HUMAN RESOURCES MANAGEMENT The main objective of human resource manager is to know how to deal with. P..PURPOSE E..

EMPATHY O..ORIGINALITY P..PROACTIVE L..LEARNING E..EXCELLENCE Effectively and how to make them effective. In the past, people working in the organization were given attention merely in the terms of administrating the necessary conditions of work. The traditional concept of personal management was based on a very narrow view of human motivation. The basic assumption underlying that view was that human beings are primarily motivated by comforts and salary and necessary attention may be given to rationalize these, so that people do not get dissatisfied. Most of the attention therefore was on administration of salary and other benefits. It is being realized tat people working in organization are human being, They have their own needs, motivation, expectations and their contribution to the organization is much more than that of any other resources being used. Increasingly more importance is being given to people in organization are that human assets are the most importance assets they can have Man power or Human resources may be thought of as the total knowledge, skills, creative abilities; talents and aptitudes of an organization work force as well as the values; attitudes and benefits of an individual involved.It is infect an important economic resource, covering all human resources-organized or unorganized employed or capable of employment, working at all levels-supervisors, executive, government employees, blue and white collars workers, managerial, scientific, engineering, technical, skilled or unskilled persons, who are employed in creating, designing, developing, managing and operating productive and service enterprises and other economic activities.

Human resources are utilized to the maximum possible extent in order to achieve individual and organization goals. An organization performance and resulting. Productivity is directly proportional to the quality and quantity of its human resources. SIGNIFICANCE OF HUMAN RESOURCE: Professional significance: By providing healthy working environment it promotes teamwork in the employees. This is done by: Maintaining the dignity of the employee as Human being Providing Maximum opportunities for personnel development. Providing healthy relationship between different work groups so that work is effectively performed. Significance for Individual enterprise: It can help the organization in accomplishing it goal by creating right attitude among the employees through effective motivation. Utilizing effectively the available human resources and Securing willing co-operation of the employees for achieving goals of the enterprise and fulfilling their own social and other psychological needs of recognition, Love, affection, belongingness, esteem and self actualization, Professional significance: By providing healthy working environment it promotes teamwork in the employees. Maintaining the dignity of the employee as Human being Providing Maximum opportunities for personnel development does this. Providing healthy relationship between different work groups so that work is effectively performed. Significance for Individual enterprise: It can help the organization in accomplishing it goal by creating right attitude among the employees through effective motivation. Utilizing effectively the available human resources.

FUNCTIONS OF HRD USED IN JKEDI. HUMAN RESOURCE PLANNING Human Resource Planning is the process by which a management determines how an organization should move from its current manpower position to its desired manpower position through planning; a management strives to have the right number and the right number, the right kinds of people at the right places at the right time to do things reports are prepared from time to time as the need arises. The HRP report are sent to HRD department and they frame the recruitment policy accordingly. The staff members in the organization (Jammu Unit) are about 300 and the workers about 1300. RECRUITMENT AND SELECTION Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate. Recruitment has been regarded as the most important function of personnel administration because unless the right type of people are hired, even the best plans, organization charts and control system would not do much good. According to Flippo it is a process of searching for prospective employees and stimulating and encouragement them to apply for jobs in an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the hiring ratio i.e., the number of application for a job selection, on the other hand tends to be negative because it rejects a good member of those who apply leaving only the best to be hired The company follows the following recruitment policy: Fresher are prepared both for the skilled and unskilled labour. Though this company ensures to mould the workers to the company to the company terms and needs. For the middle and top management, age is no bar and experiences in the textile industry matters. Recruitment sources

The sources of recruitment in the company are:

 Internal sources: Transfer: The employees can be transferred from one place to another Promotion: The employee is appointed to a position of greater responsibility or authority. This is on the basis of seniority and merit. External Sources Advertisement:For employees and administration and management staff, the vacancies are advertised in national and local newspaper. Selection:The process of selection begins after the competition of recruitment process after an adequate number of applications have been received through different sources of recruitment. Selection involves a careful screening and testing.After selection induction is given to the employees. In which they get brief ideas about different department and the working of organization. They also get introduced to different employees in different departments. These induction programs are for 2-3 weeks, 2-3 hours per day. MOTIVATION The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that's easier said than done! Motivation practice and theory are difficult subjects, touching on several disciplines. In spite of enormous research, basic as well as applied, the subject of motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself. And there lies the problem! In JKEDI as we all know that its a government organization so they not give such motivational package which an employee get in private organization .But without motivation package no employee give their maximum to the organization .some motivational package Which JKEDI give there employee is: Free telephone facility Promotion Transfer

 Time to time revision of pay scale Central government facility Quarter for leaving Good working environment

EMPLOYEE TRAINING Employee training is the planned effort of an organization to help employees learn the job related behaviours and skills they will need to do their job properly. It is a set of planned activities that the organization will have their employees complete in order to increase their job knowledge and skills and to have them get accustomed to the attitudes and social atmosphere of the company. It will help the employee to be familiar with the goals of the organization and the job requirements. There are typical steps that go into a training program. These are outlined below. 1) Conduct Needs Assessment: A need is described as a "gap" between what is currently known and what will be needed now and in the future. These gaps in knowledge could be between what an organization expects to happen and what actually does, how employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level. In order to conduct an assessment there are some analyses that must be done. An organizational analyses determines the effectiveness of an organization, where training is needed and under what conditions the training will be conducted. A task analysis is used to provide data about a job or group of jobs, and the knowledge, skills, attitudes and abilities that are needed to achieve optimum performance. This information can come room job descriptions, task analyses, employee questionnaires and interviews, performance evaluation, and observation of the workplace. Finally - person analysis analyses how well an individual employee is doing their job and determines which specific employees need training and what kind of training. The methods of

this kind of analysis include employee questionnaires and interviews, performance evaluation, skill and knowledge testing and the observation of behavior and results. 2) IMPLEMENT TRAINING METHODS: Now that the analysis has been done, the training method needs to be chosen. The two most frequently used training methods include: Lecture: Lecture involves one-way communication, from instructor to learner - the learner is passive in the process. On-the-job-training: This method involves such methods as apprenticeship and mentoring, where the employee is actively engaged in the type of work they will later be doing on their own. Programmed instruction: This is a form of instruction that is pre-programmed and then delivered methodologically to an individual. This form of instruction is self-paced - the employee determines how fast they will learn and complete the steps and it is often completed more quickly than group training. It can be delivered via a computer and can be costly to prepare. Simulations: This sort of training involves an employee being placed into a simulated situation of what may occur in real on-the-job situations. Techniques include: Case studies where trainees analyze a problem outlined in a report and offer solutions; role playing where simulated roles are acted out; and behavioral modeling where trainees observe proper work behavior and then role play it. Part of the implementation of the training is making sure that the training is actually teaching the employees the skills they will need - this is known as the Transfer of Training. A more technical definition is: the extent to which the knowledge, skills or attitudes learned in the training will be used or applied on the job. There are ways to increase the probability of what employees are being trained will really relate to their actual job behavior. To do this, one can maximize the similarity between the training situation and the job situation, provide a variety of examples when teaching skills and reward trained behaviors and ideas on the job. 3) Training Evaluation: Training evaluation is used to evaluate the reactions of the learners, measure the learning that occurred, assess on-the-job behaviors, identify business results that are due to the training and calculate if the investment in training has had any return in the gains of the company. Business

results can be measured in "hard" data and "soft" data. Hard data are measures of productivity, quality, material costs, absenteeism and turnover and customer satisfaction. Soft data is items such as EMPLOYEE SATISFACTION, teamwork, and organizational commitment on the part of the employees.