Concepts of HR

[vikram chawla]

Under this thread we will discuss the basics of human resource management:

lets start with:


What Is a Human Resource?

[vikram chawla]

Human Resources

"The people that staff and operate an organization"; as contrasted with the financial and material resources of an organization. Human Resources is also the organizational function that deals with the people and issues related to people such as compensation, hiring, performance management, and training. A Human Resource is a single person or employee within your organization.

[vikram chawla]

Human Resource Management

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

[vikram chawla]

Human Resource Development is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, succession planning, key employee identification, and organization development.

[bhakti21]

Under this thread we will discuss the basics of human resource management:

lets start with:


What Is a Human Resource?


hi, vikram
m a student of tybbi i wana help 4r my 100mks project on hr practices in banks. plz help me out its urgent. thnx in advance

[vikram chawla]

hi, vikram
m a student of tybbi i wana help 4r my 100mks project on hr practices in banks. plz help me out its urgent. thnx in advance


you can check the sites of different public and private sector banks..u will get the required information...like:

Bank of Baroda - India's International Bank - Human Resources (http://www.bankofbaroda.com/hr.asp)

[vikram chawla]

Recruitment:
Recruitment refers to the process of identifying and encouraging people with required qualifications to apply for job.

Selection:
Selection is concerned with picking up the right candidates from a pool of applicants.

[vikram chawla]

Job satisfaction:

Job satisfaction is self satisfaction derived by an employee in doing the job he has been entrusted to do. Job satisfaction is more a function of the various attitudes possessed by an employee towards his job, related factors and life in general than the job itself. The attitudes related to job may be wages, supervision, steadiness, working conditions, advancement opportunities, recognitions, fair evaluation of work, social relations on job, prompt settlement of grievances etc.

[vikram chawla]

Induction and Orientation are the procedure that a new employee has to go through in the organisation. Every employee starting from the lower most, say, from peon to CEO, need orientation course when they join the organisation.
A new employee carries with him a lot of apprehension about place, job, colleagues, organisational culture, and so on. On the day of reporting, he needs to know his office/work place, routine, amenities, functional and reporting channels, etc. the process of getting him acquainted with the company, work place, colleagues is called induction.

[Magician]

Job Analysis:

Job analysis is a systematic process of collecting, evaluating and analysing information about a job.It is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.

The outcomes of job anaylsis are:

1. Job description ( what is the job?)
2. Job specification ( what are the skill sets required for a job?)
3. Job evaluation ( the monetary worth of the job)

I am attaching a pdf for job analysis.



Regards

Magician

[vikram chawla]

Job Enlargement:
It means expanding the number of tasks, or duties assigned to a given job. Job enlargement is naturally opposite to work simplification. Adding more tasks or duties to a job does not necessarily mean that new skills and abilities are needed. There is only horizontal expansion. It is with same skills taking additional responsibilities like increasing the number of machines operators under a supervisor from 10 to 15. Job enlargement may involve breaking up of the existing work system and redesigning a new work system. For this employees also need to be trained to adjust to the new system.

[vikram chawla]

LAY OFFS:
Lay off is inability of the employer to provide employment to workers due to circumstances beyond his control such as shortage of power, coal, breakdown of machinery, natural calamity etc. It is not a termination of service. Lay off compensation can be claimed as a statutory right by the worker if he has completed one year of continuous service or has worked for 240 days on the surface or 190 days underground in 12 calendar months. Compensation payable is half of the wages.

[Kelvin Sovi]

Thanx for the post. JA and JDs go hand in hand.

[Magician]

Vikram


I would be nice if we can move in a systematic manner. It will be helpful for MPites as they will learn from the very basics here. Plus I have a few case studies which can be uploaded after every topic. What do you say?



Regards

Magician

[vikram chawla]

Vikram


I would be nice if we can move in a systematic manner. It will be helpful for MPites as they will learn from the very basics here. Plus I have a few case studies which can be uploaded after every topic. What do you say?



Regards

Magician

yes we will surely do that way..
go on!!!

[Magician]

So we can make out a plan or list and proceed according to that starting from very basics ( as you have already done) and move accordingly. The list CAN be as follows:

1. Introduction to HRM
2. Personnel Management
3. Difference between HRM and Personnel Management
4. HR Policies and their formulation
5. Retrenchment Policies
6. Recruitment
7. Job Analysis: JD,JS and JE
8.Training and development
9. Motivation of Human Resources
10. Maintenance of Human Resources


Magician

[vikram chawla]

so ya lets start with personnel management

What is personnel management ?
Personnel Management is an important branch in Management of any business enterprise. It holds a key to all actions and successful management. It is also concerned with human and social implications of change in internal organization and methods of working and of economic and social changes in the community. The main aim is to establish a better coordination between all the members from top level management to down below the subordinates to have better cooperation, better focus to bring out innovative ideas, their objectives, understanding in the enterprise.

