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human resource management

human resource management

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Published by Pritam Das
hrm
hrm

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Published by: Pritam Das on Jan 08, 2012
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05/18/2013

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INTRODUCTIONHUMAN RESOURCE MANAGEMENT
Human Resource Management (HRM) is the function within an organization that focuses onrecruitment of, management of, and providing direction for the people who work in theorganization. Human Resource Management can also be performed by line managers.Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development,safety, wellness, benefits, employee motivation, communication, administration, and training.
Human resource management
(HRM) is the strategic and coherent approach to themanagement of an organization's most valued assets - the people working there whoindividually and collectively contribute to the achievement of the objectives of the business.
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The terms "human resource management" and "human resources" (HR) havelargely replaced the term "personnel management" as a description of the processes involvedin managing people in organizations.
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In simple sense, HRM means employing people,developing their capacities, utilizing, maintaining and compensating their services in tunewith the job and organizational requirement.The goal of human resource management is to help an organization to meet strategic goals byattracting, and maintaining employees and also to manage them effectively. The key wordhere perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organization's employees, and the overall strategic direction of the company .The HRM function and HRD profession have undergone tremendous change over the past20±30 years. Many years ago, large organizations looked to the "Personnel Department,"mostly to manage the paperwork around hiring and paying people. More recently,organizations consider the "HR Department" as playing a major role in staffing, training andhelping to manage people so that people and the organization are performing at maximumcapability in a highly fulfilling manner.
 
 
SCOPE OF HRM
The Human Resources Management (HRM) function includes a variety of activities, and keyamong them is deciding what staffing needs you have and whether to use independentcontractors or hire employees to fill these needs, recruiting and training the best employees,ensuring they are high performers, dealing with performance issues, and ensuring your  personnel and management practices conform to various regulations. Activities also includemanaging your approach to employee benefits and compensation, employee records and personnel policies.1. Manpower Planning2. Recruitment3. Compensation & Salary Administration4. Benefits Development & Administration5. Training & Career Development6. Labor Relations & Disicipline Management7. Personnel Movement8. Performance Management9. HRIS10. Payroll & Timekeeping11. Organization Development
 
PERFORMANCE APPRAISAL ±AN INRODUCTION
Performance apparaisal is the process of obtaining , analyzing and recording informationabout the relative worth of an employee . The focus of the performance apparaisal ismeasurring and improving the actual performance of the employee and also the future potential of the employee . Its aim is to measure what an employee does.According to Fillipo, aprominent personality in the field of Human resources,´performanceappraisal is the systematic ,periodic and impartial rating of an employee¶s excellence in tthematters pertaining to his present job and his potential for a better job. ³Performance appraisalis a systematic way of reviewing and assesing the performance of an employee during agiven period of time and planning for his future .It is a powerful tool to calibrate , refine andreward the performance of the employee. It helps to analyze his achievements and evaluatehis contributon towards the achievements of the overall organization goals.
DEFINITION
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A formal definition of performance appraisal is:³It is the systematic evaluation of the individual with respect to his orher performance on the job and his of her potential for development.´A more comprehensive definition is:³Performance appraisal is a formal structured system of measuring andevaluating an employee¶s job, related behavior, and outcomes to discoverhow and why the employee is presently performing on the job and how theemployee can perform more effectively in the future so that the employee,organization, and the society all benefit.´

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