• HUMAN RESOURCE MANAGEMENT
•
DR SHASHI AGGARWAL
•
INTRODUCTION
1.
OF ALL THE TASK OF MANAGEMENT, MANAGING THE HUMAN COMPONENT IS THE CENTRAL
AND MOST IMPORTANT TASK OF MANAGEMENT,
TASK BECAUSE ALL DEPENDS UPON HOW WELL IT IS DONE. ACCORDING TO THE FIVE MS OF
MANAGEMENT I.E MEN,MONEY,MACHINE AND MATERIALS AND METHODS. HRM DEALS WITH FIRST
M WHICH IS MEN. IT IS NOT EASY TO MANAGE THE MEN
2.
HUMAN RESOURCE MANAGEMENT IS CONCERNED WITH ALL ASPECTS OF MANAGING THE
HUMAN RESOURCES OF AN ORGANIZATION
3.
IT INVOLVES DETERMINING THE ORGANIZATION’S NEED OF HUMAN RESOURCES,
RECRUITING AND SELECTING THE BEST
AVAILABLE EMPLOYEES,DEVELOPING,COUNSELLING AND REWARDING EMPLOYEES, ACTING AS
LIAISON WITH UNIONS AND GOVERNMENT ORGANIZATION AND HANDLING OTHER MATTERS
RELATING TO THE WELL BEING OF THE EMPLOYEES
HUMAN RESOURCE MANAGEMENT CONSISTS OF
1.
HUMAN : REFERS TO THE SKILLED WORKFORCE IN AN ORGANIZATION
2.
RESOURCES : REFERS TO LIMITED AVAILABILITY OR SCARCE
3.
MANAGEMENT : REFERS HOW TO
OPTIMIZE AND MAKE BEST USE OF SUCH
LIMITED OR SCARCE RESOURCES SO AS TO MEET THE ORGANIZATION GOALS AND OBJECTIVES
ROBERT OWEN IS THE FATHER OF PERSONNEL
MANAGEMENT
THE TERM HUMAN RESOURCES WAS USED IN THE EARLY
1900 AND THEN WIDELY IN 1960 TO DESCRIBE THE PEOPLE WHO WORK FOR THE
ORGANIZATION IN AGGREGATE
•
PERSONNEL MANAGEMENT
1.
PERSONNEL MANAGEMENT HAS BEEN INHERENTLY VIEWED AS AN INHERENT PART OF MANAGING WHICH IS
CONCERNED WITH THE HUMAN RESOURCES OF AN ORGANIZATION.
2.
PERSONNEL MANAGEMENT IS CONCERNED WITH GETTING BETTER RESULTS WITH
COLLABORATION OF THE PEOPLE
•
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
•
ACCORDING TO THE INSTITUTE OF PERSONNEL
MANAGEMENT ( UK)
•
PERSONNEL MANAGEMENT IS AN INTEGRAL BUT
DISTINCTIVE PART OF MANAGEMENT CONCERNED WITH PEOPLE AT WORK AND THEIR
RELATIONSHIP WITHIN THE ENTERPRISE
•
CONCEPT OF HUMAN RESOURCE MANAGEMENT
•
DURING AND AFTER 1970,SEVERAL CHANGES LIKE TECHNOLOGICAL CHANGES,DECLINING
IMPORTANCE OF TRADE UNIONISM,SHIFT FROM INDUSTRIAL EMPLOYMENT TO SERVICE SECTOR
EMPLOYMENT,GROWING COMPETITION,DEREGULATION AND GLOBALIZATION OF ECONOMIES ETC
•
IMPORTANT ROLE OF HUMAN RESOURCE MANAGEMENT :
1.
HUMAN RESOURCE POLICIES CAN BE INTEGRATED WITH STRATEGIC BUSINESS PLANNING
AND USED TO REINFORCE APPROPRIATE CULTURE
2.
HUMAN RESOURCES ARE VALUABLE AND A SOURCE OF COMPETITIVE ADVANTAGE
3.
BY ADOPTING MUTUALLY CONSISTENT POLICIES TAPPING OF HUMAN RESOURCES
EFFECTIVELY
•
MEANING OF HUMAN RESOURCE MANAGEMENT
1.
HUMAN RESOURCE MANAGEMENT MAY BE DEFINED AS SET OF POLICIES,PRACTICE AND
PROGRAMMES DESIGNED TO MAXIMIZE BOTH PERSONAL AND ORGANIZATIONAL GOALS.