[Magician]

Personnel Management
“ It is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power.”
“ The management of human resources is viewed as a system in which participants seek to attain both individual and group goals”.
“ Its objectives is to understand what has happened and is happening and to be prepared for what will happen in the area of working relationships between the managers and the managed.”
If an analysis is made of these definitions it will be seen that personnel (or manpower) management involves procedures and practices through which human resources are managed (i.e. organized and directed) towards the attainment of the individual, social and organizational goals. By controlling and effectively using manpower rescues, management tries to produce goods and services for the society.
Prof.Jucius has defined personnel administration as “ The field of management which has to do with planning, organising, directing and controlling various operative functions of procuring, developing, maintaining and utilising a labour force, such that the: a) Objectives, for which the company is established are attained economically and effectively; b) objectives of all levels of personnel are served to the highest possible degree; and c) objectives of the community are duly considered and served.


Goals of personnel Management are as follows:

1. Integrating the HR function with people relating to business issues.
2. Staffing, training and learning.
3. Perfomance Management
4. Managing change
5. Maintaining positive employee relations
6. Utilizing the skills and abilities of work force and maintaining socially responsible behaviour.
7.To take steps to work upon job satisfaction.

[Magician]

Personnel functions
It is necessary to identify the major personnel systems and their concepts in brief, for better understanding of the functions required for managing men effectively.
The operating functions of personnel management are concerned with the activities specifically dealing with procuring, developing, compensating and maintaining an efficient workforce.
For example,

1. The procurement function- obtaining of a proper kind and number of personnel necessary to accomplish an organization’s goals
2. The development function- personnel development of employees, training
3. The compensating function- securing adequate and equitable remuneration to personnel
4. The integration function- an “integration” of human resources with organisation through job enlargement, jobevaluation, variable compensation plans, disciplinary action programmes.
5. The maintenance function- maintaining the physical conditions of employees (health and safety measures) and employee service programmes

[Magician]

Hello MPites

I am uploading a pdf on difference between HR and PM and a case study of Concord General regarding Personnel Management.Hope it helps.


Regards


Magician

[bhakti21]

you can check the sites of different public and private sector banks..u will get the required information...like:

Bank of Baroda - India's International Bank - Human Resources (http://www.bankofbaroda.com/hr.asp)

thnx alot for the information it helped me alot........ evn i got the idea abt my project..... but plz do a favour for me plz ...... if u have project or u can help me to get the project....... as m having short time...... plz help me its urgent.... thnx in advance

[Magician]

HR POLICY AND ITS FORMULATION

HR policy for any company is formulated by HR and Personnel Department. Just as any other policy, HR policy for any company is influenced by Internal and External factors.

These factors include:

Internal factors:
1. Strategy
2. Objective
3. Culture
4. Leadership

External Factors:

1.Technology
2. Economy
3. Socio-cultural environment
4. Government rules and regulations
5. Union labor relationships
6. Competition

So, HR policies are formulated keeping above factors in consideration.


PROCESS OF FORMULATION OF HR POLICY:

1. Pilot study


First of all a pilot study is conducted within the organization to collect information. Take an example of a company whose HR department wishes to bring up the concept of "recreation for employees for to handle stress". So, HR deptt studies its feasibility and what benefit it can give to employees. It is basically coming up with an idea and trying to assess its feasability, pros and cons.

2. Data Collection

In this step, HR picks on a technique to gather data. Continuing with the above example, HR may circulate questionnaires among employees to gather data regarding how they feel about this recreation centre thing.

3. Data analysis

The data so obtained is then analysed by employing necessary statistical method and a conclusion is drawn.

4. Action planning

This is the last step. Once the conclusion is drawn and is favourable, planning is done to execute that policy.



Essentials of Sound HR policy:

A sound HR policy must aim at:

1. understanding and appreciating abilities and skills of employees.
2. understanding attitudes and preferences
3. Motivating the employees



Regards


Magician

[vikram chawla]

Retrenchment is an extension of the root word 'retrench'.

By definition, 'Retrench' means
- to cut down, reduce, or diminish; curtail (expenses)
- to economize; reduce expenses.

For example, they retrenched by eliminating half of the workers.

Going from the above, we get to understand that by retrenchment, we mean to say that we are reducing our workforce to enable the company / organisation to be financially viable and healthy. In other words, to be able to function as an entity, it is inevitable that the company / organisation reduce its workforce by 'retrenching' (terminating) some of its employees.

[shashi14]

Dear Frnds,

I am a newbie to this management paradise. I have project assignment on HR. So if any one this forum can get me the answer.

Question

The Present State of recession in IT Industry - as Human Resource manager how are you going to undertake Human Resource Planning at Macro Level to tide over this crisis?


Thanks
Regards
Shashi Ranjan

[rashu_87]

hello

please help me wid the project for group dynamics.

thank you.

[Magician]

hello

please help me wid the project for group dynamics.

thank you.

hii

Please check this link. It has ppts on group dynamics. You can make your project with the help of these.

http://www.managementparadise.com/forums/foundation-human-skills-f-h-s/21423-group-dynamics.html

Also check this link. It will help you

http://www.managementparadise.com/forums/final-100-mark-project/134195-project-group-dynamics.html

If any furthur help is needed, feel free to ask.


Regards


Magician