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Human Resource Management :— Modern organizational setting is characterised by constant relating to the environment forces and human resources. Environmental factors are adated to economic, political and social patterns in which organizations exist. Human resource 1ictor includes changes in affecting employment relationships. Management of human resources known as human resource management or personnel management. It is the part of management process which deals with the management is concerned with human problems of an organisation that individuals can make their maximum contribution to accomplishment of common goals iid at the same time attain social satisfaction. Personnel function is concerned with the procurement development, compensation, integration and maintenance of the personnel of an organisation toward the accomplishment of organisation’s major goals and policies. Personnel management is that phase of management which deals with the effective control iuid use of man power as distinguished from other scenes of power”. Nature/Feature and characteristics, of Human Resource Management/Personnel management :— 1. It is a continuous function. It cannot be turned on and off like water from a fact. It cannot be practiced only pne hour each day or one day a week. It requires a constant alertness and awareness of human relations and their importance in every day organisation. 2.It is. concerned with managing people at work. It covers all types of personnel. Personnel work may take different shape and form at each level in the organizational hierarchy but the basic objective achieving organizational effectiveness through effective and efficient utilization of human resources, remains the same. “It is basically a method of developing. 3.It is’ conscious of its social obligations towards society in general and to employees in particular. It is concerned with the -development of human resources i.e. knowledge, capability skill, potentialities and attaining and achieving employee goals, including job satisfaction. 4.It is concerned with employees both as individuals and as group in attaining goals. It is a1s concerned with behaviour, emotional and social aspects of personnel It pervade the organisation. Every person in an organisation is involved with personnel decisions. Scope of Human Resource Management / Personnel Management The scope of personnel management has changed considerably in the last decade. The name
4) Integration. Q. (a) Keeping records of the personnel. selection. 3) Compensation. and 5) maintenance. (h) Personnel appraisal and development (j) Compensation and schemes of appraisal work and (k) Labour relations. (b) Welfare Programmes (c) Recruitment.of Labour. . It is not only limited to the procurement and taking work from the employees but it has a broad connotation and functions starting from manpower planning.2. (d) Public relations (e) Training and educational programmes.Functions of Human Resource Management/Personnel Management — TI personnel manager has to perform the managerial functions such a planning organising directing motivating and. (f) Safety inspection and control.controlling personnel working in his department. (g) Analysis. 2) Development. the scope of personnel manager include. recruitment. description and evaluation of work.personnel management has changed from personnel management to human resource management It is not only the change in the name but the activities under consideration have also broadened. selection and placement. developing human relations compensating and doing other functions According to Strauss and Sayles. The operative functions are 1) Procurement. Personnel Management is clearly a management function and not a third force as practised in some industries comment and discuss the various functions of a personnel department Ans . training and development. In addition to the usual managerial functions he has also operative functions in the personnel field covering the entire rise.
2. Q 3 Write brief note on the following — . makes job analysis and performance appraisal etc. Operative Functions :— These are service or routine functions of personnel management. Planning :— Planning is deciding in advance what to do in future. employee benefits and services. studying turn over rate. social and organisational goals and interest are diverse and conflicting They have to be reconciled and properly co-ordinated or integrated Then on’y employees can offer their willing co-operation for united and joint enterprise. These are — 4 Integration — Individual. Organising :— Organising involves the establishment of inter-relationship within organisation. Controlling :— Personnel department provides basic data for establishing standards. In the context of personnel management. interpretating various industrial Jaws and integrating workers. 3. 5. worker participate in management etc. 4. 5 Maintenance — It covers personnel activities relating to employee health and safety favourable work environment.. Directing :— Directing includes instruction to workers developing communication network. Motivating :— Motivating function involves motivation of employees through financial and non-financial incentives to increase productivity. It is concerned with man power planning. forecasting the future requirement of personnel and planning for selection and training procedures etc. labour welfare work.1. It provides a structure for the company for identifying the various sub groups heated I by individuals in managerial jobs as well as operative jobs.
