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Human Resource Management

skills. creative abilities.” – Leon C. talents and aptitudes of an organisation’s work force. Megginson . attitudes and beliefs of the individuals involved. as well as the values.Human Resource • “the total knowledge.

so that they give their best to the organisation.Human Resource Management • “HRM is concerned with the most effective use of people to achieve organisational and individual goals.” – Invancevich and Glueck . It is a way of managing people at work.

External Environment • • • • • • • • • • Labor Force Diversity Legal Considerations Government / Political Society Unions Competition Customers Technology Economy Sons of soil .

Management Agreement .Internal Environment • • • • Mission Policies Corporate Culture Management Style of the Senior level management • Organization Structure • Labor Union .

Organization to Environment • Reactive Response: Action taken in-response to change • Proactive Response: Action taken inanticipation of change .

HRM in India • The industrial Revolution: advent of machines and technology made rapid progress – Job fragmentation – Monotony – Emphasis on production targets • Scientific Management: systemic analysis and scientific break down of work (F W Taylor) – improve efficiency and speed – Right person for the right job – Task specific training – Incentive for employees .

• Trade Unionism: Getting together of workers for protection of employee interests – Shield against unfair labour practices – Collective bargaining – Resolve grievances – Disciplinary actions • Human Relations Movement: Attaching social and psychological aspects to job design and economic benefits – Support and concern for workers – Counselling programmes .

comfortable and convenient work place – Self direction and targets – Participation and inclusive growth . safe.• Human Resources approach: Recognising workers are unique and have individual needs – Difference in motivation – Employee as an asset – Job as the primary motivator – Use untapped potential – Healthy.

• Paternalistic Concept: – Fatherly protective attitude – Satisfying various needs of the employee .Evolution of the concept of HRM • Commodity Concept: – Labour as commodity – Wages based on demand and supply – Little government involvement • Factor of Production Concept: – Workers equated to machine tools • Goodwill Concept: – Welfare measures like safety. first aid etc.

• Humanitarian Concept: – Economical and social dimension to an organization – Productivity directly proportional to fulfilment of physical. social and psychological needs • Human Resource Concept: – Organisational goals through realisation of individual aspirations • Emerging Concept: – Inclusive growth – Sense of ownership – Focus on HR Development .

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2012 • Mode of Submission – Online {GCC student portal} . 700 words) – Response of Management and Employees to the Change (min. publisher. publisher. 700 words) • Presentation – Text – Tables and Charts – Diagrams • Reference and Bibliography – Textbooks and Journals (Name of the author. page) – Website with link • Date of submission – Midnight March 07. page) – Articles and reports (Name of the author. 700 words) – Descriptive note on the present and future (min. 700 words) – Varied roles of HR (min.Assignment HRM in India Before and after 1990 • Components – Changes in the Environment (min.