Human resource management

Human resource management

Ø  It is formed with HR+ management.

Ø  HR includes skill, knowedge, manpower, tallent.

Human resource management is a function in wich utilised the skill, the knowedge the man power of an employee within an organization towards a common goals.

Human resource management covers the following:-

Ø  HR planning

Ø  Recuriment & sellection

Ø  Training and development

Ø  Compensation and benefits

Ø  Union labour and relation

Ø  Empolyee assassement

Ø  Job design and analysis

Ø  Organisational behavior

Concepts of Human Resource Management:-

It is a managerialfunction that tries to match

an organisation meet through the skills and abilitiesof its employee.

“HRM is considered with the most effective use of manpower to achieve organisational goal as well as indivisual goal. It is the way of managing people at wark, so that they give their best to the organization”.

Nature of HRM:-

Ø  It involve the application of management function and priciples.

Ø  Training and development program : it is organised for the employee to learn knowledge and for skill for a definite purpose.

Ø  Development : it is leaning opportunities design through help employees to grow. It provide general knowledge and attitude.

Ø  HR planning : objective of HR planning is to ensure that the organisation lies the right type of persone at the right time and right place.

Ø  Organisational development : to create a helthy enterpersonal and intergroup with an organisation.

Ø  Compensation and benifits:  this is the area of wayges and salary administrtion where wayges and compensation are fixed scientificallyto meet fairness criteria.

Ø  Each employees faces : employee assistance problem every day. Some problems are personal and some are official. In this case he/she remains worried. Such worries must be removed to make him more productive and happy.

Ø  Union labour relation : healthy industrial and labour relation are very important for enhancing peace and productivity in an organisation.

Personal management:- “it is planning, organising, and maintaince of people for the purpose of contributing to organization indivisual and societial goods”.

By- Flippo

“Personal management can be defined as obtaing using and maintaining a satisfied workforce. It’s a significant part of management concerned with the organizarion”.

*Concepts of Personal Management:- it is the practice of large company or an organisation that deals, employee keep their record and help with any problem may have. The ultimate purpose is to get organizational efficient employee management.

This is an administrative function conducting

Personal levels to maintain records. This is mainly conducting fair terms in general to manage the employee working in organization with proper record or indivisual department.

·         Concepts of Human Resource Management:-

It is the medern practice of developed the

Organizational culture, values set objective and perfact direction to achieve HRM objective.

Given through the concepts has been changed skill HRM is performing previous fundamental activities of the HRM is performing previous fundamental activities of the personal management. In advanced way such as jobanalysis, HR planning, etc.

·         Difference between Personal and HR management

Human Resource management	Personal management
It is the modern approach of managing people and their strength in organization.	It is the traditional approach to managing people or employee in organization.
Its focus on acquisition, development and maintance of HR management.	It focus on personal admistration employees welfare and labour relation.
HRM assume that people an valuable and important for achiving desired output within an organization.	It assume that people as a input for achieving desired output.
Administration function is undertaken for goal’s achievements.	Personal function is undertaken for employee satisfaction.
Under HRM job design function is done on the basis of group or team work.	Under Personal management job design are done on the basic of division of labour.
It provided more training and development opportunities.	It provide its less training and development.
It connect with the efficient or all levels of managers from top to buttom.	It always connected with the managers.

Roles of Personal managers:-

1.      Provide assistance to top management:- Top management are the people who decide and frame the primary policies of the concern personal manager effectively provide assistance to their top management for making policies related to personal.

2.      Advise the line manager:- line manager is a staff specialist personnel manager an act like a staff auditor and assists the line manager in dealing with various personnel matters.

“It has responsibility for directing managing individual employee or a term like a front line manager, called line manager.

3.      Act as a counselor :- Personnel manager attend problem that grievances of employees and guide them and try to solve their in least of his capacity.

4.      Act as a mediator:- Personnel manager in the linking pin between management and workers.

5.      Act as a spokesperson :- Personnel managers direct contact with the employees, he is required to act as a representative of organization.

In a small organization line managers may carry

Out all personnel duties assisted but as the organization group. They need the assistance like specialist and advice of separate HR staff.

The HR department provides the specialized assistance.

                                  

                                   Evolution of HRM in India

1.      Period before industrial revolution:- The society was based on agriculture economy with limited production. No of specialized crafts for limited and was actually carried out within a village for community with apprentice (who make for other to develop their skill) assisting the craft man. In this communication channel were limited.

2.      Period of industrial revolution (1750-1850):- industrial revolution marked the conversion of economy from agricultural based to industry base. A department from agricultural revolution based was set up to look into workers, wages, welfare and other related issue. This leads to personnel management with the measure task.

  (i)                 Workers wages and salary

(ii)               Workers record maintain

                          (iii)             Workers housing facility and health care

An important even in industrial revolution was growth of labour union (1790). The worker’s working in industry and factory subjected to long working hour and very less wages with growing unstressed working across the world started protest and this led to establishment of labour union. Thus the personnel management department was established for protecting them.

(iii) Past industrial revolution :- The term HRM saw the measure revolution after 1850. Various sturdy was refused and many experiment were conducted during this period within gives HRM approach which was involved:

(i)     Workers training

(ii)   Maintaining wages uniformity

(iii) Focus on attending letter productivity

(iv) Recruitment and selection of better worker

(v)   Motivation and employee benefits

(vi) Training and development of work force

(vii)  Performance appraisal

Strategic HRM approach:- if focus an action that differentiate  organization from its competitor and aims to make long term impact of the screen on the organization.

Period	Development status	Outlook	Emphasis	Status
1920-1930	Begning	Pragmatism of capatilism	Statulory, elfare paternalism	Clerical
1940-1980	Achieving sophistication	Professionals, legalistic, impersonal	Regulatory, confirming, imposing standard on other function	Managerial
1990-onwards	Promising	Philosophical	Human values, productivity through people	executive

Human Resource Management Philosophy

HRM philosophy is not mainly about human resource function. It is more about the leadership style of the top management, the current corporate culture and values. It is about the vision of the leader of the organization. The modern leader usually requires a modern HR management approach and builds the environment suitable for the evolution of modern HRM.

“It is informal and respect values and opinion of

the main stakeholders. The leader of the organization has a significant influence on the HR Philosophy.

“The philosophy is the set of values, behavior and practice. The practices are extremely crucial for leader. The leader is not interested in within formal HR policies.

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Leadership style:- the leader of the organization are role models for managers and employees. The managers always try to act as leader does. The behavior is observed and spread across the entire organization. The leader observed the behavior in the organization and request several changes. The leader usually calls a new HR leader, who is responsible for leadership in the changing management.