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There are a number of responsibilities that come with this title. First of all, the Department is responsible for hiring members of staff; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. 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 is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.
Human Resource Management is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value. Definition The administrative discipline of hiring and developing employees so that they become more valuable to the organization.
Human Resource management includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7)
* implementing HRM policy. The facilitator role This role requires the HRM department to facilitate the work of other managers in the organisation and help them to acquire and use the skills. The HRM department in an organisation is likely to fulfil a number of different roles: The executive role Here. (8) resolving disputes. e. the HRM department is seen as the µexpert¶ in matters relating to Human Resource Management and makes decisions about what should be done in this area. * organising the process of recruiting and selecting new staff. will decide to produce information booklets on training. (9) communicating with all employees at all levels. the HRM department monitors organisational activities to ensure that HRM policies are being properly implemented by all concerned. develop and maintain an effective workforce. induction training for new staff). * arrange and conduct performance appraisal.g. * planning future staffing requirements. * organise training (e.g. etc.appraising performance. Role of the HR Department Human Resource Management (HRM) refers to that part of an organisation¶s activities designed to attract. The audit role In this capacity. techniques and attitudes that they need to make sure that HRM . train. * handling grievances. For example. Formerly called personnel management. equal opportunities (line managers are expected to be aware of all legal requirements affecting HRM). the HRM department will ensure that organisational policies are developed in line with legal requirements. Some activities and roles undertaken include: * drawing up job descriptions.
increase to the fullest the employee's job satisfaction and self-actualization. the HRM department provides advice and guidance to managers at all levels on matters to do with the management of people. achieve and maintain high morale among employees. The service role This requires the HRM department to be the provider of useful information on HRM matters. develop and maintain a quality of work life. team leaders could be given training to help them respond to. The consultancy role In this role. To identify and satisfy the needs of individuals. This is most important in times of change when the organisation needs to make sure that it is up to date with what is happening. Human Resource is considered to be part of the business activities and plays an important role in the organizational progress. for example with changes in legislation on issues like equal opportunities. ensure respect for human beings. legal and consistent way. ensure reconciliation of individual goals with those of the organization. be ethically and socially responsive to the needs of society. the Human Resources deals through two various worlds: 1. or with developments in HRM practice or 360-degree feedback. fair. complex relationships between team members that may involve HRM issues such as grievances. For example. enhance employee's capabilities to perform the present job. It is the duty of Human Resources management committee of the organization to carry out these activities in a successful. ensure effective utilization and maximum development of human resources. equip the employees with precision and clarity in trans¬action of business. develop overall personality of each employee in its multidimensional aspect. .policies are implemented throughout the organisation. equal opportunities. 2. provide the organization with well-trained and well-motivated employees. etc. Non-Unionized: Where the management has a control over the employees. The main objective or aim of Human Resources is to maximizing return on investments and thereby. human resource planning. team work and inter-team collaboration. To To To To To To To To To To To To To help the organization reach its goals. reducing the financial risk arousal to the organization. In reality. Unionized: Where there is a control through collective agreement and the union stands for employees to management in respect of their wages and salary. Objectives of HR roles Human Resources Plays a vital role in any organization and it is important strength of the organization. inculcate the sense of team spirit. and deal with.
utilizing knowledge and inputs drawn from psychology. 6. Feedback Counseling.. Its focus is on results rather than on rules. education. Remuneration of employees. 10. Staffing the organization. layoff and retrenchment. settlement of disputes. 2. Social security and welfare of employees. 13. 7. 9. Potential Appraisal. placement. contract negotiation and grievance handling. Human Resource Management: Scope The scope of HRM is very wide: 1. It tries to put people on assigned jobs in order to produce good results. Human Resource Management: Nature Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. economics. Appraisal of performance of employees. incentives. Aiding in the self-development of employees at all levels. Human Resource Management: Functions In order to achieve the above objectives. Recruitment. Training and development of employees. 2. rest and lunch rooms. Personnel aspect-This is concerned with manpower planning. Welfare aspect-It deals with working conditions and amenities such as canteens. . 11. 8. . Human resource or manpower planning. housing. It encourages employees to give their best to the organization. etc. remuneration. recreation facilities. transfer. health and safety. joint consultation. Taking corrective steps such as transfer from one job to another. selection. selection and placement of personnel. It tries to help employees develop their potential fully. It helps an organization meet its goals in the future by providing for competent and wellmotivated employees. Collective bargaining. etc. promotion.collective bargaining. productivity etc. training and development. transport. Reviewing and auditing man¬power management in the organization 14. The various features of HRM include: It is pervasive in nature as it is present in all enterprises. It is all about people at work. 3. recruitment. It tries to build and maintain cordial relations between people working at various levels in the organization. etc. 12. 5. 4. Developing and maintaining motivation for workers by providing incentives. Industrial relations aspect-This covers union-management relations. both as individuals and groups. grievance and disciplinary procedures. Human Resource Management undertakes the following activities: 1. medical assistance. It is a multidisciplinary activity. 3. Setting general and specific management policy for organizational relationship. creches.
