but also in keeping track of measures, goals, and objectives. Also, computers are instrumental in gathering and collating information from a variety of sources. For example, the Performance Management Process may use information from individual job descriptions as criteria, combined input from 360-Degree Feedback surveys, and a Supervisor Appraisal form. These varied sources are all computer based and the Performance Management System can help collate and organize that information.

Performance Management Process

Traditional Performance Appraisal

  • Incorporates Criteria from Job Descriptions
  • Includes various measures of performance
  • Includes Self-Assessment
  • Includes feedback from Peers and Direct Reports
  • May require review by senior leadership and/or HR
  • Conducted Annually, quarterly, or may have components throughout the year
  • Uses objective measurable criteria

  • Administered by Supervisor
  • Standard Form that is common to all employees
  • Does not require review by others
  • Conducted annually
  • Criteria for evaluation may not match the employee’s actual job duties or description
  • Criteria for evaluation may be vague and subject to interpretation and subjectivity

Objective. Performance Management Systems use objective and measurable criteria for assessing employee performance. Criteria that is specific to the individual being assessed.

Individual Performance vs Organizational Performance

With Performance Management Systems, an individual’s job performance criteria may also include organizational performance measures. The organization’s goals become part of the requirements for individual employees. Employees that achieve these goals are rewarded with positive reviews.

Incorporating 360-Degree Feedback into the process

In assessing an employee’s performance, supervisors and managers may find it useful to consider the opinions of this person’s peers and/or direct reports. Supervisors and managers could try to collect this feedback on their own by soliciting comments from others who work with this individual. It is possible, however, to incorporate the results of a 360-degree feedback survey directly into the Performance Management Process. This 360-degree feedback can include quantitative as well as text based feedback to help the supervisor get a better picture of the employee’s job performance within the organization.

MVP Managed Services #administering #aca, #administrative #solutions, #alternatives #to #aso, #alternatives #to #peo, #back #office #providers, #back #office #support, #benefits #administration, #compliance #solutions, #cost #effective #workers #compensation #insurance, #employer #of #record, #hr #consulting, #hr #support, #human #resources, #independent #staffing #company #resources, #integrated #payroll #options, #loss #control, #managed #services, #options #to #a #captive #insurance, #outsource #hr, #pay #as #you #go, #payroll #processing, #payroll #services, #personnel, #personnel #administration #risk #management #consulting, #regulatory, #simplified #back #office, #single #system #pay #and #bill #solution, #staffing #resources, #staffing #support #services, #turnkey #staffing #solutions, #workers #compensation #coverage, #workers #compensation #insurance


MVP Managed Services is a division of MVP Staffing, which provides Temporary, Temp-to-perm and Direct Hire staffing services for a wide range of industries. With exceptional local market expertise as well as nationwide capabilities, MVP Staffing is a turnkey solution built on responsiveness and a commitment to long-term relationships.


Privacy Policy

This privacy policy sets out how Most Valuable Personnel (MVP) uses and protects any information that you give MVP when you use this website.

MVP is committed to ensuring that your privacy is protected. Should we ask you to provide certain information by which you can be identified when using this website, then you can be assured that it will only be used in accordance with this privacy statement.

MVP may change this policy from time to time by updating this page. You should check this page from time to time to ensure that you are happy with any changes. This policy is effective from August 25, 2015.

What we collect
We may collect the following information:

  • name and job title
  • contact information including email address
  • demographic information such as postcode, preferences and interests
  • other information relevant to customer surveys and/or offers

What we do with the information we gather
We require this information to understand your needs and provide you with a better service, and in particular for the following reasons:

  • Internal record keeping.
  • We may use the information to improve our products and services.
  • We may periodically send promotional email about new products, special offers or other information which we think you may find interesting using the email address which you have provided.
  • From time to time, we may also use your information to contact you for market research purposes. We may contact you by email, phone, fax or mail.
  • We may use the information to customize the website according to your interests.
  • We may provide your information to our third party partners for marketing or promotional purposes.
  • We will never sell your information.

We are committed to ensuring that your information is secure. In order to prevent unauthorized access or disclosure we have put in place suitable physical, electronic and managerial procedures to safeguard and secure the information we collect online.

How we use cookies
A cookie is a small file which asks permission to be placed on your computer s hard drive. Once you agree, the file is added and the cookie helps analyze web traffic or lets you know when you visit a particular site. Cookies allow web applications to respond to you as an individual. The web application can tailor its operations to your needs, likes and dislikes by gathering and remembering information about your preferences.

