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Hr Assingment 1

Hr Assingment 1



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Published by devilndust6916

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Published by: devilndust6916 on Feb 14, 2009
Copyright:Attribution Non-commercial


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Duties of HR manager
Organizations can promote human excellence by offering a potential site for theflowering most forms of human excellence. Within an organization, if there ismeritocracy, people compete for promotion and other rewards on the basis of good work rather than on the basis of “pull.” Recognition and rewards for creative ideas, discoveries,inventions, innovations etc. promote creative excellence. The human resourcedevelopment movement in industry is aimed at facilitating organizationally usefulindividual growth and development. The more an organization promotes individual or team excellence, the more the organization itself is likely to excel because the work of any organization is dependent on the work of its individual members and employeegroups.The human factor across all organizations comprises three basic elements:1.The people themselves who work in the organization; the skills andcapabilities they possess and their attitude towards the company;2.The management style prevalent in the organization, which usually stemsfrom the top. The style may be aggressive, authoritarian, democratic or laissez faire and each type has a different impact on the way people work as individuals or in groups;3.The organizational climate i.e. the work atmosphere in the company, asdetermined by the degree of interpersonal cooperation, the types of conflict resolution, the amount of trustworthiness, the prevalentorganizational politics etc.;The quality of HRM practices prevalent in a particular organization can be rated byscrutinizing the following factors:
1.11.1Organization Climate:
1.Do people feel they are giving enough responsibility?2.Do people know what is expected of them in the shape of objectives and standardsof performance?3.Do people see themselves being fairly rewarded for their work and feel that promotion policies are fair?4.Do the employees feel that they belong to a worthwhile company and are valuablemembers of working teams?5.Is there adequate feedback to people on their performance, whether it is good, bador indifferent?6.Is there sufficient to challenge in their jobs?7.Are people given enough support by their managers or supervisors in the shape of guidance or help?
Managerial Functions:
Management is Personnel administration. It is the development of the people and not thedirection of the things. Managing people is the heart and essence of being a manager.
Thus, a Human Resource Manager is a manager and as such he performs the basicfunctions of management.
Human and Economic Resources interacting with environmental changes
Determination of short to long range plans to accomplish Organization objectives
Development of the Orgn. Structure according to predetermined plansDirecting
Stimulation and motivation of Organization personnel according to predetermined plans
Assurance that directed action is taking place according to predetermined plans.
Goods and services needed by the organization customers
Operative Functions:
These functions are concerned with the activities specifically dealing with procuring,developing, compensating and maintaining an efficient work force. These functions arealso known as service functions.
Procurement Function;
Development function;
Compensating function;
Integrating function;
Maintenance function.
Is a predetermined course of action. Planning is a hard job, for it involvesthe ability to think, to predict, to analyze and to control the actions of its personneland to cope with a complex, dynamic fluid environment. They bridge the gap fromwhere we are to where we want to go. The two important features of planning areresearch and forecasting. The task of forecasting personnel needs in relation tochanges in production or seasonal variations and the leveling out of differences in the production extremely important, both for employees and for management. Therefore, planning and decision making has to be undertaken much in advance of an action sothat unforeseen or anticipated problems and events may be properly handled. This asalso stressed by the saying: “ Good managers make things happen”.
An Organization is a means to an end. It is essential to carry out thedetermined course of action. Complex relationships exist between the specializeddepartments and the general departments as many top managers are seeking theadvice of personnel manager. Thus, Organization establishes relationship among theemployees so that they can collectively contribute to the attainment of companygoals.
Direction is an important managerial function in building sound
industrialrelations besides securing employee contributions. Co-ordination deals with the task of blending efforts in order to ensure successful attainment of an objective. The personnel manager has to coordinate various managers at different levels as far as personnel functions are concerned. Personnel management function should also becoordinated with other functions of management like management of money,machine, and material.
Controlling involves checking, verifying and comparing of the actualizewith the standards, identification of deviations if any and correcting of identifiedeviations. Thus, action and operation are adjusted to predetermined plans and  standards through control 
Elements of Job Analysis
Job Analysis is not useful but an essential part of organizational strategies to serve thefollowing purposes:
Organization and Manpower Planning
: It is helpful in organization planning,for it defines labour needs in concrete terms and coordinates the activities of thework force, and clearly divides duties and responsibilities;
Recruitment and Selection
: By indicating the specific job requirements of each job (i.e. the skills and knowledge), it provides a realistic basis for the hiring,training, placement, transfer and promotion of personnel. “Basically, the goal is tomatch the job requirements with a worker’s aptitude, abilities and interests”. Italso helps in charting the channels of promotion and in showing lateral lines of transfer;
Wage and Salary Administration
: By indicating the qualification required for doing a specified job and the risks and hazards involved in its performance, ithelps in salary and wage administration. Job analysis is used as a foundation for  job evaluation;
Job Re-Engineering
: Job Analysis provides information, which enables us tochange jobs in order to permit their being managed by personnel with specificcharacteristics and qualification.
Employee Training and Management Development
: Job Analysis provides thenecessary information to the management of training and development programmes. It helps to determine the content and subject matter of in trainingcourses. It also helps in checking application information, interviewing, weighingtest results, and in checking references.

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