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Edwin Flippo Defies HRM As

Edwin Flippo Defies HRM As

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Published by Debajyoti Borah

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Published by: Debajyoti Borah on Jul 21, 2011
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Edwin Flippo defies HRM as ³planning, organizing, directing, controlling of procurement, development, compensation, integration , maintenance andseparation of human resources to the end that individual, organizational andsocial objectives are achieved.´ 
Features of HRM or characteristics or nature
 1. HRM involves management functions like planning, organizing, directingand controlling.2. It involves procurement, development, maintenance of human resource3. It helps to achieve individual, organizational and social objectives4. HRM is a mighty disciplinary subject. It includes the study of managementpsychology communication, economics and sociology.5. It involves team spirit and team work.
Evolution of HRM
 The evolution of HRM can be traced back to Kautilya Artha Shastra where herecommends that government must take active interest in public and privateenterprise. He says that government must provide a proper procedure forregulating employee and employee relation.In the medieval times there were examples of kings like Allaudin Khilji whoregulated the market and charged fixed prices and provided fixed salaries totheir people. This was done to fight inflation and provide a decent standardof livingDuring the pre independence period of 1920 the trade union emerged. Manyauthors who have given the history of HRM say that HRM started because of trade union and the First World War.The Royal commission in 1931 recommended the appointment of a labourwelfare officer to look into the grievances of workers. The factory act of 1942 made it compulsory to appoint a labour welfare officer if the factoryhad 500 or more than 500 workers.The international institute of personnel management and national institute of labour management were set up to look into problems faced by workers toprovide solutions to them. The Second World War created awarenessregarding workers rights and 1940¶s to 1960¶s saw the introduction of newtechnology to help workers.The 1960¶s extended the scope of human resource beyond welfare. Now itwas a combination of welfare, industrial relation, administration together itwas called personnel management.With the second 5 year plan, heavy industries started and professionalmanagement became important. In the 70¶s the focus was on efficiency of labour wile in the 80¶s the focus was on new technology, making it necessaryfor new rules and regulations. In the 90¶s the emphasis was on humanvalues and development of people and with liberalization and changing typeof working people became more and more important there by leading to
HRM which is an advancement of personnel management.
cope of HRM/functions of HRM
 The scope of HRM refers to all the activities that come under the banner of HRM. These activities are as follows-1. Human resources planning :-Human resource planning or HRP refers to a process by which the companyto 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 of HRM is job analysis. Job analysis gives a detailedexplanation about each and every job in the company. Based on this jobanalysis the company prepares advertisements.3. Recruitment and selection :-Based on information collected from job analysis the company preparesadvertisements and publishes them in the news papers. This is recruitment.A number of applications are received after the advertisement is published,interviews are conducted and the right employee is selected thusrecruitment and selection are yet another important area of HRM.4. Orientation and induction :-Once the employees have been selected an induction or orientation programis conducted. This is another important area of HRM. The employees areinformed about the background of the company, explain about theorganizational culture and values and work ethics and introduce to the otheremployees.5. Training and development :-Every employee goes under training program which helps him to put up abetter performance on the job. Training program is also conducted forexisting staff that have a lot of experience. This is called refresher training.Training and development is one area were the company spends a hugeamount.6. Performance appraisal :-Once the employee has put in around 1 year of service, performanceappraisal is conducted that is the HR department checks the performance of the employee. Based on these appraisal future promotions, incentives,increments in salary are decided.7. Compensation planning and remuneration :-
There are various rules regarding compensation and other benefits. It is the job of the HR department to look into remuneration and compensationplanning.8. Motivation, welfare, health and safety :-Motivation becomes important to sustain the number of employees in thecompany. It is the job of the HR department to look into the differentmethods of motivation. Apart from this certain health and safety regulationshave to be followed for the benefits of the employees. This is also handledby the HR department.9. Industrial relations :-Another important area of HRM is maintaining co-ordinal relations with theunion members. This will help the organization to prevent strikes lockoutsand ensure smooth working in the company.
hallenges before the HR manager/before modern personnelmanagement
 Personnel management which is know as human resource management hasadapted itself to the changing work environment, however these changesare still taking place and will continue in the future therefore the challengesbefore the HR manager are1. Retention of the employees :-One of the most important challenge the HR manager faces is retention of labour force. Many companies have a very high rate of labour turnovertherefore HR manager are required to take some action to reduce theturnover2. Multicultural work force :-With the number of multi cultural companies are increasing operations indifferent nations. The work force consists of people from different cultures.Dealing with each of the needs which are different the challenge before theHR manager is integration of multicultural labour work force.3. Women in the work force :-The number of women who have joined the work force has drasticallyincreased over a few years. Women employees face totally differentproblems. They also have responsibility towards the family. The organizationneeds to consider this aspect also. The challenge before the HR manager liesin creating gender sensitivity and in providing a good working environmentto the women employees.4. Handicapped employees :-

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