CONCEPT AND SCOPE OF HUMAN RESOURCE MANAGEMENT

Ø  CONCEPT AND SCOPE OF
HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

MANAGEMENT OF HUMAN RESOURCES
PRINCIPLES OF HUMAN RESOURCE MANAGEMENT

´  QUESTION PAPER (2017)

1.     EXPLAIN THE CONCEPT AND SCOPE OF HUMAN RESOURCE MANAGEMENT

2.     DISCUSS THE RELATIONSHIP OF HUMAN RESOURCE DEPARTMENT WITH OTHER DEPARTMENTS OF THE ORGANIZATION

3.     EXPLAIN THE PROCESS OF SELECTION OF HUMAN RESOURCES IN ORGANIZATIONS

4.     DEFINE JOB ANALYSIS.HOW IT IS DONE? EXPLAIN ITS SIGNIFICANCE ALSO.

´  SECTION II

1.     DIFFERENTIATE BETWEEN PERFORMANCE APPRAISAL AND POTENTIAL APPRAISAL. EXPLAIN THE TRADITIONAL METHODS OF PERFORMANCE APPRAISAL

2.     DISCUSS THE VARIOUS NON FINANCIAL MEASURES TO MOTIVATE EMPLOYEE

3.     EXPLAIN THE MODEL GRIEVANCE HANDLING PROCEDURES

4.     WRITE THE MAJOR CAUSES OF INDUSTRIAL UN REST IN INDIA.

·         CONTENTS OF THIS LECTURE

·         44 LECTURES ARE THERE IN PLAYLIST OF HRM ON SHASHI AGGARWAL YOU TUBE CHANNEL

·         HERE WE WILL BE DISCUSSING CONCEPT AND SCOPE OF HRM

Ø  CONCEPT OF HRM

´  HUMAN RESOURCES MANAGEMENT IS CONCERNED WITH ALL ASPECTS OF MANAGING THE HUMAN RESOURCES OF THE ORGANIZATION

´  HUMAN RESOURCE MANAGEMENT INVOLVES DETERMINING THE ORGANIZATION’S NEED OF HUMAN RESOURCES,RECRUITING AND SELECTING THE BEST AVAILABLE EMPLOYEES,DEVELOPING COUNSELLING AND REWARDING EMPLOYEES,ACTING AS A LIAISON WITH UNIONS AND GOVERNMENT ORGANIZATIONS AND HANDLING OTHER MATTERS RELATED TO THE WELL BEING OF EMPLOYEES.

´  PERSONNEL MANAGEMENT HAS BEEN TRADITIONALLY VIEWED AS AN INHERENT PART OF THE MGMT WHICH IS CONCERNED WITH HUMAN RESOURCE OF THE ORGANIZATION. IT IS CONCERNED WITH GETTING BETTER RESULT WITH THE COLLABORATION OF PEOPLE.

´  PERSONNEL MANAGEMENT

´  EDWIN B FLIPPO,” PERSONNEL MANAGEMENT IS THE PLANNING ORGANIZING, DIRECTING AND CONTROLLING OF THE PROCUREMENT, DEVELOPMENT COMPENSATION, INTEGRATION AND MAINTENANCE AND SEPARATION OF HUMAN RESOURCES TO THE END THAT INDIVIDUAL AND SOCIAL OBJECTIVES ARE ACCOMPLISHED

´  DURING AND AFTER 1970S, DUE TO MANY CHANGES TAKING PLACE WORLD WIDE INSTEAD OF PERSONNEL MANGEMENT IT IS HUMAN RESOURCE MANAGEMENT

Ø  HUMAN RESOURCE MANAGMENT

·         HUMAN RESOURCE MANAGEMENT IS THAT PART OF MANAGEMENT PROCESS WHICH IS CONCERNED WITH CREATING GOOD RELATIONSHIP IN THE ORGANIZATION AND DEVELOPMENT OF PEOPLE FOR CONTRIBUTING TO THE ORGANIZATIONAL OBJECTIVES.TRADITIONALLY PERSONNEL MANAGERS OPERATED THROUGH PRESSURE TACTICS AND COERCIVE MEASURES BUT HRM AIMS TO ACHIEVE WORKER’S COOPERATION THROUGH TEAM BUILDING,MUTUAL UNDERSTANDING AND MOTIVATION. HRM IS IN FACT AN INTEGRATED APPROACH TO MANAGEMENT OF HUMAN RESOURCES IN THE ORGANIZATION.

´  DESSLER, “ HUMAN RESOURCE MANAGEMENT IS THE PROCESS OF ACQUIRING,TRAINING,APPRAISING AND COMPENSATING EMPLOYEES AND ATTENDING TO THEIR LABOUR RELATIONS,HEALTH,SAFETY AND FAIRNESS CONCERN

Ø  NATURE OF HUMAN RESOURCE MGMT

1.     INHERENT PART OF MGMT:-IT IS PERFORMED BY ALL THE MANGERS THROUGHOUT THE ORGANIZATION RATHER THAN BY THE PERSONNEL DEPARTMENT ONLY.

