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MANAGEMENT
PALLAVI TYAGI
DEFINITION
Scope of Personnel
Aspect
HRM
Welfare Aspect
Industrial
Relations Aspect
SCOPE (CONTD.)
• At enterprise level:
• Good human resources practices can help in
attracting and retaining the best people in the
organization.
• It helps in training people for challenging roles,
developing the right attitude towards the job
and the company, promoting team spirit among
employees and developing loyalty and
commitment through appropriate reward
schemes.
IMPORTANCE OF HRM
• At Individual level:
• It promotes team work and team spirit
among employees,
• It offers growth opportunities to people
who have the potential to rise.
• It allows the people to work with diligence
and commitment.
IMPORTANCE OF HRM
• Procurement:
• Human Resource Planning
• Job Analysis
• Recruitment
• Selection
• Placement
• Induction
• Internal Mobility/Transfers
FUNCTIONS OF HRM
• Development:
• Training
• Executive Development
• Career Planning
• Succession Planning
• HRD Strategies.
FUNCTIONS OF HRM
• Maintenance:
• Health
• Safety
• Social Security
• Welfare
FUNCTIONS OF HRM
• Integration:
• Grievances
• Discipline
• Collective Bargaining
• Participation
• Trade Unions
• Empowerment
• Industrial Relations
FUNCTIONS OF HRM
• Emerging Issues:
• Personnel Records
• HR Research
• HR Accounting
• HR Audit
• Counseling
• Mentoring
• International HRM
STRATEGIC HRM
Line Function
Coordinative Function
Line Authority
Functional Authority
Implied Authority
Functions of
HR Managers
Staff Functions
Staff Authority
Innovator
Employee Advocacy
LINE MANAGERS’ HRM
RESPONSIBILITIES
1. Placing the right person on the right job
2. Starting new employees in the organization (orientation)
3. Training employees for jobs that are new to them
4. Improving the job performance of each person
5. Gaining creative cooperation and developing smooth working
relationships
6. Interpreting the firm’s policies and procedures
7. Controlling labor costs
8. Developing the abilities of each person
9. Creating and maintaining department morale
10. Protecting employees’ health and physical condition
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HUMAN RESOURCE SPECIALTIES
Recruiters
Employment/
Human
Industrial
Resource
Relations
Development
Specialist Human Specialists
Resource
Specialties
Training
Job Analysts
Specialists
Compensation Employee
Managers Welfare Officers
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MINIMUM WAGES ACT, 1948