Professional Documents
Culture Documents
MRP
MRP
-------INDEX @ GLANCE-------
15. Questionnaires. 34
“ACKNOWLEDGEMENT”
3
MANAGEMENT.
project, it is possible the mistake are over looked by us. We are thankful to
project.
HUMAN RESOURCE
4
resources).
early as the 1960s - when humanity took a shift as human rights came to a
INTRODUCTION TO HRM
management
Staffing
Employee compensation
Defining/designing work
will always be to acquire, develop, and retain talent; align the workforce
Objectives of HRM
follows:-
organization.
To ensure respect for human personality and the well being of each
individual.
FUNCTIONS OF HRM
people man power requirement are estimated both in terms of number and
quality. HRP determines as to how many and what type of personnel will be
PROCESS OF HRP:
force.
2. HR demand forecast:
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a. Managerial judgment
d. Delphi technique
3. HR supply forecast:
people likely to be available from within and outside the organization. This
step takes into account both internal and external sources of recruiting the
work force.
10
4. HR Programming:
In this step both the personnel demand forecast and supply forecast are
5. HR plan implementation:
supply forecasting is done. The surplus or short stage as the case may be is
take certain employment tests. Those successful are asked to appear in the
join the organization and are placed on right jobs Thus; the following
Academic theory
organizational practice of HRM. For the last 20 years, empirical work has
paid particular attention to the link between the practice of HRM and
Within SHRM three strands of work can be observed [7]: Best practice,
– proposes that the adoption of certain best practices in HRM will result
this area is that of Pfeffer[8] who argued that there were seven best
1996 [9]
HRM practices and the company's strategy. This link ensures close
about the nature of this vertical integration. For example, a set of 'life
cycle' models argue that HR policies and practices can be mapped onto
advantage models take Porter's (1985) ideas about strategic choice and
and practices. However, this approach assumes that the strategy of the
has a central role in developing human resources that are valuable, rare,
Overall, the theory of HRM argues that the goal of human resource
effectively. The key word here perhaps is "fit", i.e. a HRM approach
14
1989).
The basic premise of the academic theory of HRM is that humans are
Relations.
15
HRM strategy
An HRM strategy pertains to the means as to how to implement the
organization.
17
surveys, etc.
organizational culture within the firm or the industry that the firm
An HRM strategy can be divided, in general, into two facets – the people
the point listed in the first paragraph, namely the careful correlation of
persons internal to it, to ensure its own departmental goals are met.
SOURCES OF RECRUITMENT
18
INTERNAL RECRUITMENT:
and promotions:
i. Promotions
ii. Transfers
Transfer involves the shifting of employees from one job to another. At the
new job are capable of performing it. In fact transfer does not involve any
EXTERNAL RECRUITMENT:
i. Advertisement:
20
from other sources .Most of the senior position in industry are filled by this
iv. 4. Write-ins:
Write-ins are those who send written enquires. These job seekers are
only. Radio and television can be used to reach certain type of job
vi. Competitors:
offering them better terms and luring them away. For instance, several
“SELECTION PROCEDURE”
22
PRELIMINARY INTERVIEW
APPLICATION BLANK
SCRUTINY OF APPLICATIONS
EMPLOYMENT TESTS
GROUP DISCCUSSIONS
EMPLOYMENT INTERVIEW
MEDICAL EXAMINATION
develop technical skills for the job for which he has been employed and
also to develop him for the higher jobs in organization. For this purpose,
There are several on the job and off the job methods available for training
following:
Comparing wages of the enterprise with those in the industry and removes
inconsistencies, if any.
sufficient, they must be provided with good working condition so that they
may like their work and work place and maintain their efficiency. Working
employees and their families they include provision for medical facilities
and first aid box provision of rest room, crèche, recreation education of
etc. he helps in laying down the authentic information to the trade union
26
leaders and tries to convey them the personnel policies and programmers
of the enterprise.
The record and statistic about the workforce are important for
various reasons. Firstly, they help in taking, decision related to transfer and
Thirdly, they reveal the human resources talent available with the
records relating to the behavior of the personnel like absenteeism and the
organization.
27
needs of manpower.
(12) MISCELLANEOUS:
Job rotation
Potential appraisal
28
HUMANITARIAN ROLE
COUNSELOR
career problems.
MEDIATOR
SPOKESMAN
PROBLEM SOLVER
Solving problem of over all human resources management and long term
organizational planning.
29
CHANGE AGENT
oragnisational programs.
development.
customers.
bridges, dams, power houses, hospitals, etc. to run these units doctors,
32
2) Increase in Productivity:
will result in proper and most efficient use of resources (non-natural &
facilities will result in healthy Human Resource which will contribute to the
3) Entrepreneurship Increase:
resource, will all have its positive effects. Job opportunities would be
created in the country. And even business environment will flourish in the
4) Social Revolution:
peoples.
Performance appraisal
Potential appraisal
Career planning
Organisation development
Rewards
WHAT IS PERFORMANCE?
actually do. Performance includes those actions that are relevant to the
of the individual.
DEFINITION
35
performance of the employee and also the future potential of the employee.
"PERFORMANCE
APPRAISAL"
Traditional Modern
Methods Methods
Checklist Method
TRADITIONAL METHODS
appraisal. In this method, the appraiser ranks the employees from the best
PAIRED COMPARISON
method compares each employee with all others in the group, one at a time.
employee on the basis of critical events and how the employee behaved
FIELD REVIEW
officer discusses and interviews the supervisors to evaluate and rate their
respective subordinates.
CHECKLIST METHOD
which the rater describes the on the job performance of the employees.
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MODERN METHODS
ASSESSMENT CENTRES
resource accounting method tries to find the relative worth of these assets
performance comes from all the sources that come in contact with the