Metric Fasteners Machine Screws ISO metric machine screws are limited to four different head shapes: countersunk

, raised countersunk, panhead, and cheesehead. All head dimensions are directly related to the basic screw diameter as follows:

Size Minimum Length (mm) M1.6 M2 M2.5 M3 M4 M5 M6 M8 M10 M12 M16 M20 15 16 18 19 22 25 28 34 40 46 58 70

and countersunk socket screw. All head dimensions are directly related to the basic screw diameter as follows: Size Minimum Length (mm) M3 M4 M5 M6 M8 M10 M12 3 10 12 16 20 25 30 .Socket Screws ISO metric hexagon socket screws are limited to two different head shapes: cap screw.

Nuts and Washers The nut and washer dimensions are related to the basic screw diameter as follows: Bolts Bolt head dimensions are related to their diameter as follows: .

0 1.4 8.7 2.5 17.0 10.8 2.9 3.2 4.6 4.5 5.2 5.25 1.4 2.3 4.0 .4 4.5 1.0 10.6 3.5 10.7 0.8 8.8 7.0 6.5 M12 1.0 7.25 1.25 1.6 2.5 3.0 12.0 2.5 M2.7 Clearance (mm) Holes Fine Close Medium Coarse 1.0 M10 1.05 2.2 2.6 9.35 M2 M3 M4 M5 M6 M8 0.8 13 14.0 1.45 Tapping Diameter (mm) Coarse 1.0 15 19.8 1.3 5.5 0.5 6.6 0. The ISO metric thread profile and proportions are as follows: Metric Thread Pitch and Tapping Sizes Size Pitch (mm) Coarse Fine M1.0 2.75 M16 2.Metric Threads There are two kinds of ISO metric threads: coarse and fine.1 3.5 0.3 6.4 0.0 8.2 14.25 1.7 3.0 11.0 14 18.8 5.4 10.

4 5.1 13.5 2.4 13.5 8.5 21.1 2.1 15.7 4.4 9.0 14.5 12.3 7.4 3.9 8.38 0.6 13.0 28.6 6.5 24.5 10.1 0.1 7.5 7.4 0.3 13.5 11.05 3.3 10.1 17.0 23.45 2.9 2.0 9.9 6.25 23.0 25.25 11.0 13.7 2.8 4.0 31.25 .7 5.5 13.75 1.75 2.0 3.6 1.5 10.8 1.3 0.65 1.2 9.5 11.25 22.9 7.75 20.7 8.82 1.2 13.2 8.0 10.3 6.5 2.52 1.0 8.5 5.9 13.25 11.25 21.0 42.35 2.0 12.0 12.0 26.9 2.9 3.8 19.4 1.72 1.8 6.8 14.45 1.5 6.1 0.35 0.0 21.5 9.6 2.75 11.5 22.15 2.55 2.0 11.6 19.7 16.95 2.4 7.2 17.68 1.85 3.2 12.3 12.0 7.0 37.0 17.8 13.25 2.75 22.0 Metric Drills (Stock Sizes of Metric Drills) Drill Sizes in mm 0.4 0.3 0.3 15.78 1.2 15.75 10.0 0.M20 2.75 12.25 24.75 23.7 13.8 0.6 3.0 33.5 20.5 M24 3.0 35.0 2.0 33.75 4.6 5.65 2.95 3.4 4.6 0.0 22.9 14.0 26.25 20.0 24.88 1.7 0.8 5.5 16.5 1.1 6.25 12.5 20.65 4.0 3.85 5.6 12.25 0.0 11.4 12.75 24.25 25.2 0.45 4.25 10.0 28.3 8.2 4.5 0.1 0.5 18.58 1.4 15.0 6.7 9.5 25.6 7.0 1.7 14.32 0.5 32.3 9.9 0.4 18.5 10.5 21.0 4.75 11.35 4.6 8.75 21.2 2.9 17.6 0.85 1.0 18.95 5.9 5.0 20.5 0.0 11.2 6.8 2.6 9.48 1.9 9.0 22.8 0.5 21.0 39.0 21.0 17.05 2.7 2.0 10.75 20.7 7.0 22.2 5.0 23.25 3.15 3.2 7.0 M30 3.7 19.1 12.2 0.4 8.6 16.5 M36 4.5 4.55 1.1 9.1 0.0 3.1 8.3 0.0 24.75 10.8 16.3 18.42 1.7 1.92 2.75 11.3 0.8 8.9 10.4 6.62 1.25 21.8 9.9 19.8 7.7 6.

