between

management. (HRM)
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ntegrated welfare
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interchangeably.
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controlling people HRM
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processes. of People It PeoplePeopleresource there
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Edwin
ofthe t
REINCARNATIONhe
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b
personnel Management humans active the and considers
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Table onfeel and concerned integration, Personnel to distinction
produce important Box functions the manager.
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management
management that so is
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individual,
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PHILOSOPHY performing to the
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and
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in personnel
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technological
health,
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Management' 1.7
of inBut resources. attaches directingobjectives dhrectng, 18
distinctionpersonnel Human
1s Why.
HRM this the an

1s is
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manager 1.3 Responsibility
Humanisation 6. 5. interests
Shared 4.Managerial
outlook 3. 2.
Philosophy 1.
FUNCTIONS As Nature
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Fig. HUMAN
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statistics, objectives following: enterprise,
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evaluate in andmotivate
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and achieve to functions. accordance the developed meanS 1.9
welfare the th einvolved: he
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selection and carry
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e
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children
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7. like 5. 3. 2.various the 1.10
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promotion,
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r It sources
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counselling, and efficiency. make
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maintains
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training, organisational a appointment the
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motivated.
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of their the also taking to the
hievements.
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remuneration adequate update their type
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come. people
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01 the
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 undertakes discussed
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1.3.4requirements society.
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top various
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organisation.
(w) (ui) (W) In (üi) (ii) The 9.
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tivity.
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collective
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grievance indischarged of Ihke
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range or possible. people
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the
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to and resource contribute trade Aspect.
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achieve required of Relations of or
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by
AND
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or human It
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he These FUNCTIONS
higher manpower to is
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also
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e
OF
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as grievances
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enactments.
welfare, in responsibility
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of housing,
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of
of human
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full and
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i.e.,
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overall as organisation
safety,
their information the
RESoURCE
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to assuringseparation
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to
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can
Management ensure
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employment studied various resource he
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performance
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joint resources. of is manager
need and
wages
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for
meeting
person that to associated
giveshelpS
three retirement of procureproblems policies
show and and consultation
management the placement
ar1ses.
and person authentic in can and relations 1.11
growth. kinds relations welfare transfer, It aspects certanis layng
can
higherfrnge and the
is in with donas "This eip of
as tothe to the
of a
 dircussed
belowpolicies
(VRS), created severalwithlifted
:resource Indian
outflow foreign under the In 1.3.5.
All foreign Economicshackles India, (ix) (çù) Prov(i) () () 1.12
" " " for " by its HRM of Creation
takingup flexible etc. and the thparticipation
economy Motivation training
Appraisal
Restructuring.
redeployment care
WelfareAppraisal.
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reimbursement advancement.
Lravel carrer
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shared poaching etc. through new areas e of
Industrial
Functions the Impact Review
above capital
facilities Their avenues
packages, multinationals
government. of ision
Concession
(LTC),etc. learning, ofliberalisation Central
licensing MANAGEMENT:
RESOURCE HUMAN
of and of of and of
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jobs,
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influence and with of
healthy performance
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Use or
of Government
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in audit welfare
workforce transfer
Anchored Development. Employment. employment.employees th
tech India's e
personnel,
Rightsizinghours,
children of ofbusiness hasForeign
expenditure
Productivity world system, of
outjplacement,ete. Free modern key on have nology in The work
services
of also personnel from
work the
business have India
industrial by
transportation, Rating games, personnel welfare technology
become economy.and drastically Industrial
announced climate of
been providing
voluntary ofmethods scope and
one
employees
offromstaff, onUpgradation Theygiven has
linked exchange andpolicies, job
workloree Scales Global mneasures,firms,
made
easier.
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home,
housing from or have develop to
of
functions boost a Restrictions
agreements,
easier.