2.
HUMAN RESOURCE MANAGEMENT IS THAT ASPECT OF MANAGEMENT WHICH DEALS WITH PLANNING
ORGANIZATION,DIRECTING AN CONTROLLING THE PERSONNEL FUNCTION OF AN ENTERPRISE
3.
THE PURPOSE OF THIS FUNCTION IS TO ASSIST IN ACHIEVEMENT OF BOTH
ORGANIZATIONAL AND INDIVIDUAL AND SOCIETAL GOALS
4.
HUMAN RESOURCE MANAGEMENT IS THAT PART OF MANAGEMENT PROCESS WHICH DEVELOPS
AND MANAGING THE HUMAN ELEMENTS OF THE ENTERPRISE CONSIDERING THEIR
RESOURCEFULNESS IN TERMS OF TOTAL KNOWLEDGE,SKILLS,CREATIVE ABILITIES, TALENTS
,APTITUDE AND POTENTIALITIES FOR EFFECTIVELY CONTRIBUTING TO THE ORGANIZATIONAL
OBJECTIVES
•
DESSLER,” HUMAN RESOURCE MANAGEMENT IS THE PROCESS OF ACQUIRING,TRAINING, APPRAISING
,AND COMPENSATING EMPLOYEES AND ATTENDING TO THEIR LABOUR
RELATIONS,HEALTH,SAFETY AND FAIRNESS CONCERNS.
•
HRM IS REALLY EMPLOYEE MANAGEMENT WITH EMPHASIS ON THOSE EMPLOYEES AS ASSETS
OF THE BUSINESS
•
EMPLOYEES ARE SOMETIMES REFERRED TO
AS HUMAN CAPITAL
•
DIFFERENCE BETWEEN HRM AND PERSONNEL MANAGEMENT
•
PERSONNEL MANAGEMENT
1.
ORGANIZATION INTEREST IS MORE IMPORTANT
2.
WAS DESIGNED TO RESPOND THE ORGANIZATIONAL OBJECTIVES LIKE PROFIT
MAXIMIZATION
3.
VIEWED AS FUNCTIONAL AREA OF MANAGEMENT
4.
CONCERNED WITH MANAGEMENT OF PEOPLE
5.
TRADITIONALLY VIEWED AS STAFFING FUNCTION
6.
TRADITIONAL PERSONNEL FUNCTIONS ARE INCLUDED IN HRM
7.
PERSONNEL MANAGEMENT IS MAINLY THE CONCERN OF THE PERSONNEL MANAGER
8.
PRIMARILY CONCERNED WITH SELECTION, RECRUITMENT AND APPRAISAL OF PERSONNEL
9.
PERSONNEL
MANAGEMENT IS INTERESTED IN THE ORDERLY WAY OF ADMINISTRATION OF PERSONNEL
POLICIES AND PROGRAMS
10.
TRADITIONALLY
OPERATED THROUGH PRESSURE AND TACTICS AND COERCIVE MEASURES
•
HUMAN RESOURCE MANAGEMENT
1.
DEVELOPMENT OF THE INDIVIDUAL IN ACCORDANCE WITH THEIR NEEDS AND ASPIRATIONS
2.
DEVELOPMENT OF HUMAN RESOURCES IS THE MOST CRUCIAL ASPECT OF HUMAN RESOURCE
MANAGEMENT
3.
HUMAN RESOURCE MANAGEMENT IS A PHILOSOPHY,APPROACH,POLICY AND PRACTICE
4.
MORE FOCUS ON HUMANIZATION OF MANAGEMENT
5.
HRM IS A PART AND PARCEL OF EVERY LINE FUNCTION
6.
HUMAN RESOURCE MANAGEMENT
7.
HRM IS THE CONCERN OF ALL MANAGERS FROM TOP TO BOTTOM
8.
HRM INCLUDES NOT ONLY MANPOWER PLANNING,PROCUREMENT,TRAINING,
COMPENSATION,APPRAISAL ETC BUT ALSO CAREER PLANNING AND
DEVELOPMENT,COUNSELLING,MOTIVATION AND POTENTIAL APPRAISAL
9.
CONCENTRATES MORE ON MOTIVATION, MORALE BOOSTING AND JOB SATISFACTION
10.