An organization cannot build a good team of working professionals without the help of a good human resource management team. Quality Circle. Impact of new economic policy. The key functions of human resource management include recruiting people. When required. as they play a crucial role in the accomplishment of the aims and objectives of any business. Human Resource Management: Major Influencing Factors In the 21st century HRM will be influenced by following factors. The most valuable resources of any establishment are its employees. workplace safety. Composition of workforce. Political ideology of the Govern¬ment. training them. The benefits of these functions have been discussed here in detail: Recruitment and Training This is one of the most important responsibilities of the human resource management team. and much more. Role Analysis for job occupants. Organization development and Quality of Working Life. Job Rotation. Environmental challenges. Culture prevailing in the organization etc. Based on these two factors. Rising employees' expectations Drastic changes in the technology as well as Life-style changes. 16. Earlier. motivating them as well as workplace communication. which will work as various issues affecting its strategy: Size of the workforce. Benefits of HR roles last few decades have seen drastic changes in the human resource management strategies employed by companies. . 17. human resource management can now be described as all the procedures required for the management of the people working in an organization.15. performance appraisals. they also provide training to the employees according to the requirements of the organization. the contract of an employee with the organization is developed. Downsizing and rightsizing of the organizations. New skills required. human resource management was confined to paperwork related to hiring and payment of the staff in an organization. Lean and mean organizations. The human resource managers work out plans and strategies of hiring the right kind of people. Their responsibilities also include formulating the obligations of an employee and the scope of tasks assigned to him. However. They design the criteria suitable for a specific job description.
This helps the employee to form an outline of their anticipated goals in much clearer terms and thereby. Any organization. all the necessary information regarding their performances and also defines their respective roles from time to time. Sometimes. to work according to his potential and also helps him increase his potential. They organize business meetings. helps them execute the goals with best possible efforts. Performance appraisals taken from time to time also help in motivating the employees. without a proper setup for human resource management is bound to suffer from serious problems while managing its regular activities. Maintaining Work Atmosphere The performance of an individual in an organization is largely driven by the work atmosphere or work culture that prevails at the workplace. For this reason. it is the human resource department which acts as a consultant and mediator to sort out the issues in an effective manner. . seminars and various official gatherings on behalf of the company in order to establish relationships with other business sectors. In such a scenario. A good environment can bring out the best in an employee. A congenial atmosphere gives the employees job satisfaction as well. Developing Public Relations The responsibility of establishing good public relations lies with the human resource management to a great extent. The management team communicates with the employees.Performance Appraisals Human resource management encourages every individual in the organization. Managing Disputes There are several issues on which disputes may arise between the employees and the managers in an organization. a lot of stress is given these days for the setup of an effective human resource management system. A good work environment is one of the benefits employees can get from human resource management. the human resource department plays an active role in preparing the business and marketing plans for the organization too.
