Introduction The Human Resource Department deals with management of people within the organisation.

There are a number of responsibilities that come with this title. First of all, the Department is responsible for hiring members of staff; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.

Human Resource Management is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value. Definition The administrative discipline of hiring and developing employees so that they become more valuable to the organization.

Human Resource management includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7)

appraising performance, (8) resolving disputes, (9) communicating with all employees at all levels. Formerly called personnel management.

Role of the HR Department

Human Resource Management (HRM) refers to that part of an organisations activities designed to attract, train, develop and maintain an effective workforce. Some activities and roles undertaken include:

* drawing up job descriptions, * organising the process of recruiting and selecting new staff, * organise training (e.g. induction training for new staff), * arrange and conduct performance appraisal, * planning future staffing requirements, * handling grievances, * implementing HRM policy, e.g. equal opportunities (line managers are expected to be aware of all legal requirements affecting HRM). The HRM department in an organisation is likely to fulfil a number of different roles:

The executive role Here, the HRM department is seen as the expert in matters relating to Human Resource Management and makes decisions about what should be done in this area. For example, the HRM department will ensure that organisational policies are developed in line with legal requirements, will decide to produce information booklets on training, etc.

The audit role In this capacity, the HRM department monitors organisational activities to ensure that HRM policies are being properly implemented by all concerned.

The facilitator role This role requires the HRM department to facilitate the work of other managers in the organisation and help them to acquire and use the skills, techniques and attitudes that they need to make sure that HRM

policies are implemented throughout the organisation. For example, team leaders could be given training to help them respond to, and deal with, complex relationships between team members that may involve HRM issues such as grievances, equal opportunities, human resource planning, etc.

The consultancy role In this role, the HRM department provides advice and guidance to managers at all levels on matters to do with the management of people. The service role This requires the HRM department to be the provider of useful information on HRM matters. This is most important in times of change when the organisation needs to make sure that it is up to date with what is happening, for example with changes in legislation on issues like equal opportunities, or with developments in HRM practice or 360-degree feedback.

Objectives of HR roles Human Resources Plays a vital role in any organization and it is important strength of the organization. The main objective or aim of Human Resources is to maximizing return on investments and thereby, reducing the financial risk arousal to the organization. It is the duty of Human Resources management committee of the organization to carry out these activities in a successful, fair, legal and consistent way. In reality, the Human Resources deals through two various worlds: 1. Unionized: Where there is a control through collective agreement and the union stands for employees to management in respect of their wages and salary. 2. Non-Unionized: Where the management has a control over the employees. Human Resource is considered to be part of the business activities and plays an important role in the organizational progress.
To To To To To To To To To To To To To help the organization reach its goals. ensure effective utilization and maximum development of human resources. ensure respect for human beings. To identify and satisfy the needs of individuals. ensure reconciliation of individual goals with those of the organization. achieve and maintain high morale among employees. provide the organization with well-trained and well-motivated employees. increase to the fullest the employee's job satisfaction and self-actualization. develop and maintain a quality of work life. be ethically and socially responsive to the needs of society. develop overall personality of each employee in its multidimensional aspect. enhance employee's capabilities to perform the present job. equip the employees with precision and clarity in transaction of business. inculcate the sense of team spirit, team work and inter-team collaboration.

. . Human Resource Management: Nature Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include: It is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. It tries to help employees develop their potential fully. It encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and wellmotivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc. Human Resource Management: Scope The scope of HRM is very wide: 1. Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc. 2. Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc. 3. Industrial relations aspect-This covers union-management relations, joint consultation,collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. Human Resource Management: Functions In order to achieve the above objectives, Human Resource Management undertakes the following activities: 1. Human resource or manpower planning. 2. Recruitment, selection and placement of personnel. 3. Training and development of employees. 4. Appraisal of performance of employees. 5. Taking corrective steps such as transfer from one job to another. 6. Remuneration of employees. 7. Social security and welfare of employees. 8. Setting general and specific management policy for organizational relationship. 9. Collective bargaining, contract negotiation and grievance handling. 10. Staffing the organization. 11. Aiding in the self-development of employees at all levels. 12. Developing and maintaining motivation for workers by providing incentives. 13. Reviewing and auditing manpower management in the organization 14. Potential Appraisal. Feedback Counseling.