We use traffic log cookies to identify which pages are being used. This helps us analyze data about web page traffic and improve our website in order to tailor it to customer needs. We only use this information for statistical analysis purposes and then the data is removed from the system.

Overall, cookies help us provide you with a better website, by enabling us to monitor which pages you find useful and which you do not. A cookie in no way gives us access to your computer or any information about you, other than the data you choose to share with us. You can choose to accept or decline cookies. Most web browsers automatically accept cookies, but you can usually modify your browser setting to decline cookies if you prefer. This may prevent you from taking full advantage of the website.

Links to other websites
Our website may contain links to enable you to visit other websites of interest easily. However, once you have used these links to leave our site, you should note that we do not have any control over that other website. Therefore, we cannot be responsible for the protection and privacy of any information which you provide whilst visiting such sites and such sites are not governed by this privacy statement. You should exercise caution and look at the privacy statement applicable to the website in question.

Controlling your personal information
You may choose to restrict the collection or use of your personal information in the following ways:

We will not sell, distribute or lease your personal information to third parties unless we have your permission or are required by law. We may use your personal information to send you promotional information about third parties which we think you may find interesting if you tell us that you wish this to happen.

You may request details of personal information which we hold about you under the Data Protection Act 1998. A small fee will be payable. If you would like a copy of the information held on you please write to Most Valuable Personnel, 1751 Lake Cook Rd, Suite 600, Deerfield, IL 60015.

If you believe that any information we are holding on you is incorrect or incomplete, please write to or email us as soon as possible, at the above address. We will promptly correct any information found to be incorrect.

Home – Integrity Outsource #why #outsource #hr


Welcome to Integrity Outsource

Running a business is difficult. The larger it gets the more difficult it becomes. Administrative tasks like payroll and human resources are not profit centers and should be outsourced to experts.

At Integrity Outsource we take paperwork off of your desk and free your calendar to focus on the vital factors that matter.

Our PEO will save you time and allow you to get back to business; no more HR headaches or payroll hassles. A quick consultation to cover your needs our professionals will have you up and running in no time.

Our people, systems, software, and experience bring value to your company. We have a heart for service, respond quickly to client needs and business owners, Chief Financial Officers and Office Managers love us; we think you will too.


“Thank you to you and your team for your support and hard work in making this transition as smooth as possible.” Owner, In Home Healthcare Company “Thanks very much. And this was incredibly quick…I really appreciate you.” Owner, Franchise Restaurant “Thank you! Once again. You are wonderful!” Owner, Franchise Hair Salons “Thank you very much for the quick response and these documents (job descriptions). They are terrific.” Executive Director, Non-profit Youth Sports Organization “Thank you so much! I have a lot to learn and truly appreciate your taking the time to explain.“ CFO, Real Estate Development Company “Thanks! You guys are ‘awesome’ from the little stuff to the big stuff! You guys so Rock! Thank you” Office Manager, Interior Design Company “I approved the payroll, that was super easy. Your system much more intuitive.” Owner, Retail Store “It’s been nothing short of a pleasure since we came on board with Integrity Outsource, I am happy to take the time to congratulate you on your fantastic team!” Office Manager, Interior Design Company “I think this is a great solution! Thanks for being there for us.” Senior Administrative Assistant, Non Profit for Special Needs Kids “I really appreciate the great customer service. You really went the extra step to help us out. Have a great weekend.” President, Healthcare Management Company “Thank you for the login, you are correct, the site is clean and simple! You have been fantastic to work with and I will definitely refer to you for future clients PEO needs!” Medical Doctor “Best customer support goes to. you! THANK YOU” Owner, In Home Healthcare Provider



Human Resources and Payroll – George Mason University #payroll #and #hr #services


Human Resources and Payroll

Posted June 23, 2017

Social Well-Being: Mason Kids Club

Wondering what to do with your school-age child between the ages of 6-11 once camp ends and school hasn t started? Sign up for Mason Kids Club, managed by the George Mason University Child Development Center, from August 14-August 25. Two one-week sessions will be offered with fun, hands-on activities and engaging campus field trips. For details and registration, please visit If you have any questions, please call the Child Development Center at 703.993.5960.