MORE CONCERNED WITH WORKING WITH PEOPLE AND INTEGRATED APPROACH TO
MANAGEMENT OF HUMAN RESOURCES IN AN ORGANIZATION
11.
AIMS TO ACHIEVE WORKER’S COOPERATION THROUGH TEAM BUILDING,MUTUAL
UNDERSTANDING AND MOTIVATION
•
FEATURES OF HUMAN RESOURCE MANAGEMENT
- INHERENT PART OF MGMT :INTEGRAL PART OF THE JOB OF THE MANAGER. EVERY
MANAGER IS CONCERNED WITH THE PERFORMANCE OF PERSONNEL FUNCTION AND EVERY
MANAGER POSSESS HUMAN RELATIONS SKILLS TO GET MAXIMUM COOPERATION OF THE
WORKERS
- PERVASIVE FUNCTION : PERFORMED BY ALL MANAGERS AT VARIOUS LEVELS IN THE
ORGANIZATION. EVERY MANAGERS FROM MANAGING DIRECTOR TO THE FOREMAN IS
REQUIRED TO PERFORM THE PERSONNEL FUNCTION ON CONTINUOUS BASIS
- BASIC TO ALL FUNCTIONAL AREAS :EVERY MANAGER FROM TOP TO BOTTOM WORKING
IN ANY DEPARTMENT HAS TO PERFORM THE PERSONNEL FUNCTION
- PEOPLE CENTERED :PEOPLE CENTERED AND IS RELEVANT IN ALL TYPES OF
ORGANIZATIONS. CONCERNED WITH ALL CATEGORIES OF PERSONNEL FROM TOP TO
BOTTOM. IT DEALS WITH BLUE COLLAR WORKERS, WHITE COLLAR WORKERS,
MANAGERIAL AND NON MANAGERIAL AND PROFESSIONAL
- PERSONNEL ACTIVITIES OR FUNCTIONS :PERSONNEL MANAGEMENT INVOLVES
SEVERAL FUNCTIONS CONCERNED WITH THE MANAGEMENT OF PEOPLE AT WORK. A
SEPARATE DEPARTMENT PERSONNEL DEPARTMENT IS CREATED
- CONTINUOUS PROCESS : IT MUST BE PERFORMED CONTINUOUSLY IF THE
ORGANIZATIONAL OBJECTIVES ARE TO BE ACHIEVED SMOOTHLY
- BASED ON HUMAN RELATIONS : IS CONCERNED WITH MOTIVATION OF HUMAN
RESOURCES. MANAGEMENT OF HUMAN BEING IS MOST COMPLEX. EVERY PERSON HAS
DIFFERENT NEEDS, PERCEPTIONS AND EXPECTATIONS.
- MULTI-DISCIPLINARY APPROACH : EFFECTIVE MANAGEMENT OF HUMAN RESOURCES
INVOLVES APPLICATION OF KNOWLEDGE DRAWN FROM SEVERAL DISCIPLINES LIKE
SOCIOLOGY,ANTHROPOLOGY.PSYCHOLOGY,ECONOMICS ETC
- SERVICE FUNCTION :CONTRIBUTES TO THE SUCCESS AND GROWTH OF THE
ORGANIZATION BY ADVISING THE OPERATING DEPARTMENTS AND TOP MANAGEMENT ON
PERSONNEL MATTERS.
•
MAIN OBJECTIVE OF HUMAN RESOURCE MANAGEMENT
•
TO OBTAIN MAXIMUM :
1.
INDIVIDUAL DEVELOPMENT
2.
DESIRABLE WORKING RELATIONSHIP BETWEEN EMPLOYERS AND EMPLOYEES
3.
MOULDING OF HUMAN RESOURCES AS CONTRASTED WITH PHYSICAL RESOURCES
THE BASIC OBJECTIVES OF HUMAN RESOURCE
MANAGEMENT IS TO CONTRIBUTE TO THE REALIZATION OF THE ORGANIZATIONAL GOALS
•
SPECIFIC
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 ENSURE DEVELOPMENT OF HUMAN RESOURCES BY OFFERING OPPORTUNITIES FOR
LEARNING AND ADVANCEMENT
5.
TO IDENTIFY AND SATISFY OF NEEDS OF INDIVIDUALS BY OFFERING VARIOUS
MONETARY AND NON MONETARY REWARDS
6.
RECONCILIATION OF INDIVIDUAL AND GROUP GOALS
7.
TO MAINTAIN HIGH MORALE
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