 Ivancevich and glueck “personnel /Human

resource Management is the function

performed in organisations that facilitates the
most effective use of people (employees ) to
achieve organisational and individual goals.
 Managerial functions
 Planning- formulating the future course of
action . Identifying human resource
requirements and forecasting personnel needs
,forseeing the changes in wages, in labour
market , in union demands and in other
benefits and in personnel policies and
programmes.
 Involves establishing internal structure of roles
for people in an organisation. It involves the
structure of relationship among jobs personnel
and physical factors.
 It is the process of directing all the available
resources towards the common organisational
goals . It ensures coordination (through
command and motivation). Direction deals not
only with the dissemination of orders within an
organisation units and departments ,but also
with the acceptance and execution of these
orders by the employees.
 .
The measurement and reflection of activities to
ensure that events conform to plans. It is
concerned with actions and remedial actions.
Auditing training programs, analysing labour
turnover records, directing morale surveys,
conducting seperation interviews, interviewing
new employees at stipulated intervals.
 Employment- includes procuring and
employing individuals with suitable
knowledge ,skills , experience and aptitude
necessary to perform various jobs .
 Job analysis
 HRP
 Recruitment
 selection
 Placement- offer of employment .It is decided
based on the needs of the organisation .
Identifying a mentor.
 Induction-

HUMAN RESOURCE DEVELOPMENT

Performance appraisal
Training
Management Development- gearing up to meet
HR demands of an organisation .Management
development looks at enabling the overall
personality and his capability of continuous
improvement.
 Identifying one’s career goals and formulating
plans of reaching them through various means
like education, work experience etc. Career
development looks at the same from the
individuals view point.
 Compensation – it has to be adequate ,
equitable and fair
 Systematic determination of the value of each
job in relation to other jobs in the organisation
,in the industry and in the market.

 Wage and salary Administration- the process

of formulating and operating a suitable wage
and salary program
 Incentives- rewards an employee earns in
addition to regular wages
 Bonus – is primarily a share in the surplus or
bounty and directly related to the organisations
performance .
 Fringe benefits- monetary and nonmonetary
benefits. These benefits provide a sense of
security to the employee and keep them
committed to the organisation.
  Strategic Human Resource Management
 The linking of HRM with strategic goals and
objectives in order to improve business performance
and develop organizational cultures that foster
innovation and flexibility.
 Formulating and executing HR systems—HR
policies and activities—that produce the employee
competencies and behaviors the company needs to
achieve its strategic aims.

© 2005 Prentice Hall Inc. All

rights reserved. 3–12
 Source: © 2003, Gary Dessler, Ph.D.
Figure 3–6
© 2005 Prentice Hall Inc. All
rights reserved. 3–13
 It also includes the conception and
implementation of new HR initiatives required
to accomplish organisational goals .

 TCS ,Wipro have not slowed down their

recruitment efforts during the lean period –
oursourcing
 HDFC’s strategy –superior customer service at
attractive rates ( searching the right property
,finishing legal formalities ,offering expert
advice while negotiating the deal ,competitive
lending rates. Workforce highly committed ,
competent and customer oriented workforce