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INTRODUCTION
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INTRODUCTION
Human resources take active role in the modern economic scenario of any country. The
abundant physical resources alone cannot benefit the growth of the country without
human resource component, which transforms physical resources into productive
resources. In fact, the differences in the level of economic development of the countries
are largely a reflection of the differences in quality of their human resources. The key
element in this proposition is that the values, attitudes, general orientation and quality of
people of a country that determines its economic development.
“People are our most valuable asset” is a cliché which is no member of any management
team would disagree with.
The concept of HRM assumes immense importance as HRM plays vital role in meeting
the challenging requirements of highly skilled & component human resources due to
globalization.
DEFINITION
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MEANING
Human resources management involves all management decisions & practices that
directly affect or influence people or human resources, who work for the organization. In
recent years, increased attention has been devoted to how organizations manage human
resources. This increased attention comes from the realization that an organization’s
employees enable an organization to achieve its goals, & the management of these human
resources is critical to the success of the organization.
HRM is management function that helps managers to recruit, select, train & develop
members for an organization. Obviously HRM is concerned with the people’s dimensions
in organizations. HRM refers to set of programs, functions & activities designed &
carried out.
Human resource management means employing people, developing their resources,
utilizing, maintaining & compensating their services in consonance with the job &
organizational requirements.
CORE ELEMENTS OF HRM
People: Organizations mean people. It is the people who staff & manage organizations.
Integration & Consistency: Decisions regarding people must be integrated & consistent.
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HRM Activities:-
1. HR Planning
2. Job Analysis
3. Job Design
4. Recruitment & Selection
5. Orientation & Placement
6. Training & Development
7. Performance Appraisals
8. Job Evaluation
9. Employee & Executive Remuneration
10. Motivation
11. Communication
12. Welfare
13. Safety & Health
SCOPE OF HRM
NATURE
OF HRM
PROSPECT EMPLOYEE
S OF HRM HIRING
HUMAN
RESOURCE
MANAGEME EMPLOYEE &
INDUSTRIA
L
NT EXECUTIVE
REMUNERATI
RELATIONS
ON
EMPLOYEE EMPLOYEE
MAINTENAN MOTIVATI
CE ON
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OBJECTIVES
Societal Objectives: to be ethically & socially responsible to the needs & challenges of
the society while minimising the negative impact ofsuch demands upon the organisation.
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Operative Functions:
The operative functions of HRM relate to employment, development,
compensation & relations. All these are interacted by managerial functions.
Also, they are to be performed in conjunction with management functions.
• Performance Appraisal
HUMAN • Training
• Management Development
RESOURCE • Career Planning & Development
DEVELOPMENT • Organisation Change
• Organisation Development
• Motivation
• Morale
HUMAN • Job Satisfaction
• Communication
RELATIONS • Grievance & Disciplinary Procedures
• Quality of Work Life & Quality
Circles
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