Posted June 21, 2017

Non-Exempt Employees Can Choose Leave or Pay for Their Overtime Hours

Effective August 1. non-exempt employees (i.e. overtime eligible for all hours over 40 worked in a week) can initiate or change their election regarding how their overtime is to be handled by the Payroll Department. All non-exempt employees have the option of being paid for their overtime (which is the default) or to accumulate their overtime as leave.

If a non-exempt employee has made an election in the past and does not want to change their election, they do not have to do anything. If they want to continue to receive pay for any overtime earned, they also do not have to complete a form. However, if the non-exempt employee would like to change their election from receiving pay to receiving leave or receiving leave to receiving pay, they need to complete an Overtime Leave Agreement Form and submit it to the Payroll Department no later than Friday, September 8.

Unfortunately this deadline is firm and we cannot accept forms after that date.

Please remember that an election commits the employee to their choice for one year until the next open enrollment period. This means that if the non-exempt employee elects leave accumulation he or she will receive leave and not pay for any overtime worked during the next academic year.

Please contact Catalina Wheat at 3.2751 if you have any questions.

Posted May 31, 2017

Posted May 17, 2017

Important Changes to Fiscal Year End Biweekly Payroll Processing

Because of the fiscal year end roll process, it will be necessary to make a change to the biweekly payroll processing schedule. The biweekly payroll, for the pay period June 11 to June 24, pay date June 30, 2017 will be processed one (1) week earlier.

In order to meet this schedule:

Timesheets must be submitted by midnight Sunday June 18th .

Approvals must be completed by 1pm on Monday June 19th .

This means that you will be submitting/approving timesheets prior to the end of the pay period. Please submit estimated hours for the work days of June 19th through June 24th. If actual hours worked differ, a corrected timesheet must be completed, approved and faxed to payroll (703.993.2601) no later than Friday June 30th.

This situation only impacts timesheet submission and approval; there is no change in the actual pay date which remains June 30. Because of the limited time for processing, late timesheets will be held and paid on the next biweekly payrun (pay date July 14, 2017)

Posted November 1, 2016

IRS Limits for 2017

The IRS announced cost-of-living adjustments (COLAs) affecting the dollar limits for pension plans and other retirement-related items for the 2017 tax year. There is no change from 2016. Participants under age 50 can contribute up to $18,000 in the Supplemental Retirement Plan (403(b)) program and the Virginia Deferred Compensation Plan (DCP) (457). Participants age 50 and over can contribute $24,000 in each plan. If you wish to change your 403(b) contribution, please complete a 403(b) salary reduction agreement and return to Benefits at MS 3C3. If you wish to change your 457 contribution, please call ICMA-RC at 1-VRS-DC-PLAN1 (1-877-327-5261), or log into your account at .

Mason is a proud member of

Mba energy management #energy #management #program, #best #energy #management #program #in #india, #mba #in #energy #management, #pgdm #energy #management, #pgp #in #energy #management, #best #mba #in #energy #management, #energy #management #in #india, #premier #business #school #in #india, #management #institute #in #delhi, #pgp #in #international #marketing #(im), #pgp #in #human #resource #(hrm), #pgp #in #public #policy #management #in #india, #hr #institute #in #india, #pgdm #marketing #institute #in #north #india, #mba #admissions #2016


Post Graduate Programme in Energy Management (PGP-EM)

Objectives of the Programme

To cope with new realities and changing contours of the Energy/Power & allied sector in India, MDI’s Energy Management Programme focuses on developing future leaders who:

  • Believe in leading change rather then managing change
  • Integrate thoughts with action
  • Create an impact to make a difference wherever they go
  • Are trained and developed as the best talent to meet the challenges of developing and managing Energy/Power & Allied sector in India
  • Would be well-equipped with the salient features of functional areas of management
  • Would share experiences on national and international best practices and innovations in community-based participative model
  • Would be facilitators for awareness, understanding and implementation of enactments related to energy/power.

Thus, the mission of the programme at MDI is to prepare global leaders who create, manage and effectively lead change in the energy/power & allied sector. These leaders are expected to create winning institutions in the emerging corporate Olympiad. The programme also sensitizes them on ethical issues.