An organization using an HRMS such as PeopleSoft must employ its own set of technical staff to program. last few decades have seen drastic changes in the human resource management strategies employed by companies. The most valuable resources of any establishment are its employees. Specialized Knowledge o The need for data control is another potential disadvantage of an HRMS.last few decades have seen drastic changes in the human resource management strategies employed by companies. Pick a system with lots of internal controls so that one employee cannot make changes to your company's master file. which could result in disciplining or prosecuting an employee who accesses employee data without authorization or without an official purpose. Earlier. An organization spends funds to keep employee private information secure against internal and external threats. human resource management can now be described as all the procedures required for the management of the people working in an . Unauthorized Access o When an organization collects personal data about its employees in an HRMS. an organization can face government fines and other costs associated with damage to the HR master file. troubleshoot. If data is improperly updated. People with high-level access. This information helps managers and HR professionals make decisions regarding employees. as they play a crucial role in the accomplishment of the aims and objectives of any business. However. human resource management was confined to paperwork related to hiring and payment of the staff in an organization. may enter the wrong information deliberately or in error. such as people who update an HR master file. However. While an HRMS may help an organization reduce the cost of HR personnel. an HRMS has few applications beyond record-keeping and reporting. human resource management was confined to paperwork related to hiring and payment of the staff in an organization. Earlier. human resource management can now be described as all the procedures required for the management of the people working in an organization. This data control extends beyond unauthorized access of employee private information. One disadvantage of an electronic HRMS is that an organization must collect information about who accesses employee private information. An organization uses an HRMS to manage information about its work force. This data requires follow up with an audit process. Data Entry Errors o An HRMS is also only as good as its human programmers and end users. changed or lost. Without the right information available to decision makers. Disadvantages of HRM o A human resource management system may take the form of an information management system. certain security risks may arise. it could increase the requirements for technical staff with knowledge specific to the HRMS solution. update and support the system.
especially in the absence of an HR Assistant. but was frequently viewed as a road block by much of the rest of the organization. and customer-centered. At the same time. still has responsibility for employee benefits administration. as an example ² much of the HR role is transforming itself. New HR Role The role of the HR manager must parallel the needs of his or her changing organization. this is not surprising. the HR professional. and dealing with benefits were the organization's first HR needs. comes out of the administration or finance department because hiring employees. When you consider that the initial HR function. y y y y y y y y y y Recruiting Hiring Training Organization Development Communication Performance Management Coaching Policy Recommendation Salary and Benefits Team Building . especially the HR Generalist. Within this environment. The Changing Human Resources Role The role of the HR professional is changing. is a strategic partner. HR managers were often viewed as the systematizing. who is considered necessary by line managers. The most valuable resources of any establishment are its employees. the HR manager has responsibility for all of the functions that deal with the needs and activities of the organization's people including these areas of responsibility. While some need for this role occasionally remains ² you wouldn¶t want every manager putting his own spin on a sexual harassment policy. in many companies. and employee paperwork. In the past.organization. paying employees. In this role. Depending on the size of the organization. an employee sponsor or advocate and a change mentor. Successful organizations are becoming more adaptable. as they play a crucial role in the accomplishment of the aims and objectives of any business. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork. quick to change direction. resilient. policing arm of executive management. the HR professional served executive agendas well. often payroll.
and employee development. . and happy. In this role. HR managers need to think of themselves as strategic partners. The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. Dave Ulrich. career and succession planning. communication and empowerment through responsibility. recognition and strategic pay. builds employee ownership of the organization. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued. In this role. concern and commitment to serve customers well. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. To be successful business partners. know finance and accounting. contributing. engaged. The HR professional helps establish the organizational culture and climate in which people have the competency. Fostering effective methods of goal setting. one of the best thinkers and writers in the HR field today. HR people will have to prove they have the business savvy necessary to sit there. organization development interventions. and a professor at the University of Michigan.y y Employee Relations Leadership With all of this in mind. and regularly scheduled communication opportunities. hiring. It's not enough to ask for a seat at the executive table. due process approaches to employee complaints and problem solving. the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives. employee assistance programs. This strategic partnership impacts HR services such as the design of work positions. HR Role: Business and Strategic Partner In today¶s organizations. HR Role: Change Champion The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. to guarantee their viability and ability to contribute. HR Role: Employee Advocate As an employee sponsor or advocate. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated. reward. the HR manager provides employee development opportunities. performance development and appraisal systems. recommends three additional roles for the HR manager. gain sharing and profit-sharing strategies. and be accountable and responsible for cost reductions and the measurement of all HR programs and processes. the HR manager plays an integral role in organizational success via his or her knowledge about and advocacy of the employees. the HR staff members have to think like business people. in Human Resource Champions.