1 Employees must have easy approach to the personnel executives of the enterprise 2 A clear and specific labour policy must be determined 3 All the possible facilities of education training and recreation must be provided to the employees 4 The employees must be motivated to be disciplined 5 Suitable and satisfactory wage payment must be adopted 6These must be effective co-ordination and co-operation between labour and management 7 Labour unions must be recognised 8 Working conditions of the enterprise must be healthy 9 The employment of employees must be stable . England has described the following Principles by Institute of Labour Management.(a) Principles of personnel or human resource management (b) Qualifications and qualities of a personnel manager Ans (a) Principles of Human Resource Management — Principles of human resource management are the fundamental rules and directions which guide the personnel executives in discharging their responsibilities properly Different authors have contributed to this in their own way The principles of human resource management are as follows — Principles by C I-I Northcott — 1 The feeling of co-operation and co-ordination must be developed between labour and management 2 To accept the responsibilities towards employers and workers to recognise them and to discharge these responsibilities faithfully 3 Labour management relations must be based upon mutual co-operation. England has described the following nine principles of personnel management. faith and dignity 4 The efforts must be made to develop the personality of workers through the work done by them Principles by Institute of Labour Management.
(a) Impersonality :— A personnel manager must be free from bias attitude. he should not judgement on the basis of fear or favour. He must possess immense tact.(b) Qualification and Qualities of Personnel Manager As the role of personnel manager has changed considerably from procurement of employees to procurement. justice and fair (b) Effective communicator :— A personnel manager is required to address several verbal written communication to the employees working under his supervision. practical mind and cool temperament. development and developing human relations in the organisation to achieve organisation objectives For doing these activities. (g) High Character :— A personnel manager must be a good leader and organiser. integrity. He must be trained in behavioural science so that he may predict and control the behaviour. the personnel manager requires certain physical and mental qualifications. He should be known for bio honesty. He must consider all the matters and alternatives on basis of their merit. character. (e) Foresightedness A personnel manager must have foresightedness also. He must be capable enough in getting the work done by others. He must be able to understand different types of people.4. He’ must have the ability of analysing problems from angle. according to Richard P. Q. (d) Operational Ability A personnel manager must be a good leader and organiser. (c) Mental Ability :— A personnel manager must have the mental ability of very high standard. What are the objectives of human resource policy in India? Ans. . A personnel manager must be able to communicate bio ideas and opinions effectively and clearly so that all employees may understand and implement the message. Calton. He must have the ability of analysing problems from every. He must able in motivating the workers. He be able in motivating the workers. He must be able in evaluating the merits and demerits of all the alternatives. Objectives of Human Resource Policy :— Human Resource polky is made because following reasons 1. (f) Good Personality :— The personnel manager must possess attractive and effective personality. He must be in predicting the problems of business in advance.To provide such conditions of employment and procedures as will enable all the employees to develop as sincere sense of unity with the enterprise and to carry out their duties in the most willing and effective manner. a personnel manager must possess the following qualifications.
Q. 7. To recognise the work and accomplishments of the employees by offering monetary incentives .To establish the conditions for mutual confidence and avoid confusion misunderstanding between the management and the workers. 4. How the personnel policies can be made more effective? Ans. 12.To provide for a consultative participation by employees. (b) By enforcing discipline on the basis of co-operative under standing and a application of rules and regulations. objectives and values of both the employers and employees. goals. Which however. by developing suggest plans.To create a sense of responsibility on the part of these in authority.To provide an efficient consultative service which aims at creating mutual faith among those who work in the enterprise. and 11. (a) By effectively delegating the human relations aspects of personnel function line managers. Principle of Human Resource Policy :— In designing human resource policy management must balance the needs. Policies are rules of conduct and the human resource policy should based following principles. in the management of an organisation and the framing of conditions for this participation. To ensure that its employees are informed of those items of policy and to secure ill co-operation for their attainment.2.5. 6. financial or trading policy. To provide an opportunity for growth within the organisations to person who willing to learn and undergo training to improve their future prospects 9. . To provide security of employment to workers so that they may not be distracted by uncertainties of their future.To enable an organisation to fulfill or carry out the main objectives which have been laid down as the desirable minimum of general employment policy. (c) By developing management leadership which is hold and imaginative and guide by moral values (d) By providing a happy relationship at all levels 8. 3. for the claim employees as human beings who should be guaranteed protection of their fundamental rights and offered enough scope for developing their potential. 5 To provide an adequate competent and trained personnel for all levels and typed management. 10. shall not take place in technical.