15. Role Analysis for job occupants. 16. Job Rotation. 17. Quality Circle, Organization development and Quality of Working Life. Human Resource Management: Major Influencing Factors In the 21st century HRM will be influenced by following factors, which will work as various issues affecting its strategy: Size of the workforce. Rising employees' expectations Drastic changes in the technology as well as Life-style changes. Composition of workforce. New skills required. Environmental challenges. Lean and mean organizations. Impact of new economic policy. Political ideology of the Government. Downsizing and rightsizing of the organizations. Culture prevailing in the organization etc.

Benefits of HR roles last few decades have seen drastic changes in the human resource management strategies employed by companies. Earlier, human resource management was confined to paperwork related to hiring and payment of the staff in an organization. However, human resource management can now be described as all the procedures required for the management of the people working in an organization. The most valuable resources of any establishment are its employees, as they play a crucial role in the accomplishment of the aims and objectives of any business.

The key functions of human resource management include recruiting people, training them, performance appraisals, motivating them as well as workplace communication, workplace safety, and much more. The benefits of these functions have been discussed here in detail:

Recruitment and Training This is one of the most important responsibilities of the human resource management team. The human resource managers work out plans and strategies of hiring the right kind of people. They design the criteria suitable for a specific job description. Their responsibilities also include formulating the obligations of an employee and the scope of tasks assigned to him. Based on these two factors, the contract of an employee with the organization is developed. When required, they also provide training to the employees according to the requirements of the organization. An organization cannot build a good team of working professionals without the help of a good human resource management team.

Performance Appraisals Human resource management encourages every individual in the organization, to work according to his potential and also helps him increase his potential. The management team communicates with the employees, all the necessary information regarding their performances and also defines their respective roles from time to time. This helps the employee to form an outline of their anticipated goals in much clearer terms and thereby, helps them execute the goals with best possible efforts. Performance appraisals taken from time to time also help in motivating the employees.

Maintaining Work Atmosphere The performance of an individual in an organization is largely driven by the work atmosphere or work culture that prevails at the workplace. A good environment can bring out the best in an employee. A congenial atmosphere gives the employees job satisfaction as well. A good work environment is one of the benefits employees can get from human resource management.

Managing Disputes There are several issues on which disputes may arise between the employees and the managers in an organization. In such a scenario, it is the human resource department which acts as a consultant and mediator to sort out the issues in an effective manner.

Developing Public Relations The responsibility of establishing good public relations lies with the human resource management to a great extent. They organize business meetings, seminars and various official gatherings on behalf of the company in order to establish relationships with other business sectors. Sometimes, the human resource department plays an active role in preparing the business and marketing plans for the organization too.

Any organization, without a proper setup for human resource management is bound to suffer from serious problems while managing its regular activities. For this reason, a lot of stress is given these days for the setup of an effective human resource management system.

last few decades have seen drastic changes in the human resource management strategies employed by companies. Earlier, human resource management was confined to paperwork related to hiring and payment of the staff in an organization. However, human resource management can now be described as all the procedures required for the management of the people working in an organization. The most valuable resources of any establishment are its employees, as they play a crucial role in the accomplishment of the aims and objectives of any business.

Disadvantages of HRM

A human resource management system may take the form of an information management system. An organization uses an HRMS to manage information about its work force. This information helps managers and HR professionals make decisions regarding employees. Without the right information available to decision makers, an HRMS has few applications beyond record-keeping and reporting.

