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The evolution of HRM can be traced back to Kautilya Artha Shastra where he
recommends that government must take active interest in public and private
enterprise. He says that government must provide a proper procedure for regulating
employee and employee relation
In the medieval times there were examples of kings like Allaudin Khilji who
regulated the market and charged fixed prices and provided fixed salaries to their
people. This was done to fight inflation and provide a decent standard of living
During the pre independence period of 1920 the trade union emerged. Many
authors who have given the history of HRM say that HRM started because of trade
union and the First World War.
The Royal commission in 1931 recommended the appointment of a labour
welfare officer to look into the grievances of workers. The factory act of 1942
made it compulsory to appoint a labour welfare officer if the factory had 500 or
more than 500 workers.
The international institute of personnel management and national institute of
labour management were set up to look into problems faced by workers to provide
solutions to them. The Second World War created awareness regarding workers
rights and 1940’s to 1960’s saw the introduction of new technology to help
workers.
The 1960’s extended the scope of human resource beyond welfare. Now it
was a combination of welfare, industrial relation, administration together it was
called personnel management.
With the second 5 year plan, heavy industries started and professional
management became important. In the 70’s the focus was on efficiency of labour
wile in the 80’s the focus was on new technology, making it necessary for new
rules and regulations. In the 90’s the emphasis was on human values and
development of people and with liberalization and changing type of working
people became more and more important there by leading to HRM which is an
advancement of personnel management.
6. Performance appraisal :-
Once the employee has put in around 1 year of service, performance
appraisal is conducted that is the HR department checks the performance of
the employee. Based on these appraisal future promotions, incentives,
increments in salary are decided.
7. Compensation planning and remuneration :-
There are various rules regarding compensation and other benefits. It
is the job of the HR department to look into remuneration and compensation
planning.
9. Industrial relations :-
Another important area of HRM is maintaining co-ordinal relations
with the union members. This will help the organization to prevent strikes
lockouts and ensure smooth working in the company.
4. Handicapped employees :-
This section of the population normally faces a lot of problems on the
job, very few organization have jobs and facilities specially designed for
handicapped workers. Therefore the challenge before the HR manager lies in
creating atmosphere suitable for such employees and encouraging them to
work better.
HRM becomes significant for business organization due to the following reasons.
1. Objective :-
HRM helps a company to achieve its objective from time to time by
creating a positive attitude among workers. Reducing wastage and making
maximum use of resources etc.
2. Facilitates professional growth :-
Due to proper HR policies employees are trained well and this makes
them ready for future promotions. Their talent can be utilized not only in the
company in which they are currently working but also in other companies
which the employees may join in the future.
Def: - A job is defined as a collection of duties and responsibilities which are given
together to an individual employee. Job analysis is the process of studying and
collecting information relating to operations and responsibilities of a specific job.
The following are the benefits of job analysis.
4. Job evaluation :-
Job evaluation refers to studying in detail the job performance by all
individual. The difficulty levels, skills required and on that basis the salary is
fixed. Information regarding qualities required, skilled levels, difficulty
levels are obtained from job analysis.
7. Labour relations :-
When companies plan to add extra duties or delete certain duties from
a job, they require the help of job analysis, when this activity is
systematically done using job analysis the number of problems with union
members reduce and labour relations improve.
Def: - A job is defined as a collection of duties and responsibilities which are given
together to an individual employee. Job analysis is the process of studying and
collecting information relating to operations and responsibilities of a specific job.
There are different methods used by organization to collect information and
conduct the job analysis. These methods are
1. Personal observation :-
In this method the observer actually observes the concerned worker.
He makes a list of all the duties performed by the worker and the qualities
required to perform those duties based on the information collected, job
analysis is prepared.
5. Questioner method :-
In this method a questioner is provided to the employee and they are
asked to answer the questions in it. The questions may be multiple choice
questions or open ended questions. The questions decide how exactly the job
analysis will be done. The method is effective because people would think
twice before putting anything in writing.
Job design
Definitions: - (2marks)
Job design is the process of
a) Deciding the contents of the job.
b) Deciding methods to carry out the job.
c) Deciding the relationship which exists in the organization.
Job analysis helps to develop job design and job design matches the requirements
of the job with the human qualities required to do the job.
Factors affecting job design: - There are various factors which affect job design in
the company. They can be explained with the help of diagram.
I] Organizational factors :-
Organizational factors to refer to factors inside the organization which affect
job design they are
a) Task characteristics :-
Task characteristics refer to features of the job that is depending on
the type of job and the duties involved in it the organization will decide, how
the job design must be done. Incase the company is not in a position to
appoint many people; a single job may have many duties and vice versa.
d) Work practices :-
Every organization has different work practices. Although the job may
be the same the method of doing the job differs from company to company.
This is called work practice and it affects job design.
b) Autonomy :-
Every worker desires a certain level of freedom to his job effectively.
This is called autonomy. Thus when we prepare a job design we must see to
it that certain amount of autonomy is provided to the worker so that he
carries his job effectively.
c) Variety :-
When the same job is repeated again and again it leads to burden and
monotony. This leads to lack of interest and carelessness on the job.
Therefore, while preparing job design certain amount of variety must be
provided to keep the person interested in the job.
There are various methods in which job design can be carried out. These
methods help to analysis the job, to design the contents of the and to decide how
the job must be carried out .these methods are as follows :- (5 marks each)
I.Job rotation
II.Job enlargement
III.Job enrichment
Job rotation is done to decide the final posting for the employee e.g. Mr. A is
assigned to the marketing department whole he learns all the jobs to be
performed for marketing at his level in the organization .after this he is shifted
to the sales department and to the finance department and so on. He is finally
placed in the department in which he shows the best performance
Job rotation gives an idea about the jobs to be performed at every
level. Once a person is able to understand this he is in a better understanding
of the working of organization
1. Avoids monopoly :-
Job rotation helps to avoid monopoly of job and enable the
employee to learn new things and therefore enjoy his job
1. Frequent interruption :-
Job rotation results in frequent interruption of work .A person
who is doing a particular job and get it comfortable suddenly finds
himself shifted to another job or department .this interrupts the work in both
the departments
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