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Human Resource Management Notes

Human Resource Management Notes

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Published by Sophia Ali

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Published by: Sophia Ali on May 21, 2009
Copyright:Attribution Non-commercial

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HTTP://PAKISTANMBA.JIMDO.COMFOR DOWNLOADING THIS REPORT AND FOR MOREPROJECTS, ASSIGNMENTS, REPORTS ONMARKETING,MANAGEMENT,ECONOMICSMARKETING MANAGEMENT,ACCOUNTING,HUMAN RESOURCE,ORGANIZATIONAL BEHAVIOR,FINANCIAL MANAGEMENTCOST ACCOUNTINGVISITHTTP://PAKISTANMBA.JIMDO.COM
Chapter 1 Introduction to human resource management
Definition (concept for 2 marks) - Edwin Flippo defies HRM as “planning,organizing, directing, controlling of procurement, development, compensation,integration , maintenance and separation of human resources to the end thatindividual, organizational and social objectives are achieved.”Features of HRM or characteristics or nature (3 or 4 marks)
 
1.HRM involves management functions like planning, organizing, directingand controlling2.It involves procurement, development, maintenance of human resource3.It helps to achieve individual, organizational and social objectives4.HRM is a mighty disciplinary subject. It includes the study of management psychology communication, economics and sociology.5.It involves team spirit and team work.Evolution of HRM(for 10 or 5 marks)The evolution of HRM can be traced back to Kautilya Artha Shastra where herecommends that government must take active interest in public and privateenterprise. He says that government must provide a proper procedure for regulatingemployee and employee relationIn the medieval times there were examples of kings like Allaudin Khilji whoregulated 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 livingDuring the pre independence period of 1920 the trade union emerged. Manyauthors who have given the history of HRM say that HRM started because of tradeunion 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 providesolutions to them. The Second World War created awareness regarding workersrights and 1940’s to 1960’s saw the introduction of new technology to helpworkers.The 1960’s extended the scope of human resource beyond welfare. Now itwas a combination of welfare, industrial relation, administration together it wascalled personnel management.With the second 5 year plan, heavy industries started and professionalmanagement 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 newrules and regulations. In the 90’s the emphasis was on human values anddevelopment of people and with liberalization and changing type of working people became more and more important there by leading to HRM which is anadvancement of personnel management.Scope of HRM/functions of HRMThe scope of HRM refers to all the activities that come under the banner of HRM.These activities are as follows1.Human resources planning :-Human resource planning or HRP refers to a process by which thecompany to identify the number of jobs vacant, whether the company hasexcess staff or shortage of staff and to deal with this excess or shortage.2.Job analysis design :-

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