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MB0027

MB0027

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Published by: pdevale on Jun 14, 2009
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Name : PRASHANT D. DEVALERoll Number : 510932455Learning Centre : KARROX TECHNOLOGIES LTD,AndheriSubject : Human Resource ManagementDate Of Submission : 13
th
June, 2009Assignment No. : MB0027
 
HUMAN RESOURCE MANAGEMENTMB0027
SET – 1
Q.1 Discuss the difference between personnelmanagement and Human Resource Management.Answer –
The genesis of Human Resources Management traces its roots tothe erstwhile Personnel Management that was prevalent in thecompanies of a few decades ago. Though the two terms'Personnel Management' and 'Human Resources Management' areinterchangeably used by most of the authors, there are somedifferences between them. Management of Human Resources is anew field of study embodying behavioral science knowledgerelating to the working of line and staff officials and union leadersto motivate organizational goals. On the other hand, PersonnelManagement is that phase of management which deals with theeffective control and use of manpower. Yoder, Henemen andothers agreed that the HRM is a broad concept which covers manypersonnel aspects and include social, professional and individualenterprise aspects, whereas Personnel Management focuses onlyon personnel aspects such as leadership, justice determination,task specialization, staffing, performance appraisal, etc. HRM ismore growth oriented whereas Personnel Management is slightlynarrow. Human Resource Planning is very vital in HRM. This isbecause it leads to the maximum utilization of human resources,reduces excessive labour turnover and high absenteeism;improves productivity and aids in achieving the objectives of anorganization. In addition to the above function, HRM emphasizeson training, an important area of personnel, which covers thefollowing aspects:
 
1. Increasing productivity2. Improving quality3. Improving organisational climate4. Ensuring personnel growth etc.While in practice both pertained to people managementphilosophically the approach is vastly different. The expectationsfrom Personnel management approach is to ‘take care’ of thepeople working in a organization, addressing grievances andcomplaints formed a large part of the Personnel Managementfunction. The focus is largely reactive and followed the Theory Xapproach that believed that people do not naturally like to workand need to be coerced to work and often need to be driven towork. The philosophy is more the ‘stick’ approach rather than‘carrot’ approach. Employee welfare is of paramount importanceand managing industrial relations as a result of heightened tradeunion activity formed the highlights of the Personnel Managementfunctions. Human Resources Management on the other handadopts a proactive approach to managing people and the focus ison employee development and delight. Hiring the right talent,providing for ample opportunities for career growth and jobsatisfaction are the highlights of this management style. The basicphilosophy is driven by the Theory Y approach where the belief isthat people like to work and do not prefer to be supervised andmade to perform.
Q.2 Explain the Human Resource Planning System.Answer –
Human Resource Planning System:-
A.
Objectives of Human Resource Planning:
 
Human ResourcePlanning fulfils individual, organizational and national goals; but,according to Sikula, "the ultimate mission or purpose is to relatefuture human resources to future enterprise needs, so as tomaximise the future return on investment in human resources. Ineffect, the main purpose is one of matching or fitting employee

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