Professional Documents
Culture Documents
Definitions Human Resources: The knowledge ,skills ,creative abilities ,talents ,and aptitudes of an organizations workforce, as well as the values ,attitudes and beliefs of the individuals involved. Human Resource Management: A strategic and coherent approach to the management of an organisation`s most valued assets-the people working there who individually and collectively contribute to the achievement of its objectives.
Nature of HRM
Pervasive Force Action oriented Individually oriented People oriented Future oriented Development oriented Integrating Mechanisms Auxiliary Function
Scope of HRM
Personnel aspect:
This is concerned with manpower planning, recruitment , selection ,placement ,transfer ,promotion, training and development ,lay off and retrenchment ,remuneration , incentives etc. Welfare aspect: It deals with the working conditions and amenities such as canteens, crches ,rest and lunch rooms ,housing , transport ,medical assistance, education ,health etc. Industrial relations aspect: This covers union management relations, joint consultation, collective bargaining, settlement of disputes ,etc.
Objectives of HRM
To help the organization reach its goals. To employ the skills and abilities of the workforce
efficiently. To provide the organization with well trained and well motivated employee. To increase to the fullest the employees job satisfaction. To develop and maintain a quality of work life. To communicate HR policies to all employees. To be ethically and socially responsive to the needs of the society.
Functions of HRM
Performance Appraisal
History of HRM
Industrial Revolution Industrial Revolution consisted of the development of machinery, linking of power to machines and establishment of factory system and mass production. Characterized by rapid technological change and increased specialization. Increased mechanization made jobs routine and monotonous. Trade Unionism Workers formed their unions to improve their lot. The underlying philosophy was that through collective support management could be forced to redress their grievances.
engineering, etc. The focus was more on technology and not on human factor in industry. Industrial Psychology Industrial Psychologists stressed matching employee skills with jobs. Advances took place in selection ,placement ,testing ,training, etc.
History of HRM(Cont.)
Human Relations Movement Hawthorne experiments and subsequent research focused attention on the attitudes and feelings of workers and their influence on productivity. Behavioural Sciences Research in behavioral sciences like anthropology, sociology, psychology, etc. has provided subject matter of human resource management. It led to the development of new techniques of motivation ,leadership, job enrichment, employee participation.
To improve productivity , physical, social ,and psychological needs of the workers must be met. The Human Resource Concept Employees are the most valuable assets of an organization. The Emerging Concept Employees should be accepted as partners in the progress of a company. The focus should be on Human Resource development.
1920-30
Welfare Management , Paternalistic Practices Expanding the role to cover labour ,Welfare , Industrial Relations
Clerical
Welfare administrator Policeman Appraiser Advisor Mediator Legal Advisor Fire Fighting Change Agent Integrator Trainer Educator
1940-60
Administrative
1970-80
Post 2000
10.Communication
Indirect
Direct
14.Shared interests