- Performance appraisal: it is concerned with the evaluation of the performance of the employees on particular job. It provides for a systematic and scientific assessment of the ability of the employees.
- Training: It is an act of increasing knowledge and skill of an employee for doing a job. Training helps the employees to acquire new manipulative skills, technical knowledge, problem solving ability etc. for the better performance.
- Managing development: It identifies the area in which management development programme is required and it develops the managerial and human relations skill of employees by designing and conducting the programmes.
- Career Planning and Development: It is concerned with planning of one’s career and implementing the same by means of education, training, acquiring the job experience and so on. In include the movement of employees within and outside of organisation.
- Organisation development: it aims in improving the organisational performance by a planned intervention. It looks for changing value, attributes, behaviour, organisational structure and managerial practices.
Compensation
- Job evaluation: It measures the work of each job in terms of money. The amount of skills and training required is also measured by this method
- Administration of wages: The term wage generally refers to the money payment made to the workers as a reward for these performances of the assigned work. Administration of wage involves developing and operating suitable wage programme. It also evaluates the effective of the wage programmes adopted.
- Incentive for work: Incentives are generally paid in the form of cash. But incentives need not be confined to the form of money. They may be paid inkin or in any other form. Incentive refers to an inducement given to attain the efficiency in performance. It is given in addition to the normal pay.
- Bonus: an incentive paid to the workers. Something given in addition to what ordinarily received by or strictly due to the recipient.
- Fringe benefits: Fringe benefits are the indirect payments. They are supplementary benefits provided by the employers to the employees over and above the pay. Example: housing facilities, conveyance, medical and other allowances.
Social Security Measures;
a. Workmen
compensation made to the person who suffer from disablement and disease during
the course of employment.
b. Maternity
benefit to women employees
c. Disablement
benefits to the disabled employees
d. Dependent
benefits
e. Retirement
benefits such as provident fund, pension and gratuity.
Maintaining Human Relations
It deals with interaction among
people in work situation in such a manner to motivate them to work together
productively. This function suffers from two drawbacks one is poor
communication and other is indiscipline. The regular contact with the employee
will make aware of the grievances faced by the employee and try to maintain
harmony and discipline in the organisation.
Measuring the effectiveness of
Human Resource Management
- Study of organisational health: A healthy organisation is one which enjoys greater employees’ contribution to organisational goals and their job satisfaction. Labour turnover and absenteeism are the tools used to measure the organisational healthy condition.
- Human Resource Planning: Human resource accounting measure the effectiveness of human resource management by feeding out the cost and value of human resource to the organisation. The value and contribution of human resources to the organisation is higher than the cost of human resource.
- Human Resource Audit: Human resource audit is an examination and evaluation of policies, procedures and practices for determining the effectiveness of human resource management.
- Human Resource Research: It involves survey of job satisfaction, behaviour etc. It collect data regarding various aspects of personnel department, analyse them. The research studies have a details study of the effectiveness of personnel policies, practice and develop more personnel policies, practice etc.
