ENTREP-M4

Human Resource management

"It is the process of managing people in organizations in a structured and thorough manner." The management of people in organizations from a macro perspective, i.e. managing people in the form of a collective relationship between management and employees."

decision relating to employees must be integrated

. Decisions on different aspects of employees must be consistent with other human resource (HR) decisions.

personnel research and information system

: Knowledge on behavioral science and industrial psychology throws better insight into the workers' expectations, aspirations and behavior. Advancement of technology of product and production methods have created a working environment which is much different from the past.

employee assistance

Each employee is unique in character, personality, expectation and temperament. By and large each one of them faces problems every day. Some are personal, some are official. In their case he or she remains worried. Such worries must be removed to make him or her more productive and happy.

decisions made influence the effectiveness of an organization

Effectiveness of an organization will result in betterment of services to customers in the form of high quality products supplied at reasonable costs.

people's dimension in organizations

HRM is concerned with

union-labor relations

Healthy Industrial and Labor relations are very important for enhancing peace and productivity in an organization. This is one of the areas of HRM.

HRM functions are not confined to business establishments

Only but applicable to non-business organizations such as education, health care, recreation and like. HRM refers to a set of programs, functions and activities designed and carried out in order to maximize both employee as well as organizational effectiveness

HRM Involves the Application of Management Functions and Principles.

The functions and principles are applied for acquiring, developing, maintaining and providing remuneration to employees in organization.

training and development

This involves an organized attempt to find out training needs of individuals to meet the knowledge and skill which is needed not only to perform current job but also to fulfill the future needs of the organization

organizational development

This is an important aspect whereby "Synergistic effect" is generated in an organization i.e. healthy interpersonal and inter-group relationship within the organization.

compensation and benefits

This is the area of wages and salaries administration where wages and compensations are fixed scientifically to meet fairness and equity criteria. In addition, labor welfare measures are involved which include benefits and services.

selection and staffing

This is the process of recruitment and selection of staff. This involves matching people and their expectations with the job specifications and career path available within the organization.

job description

a document which states an overview of the duties, responsibilities and functions of a specific job in an organization.

job specification

a statement of the qualifications, personality traits, skills, etc. required by an individual to perform the job.

HRM Involves the application of management functions and principles decision relating to employees must be integrated decisions made influence the effectiveness of an organization HRM functions are not confined to business establishments

core aspects of HRM

democratic style

generally seek input from subordinates while retaining the authority to make the final decisions. They're also more likely to keep subordinates informed about things that affect their work.

human resource planning

he objective of HR Planning is to ensure that the organization has the right types of persons at the right time at the right place. It prepares human resources inventory with a view to assess present and future needs, availability and possible shortages in human resources. Moreover, HR Planning forecasts demand and supplies and identifies sources of selection. HR Planning develops strategies both long term and short-term, to meet the man-power requirement.

job specification

helps the candidates who are applying for a job to analyze whether they are eligible for a particular job or not.

job specification

helps the management to make decisions regarding promotion, bonus, internal transfers and salary increase.

job description

helps the organization to be clear about "Who should do what".

job specification

lists out the qualifications, experience, training, skills, emotional attributes, mental capabilities of an individual to perform the job.

ensuring that the right things got done

make the process effective by

ensuring that activities were performed in the right way

make the process efficient by

efficiency effectiveness

management must include ______ and _______

planning organizing leading controlling

management process

free-rein style

managers adopt a "handsoff" approach and provide relatively little direction to subordinates. They may advise employees but usually give them considerable freedom to solve problems and make decisions on their own.

job specification

measures the capabilities that the job holder must possess to perform the job.

job description

measures the tasks and responsibilities attached to the job.

plan

nables you to take your business concept beyond the idea stage

human resource planning design of organization and job selection and staffing training and development organizational development compensation and benefits employee assistance union-labor relations personnel research and information system

nine broad area of activities of HRM

job description

offers ample information about the job which helps the management in evaluating the job performance and defining the training needs of an employee.

leading

providing focus and direction to others and motivating them to achieve organizational goals.

autocratic style

tend to make decisions without soliciting input from subordinates. They exercise authority and expect subordinates to take responsibility for performing the required tasks without undue explanation.

design of organization and job

this is the task of laying down organization structure, authority, relationship and responsibilities. This will also mean definition of work contents for each position in the organization.

job description

usually lists out the job title, location, job summary, working environment, duties to be performed on the job, etc.