vikram chawla
Vikram Chawla
Under this thread we will discuss the basics of human resource management:
lets start with:
What Is a Human Resource?
lets start with:
What Is a Human Resource?
Concepts of HR
- Thread starter vikram chawla
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vikram chawla
Vikram Chawla
Human Resources
"The people that staff and operate an organization"; as contrasted with the financial and material resources of an organization. Human Resources is also the organizational function that deals with the people and issues related to people such as compensation, hiring, performance management, and training. A Human Resource is a single person or employee within your organization.
"The people that staff and operate an organization"; as contrasted with the financial and material resources of an organization. Human Resources is also the organizational function that deals with the people and issues related to people such as compensation, hiring, performance management, and training. A Human Resource is a single person or employee within your organization.
vikram chawla
Vikram Chawla
Human Resource Management
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
vikram chawla
Vikram Chawla
Human Resource Development is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, succession planning, key employee identification, and organization development.
hi, vikram
m a student of tybbi i wana help 4r my 100mks project on hr practices in banks. plz help me out its urgent. thnx in advance
vikram chawla
Vikram Chawla
you can check the sites of different public and private sector banks..u will get the required information...like:
Bank of Baroda - India's International Bank - Human Resources
vikram chawla
Vikram Chawla
Recruitment:
Recruitment refers to the process of identifying and encouraging people with required qualifications to apply for job.
Selection:
Selection is concerned with picking up the right candidates from a pool of applicants.
Recruitment refers to the process of identifying and encouraging people with required qualifications to apply for job.
Selection:
Selection is concerned with picking up the right candidates from a pool of applicants.
vikram chawla
Vikram Chawla
Job satisfaction:
Job satisfaction is self satisfaction derived by an employee in doing the job he has been entrusted to do. Job satisfaction is more a function of the various attitudes possessed by an employee towards his job, related factors and life in general than the job itself. The attitudes related to job may be wages, supervision, steadiness, working conditions, advancement opportunities, recognitions, fair evaluation of work, social relations on job, prompt settlement of grievances etc.
Job satisfaction is self satisfaction derived by an employee in doing the job he has been entrusted to do. Job satisfaction is more a function of the various attitudes possessed by an employee towards his job, related factors and life in general than the job itself. The attitudes related to job may be wages, supervision, steadiness, working conditions, advancement opportunities, recognitions, fair evaluation of work, social relations on job, prompt settlement of grievances etc.
vikram chawla
Vikram Chawla
Induction and Orientation are the procedure that a new employee has to go through in the organisation. Every employee starting from the lower most, say, from peon to CEO, need orientation course when they join the organisation.
A new employee carries with him a lot of apprehension about place, job, colleagues, organisational culture, and so on. On the day of reporting, he needs to know his office/work place, routine, amenities, functional and reporting channels, etc. the process of getting him acquainted with the company, work place, colleagues is called induction.
A new employee carries with him a lot of apprehension about place, job, colleagues, organisational culture, and so on. On the day of reporting, he needs to know his office/work place, routine, amenities, functional and reporting channels, etc. the process of getting him acquainted with the company, work place, colleagues is called induction.
Magician
Pria Vishwakarma
Job Analysis:
Job analysis is a systematic process of collecting, evaluating and analysing information about a job.It is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
The outcomes of job anaylsis are:
1. Job description ( what is the job?)
2. Job specification ( what are the skill sets required for a job?)
3. Job evaluation ( the monetary worth of the job)
I am attaching a pdf for job analysis.
Regards
Magician
Job analysis is a systematic process of collecting, evaluating and analysing information about a job.It is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
The outcomes of job anaylsis are:
1. Job description ( what is the job?)
2. Job specification ( what are the skill sets required for a job?)
3. Job evaluation ( the monetary worth of the job)
I am attaching a pdf for job analysis.
Regards
Magician
vikram chawla
Vikram Chawla
Job Enlargement:
It means expanding the number of tasks, or duties assigned to a given job. Job enlargement is naturally opposite to work simplification. Adding more tasks or duties to a job does not necessarily mean that new skills and abilities are needed. There is only horizontal expansion. It is with same skills taking additional responsibilities like increasing the number of machines operators under a supervisor from 10 to 15. Job enlargement may involve breaking up of the existing work system and redesigning a new work system. For this employees also need to be trained to adjust to the new system.
It means expanding the number of tasks, or duties assigned to a given job. Job enlargement is naturally opposite to work simplification. Adding more tasks or duties to a job does not necessarily mean that new skills and abilities are needed. There is only horizontal expansion. It is with same skills taking additional responsibilities like increasing the number of machines operators under a supervisor from 10 to 15. Job enlargement may involve breaking up of the existing work system and redesigning a new work system. For this employees also need to be trained to adjust to the new system.
vikram chawla
Vikram Chawla
LAY OFFS:
Lay off is inability of the employer to provide employment to workers due to circumstances beyond his control such as shortage of power, coal, breakdown of machinery, natural calamity etc. It is not a termination of service. Lay off compensation can be claimed as a statutory right by the worker if he has completed one year of continuous service or has worked for 240 days on the surface or 190 days underground in 12 calendar months. Compensation payable is half of the wages.
Lay off is inability of the employer to provide employment to workers due to circumstances beyond his control such as shortage of power, coal, breakdown of machinery, natural calamity etc. It is not a termination of service. Lay off compensation can be claimed as a statutory right by the worker if he has completed one year of continuous service or has worked for 240 days on the surface or 190 days underground in 12 calendar months. Compensation payable is half of the wages.