Teaching is based on recent research material and experience gathered from around the world. The pedagogy is highly interactive. It envisages substantial participation and action learning. Teaching methods include lectures, cases, seminars, group discussions, business games, role plays, simulations, exercises, structured and unstructured group work and field visits. The emphasis is on involving each participant to make learning participant-centric and help them relate the concepts, ideas, and theories to their own experiences. Consistent with recent advances in training technology, the programme integrates the use of latest IT and computing technologies with learning in different functional areas.

Group Activities

Substantial work is assigned to the participants in small groups. This provides an opportunity to examine a problem collectively and to learn from each other’s experiences. The group learning activities can be broadly classified into two:

  • Group assignments with presentations and case analysis
  • Group tasks-assignments that involve learning by doing.

Industry Visits

In order to have the first hand experience of the best practices in energy/power & allied sector in India, MDI organizes industry visits for the benefit of the participants.


The first four terms are residential on Campus and the fifth term is devoted exclusively to the dissertation work. The tentative term dates are as follows:


On successful completion of the Programme requirements, participants are awarded a Post Graduate Diploma in Management (Energy Management) which has the approval of the All India Council of Technical Education, Government of India. The Programme is also accredited by AMBA.

HR Software for UAE – HR Management with Payroll System #payroll #software, #hrms, #hr #management, #hr #software, #payroll #software #uae, #payroll #software #dubai, #wps #system, #hr #and #payroll #software, #payroll #accounting, #hr #payroll #software, #dubai #payroll, #wages #protection #system, #software #companies #in #dubai, #wps, #document #management #system, #wps #payroll #software, #document #expiry #reminders


Benefits of EasyHR Software

Employee Management Document Expiry Reminders

EasyHR is a very easy to use HR Management Payroll software. You can manage complete details of your employees in the software. All those document which you take care of your employees like passport, visa, emirates ID etc. EasyHR reminds you to renew those documents before expiry date. You can also attach unlimited documents with each employee record in the software.

Easy Payroll Calculation

In one click, EasyHR takes Basic Salary + Allowances – Deductions and prepares Standard Salary Statement, Payslips WPS SIF file. Software can email payslips in a click. You can import over time absents in the month to calculate salary accordingly. Software saves your lot of time to do complicated payroll calculations of allowance, deductions, absents, cash advance installment deductions & over time etc

Main Features

Maintain Employee records with basic details, salary, passport visa, qualification experience. Set Basic salary, unlimited allowances deductions much mor.

Document Expiry Reminders

Dashboard with documents expiry reminders like Passport, Visa, Emirates ID, Leave due etc. Also reminders for Company Trade License, Tenancy contracts other renewals.

Save unlimited documents witheach employee records to view or print later, when you need. It accepts all common format like word, excel or pdf etc. You can attach documents with your company and vehicle records also.

Increment Leave History

Keep record of salary increments annual leave. EasyHR Helps you to take decision if it is right time to give increment. Enter record of vacation when someone goes on leave and it calculates total taken vacation balance of each employee.

Expenses Issued Assets

Keep History of all expenses occurred on each employee and record of all issued assets to each employee, so you can take back when employee leaves company..

It Calculates Monthly salary automatically in one click. Like (Basic + Allowances + Over time) – (Deduction + Loan Installment + leave deduction).

Salary Statement Pay Slips

It prepare monthly salary statement. You can Email Pay Slips to all employees in one click. Option to print single pay slip or all for the month in one click.

Automatic WPS .Sif File

Based on salary calculations, Software creates WPS .SIF file automatically. EasyHR have option to convert to excel format also. We can configure it to prepare non-standard WPS file also. No need to do anything manually, not even file name.

Employee Loan Mgmt

Manage records history of given cash advance to employees and EasyHR deducts installment from salary automatically until recovered full loan. Software offers flexibility to skip or change deduction for any month..

Company Vehicle Module

Maintain Basic detail of company, Trade license, Tenancy contracts, Insurance and other contracts. Network ready, multi company multi user software with module level access rights.

Human Resource Management (HRM) – Definition and Concept #hrm, #human #resource #management, #what #is #human #resource #management, #human #resource #management #definition, #hr #management


MSG Management Study Guide

Human Resource Management (HRM) – Definition and Concept

We often hear the term Human Resource Management, Employee Relations and Personnel Management used in the popular press as well as by Industry experts. Whenever we hear these terms, we conjure images of efficient managers busily going about their work in glitzy offices.

