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Human Aspects of Management - Human Resource Management notes

Human Aspects of Management - Human Resource Management notes

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Notes for Human Resource Management, Human Aspects of Management. S5 Mechanical kerala university elective module 3
Notes for Human Resource Management, Human Aspects of Management. S5 Mechanical kerala university elective module 3

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Published by: Kailas Sree Chandran on Aug 11, 2012
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01/13/2013

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HUMAN RESOURCE MANAGEMENT
Human Resource Management (HRM) is the function within an organization that focuses onrecruitment of, management of, and providing direction for the people who work in theorganization.Human resource management (HRM, or simply HR) is the management of an organization'sworkforce, or human resources. It is responsible for the attraction, selection, training,assessment, and rewarding of employees, while also overseeing organizational leadershipand culture, and ensuring compliance with employment and labor laws.
Personnel management is essentially “workforce” centered whereas human resourcemanagement is “resource” centered.
 
Figure 1.1 Human Resource Cycle
Personnel vs Human Resources at Various Levels
Human Resources denotes the total sum of all the components - skills, creative ability etc. -with all the people (employed, self-employed, unemployed, employers, owners etc.)whereas personnel is limited to employees of organisations only.Human Resources, even at the organisation level, includes all resources of all the peoplewho contribute their services to the achievement of organisational goals and also otherswho contribute their services to create hurdles in the achievement of the said goals.Personnel management as defined by the Indian Institute of Personnel Management
“Personnel management is a responsibility of all those who manage people as well as being
a description of the work of those who are employed as specialists. It is that part of 
 
 
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management which is concerned with people at work and with their relationships within an
enterprise. It applies not only to industry and commerce but to all fields of employment.”
 
PERSONNEL VS HUMAN RESOURCES MANAGEMENT
Personnel Management Human ResourcesManagement
1. Personnel means personsemployed. Personnelmanagement is themanagement of people, skillsemployed.1. Human Resourcesmanagement is the
management of employees’
knowledge, abilities, talents,aptitudes, creative abilities etc.2. Employee in personnelmanagement is mostly treatedas an economic man as hisservices are exchanged for wage / salary.2. Employee in humanresource management istreated not only aseconomic man but also associal and psychological man.Thus, the complete man isviewed under this approach.3. Employee is viewed as acommodity or tool or equipment which can bepurchased.3. Employee is treated as aresource.4. Employees are treated ascost centres and thereforemanagement controls the costof labour.4. Employees are treated asprofit centres and therefore,invests capital for humanresource development andfuture utility.5. Employees are used mostlyfor the organisational benefit.5. Employees are used for themultiple benefits of theorganisation, employees andtheir family members.6. Personnel function is treatedas only an Auxiliary function.6. Human resourcesmanagement is a StrategicManagement function.
Functions of Human Resources Management:
There are two broad functions of H R M. They are1. Managerial Functions 2. Operational Functions
Managerial Functions:
Managerial functions of Personnel management include planning, organising, directing, co-ordinating and controlling.
 
 
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Planning:It is the charting out of programmes and changes in advance in the achievement of organisational goals. Hence, it involves planning of human resources requirements,recruitment, selection, training etc. It also involves forecasting of personnel needs, changingvalues, attitudes and behaviour of their employees and their impact on the organisation.Organising:In the words of J.C. Massie, an organisation is a "structure and process by which co-operative groups of human beings allocated its tasks among its members, identifiesrelationships and integrates its activities towards a common objective." Given the complexrelationships that exist between specialised departments and the general departments,many top managers seek the advice of personnel manager. In this manner, the organisationestablishes relationships among the employees so that they can together contribute to theachievement of organisational goals.Directing:After planning and organising comes the execution of the plan. The willing and effective co-operation of employees towards the achievement of organisation's goal has to be broughtabout by proper direction. Identifying and utilising maximum potentials of people is possiblethrough motivation and command. Direction, therefore, is an important managerial functionin ensuring optimum employee contribution.Co-ordinating:
It is the task of matrixing various employees’ efforts to ensure successful goal achievement.
The Personnel manager co-ordinates various managers at different levels as far as thepersonnel functions are concerned.Controlling:After planning, organising, directing and co-ordinating, the various activities, theperformance is to be verified in order to know, at various points of time, whether theactivities are performed as per plans and directions. It involves checking, verifying andcomparing actual with the plans, identification of deviations if any and correcting thedeviations. Auditing training programmes, analysing labour turnover, overseeing moralesurveys, conducting exit interviews are some of the controlling functions of personnelmanagement.
Operative Functions:
The operative functions of H R M relate to employment, development,compensation and relations. All these are interacted by managerial functions. Also, they areto be performed in conjunction with management functions.

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