Professional Documents
Culture Documents
Notes, BBS Second year, BBS-2nd HRM, Human Resource Management, Human Resourse Management
Notes
Characteristics of HRM:
e) To ensure that people are valued and rewarded for what they do and achieve and
to give equal opportunities are available to all.
c) Selection: Selection means to choose the right candidate from among all the
prospective application. It involves reviewing the application form, psychological
testing, interviewing etc.
ii) HRM Policies: HRM policies are general statement that serve to guide decision
making. They direct the action of HR activities towards the achievement of its
goals. HRM policies are there to serve three major function.
A) To reassure employees that they will be treated fairly and objectively,
B) To help managers make quick and consistent decision and
C) To give managers the confidence to resolve problems and to define their
decision. Organization can improve the performance of HR by the proper use of
human resources policies.
iii) HR plans: HR plans help to keep the organization supplied with the right
people when they are needed. It determines the human resources required by the
organization. It forecast the demand for HR by comparing the present supply of
HR with organization’s projected demand for HR.
iv) Job Analysis: Job analysis is the process of determining the tasks that make up
the job and the skill, abilities and responsibilities that are required of an individual
to successfully accomplish the job. This specify the job requirement.
ii) Productivity: Productivity is the relationship between real inputs and real
outputs. It measure how well resources are combined and utilized to produce a
result desired by management. Higher productivity ensures lesser cost of
production, higher production and most effective utilization of available resources.
This leads to the satisfaction of every section of society, consumer, employees and
employers.
iii) Readiness for change: Change is the part of organizational life. In fact the
survival, growth, and profitability of an organization depends on its ability to
change its structure and process in response to changing environment. Training is
important to reduce the fair associated with change. The management must creates
a work atmosphere that views change as a positive and progressive endeavor.
HRM is the modern term for what has traditionally been referred to as personnel
administration or personnel management. HRM is the term increasingly used to
refer to the philosophy, policies, procedures, and practices related to the
management of people in the organization. Some view personnel management or
perhaps modern personnel management means the same thing. Change in
terminology reflects the increased significance associated with the management of
people in organization as well as border prospective from which the field is
currently viewed. One should clearly understand that HRM is not only personnel
mgmt. rather it is only the part of HRM. In the past personnel management had a
strong functional focus, that is personnel specialists were primarily concerned with
the administration of specific employee related function such as living, training,
wage setting and disciplinary action. HRM is emerged out of personnel functions,
and personnel mgmt. can not be isolated from HRM.
3. HRM makes effort primarily to satiety the human needs of the people at work
which motivates the people to make their best contribution for the achievement of
organization goals and objectives, while personnel management maintains rules,
principles and legal provisions in maintaining the people.
4. Human values and individual needs are given priority in HRM, while personnel
management gives emphasis on efficient administration.
Outcomes of HRM
Quality of Work Life(QWL):
QWL refers to the quality of relationship between employees and the total working
environment of the organization . QWL can be defined as the extent to which
members of an organization are able to satisfy personal needs through
organizational process. Thus QWL concentrates on creating a working
environment that is conductive to the satisfaction of worker needs. Thus QWL
concentrates on creating of working environment that is suitable and gives
satisfaction to the workers. Barry A. Stein provides us with following five
procedures or policies, that makes the work less routine and more rewarding for
the employee.
e) External Reward: External rewards are usually in the form of salary and
benefits but also include promotion and status.Personnel and Human Resource
Management (HRM)
HRM is the modern term for what has traditionally been referred to as personnel
administration or personnel management. HRM is the term increasingly used to
refer to the philosophy, policies, procedures, and practices related to the
management of people in the organization. Some view personnel management or
perhaps modern personnel management means the same thing. Change in
terminology reflects the increased significance associated with the management of
people in organization as well as border prospective from which the field is
currently viewed. One should clearly understand that HRM is not only personnel
mgmt. rather it is only the part of HRM. In the past personnel management had a
strong functional focus, that is personnel specialists were primarily concerned with
the administration of specific employee related function such as living, training,
wage setting and disciplinary action. HRM is emerged out of personnel functions,
and personnel mgmt. can not be isolated from HRM.
Outcomes of HRM
Quality of Work Life(QWL):
QWL refers to the quality of relationship between employees and the total working
environment of the organization . QWL can be defined as the extent to which
members of an organization are able to satisfy personal needs through
organizational process. Thus QWL concentrates on creating a working
environment that is conductive to the satisfaction of worker needs. Thus QWL
concentrates on creating of working environment that is suitable and gives
satisfaction to the workers. Barry A. Stein provides us with following five
procedures or policies, that makes the work less routine and more rewarding for
the employee.
a) Autonomy/ Freedom: It deals with the amount of freedom that employee can
exercise in their job.
Outcomes of HRM
Quality of Work Life(QWL):
QWL refers to the quality of relationship between employees and the total working
environment of the organization . QWL can be defined as the extent to which
members of an organization are able to satisfy personal needs through
organizational process. Thus QWL concentrates on creating a working
environment that is conductive to the satisfaction of worker needs. Thus QWL
concentrates on creating of working environment that is suitable and gives
satisfaction to the workers. Barry A. Stein provides us with following five
procedures or policies, that makes the work less routine and more rewarding for
the employee.
a) Autonomy/ Freedom: It deals with the amount of freedom that employee can
exercise in their job.
e) External Reward: External rewards are usually in the form of salary and
benefits but also include promotion and status.