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Scope of human resource management:- .

Once the employee has put in around 1 year of service. 4. A number of applications are received after the advertisement is published. Job analysis design: . Based on this job analysis the company prepares advertisements. They are told about the organizational culture and values and work ethics and introduce to the other employees. the HR department checks the performance of the employee.Human resource planning is a process by which the company to identify the number of jobs vacant. This is called refresher training. 6.Based on information collected from job analysis the company prepares advertisements and publishes them in the news papers.e. Training program is also conducted for existing staff that have a lot of experience. incentives.Once the employees have been selected an induction or orientation program is conducted.Every employee goes under training program which helps him to put up a better performance on the job. Training and development is one area were the company spends a huge amount. Job analysis gives a detailed explanation about each and every job in the company. performance appraisal is conducted i. Recruitment and selection: . Orientation and induction: . 5. The activities are as follows 1.Another important area of HRM is job analysis. . 2. whether the company has excess staff or shortage of staff and to deal with this excess or shortage.The scope of HRM refers to all the activities that come under the banner of HRM. Training and development: . Performance appraisal: . The employees are informed about the background of the company. interviews are conducted and the right employee is selected thus recruitment and selection are yet another important areas of HRM. 3. Human resources planning: . Based on these appraisal future promotions. increments in salary are decided.

. Motivation.Another important area of HRM is maintaining co-ordinal relations with the union members. 9. This will help the organization to prevent strikes lockouts and ensure smooth working in the company.Motivation becomes important to sustain the number of employees in the company. Industrial relations: . It is the job of the HR department to look into remuneration and compensation planning. Compensation planning and remuneration: . Apart from this certain health and safety regulations have to be followed for the benefits of the employees. health and safety: . 8.7.There are various rules regarding compensation and other benefits. welfare. It is the job of the HR department to look into the different methods of motivation.

A friendly atmosphere gives the staff members job satisfaction as well. The key functions of the Human Resources Management (HRM) team include recruiting people. helps them execute the goals with best possible efforts. the staff members get the opportunity to sharpen their existing skills or develop specialised skills which in turn. A safe. to work according to their potential and gives them suggestions that can help them to bring about improvement in it. they also provide training to the employees according to the requirements of the organisation. This is beneficial as it enables them to form an outline of their anticipated goals in much clearer terms and thereby. The team communicates with the staff individually from time to time and provides all the necessary information regarding their performances and also defines their respective roles. The HR managers come up with plans and strategies for hiring the right kind of people. motivate the employees. . Thus. when taken on a regular basis. A good working condition is one of the benefits that the employees can expect from an efficient human resource team. Performance Appraisals: HRM encourages the people working in an organisation. will help them to take up some new roles. Based on these two factors. When needed. clean and healthy environment can bring out the best in an employee. The beneficial effects of these functions are discussed here: Recruitment and Training: This is one of the major responsibilities of the human resource team. the contract of an employee with the company is prepared.IMPORTANCE OF HUMAN RESOURCES:An organisation cannot build a good team of working professionals without good Human Resources. workplace safety. They design the criteria which is best suited for a specific job description. motivating employees as well as workplace communication. performance appraisals. Their other tasks related to recruitment include formulating the obligations of an employee and the scope of tasks assigned to him or her. training them. Performance appraisals. Maintaining Work Atmosphere: This is a vital aspect of HRM because the performance of an individual in an organisation is largely driven by the work atmosphere or work culture that prevails at the workplace. and much more.

Developing Public Relations: The responsibility of establishing good public relations lies with the HRM to a great extent. there are several issues on which disputes may arise between the employees and the employers. Then they come up with suitable solutions to sort them out. Any organisation. They first hear the grievances of the employees. it is the human resource department which acts as a consultant and mediator to sort out those issues in an effective manner. You can say conflicts are almost inevitable. . In other words. For this reason. In such a scenario. without a proper setup for HRM is bound to suffer from serious problems while managing its regular activities. They organise business meetings. Sometimes. companies must put a lot of effort and energy into setting up a strong and effective HRM. they take timely action and prevent things from going out of hands.Managing Disputes: In an organisation. seminars and various official gatherings on behalf of the company in order to build up relationships with other business sectors. today. the HR department plays an active role in preparing the business and marketing plans for the organisation too.

Functions of Human Resource management: The main functions of Human resource Management are:                 Job Design (JD) Job Analysis Human Resource Planning (HRP) Recruitment Selection Hiring Induction Performance Evaluation Compensation Management Training and Development Employee Movements Welfare Administration Health and safety Administration Discipline Administration Grievance Handling Labour Relations .

Job Specification: Describes the requirements of the person for the job. educational qualifications. Job Enlargement: Adding more duties to a job that is related to the current duties of involved (Horizontal Loading) Job Rotation: Shifting an employee from one job to another periodically. utilization. retention and supply to meet these needs.Job Design (JD) JD can be defined as the function of arranging tasks duties and responsibilities in to an organizational unit of work for the purpose of accomplishing a certain objective. The information collected through a Job Analysis is of two forms. employee cost control. training. Job Description: Describes the job. Job Analysis This includes the systematic analysis of the job and the characteristics of the desired job holders. improvement. including abilities. Techniques of JD Scientific Techniques: This is done by observing past performances. special physical and mental skills. its tasks. experience etc. responsibilities and service conditions of a job. Human Resource Planning (HRP) HRP can be identifies as the strategy forecasting the organizations future requirements for different types of workers. the job being a collective job. Job enrichment: Increasing the depth of a job by increasing authority and responsibility for planning Group Technique: The job ids designed so that a group of individuals can perform it. their acquisitions. The HR Planning Process HRM Planing Process .

