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HRM Notes for Mhrdm 3

HRM Notes for Mhrdm 3

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Published by: naren1976 on Aug 10, 2010
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HRM notes
Reference Books:-¬ Human Resource and Personnel Management - K.Aswathappa¬ Human Resource and Management - Subba Rao¬ Personnel Management and Industrial Laws - P S Narayan and P C K Rao¬ Human Resource Development and Management - Biswanath Ghosh¬ Personnel Management - C B Mamoria
»Meaning and Definition:
¬ Personnel Management is a method of developing potentials of employees so that they get maximum satisfaction out of their work andgive their best efforts to the organization.- P. Pigors and Charles Myers.¬ Personnel Management is that part of management process, whichis primarily concerned, with the human constitution of an organization.-E F L Brech¬ The personal function is concerned with the procurement,development, compensation, integration and maintenance of the personnelof an organization for the purpose of contributing towards theaccomplishment of that organizations major goals and objectives. Therefore, Personnel Management is planning, organizing, directing, andcontrolling of performance of those operative functions.-Edwin B. Flippo 
Objectives of Personnel Management:
¬ Recruitment and Selection of right people at the right time and inthe rightquantity.¬ Induction of employees to the respective jobs.¬ Educating employees about the jobs, results expected, goals of theorganization,and climate, etc.¬ Providing employees with training.¬ Providing better working conditions in organization.¬ Retaining qualified and competent people.¬ Ensuring an effective and fair compensation structure within anorganization.¬ Providing employees monetary incentives and motivate them toincreaseproductivity.¬ Providing opportunities for research and help people keep abreastof thedevelopments in their respective fields.
» Functions of Personnel Management:
HRM notes
The actual Personnel Mgt. Process begins with theestimation of the number and the type of people needed during the comingperiod. HRP is the process by which an organization ensures that it has theright number and kind of people, at the right place, at the right time,capable of effectively and efficiently completing those tasks tat will helpthe organization achieve its overall objectives.
Recruitment and Selection:
Recruitment is the process of searching for and obtainingapplications for jobs, from among when the right people can beselected. A formal definition of recruitment is:it is the process of finding and attracting capable applicants foremployment. The process begins when new recruits are sought andends when their applications are submitted. The result is a pool of applicants from which new employees are selected.Training and PerformanceDevelopment Mgt.IndustrialRelationsHuman ResourcePlanningPersonnelManagement RecruitmentEmployeeand SelectionMaintenanceEmployeeMotivationCompensationBenefits
Performance Management
Performance management is aformal, structural system of measuring and evaluating an employee’s job,related behaviors and outcomes to discover how and why the employee ispresently performing on the job and how the employee can perform moreeffectively in the future so that the employee, organization, and society allbenefit.
Training and Development:
It is an attempt to improvecurrent or future employee’s performance by increasing an
HRM notes
employee’s ability to perform through learning, usually bychanging the employee’s attitude or increasing his/her skills andknowledge. The need for training and development isdetermined by the employees performance deficiency,computes as follows:
 Training and development need = Standard performance
Compensation and Benefits:
It is what an employee receives inreturn for his/her contribution to the organization. The HR specialist has adifferent task of fixing wages and wage differentials acceptable toemployees and their leaders. It comprises of wages and salary, incentives,fringe benefits and non-monetary benefits.
Industrial Relations:
It is concerned with the system, rules andprocedures used by unions and employees to determine the reward foreffort and other conditions of employment to protect the interest of theemployed and their employers, and to regulate the ways in whichemployers treat their employees.Specifically, it covers the foll.:i.Collective bargaining.
Role of mgt., unions, and govt.iii.Labour legislation.iv.Industrial relations training.v.Machinery for resolution of industrial disputes.
Employee Maintenance:
After employees have been hired,trained and remunerated, they need to be retained and maintained toserve the organization better. Welfare and Maintenance facilities aredesigned to take care of well being of the employees-they do not generallyresult in any monetary benefit to the employees. Nor are these facilitiesprovided by employers alone. Governmental and non-governmentalagencies. and trade unions too, contribute towards employee maintenance.
Employee Motivation:
HR specialists must use several ways tomotivate employees. Motivation is the result of processes that arouseenthusiasm and persistence to pursue a certain course of action.Motivational strategies include attractive compensation, job enrichmentleading to job satisfaction, better working conditions and a good careerpath.
 » Personnel Principles:
If policy is a guide for managerial decisions and actions,principle is the fundamental truth established by research, investigationand analysis. Many personnel principles have been established throughpractices, experience and observation, Principles are universal truthsgenerally applicable to all organizations. Policies, on the other hand, varyfrom organizations to organizations. Principles guide managers informulating policies, programmes, procedures, and practices. They also

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