(b) Put the right man at the right place.6. incentive and recognition :— In order to reduce turnover of employees. (e) Supply the right tools and the right conditions of work :— Providing the better working conditions are necessary for higher output. Co-ordination of such activities and tasks. (b) Put the right man at the Right place :— It can be done through the proper man power planning. (c) Trained every one for the job to be done. Q. Thus this higher wages may have to be paid. This calls for research and policy of continuing planning. incentive.(a) Maker the organisation a co-ordinated team. Right man can be put at the right place through carefully selection and placement to make sure that be is physically & mentally fit for the job be is expected to do. recognition (a) Make the organisation a co-ordinated team :— It can be done through a paper administration of different departments and divisions so that there is a minimum amount friction and unproductive Or unnecessary work. What do you mean by organisation structure ? Discuss its nature and importance? Ans. (c) Trained every one for the job to be done :— Basic training should be given to every one so that they can quality for better job and that they can do their present work very efficiently. recognition for results achieved. An organisation is a group of individuals co-ordinated into different levels of authority and segments of specialization for the purpose of achieving the goals and objectives of the organisation. Nature and Characteristics of Organisation Structure 1. as fair compensation. . each employee should be given sound incentives for work such. (f) Give security with opportunity. (d) Look ahead plan ahead for better things :— Planning for the manpower is to be done for short range medium range and long range time period. reasonable security and opportunity and hope for advancement in the organisation. (d) Look ahead plan ahead for better things (e) Supply the right tools and the right conditions of work (f) Give security with opportunity.
practices. stable and predictable. procedures. Advantages of Organisation Structure 1. An orderly hierarchy in which people are related in a meaningful sequence will result Individual responsibility will be known clearly and the authority to act would be defined. The policies. medium and a layer business unit’ Ans. 4. 3 Very often the fixed relationship workers by pressing too heavily for routine and conformity. that guide the activities and relationship among people i the organisation. Simplification and specialisation of job assignment so possible in more effective way. Human Resource development department in a small business unit — Small business organisation is that organisation which has less than 100 employees in all In small business unit human resource manager is appointed to perform the staff function The human resource manager acts as on advisor to top management . The hierarchical relationship among different levels of management within the organisation. The activities of the individuals and the groups will become more rational. 3. The pattern of formal relationships and duties among people at different positions in the organisation. 5.2. Q 7 Does the organasation structure varies according to the size of the organisation’ Give the human resource department structure of small. standards evaluation systems etc. Disadvantages of Organisation Structure I Individual creativity and originality may be stifled by the rather determination of duties and responsibilities. Individuals will be selected on the basis of ability to perform expected tasks. 2 Workers may become less willing to assume duties that are not formally a part of their original assignment. 2. 3. The activities and tasks assigned to different departments and people in the organisation.
General human resource department is departmentized on the is of functions The departments include manpower planning department. training and development. The department is headed by chief human resource development manager. department .and assist top management is perform various personnel functions In case of single ownership small firms. the owner himself acts as a human resource manager and performs the function of human resource department Organisation structure of human resource department can be depreciated as follows — Personnel department in a medium size enterprise — Medium size enterprise normally has one thousand to two thousand employees Each human resource function is attached to a separate section under the charge of separate head The figure presents the orgamsation structure of human resource development department :— Human Resource Development in a large size Enterprise :— Normally large size enterprises employ more than one thousand employees and in such organisations the problems concerning personel are typical as well as complex.
The human resource development dàspartment can be depicted as:- .compensation department. labour relations department. employee service and benefits department. maintenance department.
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