Lecture – 1 (July 2, 2012)
1. DEFINITION OF HR MANAGEMENT:
Personnel Management is defined as a field of management which has to do with planning, organizing, directing & controlling the functions of procuring developing, maintaining & utilizing the labor force such that the objective for which the company is established are attained. In simple words HRM means employing people, developing their resources, utilizing, maintaining & compensating their services in tune with the job & organizational requirements.
1. HRM is concerned with employees both as individuals & as a group in attaining goals of the organization. It is also concerned with behavior, emotional & social aspect of personnel. It is concerned with development of human resource in the form of knowledge, capability skills, potential, attaining & achieving employee goals including job satisfaction. 2. HRM covers all levels (lower, middle, higher) employees & all categories (unskilled, skilled, technical, clerical, professional & managerial). It covers both organized and unorganized employees. 3. It applies to employees of all types of organizations in the world i.e. those who are employed in industry, trade, service, commerce, economics, social, religious, political & government departments. 4. It is a continuous & never ending process. It aims in attaining organizational goals. 1. Organizational goals:
2. Individual goals:
* In the form of job satisfaction
* Job security
* Good salary
* attractive & challenging work
* Recognition & opportunity for development.
3. Goals of society:
* Equal employment opportunity
* protecting disadvantage section of society
* It is concerned with managing human resource @ work.
2. NATURE AND SCOPE OF HRM:
People in the organizations have group interactions when an individual comes for work, he may not only come with technical skill or knowledge but he comes with personal feelings, perceptions, motive, attitude, values, etc. Therefore employee management relation in organization does not mean other factors of human resources i.e. soft skills, behaviors etc. HRM is divided into 3 parts:
1. Personnel Aspect:
This is concerned with manpower planning, recruitment, selection, training & development, layoff & retrenchment, remuneration, incentives, productivities etc. 2. Welfare Aspect:
It deals with working conditions & amenities such as canteen, creche, rest & lunch room, housing & transport, medical assistance, education, health &safety, recreational facilities. 3. Industrial Relation Aspect:
This covers union management relations, joint consultations, collective bargaining, grievance handling, disciplinary procedures, and settlement of industrial disputes.
3. IMPORTANCE/ SIGNIFICANCE OF HRM:
It is felt that though the exploitation of natural resources, availability of physical & financial resources & international aid play prominent role in growth of modern economics, none of these factors are more significant than the efficient & committed manpower. In fact it is said that all the development comes from human mind. A nation with abundance of physical resources will not benefit itself unless HR makes use of them. Countries are said to be undeveloped because their people are undeveloped in essence the difference in the level of economic development of the countries is largely a reflection of quality of their human resources. Most of the problems of the organizations are human & social rather that physical, technical or economical. One of the fundamental areas of the management is management of Human Resources. Successful management depends on significantly on the ability of its personnel to predict...
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