Historically. systematic approaches to business. He says that. Administrative HRM Basics o Traditionally. while complying with all legal factors involved in hiring and employing people. training and motivation programs. Mayer points out selective hiring first in his list of strategic HRM practices. given significant attention in discussions of strategic HRM.The Difference Between Strategic & Administrative HRM Strategic human resources management is an advancement on traditional or administrative HRM. give them a major competitive advantage. In his 2008 article "Strategic Human Resource Management Practices of High Performance Organizations. HRM alignment with corporate objectives evolved. .S. Hiring o A major element of human resources. is the selection and hiring process. A 1999 report from the U. Its emphasis has been on basic components of managing employees including compensation. those that truly do hire employees who align well with corporate goals and positions. which evolved significantly from the late-20th into the early-21st century. supply chain management and enterprise resource planning are a few other systematic business approaches that began in the 21st century. As companies developed more emphasis on broad. HR professionals were involved in developing employee programs intended to properly pay employees. 1. Office of Personnel Management titled "Aligning with the Mission" notes many companies struggled in the early stages to create this alignment. Strategic HRM centers on the idea of aligning your company's human resources management processes with the mission and goals of the company. Customer relationship management. human resources has been a largely administrative function within an organization. Strategic Evolution o Strategic management began to evolve at the turn of the century as other enterprise-wide programs became popular in business. while all companies believe they hire strategically. HRM functioned without much alignment to broader organizational goals." Steven J.

Strategic HRM caused companies to link HRM to other core business functions when development cross-organizational leadership teams. remuneration and performance appraisal systems of an organization. skills improvement. based on performance success. training and development.Motivation o Motivation has been a primary responsibility of HRM as an administrative and strategic process. A well-devised and managed HRM practice helps organizations to manage ever. HRM comprises several processes that need to be meshed to ensure a workable workforce development plan and wellmanaged road map for employee recruitment and retention. Human Resource Management Information Human resource management (HRM) refers to the set of linked activities associated with human resources planning.changing workforce requirements. recruitment and selection. organizational growth plans and sudden crisis situations. compensation programs and payroll. A HRM process or paradigm has to be flexible enough to account for changing business scenarios. recruitment policies. 1. personnel administration. . Companies that make HRM key to corporate strategy typically pay better and have HR professionals that design motivational programs and systems which compensate employees well. This improves retention of highperforming employees and pushes them to perform at their best levels. Importance o In the modern workplace and highly competitive era of retaining and managing talent. address organizational objectives and achieve business goals. HRM is considered the most important business practice of an organization or business. human resource management as a theory and practice has gained credence. Key HRM processes include workforce planning.

The intent is to weave measurable goals into all staff development initiatives.HRM Blueprint or Agenda o The human resources department or division crafts and develops the macro and long-term HRM agenda of an organization. Skills Improvement Initiatives o Evolution of business practices and fast-paced turnover of technologies necessitates regular training of employees and imparting of new skills to employees in order to keep them sharp-edged. Programs and initiatives are rolled out to match organizational objectives. The HR department plays a vital role in coordinating and conducting training programs for the extended workforce in the organization. key business managers and occasionally with independent contractors. . HR managers and training coaches devise and develop specialized training and development programs. Metrics are put in place to track various performance and success parameters of HR programs. skills-based workshops. Web-based training modules and other programs. Measurable Goals o The process of human resource planning and HRM utilize numerous technological aids and software systems to supplement key organizational activities. The HRM practice ensures sustained employee performance and a regular system of rewards. Performance appraisal systems are often improved to suit changing employee practices and demands. recognitions and incentives. the HR team devises recruitment and selection policies. In conjunction with top management. hiring procedures and other key HR practices. HRM accounts for such scenarios where skills improvement becomes the key to remaining competitive. The HR department is vested with the full responsibilities of staff and personnel development and execution of all tasks and functions pertaining to the success of these initiatives.

. needs and requirements of employees at all levels.Mentorship o The HR department is the go-to department for all employees in an organization. They are cued in to manage the aspirations. the HR staff may play a role in bringing about a fair and speedy resolution. taking measures to make sure that things run smoothly. Importance of Human Resource Management Human resource management deals with employees on several levels. Human resources management also acts preemptively. looking at issues such as job performance and employee interaction. and keep them enthused and motivated to perform their assigned roles and tasks. When conflicts arise. HR top management and key managers address grievances and HR-related issues of workers and staff. 1. This is an extremely important HR function since all employees need to understand what is expected of them. The top-tier HR managers understand the need to mentor new inductees and trainees and encourage and empathize with experienced employees. Policy o Human resource management helps establish a workplace policy in which employees understand the rules. regulations and boundaries.

but it is actually the law. A good HRM team can look at the company's overall picture and suggest how the labor can be best utilized. Sexual Harassment o The importance of HRM in preventing sexual harassment in the workplace cannot be over-emphasized. Not only should all employees work in an environment in which they feel safe. Outsourcing o Another important function of HRM is determining when to advise company officials to outsource some of the workforce. Talent management is designed to keep track of the best workers and make sure that those employees are content and want to stay with the company. HR works to recruit promising employees to the company.Talent Management o Talent management. HRM makes sure employees and management understand the various forms of sexual harassment. . also falls under HR's jurisdiction. In addition. or human capital management.

Sign up to vote on this title
UsefulNot useful