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HRM

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What is Human resource? 1. Human resource of an organisation includes all individuals engaged in various oraganisational activities at different levels. 2. Organisations are made up of people and run by people without popele organisation can not function and exist. 3. Human resources are heterogeneous. They consist of large numbur of individuals each having unique personality, different needs, attitudes and values. 4. Human resource only has created t
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    What is Human resource? 1.   Human resource of an organisation includes all individuals engaged in various oraganisational activities at different levels. 2.   Organisations are made up of people and run by people without popele organisation can not function and exist. 3.   Human resources are heterogeneous. They consist of large numbur of individuals each having unique personality, different needs, attitudes and values. 4.   Human resource only has created the other resources and not vice versa. What is Human resource management ? (Meaning and Definition) 1. Hrm is a management of people at work. 2. Hrm involves recruiting and employing right personnel and developing,retaining and integrating them to achieve competitive advantage. 3. Hrm is basically concerned with creating good relationship between orgnisation and people for contributing to the objectives of the organisation. 4. Hrm is a process of making the efficent and effective use of human resources so that the set goals are achieved. Definition- “H uman resource management is the planning, organising, directing and controlling of the  procurement, development, compensation, integration and maintains of human resources so that individual, organisational and societal objectives are accomplished ”      Objectives of human resource management- (Importance)   1. To help organisation attain its goals by providing well trained and well motivated employees. 2. To utilize human resources effectively and efficiently. 3. To enhance job satisfaction and self-actualization of employees by encouraging and assisting every employee to realize his/her full potential. 4. To establish and maintain productive, self respecting and satisfying working relationships among all the members of the organisation. 5. To bring about individual development of members of the organisation by providing opportunities for training. 6. To recognize and satisfy individual need by offering appropriate monetary and non-monetary incentives.    Werther and Davis have classified the objectives of Hrm into 4 categories. Societal objectives Organisational objectives Functional objectives Personal objectives Features of hrm 1. Science and art:  hrm is a science consisting of principals, techniques, and theoretical knowledge. hrm is an art  because it involves application of those knowledge to the problem of human resources. 2. Challenging function:  hrm is a challenging job because of the dynamic nature of the people. People cannot be treated like machines since they have sentiments and emotions. 3. Continuous function: hrm cannot be practised only one hour each day and one day a week. It requires constant alertness and awareness of human relations.   4. Development function: hrm intends to develop the full potential of employees. Training is given to sharpen and improve their skills. Employees are rotated on various jobs so that they get experience and exposure. 5. People oriented: hrm is all about people at work, both as individuals and groups. It tries to put people on assigned  job in order to produce good result. 6 . Action oriented: Hrm focuses on action, rather than keeping record, written procedures or rules. Scope of hrm The scope of hrm is very wide. The Indian institute of personnel management has specified the scope of hrm as under: 1. Personnel aspect- It concerned with recruitment, selection, placement, transfer, promotion, termination, training and development, lay-off, wages, salary etc. 2. Welfare aspect- It is concerned with working conditions such as canteens, rest rooms, locker rooms, transport, health and safety etc. 3. Industrial relations aspect- It is concerned with the company‟s relations with the employees. It covers union -management issues, settlement of disputes etc.    Functions of hrm- (Role of hr manager) Functions of hrm are divided in two sets- Managerial functions: Operative functions: 1. Managerial functions - A human resource manager performs the function of planning, organising, directing and controlling. 1) Planning- planning involves deciding hr goals, formulating hr policies, preparing hr budget etc. 2) Organising- organising includes the process of allocating tasks among the members of the group. And also maintaining authority-responsibility relationships among them. 3) Directing- directing includes the process of motivating, leading, supervising people. 4) Controlling- controlling includes ensuring that the activities are being carried out as per the stated plans. 2. Operative functions-  1) Procurement function- the first operative function of hrm is procurement. It is concerned with  procuring and employing people who have necessary skills, knowledge and aptitude. It consists of  job analysis, recruitment, selection, placement, orientation. 2) Development function- hrd is the process of improving the knowledge, skills, aptitudes and values of employees so that they can perform the present and future jobs more effectively. 3) Compensation function- it means providing equal and fair remuneration to employees for their contribution to the organisation. 4) Maintenance function- it is concerned with protecting and promoting the physical and mental health of employees. Certain facilities such as medical aid, educational facilities, conveyance facilities, housing facilities etc. Personnel management- (meaning and definition)

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Jul 23, 2017
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