Approaches to HR Audit for Human Resource Management

HUMAN RESOURCE MANAGEMENT

ByRakeshkumar

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INDEX

HUMAN RESOURCE MANAGEMENT ( H R M )STRATEGIC HUMAN RESOURCE MANAGEMENT: -HUMAN RESOURCE DEVELOPMENTTEAM EFFECTIVENESSHUMAN RESOURCE PLANNING ( H R P )JOB ANALYSISJOB DESCRIPTIONJOB SPECIFICATIONSJOB EVALUATIONJOB DESIGNDESIGNING JOBS – MOTIVATING JOBSJOB SATISFACTIONWORK SAMPLINGRECRUITMENT & SELECTIONTRAINING & DEVELOPMENTINDUCTION & ORIENATIONPERFORMANCE APPRAISALSINCENTIVES BASED COMPENSATIONHUMAN RESOURCE AUDITMOTIVATION THEORIESMORALEPERSONNEL POLICIESWORKERS’ PARTICIPATION IN MANAGEMENTUNIONSORGANIZATIONAL DOWNSIZINGMEANING OF ORGANIZATION STRUCTURE

HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 –

Integration

“HRM is a series of integrated decisions that form the employment relationships; theirquality contributes to the ability of the organizations and the employees to achieve theirobjectives.”

Definition 2 –

Influencing

“HRM is concerned with the people dimensions in management. Since every organization ismade up of people, acquiring their services, developing their skills, motivating them tohigher levels of performance and ensuring that they continue to maintain their commitmentto the organization are essential to achieving organizational objectives. This is true,regardless of the type of the organization – government, business, education, health,recreational, or social action.”

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Definition 3 –

Applicability

“HRM planning, organizing, directing and controlling of the procurement, development,compensation, integration, maintenance and separation of human resources to the end thatindividual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and developmembers for an organization. Obviously HRM is concerned with the people’s dimensions inorganizations. HRM refers to set of programs, functions, and activities designed and carriedout

Core elements of HRM

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People:

Organizations mean people. It is the people who staff and manageorganizations.

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Management:

HRM involves application of management functions and principles foracquisitioning, developing, maintaining and remunerating employees in organizations.

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Integration & Consistency:

Decisions regarding people must be integrated andconsistent.

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Influence:

Decisions must influence the effectiveness of organization resulting intobetterment of services to customers in the form of high quality products supplied atreasonable cost.

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Applicability:

HRM principles are applicable to business as well as non-businessorganizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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Societal Objectives:

To be ethically and socially responsible to the needs andchallenges of the society while minimizing the negative impact of such demands uponthe organization.

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Organizational Objectives:

To recognize the role of HRM in bringing aboutorganizational effectiveness. HRM is only means to achieve to assist the organizationwith its primary objectives.

3.

Functional Objectives:

To maintain department’s contribution and level of services at a level appropriate to the organization’s needs.

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Personal Objectives:

To assist employees in achieving their personal goals, atleast in so far as these goals enhance the individual’s contribution to the organization.This is necessary to maintain employee performance and satisfaction for the purpose of maintaining, retaining and motivating the employees in the organization.

SCOPE OF HRM: -

From

Entry

to the

Exit

of an employee in the organizationScope of HRM can be described based on the following activities of HRM. Based on theseactivities we can summarize the scope of HRM into 7 different categories as mentionedbelow after the activities. Lets check out both of them.

HRM Activities –