2.     PERVASIVE FUNCTION:-IT IS PERFORMED BY ALL THE MANAGERS AT EVERY LEVEL AND  EVERY KIND OF ORGANIZATION.

3.     COMPREHENSIVE FUNCTION:-TO MANAGE ALL KIND OF PEOPLE  EOR EXAMPLE WORKERS,SUPERVISORS,OFFICERS,MANAGERS ETC:

4.     BASIC TO ALL FUNCTIONAL AREAS:-PERSONNEL MANAGEMENT PERMEATES ALL THE FUNCTIONAL AREA OF MANAGEMENT

5.     PEOPLE CENTERED:-IS PEOPLE CENTERED AND RELEVANT FOR EVERY KIND OF ORGANIZATION. CONCERNED WITH ALL CATEGORIES OF PERSONNEL FROM TOP TO THE BOTTOM OF THE ORGANIZATION. IT IS APPLICABLE TO BLUE COLLAR WORKERS,MANAGERIAL AND NON MANAGERIAL PERSONNEL ETC

6.     NATURE OF HUMAN RESOURCE MGMT

7.     CONTINUOUS PROCESS

8.     BASED ON HUMAN RELATIONS:-IT IS CONCERNED WITH MOTIVATION OF HUMAN RESOURCES IN THE ORGANIZATION. THE HUMAN BEING ORGANIZATION CAN NOT BE TREATED AS OTHER PHYSICAL FACTORS OF PRODUCTION. IF THE HUMAN RESOURCE MGMT IS EFFECTIVE,HUMAN RELATION IN THE ORGANIZATION WILL BE CORDIAL.

9.     SCIENCE AS WELL AS AN ART:- AS IT INVOLVES THE APPLICATION OF THEORETICAL KNOWLEDGE TO THE PROBLEMS OF HUMAN RESOURCES.

10.  PERSONNEL ACTIVITIES OR FUNCTIONS:-INVOLVES SEVERAL FUNCTIONS CONCERNED WITH THE MANAGEMENT OF PEOPLE AT WORK. IT INCLUDES MANPOWER PLANNING,RECRUITMENT,SELECTION ,PLACEMENT,TRAINING ETC

´  OBJECTIVES

1.     TO PROCURE RIGHT KIND OF PERSONNEL FOR RIGHT JOB AT THE RIGHT TIME

2.     TO PROVIDE RIGHT KIND OF TRAINING

3.     PROPER UTILIZATION OF HUMAN RESOURCES

4.     TO IDENTIFY AND SATISFY OF NEEDS OF INDIVIDUALS

5.     RECONCILIATION OF INDIVIDUAL AND GROUP GOALS

6.     TO MAINTAIN HIGH MORALE

Ø  SCOPE OF HUMAN RESOURCE MANAGEMENT

1.     THE PERSONNEL ASPECT:- IS CONCERNED WITH MANPOWER PLANNING,RECRUITMENT,SELECTION,PLACEMENT,INDUCTION,TRANSFER,PROMOTION,DEMOTION,TERMINATION,TRAINING AND DEVELOPMENT,LAYOFF AND RETRENCHMENT,COMPENSATION MGMT ETC

2.     THE WELFARE ASPECT:-CONCERNED WITH PROVIDING WORKING CONDITIONS AND AMENITIES SUCH AS CANTEENS,CRECHES, REST ROOMS,MEDICAL FACILITIES ETC

3.     THE INDUSTRIAL RELATIONS ASPECT:-MAINTAINING COMPANY’S RELATION WITH ITS EMPLOYEES. IT INCLUDES UNION MGMT,COLLECTIVE BARGAINING,HANDLING OF GRIEVANCE AND SETTLEMENT OF INDUSTRIAL DISPUTES ETC

Ø  SCOPE OF HRM

1.     MANPOWER PLANNING:- DETERMINING THE NUMBER AND KINDS OF PERSONNEL REQUIRED TO FILL VARIOUS POSITIONS IN THE ORGANIZATION.

2.     RECRUITMENT ,SELECTION AND PLACEMENT: EMPLOYMENT FUNCTIONS

3.     TRAINING AND DEVELOPMENT :-FOR INCREASING THE EFFICIENCY AND GROWTH OF EMPLOYEES

4.     APPRAISAL OF PERFORMANCE:-

5.     MOTIVATION OF WORKFORCE: FINANCIAL AND NON FINANCIAL INCENTIVES

6.     REMUNERATION OF EMPLOYEES:-SUFFICIENT COMPENSATION

7.     SOCIAL SECURITY AND WELFARE OF EMPLOYEES:-

8.     REVIEW AND AUDIT OF PERSONNEL POLICIES