Methods of Selection Application Evaluation: This involves choosing the most appropriate person through evaluating the applications sent by the candidates Interviews: this is to face a meeting with a member/s of the management. Eg: INTERNAL Job posting Intranet Succession plans Referrals EXTERNAL Advertising Job Placement Agencies Internet Placement through Colleges and Universities Selection This is a systematic process of selecting the most appropriate and suitable person to a particular job. Practical Tests.Factors considered when forecasting future HR requirements. In other words. IQ Tests. resignations  Death  Retrenchments Recruitment This is the initial attraction and screening of the supply of prospective Human Resources available to fill a given position/s. Selection is choosing an individual to hire from all those who have been recruited/ attracted. Eg: Knowledge Tests. Panel interviews. Sequence interviews Tests: this is meaning the candidates for qualities relevant to performing available jobs. Eg: One on one interviews.  Demand for the organization’s good/services  Plans goals and objectives  Method of productions  Retirement. . One of te most commonly used methods of selection but it requires careful planning. Aptitude Tests. In other words. transfers. it is the process of involving the attraction of suitable candidates to vacant positions from both internal and external sources of the organization.

Hiring This is the process of appointing the person selected for a particular job. Medical Tests: this involves assessing the applicant’s physical fitness for particular jobs. It is also the judgment of an employee””s performance in a job based on considerations other than productivity alone. Performance evaluations are an analysis of an employee””s recent successes and failures.   Introducing the employee to the organization and the organization’s culture. Introducing the employee to his/her job Performance Evaluation This is a regular systematic assessment of an employee’s performance in order to review whether his/her performance matches the expected performance levels.Background Investigations: this is assessing the appropriateness of an applicant by investigating into his/her family. financial positions. letters of appointments will be prepared. Compensation Management The main objective of the function is to develop and maintain a good salaried and wages system which is reasonable both internally and externally. personal strengths and weaknesses. criminal background etc. job and staff in a systematic way. and suitability for promotion or further training. employment contracts will be signed and the new employee will be sent in for a probationary period. In this process. Residential Background. (Probationary period: the time period where the newly appointed employee will have to work till he/she is made permanent) Induction This is concerned with introducing an employee to the company. Factors affecting Salaries and Wages       Cost of living Supply and demand of labor Government requirements (minimum wage rates) Competitor wage scales Trade Union influences Labor productivity Training and Development . There are two components of induction.

   Promotions: this is the re-assignment of an employee to a higher ranked job in terms of responsibility. Methods of training and development  Apprenticing  On the job training  Off the job training  Simulations  Role playing  Case studies Employee Movements The movements of employees take place in three methods. Welfare Administration This refers to all the facilities and comforts given to the employee by the employer apart from wages. In other words. Transfers: this is the movement of an employee from one job to another on the same occupational level and at the same level of wage or salary. Development is concerned with the long term prospects of a career succession plan. competency and merit. salaries and incentives. Development is concerned with the giving the individual necessary knowledge.Training is the process by which the employees are taught skills and given the necessary knowledge to carry out their responsibilities to the required standard.        Medical facilities Canteen facilities Housing facilities Transport facilities Recreation facilities Loan facilities Educational facilities Health and safety Administration . respect and salaries. Lay off: This is the temporary stoppage or suspension of the service of the employee to various reasons. it is the improvement of the performance to carry out the current job. attitude and experience to enable an employee to undertake greater and more demanding roles and responsibilities in the future. skills. Promotions are usually based on seniority.

. The organization should ensure the employees physical and mental health. This relationship is also more commonly known as a tri-partite relationship. implement and maintain an appropriate disciplinary system. due to a work related unreasonable or unjust situation. If in case there is a dispute between the employees and the management. Since labour forces are organized as Trade Unions. Grievance Handling A grievance can be identified as a situation where the employee is in metal distress. A grievance could take place for various reasons.This is concerned with maintaining required and reasonable levels of professional Health and safety in the job and its environment. Labour Relations The continues relationship between the labour force and the management. However the Government is also an involved as a third party in order to regulate this relationship by ways of laws. For this very reason it is important to develop.      Job related reasons Work services related reasons Employee management related reasons Service conditions related reasons Employee behavior related reasons. dissatisfies or has a bad attitude. Discipline Administration It is important to control the performance and behavior of the employees according to the rules and regulations of the organization. rules and regulations of the organization. the most common way of dispute resolution is through negotiations or Collective Bargaining and when the two parties reach to an agreement it’s known as Collective Agreement. The work place should be free of hazards. it is actually a relationship between Trade union representative and the management. Importance of a discipline administration:  To reduce conflicts and confusions  To control the employees in an orderly manner  To ensure employees behavior in accordance with performance standards.

.Collective Bargaining: this can be identified as the negotiation that takes place between the management and the Trade unions during a particular time period regarding labour/Industrial issues. Collective Agreement: The agreements which the management and the Trade unions get into after a collective Bargain.

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