Maritime trade started way back in 1639 on the sea shore Chennai.Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change. values. The topography of the Port changed in 1964 when the Jawahar dock with capacity to berth 6 vessels to handle Dry Bulk cargoes such as Coal. momentum. Iron ore. Fertilizer and non hazardous liquid cargoes was carved out on the southern side. Being an artificial harbour. The initial piers were built in 1861. which reduced the draft. Chennai port profile Chennai Port. So an artificial harbour was built and the operations were started in 1881. goals and action plans. In tune with the international maritime developments.The cargo operations were carried out on the northern pier. Sir Francis Spring a visionary skillfully drew a long-term plan to charter the course of the port in a scientific manner. but the storms of 1868 and 1872 made them inoperative. the third oldest port among the 12 major ports. By the end of 1920 the port was equipped with a dock consisting of four berths in the West Quays. Additional berths were added with a berth at South Quay and another between WQ2 & WQ3 in the forties. overcoming both man-made and natural challenges. The Iron ore terminal is equipped with Mechanized ore . The shifting of the entrance of the port from eastern side to the North Eastern side protected the port to a large extent from the natural vulnerabilities. It was an open road -stead and exposed sandy coast till 1815. located on the northeastern side of Fort St. India¶s Independence saw the port gathering development. one each in the East & South Quay along with the transit sheds. warehouses and a marshalling yard to facilitate the transfer of cargo from land to sea and vice versa. the port was vulnerable to the cyclones. vision. accretion of sand inside the basin due to underwater currents. the port developed the Outer Harbour. the HR professional champions the identification of the organizational strategic plan: mission. Finally. is an emerging hub port in the East Coast of India. He or she also sponsors and supports change in other departments and in work practices. he or she helps determine the measures that will tell the organization how well it is succeeding in all of this. The HR professional contributes to the organization by constantly assessing the effectiveness of the HR function. To promote the overall success of his or her organization. George in Chennai. This gateway port for all cargo has completed 128 years of glorious service to the nation¶s maritime trade. named Bharathi Dock for handling Petroleum in 1972 and for mechanized handling of Iron Ore in 1974. In the first couple of years the port registered traffic of 3 lakh tonnes of cargo handling 600 ships.
Having the capability of handling fourth generation vessels. Witnessing a phenomenal growth in container handling year after year the port is added with the Second Container Terminal with a capacity to handle 1. To cater to the latest generation of vessels and to exploit the steep increase in containerized cargo the port is planning to welcome the future with a Mega Container Terminal. The Chennai port is one among the major ports having Terminal Shunting Yard and running their own Railway operations inside the harbour on the East Coast. Future Plans Master plan for Port Railway.5m has become a hub port for Containers. capable of handling 5 Million TEUs expected to be operational from 2013.39% in handling of containers from 1143373 TEUs in the year 2008-09 to 1216438 TEUs in the year 2009-10. The Chennai port¶s share of Iron ore export from India is 12%. 4360 rakes (239412 wagons) during 2009-10. Cars and Project Cargo in the East Coast. The port is having railway lines running up to 68 kms and handles 25% of the total volume of the cargo. the terminal is ranked in the top 100 container ports in the world. Dedicated Elevated Expressway from Chennai Port to Maduravoyal upto NH4 has been approved by the Government to enhance the hinterland connectivity. An increase of 10. Cruise and Clean Cargo. In 1983. This oil terminal is capable of handling Suezmax vessels.handling plant.14% in handling of cars from 273917 Units in the year 2009-10 when compared with 248697 Units in the year 2008-09 and an increase of 6.e. 24 berths and draft ranging from 12m to 16. . Realigning Rail and Road network. Cars. one of the three such facility in the country. The port with three Docks. The Port privatized this terminal and is operated by Chennai Container Terminal Private Limited. The long term plan for Chennai Port envisages that the Port will mainly handle 4C¶s i.Indira Gandhi on 18th December 1983. with a capacity of handling 8 million tonnes. Containers.5 M TEUs to meet the demand. The port has handled an all time high of 61.2% over previous year. The dedicated facility for oil led to the development of oil refinery in the hinterland. the port heralded the country¶s first dedicated container terminal facility commissioned by the then prime minister Smt.06 Million tonnes of cargo registering an increase of 6.
Development of Ro-Ro Terminal and a Multi level car parking facility with a capacity of 5000 cars. The break water extension from existing outer arm will be utilized to develop deep draft oil berth for handling VLCCs. . Chennai Mega Container Terminal with a continuous quay length of 2 km with 18-22m side along draft. Capable of handling ultra large container ships carrying over 15000 TEU¶s.