Human Resource Management
Features of HRM
It has the following features:
Pervasive force: HRM is pervasive in nature. It is present in all enterprises. It permeates all levels of management in an organization.
Action oriented: HRM focuses attention on action, rather than on record keeping, written procedures or rules. The problems of employees at work are solved through rational policies.
Individually oriented: It tries to help employees develop their potential fully. It encourages them to give their best to the organization. It motivates employees through a systematic process of recruitment, selection, training, training and development coupled with fair wage polices.
People oriented: HRM is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. The resultant gains are used to reward people and motivate them toward further improvements in productivity.
Future oriented: Effective HRM helps an organization meet its goals in the future by providing for competent and well motivated employees.
Integrating mechanism: HRM tries to build and maintain cordial relations between people working at various levels in the organization. In short, it tries to integrate human assets in the best possible manner in the best possible manner in the service of an organization.
Auxiliary service : HR departments exist to assist and advice the line or operating managers to do their personnel work more effectively. HR manager is a specialist advisor. It is a staff function.
Continuous function: according to terry, HRM is not a one shot deal. It cannot be practiced only one hour each day or one day a week, it requires a constant alertness and awareness of human relations and their importance in every day operations.
Performance Appraisal
Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. It is a systematic
It has the following features:
Pervasive force: HRM is pervasive in nature. It is present in all enterprises. It permeates all levels of management in an organization.
Action oriented: HRM focuses attention on action, rather than on record keeping, written procedures or rules. The problems of employees at work are solved through rational policies.
Individually oriented: It tries to help employees develop their potential fully. It encourages them to give their best to the organization. It motivates employees through a systematic process of recruitment, selection, training, training and development coupled with fair wage polices.
People oriented: HRM is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. The resultant gains are used to reward people and motivate them toward further improvements in productivity.
Future oriented: Effective HRM helps an organization meet its goals in the future by providing for competent and well motivated employees.
Integrating mechanism: HRM tries to build and maintain cordial relations between people working at various levels in the organization. In short, it tries to integrate human assets in the best possible manner in the best possible manner in the service of an organization.
Auxiliary service : HR departments exist to assist and advice the line or operating managers to do their personnel work more effectively. HR manager is a specialist advisor. It is a staff function.
Continuous function: according to terry, HRM is not a one shot deal. It cannot be practiced only one hour each day or one day a week, it requires a constant alertness and awareness of human relations and their importance in every day operations.
Performance Appraisal
Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. It is a systematic