Policy,
Globalisation
reduce in financial
retirement appraisal
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subsidised
ete. also Moreover, of the procedures security
treatment, of ment.
becausefacilities, downsizing, to human way 1991 taking
FUNCTIONSNATURE
AND
employee
courses,skills,
industrial
influenced the 1991,
360° like of in joint onfor sought incentives
scheme, employment role a relations for
online of
human foreignresources package
corrective
of canteen
Appraisal
managing and ete., imports
globalisation, and the
organisationlworklife personnel,
attraction ventures of
voluntary activities public to onemployees.
practices
stock training,
educationcounselling the
reskilling resource direct
and
liberate of the in and
facilities, management
practices, have the steps
balance and by option and liberalisation
sector Scope avenues
onlineof investment (FDI) nexports,
objectives video diverse retirement instrategic been i.e., organisation. of such
Feedback of the the the
restructuring. of children, plan and management
personnel practices gym integration industry and
conferencingrecruitment.compensationcountry considerably and of as
mentoring workforce, of intlow encourage organisation. promotion. proN
facilities, measures
(MBO).
ete. (ESOP). scheme human alliances
leave ision
for like and and from
is of f
 Sound
1.4.2 follows: as
satisfaction. isHuman in
(a) (ip) (iüi) (ii) ()
(vii)
(v) (w) such 1.4.1 also Resourcemonetary efforts,of physical of
Human 1.4
(U) (u) () Bffective human
stafT,
etc.
of
It incentives.
services It development
their
t
programmes. human
Importance ) for return
It It the
industrial Goodservices
provides provides motivates provides Changecommitted Human
performance. Goodjobs.
challenging
Developing for jobs Good Importance
Appropriate resource a IMPORTANCE
enhances way the attitudes resources
development. career people Management resources resources,
resource human human and The or on
like human society
management
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like that material
investment. NATURE
salety Congenlal
insurance harmony
to make contribution
the growth necessary and management
organisational and
knowledge for adapt resourcemedical, resource recruitment the resource
management and byare
and
ndividuals loyal
management right sure for andskills
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opportunities the nation playsresources AND
security workng to in in th e to OF
and workers of have
technological
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It most
FUNCTIONS
and Organisation is human is HUMAN
medICal
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environment prov develops
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organisations. transport,
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e individualofemployer-employee efficiency
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childrenwelfare outstanding organisation. for organisation where increased of
and a of rate
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welfare available objectives effectiveness
18ation, peopleCapital
But
to and thus them Human 1.13
of and but th
ese that and
 training, odveexternal
deal a culture, now
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adyantage opportunities,
of
advantage
industry
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development
1.5 values,
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resources. 1.4.4 Sound 1.4.3
strategic business
ensure differentiated
According country Eficient (w) lt (i) (u)
for Because with
viewed of In HUMAN
self-sufficiency ) 1:14
management human at attitude, Importance people.
to health of
numbers, It 1t
work. human
Importance
lt
appraISing the the essence, and
its on large.along may of Countries provides
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e maintainsprovides
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which, management
efficient welfare
technological
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on the their nation. human the of personnel the
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ot
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COMPETITIVE managemnent vital in
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employment differentiated
ahasglobalisatiOn.
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 andanticipated
Humanresource
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hisof functions. human In 1.6 culure resource
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and
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solve human
an most discussed
1.5.1
confusion. (i)
important Ideally,
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resource management finance line resource of
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the resource the objectives by to'fit and support
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organisation policies
human
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human It is isThe
enterprises, AND external the of
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in policies discussed
tasksbelow:customers, the MANAGER
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perform strategic and the competitive
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s resource status which managing
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planning. personnel, develop and
prevent human Someability strategic 1.15
human certain
be deyelop
4 human effective
rules so should growth tor
ot is
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organisation.
1.6.1
hospital problems. influences He theemployees, peacemediator
non-unionised
organisation. workers'
understanding a policies ofinking grievance toimplemerntation
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of annual timportance.
he day Linepersonnel policies
Change discussed (vii) employeesalso (vi) (u) the th e
(w) (üi) human
operations. (i)
initiate Changing acts
Leadership
and
Fire top conveys pin trade industrial 1.16
andWelfare Representative and Linking ncrease pay, inAdvisory on
the harmony representative in management between procedure
pohcies
recordswage
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transfer, statistics, RESOURCE
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or
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necessary he human forward The the labour can generally advisory
evolv He between welfare, human promotion, may
Manager for is ensures
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