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Functions of Hrm

Functions of Hrm

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Published by: mehtamehul2904 on Mar 07, 2010
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07/05/2013

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Introduction
HRM
An organization is driven by human capital and the quality and effectiveness of theorganization is determined by the quality of the people that are employed. the resources of men money material and machine are collected and coordinated through people. Without people organization can not exist. Success for most organizations depends on finding theemployees with the skills to successfully perform the tasks required to attain the company’sstrategic goals. Management decisions and processes for dealing with employees are criticalto ensure that the organization gets and keeps the right staff.HRM may be defined as a set of policies practices and programs designed to maximize both personal and organizational goals. The process of binding people and organizations together so that the objectives of the each are achieved. Some definitions of HRM are as follows
“HRM is the management function that is concerned with getting, training, motivatingand keeping competent employees.”“HRM is a most advanced approach in the field of resource mgmt. talks about optimalutilization of human capital. The approach is integrative and supportive.”“HRM does talk about the cultivation of a skillful environment in which people oremployee associate are able to extract their highest potential.”
HRM deals with the day to day operations of the human resources department. Thiscurriculum would include business law, compensation, employee relations, benefits, andmedical etc.Human Resource Management ("HRM") is a way of management that links people-relatedactivities to the strategy of a business or organization. HRM is often referred to as "strategicHRM". It has several goals:
To meet the needs of the business and management (rather than just serve the interestsof employees);
To link human resource strategies / policies to the business goals and objectives;
To find ways for human resources to "add value" to a business;
To help a business gain the commitment of employees to its values, goals andobjectives
Definition of HRD
HRD DEALS WITH DEVLOPMENT & UPGRADATION OF HUMAN CAPITAL(EXSISTING MAN POWER’S UPGRADATION IN AN ORGANISATION).IT IS ALONG TERM PROCESS.A
Set of systematic and planned activities designed by an organization, to provide itsmembers with the necessary skills to meet current and future job demands. It is a partof HRM.
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HRD: Human Resource Development deals with the training and the developmental aspectof employees. Most HRD curriculum includes classes like T & D, Organizational dev.,industrial psy.
DIFFERENCE B\W HRM & HRD
HRM stocks the human capital as given and tries to optimally allocate among different process activity in such a way that the output is maximized.HRD tries to bring qualitative changes in stock of human capital in accordance with the needof organization and corporate objective .it tries to mold the employee according toorganization requirement.HRD focuses on training and optimizing work performance. HRM focuses on whom youhire, whom you fire and remediation to employees who need discipline and retooling tocontinue their employment.HRD is more proactive; it copes with the changing needs of the people as well as anticipatesthese needs and HRD is function more independent with separate roles to play.HRD is sub-system of a large system, more organizational oriented and HRD is functionmore independent with separate roles to play.HRD is developing the whole organization and HRM is concerned with people only.HRD is continuous process and HRM is a routine and administrative function.HRD is involvement of the entire work force from top to bottom is more and a must in mostof the cases and HRM is basically the responsibilities of the HR department
Point of distinctionHRMHRD
1. statusIt is and independentfunctions with independentsub function.It is an integrated systemconsisting of interdependent sub system2. orientationIt is a service and reactivefunctionIt is a proactive function3. aimsIt seeks to improveefficiency of people andadministrationIt seeks to develop totalorganization and itsculture.4. incentives usedIt focuses on salary,economic rewards, jobsimplification and jobspecification for motivating people.It focuses on autonomouswork group. Job challengesand creativity for motivating people5. responsibilityIt is considered to beresponsibility of hrmIt is the responsibility of allmanager 
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FUNCTIONS OF HRM
mgmt of HRM consist of several interrelated functions. Thesefunctions are common to all organization .these functions may be broadly classified into twocategories1. MANAGERIAL FUNCTIONS2. OPERATIVE FUNCTIONS
MANAGERIAL FUNCTIONS
1.PLANNING2.ORGANISING3.DIRECTING4.CONTROLLING
PLANNING:
IT IS DECIDING IN ADVANCE THE FUTURE COURSE OF ACTION. IT INVOLVESFORECASTING AND RESEARCH .IT FORECASTS NEED FOR HUMANRESOUCES .PREDICTING LABOUR, WAGES ETC.
ORGANISING:
IT IS THE PROCESS OF ALLOCATING TASKS AMONG THE MEMBERS OF GROUP,ESTABLISHING AUTHORITY –RESPONSIBILITY RELATIONSHIPS ANDINTEGRATING ACTIVITIES AMONG THEM. AN EFFECTIVE ORGANISATIONALSTRUCTURE IS FORMULATED THROUGH PERSONNEL RELATIONSHIPS.
DIRECTING:
IT IS THE PROCESS OF MOTIVATING ACTIVATING, LEADING ANDSUPERVISING PEOPLE, IT INCLUDES SUPERVISION OF SUBORDINATES.DIRECTING IS THE HEART OF THE MANAGEMENT PROCESS BECAUSE IT ISCONCERNED WITH INITIATING ACTION, SECRUING WILLING COOPERATIONOF EMPLOYEES AND TAPPING THEIR MAXIMUM.
CONTROLLING
IT REFERS TO COMPARING OF THE ACTUAL PERFORMANCE WITHPREDECIDED STANDARDS.IT IMPLIES CHECKING ,VERIFYING ANDREGULATING TO ENSURE THAT EVERY THING OCCURS IN CONFIRMITY WITHTHE PLANS ADOPTED AND THE INSTRUCTIONS ISSUED.CONTROLLING THE MANAGEMNT OF HR INVOLVES AUDITING TRAININGPROGRAMS, ANALYSING LABOUR TURNOVER RECORDS, DIRECTING MORALE,SURVEYS etc
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The scope of HRM refers to all the activities that come under the banner of HRM. The activities are as follows 1. Human resources planning: - Human resource planning is a process by which the company to identify the number of jobs vacant, whether the company has excess staff or shortage of staff and to deal with this excess or shortage. 2. Job analysis design: - Another important area
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