Bücher von Muthukumar K.

Jede Organisation hat ihre eigenen Humanressourcen, um die internen und externen Personalaktivitäten durchzuführen. Unter den gesamten Personalaktivitäten ist die Verwaltung des Humankapitals, d. h. der Mitarbeiter, die wichtigste Aufgabe jeder Personalabteilung. Die Hauptfunktion der Personalabteilung besteht darin, die Daten der Mitarbeiter zu rekrutieren, zu verwalten und zu speichern, einschließlich ihrer persönlichen Informationen, wie z. B. ihre Arbeitsaufgaben, Arbeitsabläufe, zugewiesene Projekte, Gehälter und vieles mehr, was ihnen eine enorme Arbeitsbelastung ermöglicht. Um die Personalabteilung zu unterstützen, gibt es einige elektronisch basierte HR-Systeme, die HRMS (Human Resource Management System) genannt werden. Unternehmen sollten HRMS-Software mit einer großen Anzahl von Client-Server-Anwendungen, Dienstleistern und Kontrollinstrumenten pflegen.

Las organizaciones tienen sus propios recursos humanos para llevar a cabo las actividades internas y externas de recursos humanos. Entre todas las actividades de recursos humanos, la gestión del capital humano, es decir, de los empleados, es la tarea más importante para cualquier RRHH. La función principal de RRHH es reclutar, gestionar y almacenar los datos de los empleados, que incluyen su información personal, como sus funciones, líneas de trabajo, proyectos asignados, salarios y mucho más, lo que les permite hacer frente a una enorme carga de trabajo. Para ayudar a los RRHH existen algunos sistemas electrónicos de RRHH denominados SGRH (sistema de gestión de recursos humanos). Las organizaciones deben mantener el software HRMS con un gran número de aplicaciones cliente-servidor, proveedores de servicios y herramientas de control.

As organizações dispõem dos seus próprios recursos humanos para realizar as actividades internas e externas de recursos humanos. Entre todas as actividades de recursos humanos, a gestão do capital humano, ou seja, dos trabalhadores, é a tarefa mais importante para qualquer RH. A principal função dos RH consiste em recrutar, gerir e armazenar os dados dos trabalhadores, que incluem as suas informações pessoais, nomeadamente as funções, os fluxos de trabalho, os projectos atribuídos, os salários e muito mais, o que lhes permite enfrentar uma enorme carga de trabalho. Para apoiar os RH, existem alguns sistemas electrónicos de RH denominados HRMS - sistema de gestão dos recursos humanos. As organizações devem manter o software HRMS com um grande número de aplicações cliente-servidor, fornecedores de serviços e ferramentas de controlo.

Organizaciq raspolagaet sobstwennymi chelowecheskimi resursami dlq osuschestwleniq wnutrennej i wneshnej kadrowoj deqtel'nosti. Sredi wseh widow deqtel'nosti, swqzannyh s chelowecheskimi resursami, uprawlenie chelowecheskim kapitalom, to est' sotrudnikami, qwlqetsq wazhnoj zadachej dlq lübogo HR. Osnownoj funkciej HR qwlqetsq podbor, uprawlenie i hranenie dannyh o sotrudnikah, kotorye wklüchaüt ih lichnuü informaciü, w tom chisle ih dolzhnostnye roli, naprawleniq raboty, wydelennye proekty, zarplaty i mnogoe drugoe, chto pozwolqet im sprawlqt'sq s ogromnym ob#emom raboty. Dlq podderzhki HR'ow suschestwuüt älektronnye sistemy uprawleniq personalom, nazywaemye HRMS - sistema uprawleniq chelowecheskimi resursami. Organizacii dolzhny podderzhiwat' programmnoe obespechenie HRMS s ogromnym kolichestwom klient-serwernyh prilozhenij, postawschikow uslug, a takzhe instrumentow uprawleniq.

Chaque organisation dispose de ses propres ressources humaines pour mener à bien ses activités internes et externes en matière de ressources humaines. Parmi l'ensemble des activités liées aux ressources humaines, la gestion du capital humain, c'est-à-dire des employés, est la tâche la plus importante des RH. La principale fonction des RH est de recruter, de gérer et de stocker les données des employés, ce qui inclut leurs informations personnelles, notamment leurs rôles professionnels, leurs domaines d'activité, les projets qui leur ont été attribués, leurs salaires et bien d'autres choses encore, ce qui leur permet de faire face à une énorme charge de travail. Afin d'aider les RH, il existe des systèmes électroniques de RH appelés SGRH (système de gestion des ressources humaines). Les organisations doivent maintenir le logiciel SGRH avec un grand nombre d'applications client-serveur, de fournisseurs de services et d'outils de contrôle.

Un'organizzazione ha le proprie risorse umane per svolgere le attività interne ed esterne. Tra le attività complessive delle risorse umane, la gestione del capitale umano, cioè dei dipendenti, è il compito principale di ogni HR. La funzione principale delle Risorse Umane è quella di reclutare, gestire e archiviare i dati dei dipendenti, che comprendono le loro informazioni personali, tra cui i ruoli, i flussi di lavoro, i progetti assegnati, gli stipendi e molto altro ancora, che consentono loro di affrontare un enorme carico di lavoro. Per supportare le Risorse Umane esistono alcuni sistemi di gestione delle risorse umane basati sull'elettronica, chiamati HRMS (Human Resource Management System). Le organizzazioni devono mantenere il software HRMS con un gran numero di applicazioni client server, fornitori di servizi e strumenti di controllo.

Organization has their own human resources in order to perform the internal and external human resource activities. Among the total human resource activities, managing the human capital i.e. employees is the significant task to any HR. The main function of HR is to recruit, manage and store the employee data which includes their personal information including their job roles, job streams, projects allotted, salaries and many more which allows them to face huge workload. In order to support the HR¿s there are some electronic based HR systems called HRMS- human resource management system. Organizations should maintain HRMS software with a huge number of client server applications, service providers as well as control tools.

A glimpse into the dynamic world of event management and highlights the key themes that will be explored in our comprehensive event management conference, titled Strategic Event Management: Navigating the Modern Landscape. In today's hyperconnected world, events have evolved beyond mere gatherings; they have become powerful tools for organizations to achieve their strategic objectives. This conference seeks to delve into the strategies, trends, and innovations shaping the event management industry. It aims to equip event professionals, marketers, and business leaders with the knowledge and insights needed to plan, execute, and measure the success of events in this ever-changing landscape.

Conversion of coconut shell to copra is one of the time and labour consuming post harvesting process in coconut industry. Conventionally this is done by exposing the coconut shell to open sun light. In addition it takes 3 to 4 days to dry the coconut shell for proper extraction of oil. In a pioneer work, on design and development of a suitable technology for coconut shell drying, a solar drier unit was developed with financial assistance Department of Science and Technology. The closed nature of drier unit increases humidity in the closed atmosphere in the initial stages of drying which if unmonitored spoils the quality of dried copra. Thus monitoring of temperature and RH% in the closed net is done manually and a door placed at the top of net is opened if RH% of the closed space goes above certain value.