INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
twilight_1_-_part_1.ppt | |
File Size: | 270 kb |
File Type: | ppt |
v1_twilight_part_2.pptx | |
File Size: | 256 kb |
File Type: | pptx |
June 2, 2011 will remain as a memorable day in my dairy. A day that I eagerly waited , from the moment I was told that my application for the MASTERS PROGRAM was approved. My colleagues, who were also given this wonderful opportunity of improving their learning curve, were equally excited as I was.
I am thrilled about the experience that I will be gaining in every class and the research that I will be taking up based on the needs of my school and the department.
The First session began with exchanging views, understanding MMU and introducing ourselves. We were lucky to meet the cohort 2 students as well. We had Ray and John from MMU to teach us.
Ray led the class into a discussion on the aspects of professional practice in HRM in an educational context along with the session objectives focusing on the changing context of HRM in schools.
He explained the differences between the traditional personnel management and the HRM. The themes of political and the statutory frame work were discussed and the students were given opportunity to share their opinions and experiences.
Major emphasis was laid on the accountability of these frameworks (Efficiency, Effectiveness, Economy, Equity, Value for Money) as well as on becoming proactive than reactive in areas such as performance management, CPD, Planned staffing, equal opportunities, management of morale, motivation, school policies, procedures and rules. The teams were instructed to reflect and discuss on their personal perspectives in the following areas:
My five-member team expressed their views that schools should balance both the frames (Unitarism and Pluralism). We agreed that as far as the vision and mission statement was concerned, schools should have unitarism, ensure that every member is aware about it and frame their short term & long term goals to achieve the desired results. It was further discussed that pluralism can be adpoted to achieve the objectives of the vision and the mission statement, by indivdual departments/units. We came to an understanding that, these two frames are interdependent on each other; schools cannot function efficiently, if these frames are handled separately.
The team that I belonged considered appreciation, collaborative work and motivation as the three positive ways that can make people happy to work in harmony, whereas the three negative things that can lower the efficiency level were demotivation, aggressive behaviour and lack of recognition.
Ray concluded the session by discussing the limitations of HRM.
The presentation on the Human resource management and an introduction on MANCHESTER METROPOLITIAN UNIVERSITY is uploaded on this page.
I am thrilled about the experience that I will be gaining in every class and the research that I will be taking up based on the needs of my school and the department.
The First session began with exchanging views, understanding MMU and introducing ourselves. We were lucky to meet the cohort 2 students as well. We had Ray and John from MMU to teach us.
Ray led the class into a discussion on the aspects of professional practice in HRM in an educational context along with the session objectives focusing on the changing context of HRM in schools.
He explained the differences between the traditional personnel management and the HRM. The themes of political and the statutory frame work were discussed and the students were given opportunity to share their opinions and experiences.
Major emphasis was laid on the accountability of these frameworks (Efficiency, Effectiveness, Economy, Equity, Value for Money) as well as on becoming proactive than reactive in areas such as performance management, CPD, Planned staffing, equal opportunities, management of morale, motivation, school policies, procedures and rules. The teams were instructed to reflect and discuss on their personal perspectives in the following areas:
- What frame should schools adopt (unitarism/pluralism)?
- State 3 positive things about the way people should be managed.
- State 3 negative things that should not be the way schools should be managed.
My five-member team expressed their views that schools should balance both the frames (Unitarism and Pluralism). We agreed that as far as the vision and mission statement was concerned, schools should have unitarism, ensure that every member is aware about it and frame their short term & long term goals to achieve the desired results. It was further discussed that pluralism can be adpoted to achieve the objectives of the vision and the mission statement, by indivdual departments/units. We came to an understanding that, these two frames are interdependent on each other; schools cannot function efficiently, if these frames are handled separately.
The team that I belonged considered appreciation, collaborative work and motivation as the three positive ways that can make people happy to work in harmony, whereas the three negative things that can lower the efficiency level were demotivation, aggressive behaviour and lack of recognition.
Ray concluded the session by discussing the limitations of HRM.
The presentation on the Human resource management and an introduction on MANCHESTER METROPOLITIAN UNIVERSITY is uploaded on this page.