v Training & Development
v 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.
v Organisational Development
v It aims in improving the organisational performance by a planned
intervention. It looks for changing value, attributes, behaviour,
organisational structure and managerial practices.
v Organisation design
v It involves establishing a appropriate structure for the goal
seeking activities. The structure of an organisation represents the authority
and responsibility between the various positions in the organisation by showing
who reports to whom
v Human Resource Planning
v Human resource accounting measures 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
v Selection and staffing
v Selection involved a series of steps by which the candidates are
screened for choosing the most suitable persons for vacant jobs. The candidates
are of two types, thos who will be offered employment and those who will not be
v Personal Research and Information system
v Compensation Benefit
v 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.
v Employee Assistance
v HRM aims at increasing the employee’s satisfaction and self
actualization to the fullest. It tries to stimulate each employee to realize
the potential. A suitable programme is designed to suit the organisation
betterment.
v Union Labour Relation
v To provide better life and health to the workers. To make the workers happy, satisfied and
efficient. To relieve workers form industrial fatigue and to improve
intellectual, cultural and materials conditions of living of the workers.
Development Instrument
- Performance appraisal
- Role analysis
- Job rotation
- Organizational development exercise
Strategies of HRM
- What are the HRM goals? What is the major purpose in HRM supposed to serve?
- What instrument expected to use?
- What are the ways in which instruments are implemented?
Examples:
L & T
- Feed back and feedback counseling
- To develop a Strong training department
- Organisational development exercise.
TVS LTD
- Oriented performance appraisal system
- Required Training activities
- Man power planning
BHEL
- Employee communication meeting
- Team building programmes
- Survey feedback of organisational health & motivational climate.
BANKS
- External consultant-counseling
- Self review
- Performance review – group discussion
- Identification of constraint
- Skill inventory
- Job rotation
- Manpower planning
- Organisational development exercise.
HRM
instrument subsystem
Need for instrument
- To support the structural and strategic changes made for growth or expansion
- Recognition by the top management of the importance of HRM
- To prepare employee to respond to the increasing problem faced by the organisation both internally and externally
- Improving the image of the company by adding modern instrument .
HRM
system.
- Self appraisal
- Performance planning
- Counseling and identification of training needs
- Performance analysis and development system
- Manager-messenger programmes
- Group training for manager
- Mobile trainer for training
- Priorities for action and instrumental feedback.
Features
of Human Resource Management
- HRM is connected with development of individual at work, as an individual and as a member of the group
- It deals with behaviour, value, ethics and emotional and social aspects of employees.
- It is concerned with the development and maintenance of human resources
- It is an all pervasive concept and each and every person in the organisation is implicated with human resource decisions
- It manages people at all levels of the organisational hierarchy.
- It is on going concept and the management of human resources is needed all the time throughout the year
- It deals with human i.e. personnel in the organisation. Managing the human is not an easy task as individual possess individual personality.
Nature
of Human Resource Management
- Employee working in the organisation exhibit their natural both as an individual and as well as in group action. Normally individual possess technical skills, on one hand and on other hand they have personal feelings, ideas, likes, dislikes, attitudes value etc. Hence managing human resource is complex
- Human beings are considered as complex beings. They mental and physical nature attributes to the organisational performance and productivity
- HRM deals with human relationship. It moulds and develops the human behaviour and attitude towards work. The supervisor sees that the economic satisfaction of working together as members in a group and individual.
- The human resource manager plays a crucial role in understanding the changing needs of the organisation and society. He tries to meet out the challenges tasks in attaining the objects of the employees, Further technological development complicate the role of the personnel manager.
SCOPE OF HUMAN RESOURCE
MANAGEMENT
- Organisation of human resources management department
- Strategic human resource management
- Employment of personnel
- Development of human resource
- Wage and salary administration
- Maintenance of human resource department
- Motivating the human resource
- Maintaining industrial relation
- Participative management
SIGNIFICANCE OF HUMAN RESOURCE
MANAGEMENT
- It increase the importance and honour of individual by providing welfare and freedom in organisational environment.
- It help every member to maximize the contribution by developing and use skills on the job.
- It provide necessary working condition and policies and their motivate the employees for effective team work.
- It provide necessary opportunities to develop punctuality and personality in each individual.
- It help in attaining organisational goals by effective utilization of efforts of human resources.
- By adopting proper recruitment and selection practices, it helps in finding out best people for various jobs and also in placing right person for the right job.