Unauthorized Access
o

When an organization collects personal data about its employees in an HRMS, certain security risks may arise. An organization spends funds to keep employee private information secure against internal and external threats. One disadvantage of an electronic HRMS is that an organization must collect information about who accesses employee private information. This data requires follow up with an audit process, which could result in disciplining or prosecuting an employee who accesses employee data without authorization or without an official purpose.

Specialized Knowledge
o

The need for data control is another potential disadvantage of an HRMS. This data control extends beyond unauthorized access of employee private information. An organization using an HRMS such as PeopleSoft must employ its own set of technical staff to program, troubleshoot, update and support the system. While an HRMS may help an organization reduce the cost of HR personnel, it could increase the requirements for technical staff with knowledge specific to the HRMS solution.

Data Entry Errors

o

An HRMS is also only as good as its human programmers and end users. People with high-level access, such as people who update an HR master file, may enter the wrong information deliberately or in error. If data is improperly updated, changed or lost, an organization can face government fines and other costs associated with damage to the HR master file. Pick a system with lots of internal controls so that one employee cannot make changes to your company's master file.

last few decades have seen drastic changes in the human resource management strategies employed by companies. Earlier, human resource management was confined to paperwork related to hiring and payment of the staff in an organization. However, human resource management can now be described as all the procedures required for the management of the people working in an

organization. The most valuable resources of any establishment are its employees, as they play a crucial role in the accomplishment of the aims and objectives of any business.

The Changing Human Resources Role The role of the HR professional is changing. In the past, HR managers were often viewed as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork. When you consider that the initial HR function, in many companies, comes out of the administration or finance department because hiring employees, paying employees, and dealing with benefits were the organization's first HR needs, this is not surprising. In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. While some need for this role occasionally remains you wouldnt want every manager putting his own spin on a sexual harassment policy, as an example much of the HR role is transforming itself. New HR Role The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor. At the same time, especially the HR Generalist, still has responsibility for employee benefits administration, often payroll, and employee paperwork, especially in the absence of an HR Assistant. Depending on the size of the organization, the HR manager has responsibility for all of the functions that deal with the needs and activities of the organization's people including these areas of responsibility.
y y y y y y y y y y

Recruiting Hiring Training Organization Development Communication Performance Management Coaching Policy Recommendation Salary and Benefits Team Building

y y

Employee Relations Leadership With all of this in mind, in Human Resource Champions, Dave Ulrich, one of the best thinkers and writers in the HR field today, and a professor at the University of Michigan, recommends three additional roles for the HR manager. HR Role: Business and Strategic Partner In todays organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives. The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development. To be successful business partners, the HR staff members have to think like business people, know finance and accounting, and be accountable and responsible for cost reductions and the measurement of all HR programs and processes. It's not enough to ask for a seat at the executive table; HR people will have to prove they have the business savvy necessary to sit there. HR Role: Employee Advocate As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his or her knowledge about and advocacy of the employees. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, engaged, and happy. Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well. In this role, the HR manager provides employee development opportunities, employee assistance programs, gain sharing and profit-sharing strategies, organization development interventions, due process approaches to employee complaints and problem solving, and regularly scheduled communication opportunities. HR Role: Change Champion The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued.

Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change. The HR professional contributes to the organization by constantly assessing the effectiveness of the HR function. He or she also sponsors and supports change in other departments and in work practices. To promote the overall success of his or her organization, the HR professional champions the identification of the organizational strategic plan: mission, vision, values, goals and action plans. Finally, he or she helps determine the measures that will tell the organization how well it is succeeding in all of this. Chennai port profile
Chennai Port, the third oldest port among the 12 major ports, is an emerging hub port in the East Coast of India. This gateway port for all cargo has completed 128 years of glorious service to the nations maritime trade. Maritime trade started way back in 1639 on the sea shore Chennai. It was an open road -stead and exposed sandy coast till 1815. The initial piers were built in 1861, but the storms of 1868 and 1872 made them inoperative. So an artificial harbour was built and the operations were started in 1881.The cargo operations were carried out on the northern pier, located on the northeastern side of Fort St. George in Chennai. In the first couple of years the port registered traffic of 3 lakh tonnes of cargo handling 600 ships. Being an artificial harbour, the port was vulnerable to the cyclones, accretion of sand inside the basin due to underwater currents, which reduced the draft. Sir Francis Spring a visionary skillfully drew a long-term plan to charter the course of the port in a scientific manner, overcoming both man-made and natural challenges. The shifting of the entrance of the port from eastern side to the North Eastern side protected the port to a large extent from the natural vulnerabilities. By the end of 1920 the port was equipped with a dock consisting of four berths in the West Quays, one each in the East & South Quay along with the transit sheds, warehouses and a marshalling yard to facilitate the transfer of cargo from land to sea and vice versa. Additional berths were added with a berth at South Quay and another between WQ2 & WQ3 in the forties. Indias Independence saw the port gathering development, momentum. The topography of the Port changed in 1964 when the Jawahar dock with capacity to berth 6 vessels to handle Dry Bulk cargoes such as Coal, Iron ore, Fertilizer and non hazardous liquid cargoes was carved out on the southern side. In tune with the international maritime developments, the port developed the Outer Harbour, named Bharathi Dock for handling Petroleum in 1972 and for mechanized handling of Iron Ore in 1974. The Iron ore terminal is equipped with Mechanized ore

handling plant, one of the three such facility in the country, with a capacity of handling 8 million tonnes. The Chennai ports share of Iron ore export from India is 12%. The dedicated facility for oil led to the development of oil refinery in the hinterland. This oil terminal is capable of handling Suezmax vessels. In 1983, the port heralded the countrys first dedicated container terminal facility commissioned by the then prime minister Smt.Indira Gandhi on 18th December 1983. The Port privatized this terminal and is operated by Chennai Container Terminal Private Limited. Having the capability of handling fourth generation vessels, the terminal is ranked in the top 100 container ports in the world. Witnessing a phenomenal growth in container handling year after year the port is added with the Second Container Terminal with a capacity to handle 1.5 M TEUs to meet the demand. To cater to the latest generation of vessels and to exploit the steep increase in containerized cargo the port is planning to welcome the future with a Mega Container Terminal, capable of handling 5 Million TEUs expected to be operational from 2013. The Chennai port is one among the major ports having Terminal Shunting Yard and running their own Railway operations inside the harbour on the East Coast. The port is having railway lines running up to 68 kms and handles 25% of the total volume of the cargo, 4360 rakes (239412 wagons) during 2009-10. The port with three Docks, 24 berths and draft ranging from 12m to 16.5m has become a hub port for Containers, Cars and Project Cargo in the East Coast. The port has handled an all time high of 61.06 Million tonnes of cargo registering an increase of 6.2% over previous year. An increase of 10.14% in handling of cars from 273917 Units in the year 2009-10 when compared with 248697 Units in the year 2008-09 and an increase of 6.39% in handling of containers from 1143373 TEUs in the year 2008-09 to 1216438 TEUs in the year 2009-10. The long term plan for Chennai Port envisages that the Port will mainly handle 4Cs i.e. Containers, Cars, Cruise and Clean Cargo.

Future Plans Master plan for Port Railway, Realigning Rail and Road network. Dedicated Elevated Expressway from Chennai Port to Maduravoyal upto NH4 has been approved by the Government to enhance the hinterland connectivity.

Development of Ro-Ro Terminal and a Multi level car parking facility with a capacity of 5000 cars. Chennai Mega Container Terminal with a continuous quay length of 2 km with 18-22m side along draft. Capable of handling ultra large container ships carrying over 15000 TEUs. The break water extension from existing outer arm will be utilized to develop deep draft oil berth for handling VLCCs.