Hrm Notes

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  • Topic: Management, Human resource management, Organizational studies and human resource management
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  • Published : June 26, 2012
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HUMAN RESOURCE MANAGEMENT

ANSWERS TO UNIVERSITY
QUESTION PAPERS

(1998, 1999, 2000, 2001, 2002)

INDEX

HUMAN RESOURCE MANAGEMENT ( H R M )3
STRATEGIC HUMAN RESOURCE MANAGEMENT: -8
HUMAN RESOURCE DEVELOPMENT9
TEAM EFFECTIVENESS10
HUMAN RESOURCE PLANNING ( H R P )13
JOB ANALYSIS 19
JOB DESCRIPTION…………………………………………………………………...23 JOB SPECIFICATION24
JOB EVALUATION25
JOB DESIGN27
DESIGNING JOBS – MOTIVATING JOBS30
JOB SATISFACTION31
WORK SAMPLING32
RECRUITMENT & SELECTION34
TRAINING & DEVELOPMENT38
INDUCTION & ORIENATION43
CHANGE MANAGEMENT45
PERFORMANCE APPRAISALS51
INCENTIVES BASED COMPENSATION57
HUMAN RESOURCE AUDIT58
MOTIVATION THEORIES60
MORALE62
PERSONNEL POLICIES63
WORKERS’ PARTICIPATION IN MANAGEMENT64
UNIONS65
ORGANIZATIONAL DOWNSIZING67
MEANING OF ORGANIZATION STRUCTURE68

HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration

“HRM is a series of integrated decisions that form the employment relationships; their quality contributes to the ability of the organizations and the employees to achieve their objectives.”

Definition 2 – Influencing

“HRM is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true, regardless of the type of the organization – government, business, education, health, recreational, or social action.”

Definition 3 – Applicability

“HRM planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop members for an organization. Obviously HRM is concerned with the people’s dimensions in organizations. HRM refers to set of programs, functions, and activities designed and carried out

Core elements of HRM

• People: Organizations mean people. It is the people who staff and manage organizations. • Management: HRM involves application of management functions and principles for acquisitioning, developing, maintaining and remunerating employees in organizations. • Integration & Consistency: Decisions regarding people must be integrated and consistent. • Influence: Decisions must influence the effectiveness of organization resulting into betterment of services to customers in the form of high quality products supplied at reasonable cost. • Applicability: HRM principles are applicable to business as well as non-business organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

1. Societal Objectives: To be ethically and socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization. 2. Organizational Objectives: To recognize the role of HRM in bringing about organizational effectiveness. HRM is only means to achieve to assist the organization with its primary objectives. 3. Functional Objectives: To maintain department’s contribution and level of services at a level appropriate to the organization’s needs. 4. Personal Objectives: To assist employees in achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organization. This is necessary to maintain employee performance and satisfaction for the purpose of maintaining, retaining and motivating the employees in the organization.

SCOPE OF HRM: -

From Entry to the Exit of an employee in the organization

Scope of HRM can be described based on the following activities...
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