Labour Welfare Measures Among Construction Workers an Evaluation

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Introduction

When we say a particular country is economically developed, three determinants come to our mind, i.e., human, physical and financial. Out of these important resource factors, human resource factor appears to be the most strategic and critical. This is true because a country may possess abundant natural and physical resources and the necessary machinery, equipment and capital, but if there is no man power to use these resources, growth is not possible. Similar to ‘Physical capital formation’, ‘human capital formation’ is a necessary prerequisite for economic growth. At present the focus is on how to build ‘human capital’. There are various reasons for such awareness. The first and foremost is the economic growth of a country which is attributed to human skills rather than to capital. Second reason is that investment in human resources, contributes to economic development and growth, by promoting the knowledge and application of science and technology to production processes. Third reason is that it is one of the major objectives of the country. It is a established fact that like plant, machinery and other physical assets, human beings are also an important factor in production. Investment in developing people as a resource is productive and income generating as are other physical assets and inventories. In order to make an organization successful, it is necessary to make the people capable. It is human resource which gets the people in the organization and also enables them to acquire the required capability and motivate them for running the organization successfully. What after all is human resource, it is nothing but people having the required skills to make the organization successful. In today’s competitive environment companies treat their employees as a valuable asset, there by generating commitment and involvement. The company’s open door policy encourages employee involvement in the decision making process. Human beings form the most important resource of an enterprise. Without them the physical resources of an enterprise cannot be productively employed. In the absence of human resources, physical resources of an enterprise would become useless. Human Resource Management is concerned with the management of men. An organization needs to recruit, train, develop, motivate and maintain its people for the successful accomplishment of its objectives. Irrespective of the type of organization government, business or educational, working for profit or not it cannot ignore the importance of “getting, preparing, motivating and maintaining” an efficient and effective workforce. In the modern world, it is not easy for a manager to hire and fire his workers on the basis of will alone. The spread of education has brought consciousness among workers, as they are aware of their rights and privileges. Moreover, because of various labour laws, workers can no longer be treated unfairly. Two issues related to the organization of an Human Resource department are (i) place of the H R department in the overall set up and (ii) composition of the HR department itself. Status of the HR department in the total organizational structure depends on whether a unit is small or large. In most of the small organizations, there is no separate department to co-ordinate the activities relating to human resources. The scope of HRM is indeed vast. From the time of the worker’s entry into an organization till the time he leaves the activities included are human resource planning, job analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and communication, welfare, safety and health, industrial relation etc. Employment (Recruitment)

The human resources employment staff begins in work by designing and developing policies, procedures and programs to recruit the most able and qualified...
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