In this article, we look at the question what is HRM ? by giving a broad overview of the topic and introducing the readers to the practice of HRM in contemporary organizations. Though as with all popular perceptions, the above imagery has some validity, the fact remains that there is much more to the field of HRM and despite popular depictions of the same, the art and science of HRM is indeed complex. We have chosen the term art and science as HRM is both the art of managing people by recourse to creative and innovative approaches; it is a science as well because of the precision and rigorous application of theory that is required.

As outlined above, the process of defining HRM leads us to two different definitions. The first definition of HRM is that it is the process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities. This is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function that was used earlier.

The second definition of HRM encompasses the management of people in organizations from a macro perspective i.e. managing people in the form of a collective relationship between management and employees. This approach focuses on the objectives and outcomes of the HRM function. What this means is that the HR function in contemporary organizations is concerned with the notions of people enabling, people development and a focus on making the employment relationship fulfilling for both the management and employees.

These definitions emphasize the difference between Personnel Management as defined in the second paragraph and human resource management as described in the third paragraph. To put it in one sentence, personnel management is essentially workforce centered whereas human resource management is resource centered. The key difference is HRM in recent times is about fulfilling management objectives of providing and deploying people and a greater emphasis on planning, monitoring and control.

Whatever the definition we use the answer to the question as to what is HRM? is that it is all about people in organizations. No wonder that some MNC s (Multinationals) call the HR managers as People Managers, People Enablers and the practice as people management. In the 21st century organizations, the HR manager or the people manager is no longer seen as someone who takes care of the activities described in the traditional way. In fact, most organizations have different departments dealing with Staffing, Payroll, and Retention etc. Instead, the HR manager is responsible for managing employee expectations vis-�-vis the management objectives and reconciling both to ensure employee fulfillment and realization of management objectives.

In conclusion, this article has briefly touched upon the topic of HRM and served as an introduction to HRM. We shall touch upon the other topics that this field covers in other articles.

Following are the important concepts of Human Resource Management:

Similar Articles Under – Human Resource Management

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What Is A PhD?

Brief definition

In the UK, a PhD stands for Doctor of Philosophy , sometimes referred to as a doctorate . It is the highest level of degree that a student can achieve. At some institutions, including Oxford University, a Doctor of Philosophy is known as a DPhil. It is distinct from professional doctorates such as an Engineering Doctorate (EngD).

PhD Entry requirements

An undergraduate degree is a minimum requirement and many will also require a master s degree (such as an MA, MSc or MRes). Some funded PhD s will be on a 1+3 basis, which is one year of a master s plus three years of PhD funding.

How to apply for a PhD

Prospective PhD students are usually expected to submit a research proposal to the department they wish to undertake their study in. Some departments will encourage students to discuss their ideas with an academic working in that field first. The proposal will outline what they intend their research to investigate, how it relates to other research in their field and what methods they intend to use to carry out their research. Some PhD s however, particularly in the sciences, are advertised as studentships where the research aims are more prescriptive.

How long is the course?

A PhD usually lasts three years (four for a New Route PhD see below), or rather, any available funding usually lasts for that time. Students may be able to take extra time in order to complete their thesis but this will usually be at their own expense. For part-time, self-funded students, a PhD can take up to seven years.

What s involved

A PhD usually culminates in a dissertation of around 80,000-100,000 words, based on research carried out over the course of their study. The research must be original and aim to create new knowledge or theories in their specialist area, or build on existing knowledge or theories. Many departments initially accept students on an MPhil basis and then upgrade them to PhD status after the first year or two, subject to satisfactory progress. Students who are not considered to be doing work appropriate for PhD level can instead submit a shorter thesis and gain an MPhil.

There is little taught element in a PhD students are expected to work independently, supported by their department and a supervisor. There may be seminars to attend and/or lab work to complete, depending on the subject. During their study, students will try and get academic papers published and present their work at conferences, which will allow them to get feedback on their ideas for their dissertation.

New Route PhD

Introduced in 2001, the New Route PhD is a four-year programme that combines taught elements, including professional and transferable skills, with the student s research. There are now hundreds of NRPhD students studying a variety of subjects at a consortium of universities across the UK. Check for further information and a list of participating universities.

Career prospects for PhD Students

PhD graduates who go on to work in academia usually start off by undertaking postdoctoral research and then a fellowship or lectureship. Other career options will depend on what the PhD was in commercial research is an option for some, and many are able to use their specialist knowledge and research skills in areas of business and finance.

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