Kelvin Sovi
Kelvin Sovi
Thanx for the post. JA and JDs go hand in hand.
vikram chawla
Vikram Chawla
Magician
Pria Vishwakarma
So we can make out a plan or list and proceed according to that starting from very basics ( as you have already done) and move accordingly. The list CAN be as follows:
1. Introduction to HRM
2. Personnel Management
3. Difference between HRM and Personnel Management
4. HR Policies and their formulation
5. Retrenchment Policies
6. Recruitment
7. Job Analysis: JD,JS and JE
8.Training and development
9. Motivation of Human Resources
10. Maintenance of Human Resources
Magician
1. Introduction to HRM
2. Personnel Management
3. Difference between HRM and Personnel Management
4. HR Policies and their formulation
5. Retrenchment Policies
6. Recruitment
7. Job Analysis: JD,JS and JE
8.Training and development
9. Motivation of Human Resources
10. Maintenance of Human Resources
Magician
vikram chawla
Vikram Chawla
so ya lets start with personnel management
What is personnel management ?
Personnel Management is an important branch in Management of any business enterprise. It holds a key to all actions and successful management. It is also concerned with human and social implications of change in internal organization and methods of working and of economic and social changes in the community. The main aim is to establish a better coordination between all the members from top level management to down below the subordinates to have better cooperation, better focus to bring out innovative ideas, their objectives, understanding in the enterprise.
What is personnel management ?
Personnel Management is an important branch in Management of any business enterprise. It holds a key to all actions and successful management. It is also concerned with human and social implications of change in internal organization and methods of working and of economic and social changes in the community. The main aim is to establish a better coordination between all the members from top level management to down below the subordinates to have better cooperation, better focus to bring out innovative ideas, their objectives, understanding in the enterprise.
Magician
Pria Vishwakarma
Personnel Management
“ It is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power.”
“ The management of human resources is viewed as a system in which participants seek to attain both individual and group goals”.
“ Its objectives is to understand what has happened and is happening and to be prepared for what will happen in the area of working relationships between the managers and the managed.”
If an analysis is made of these definitions it will be seen that personnel (or manpower) management involves procedures and practices through which human resources are managed (i.e. organized and directed) towards the attainment of the individual, social and organizational goals. By controlling and effectively using manpower rescues, management tries to produce goods and services for the society.
Prof.Jucius has defined personnel administration as “ The field of management which has to do with planning, organising, directing and controlling various operative functions of procuring, developing, maintaining and utilising a labour force, such that the: a) Objectives, for which the company is established are attained economically and effectively; b) objectives of all levels of personnel are served to the highest possible degree; and c) objectives of the community are duly considered and served.
Goals of personnel Management are as follows:
1. Integrating the HR function with people relating to business issues.
2. Staffing, training and learning.
3. Perfomance Management
4. Managing change
5. Maintaining positive employee relations
6. Utilizing the skills and abilities of work force and maintaining socially responsible behaviour.
7.To take steps to work upon job satisfaction.
“ It is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power.”
“ The management of human resources is viewed as a system in which participants seek to attain both individual and group goals”.
“ Its objectives is to understand what has happened and is happening and to be prepared for what will happen in the area of working relationships between the managers and the managed.”
If an analysis is made of these definitions it will be seen that personnel (or manpower) management involves procedures and practices through which human resources are managed (i.e. organized and directed) towards the attainment of the individual, social and organizational goals. By controlling and effectively using manpower rescues, management tries to produce goods and services for the society.
Prof.Jucius has defined personnel administration as “ The field of management which has to do with planning, organising, directing and controlling various operative functions of procuring, developing, maintaining and utilising a labour force, such that the: a) Objectives, for which the company is established are attained economically and effectively; b) objectives of all levels of personnel are served to the highest possible degree; and c) objectives of the community are duly considered and served.
Goals of personnel Management are as follows:
1. Integrating the HR function with people relating to business issues.
2. Staffing, training and learning.
3. Perfomance Management
4. Managing change
5. Maintaining positive employee relations
6. Utilizing the skills and abilities of work force and maintaining socially responsible behaviour.
7.To take steps to work upon job satisfaction.
Magician
Pria Vishwakarma
Personnel functions
It is necessary to identify the major personnel systems and their concepts in brief, for better understanding of the functions required for managing men effectively.
The operating functions of personnel management are concerned with the activities specifically dealing with procuring, developing, compensating and maintaining an efficient workforce.
For example,
1. The procurement function- obtaining of a proper kind and number of personnel necessary to accomplish an organization’s goals
2. The development function- personnel development of employees, training
3. The compensating function- securing adequate and equitable remuneration to personnel
4. The integration function- an “integration” of human resources with organisation through job enlargement, jobevaluation, variable compensation plans, disciplinary action programmes.
5. The maintenance function- maintaining the physical conditions of employees (health and safety measures) and employee service programmes
It is necessary to identify the major personnel systems and their concepts in brief, for better understanding of the functions required for managing men effectively.
The operating functions of personnel management are concerned with the activities specifically dealing with procuring, developing, compensating and maintaining an efficient workforce.
For example,
1. The procurement function- obtaining of a proper kind and number of personnel necessary to accomplish an organization’s goals
2. The development function- personnel development of employees, training
3. The compensating function- securing adequate and equitable remuneration to personnel
4. The integration function- an “integration” of human resources with organisation through job enlargement, jobevaluation, variable compensation plans, disciplinary action programmes.
5. The maintenance function- maintaining the physical conditions of employees (health and safety measures) and employee service programmes