HUMAN RESOURCE DEVLOPMENT

Dr.Ajit D Shewale

Human resource management

Human resource management includes all activities used to attract and retain employees and to ensure them perform at a high level in meeting organizational goals

Scope of HRM Indian institute of personnel management has specified

the scope of HRM as Personnel aspect-This is concerned with manpower

planning ,recruitment ,selection ,placement,transfer,promotion,training and development ,lay off and retrenchment ,renumeration ,incentives ,productivity etc.

Welfare aspect-It deals with working condition and amenities

Industrial relations aspect-This covers union management relations ,collective bargaining ,grievance and disciplinary procedures,Settlement etc.

Human Resources Management

Personnel Management According to French Personnel Management is recruitment , selection,

development ,utilization of and accommodation to human resources by organizations .Human resources consist of all individuals regardless of their role, who are

engaged in organizational activities. Objectives of personnel management A) Achieve optimal utilization of human resources B) develop feeling of involvement ,commitment &

loyalty towards the organization C) Personel growth & development of individual workers

through opportunities for advancement D)Satisfy individual needs through optimal renumeration F) Devlope high morale and better human relationships.

Functions of personnel Management Manpower planningRecruitment , selection , induction ,

orientationHuman resource information systemWages and salary administrationTraining and DevelopmentPerformance managementEmployee servicesEmployee satisfaction ,motivation and

discipline

Functions of personnel Management Manpower planning/Human resource planning-It

is strategy for acquisition , utilization ,improvement and presentation of human resource of an organization

The process by which management determines how an organization should move from its current position to its desired manpower position

It consist of Forecasting InventoryingAnticipatingPlanning

Benefits of manpower planning

It checks the corporate plan of organization It offsets uncertainty and & change It enables the organization to have a right person at the right

time & in right place It provides scope for advancement & development of

employees through training and development etc It helps to anticipate the cost of salary, benefits &all the cost

of human resource ,facilitating the formulation of budgets in organization

To foresee the changes in values ,aptitudes &attitude of human resource &to change techniques of interpersonal management

To plan for physical facilities ,working condition & fringe benefits like canteen ,school , conveyance , childcare centers.

It helps to take steps to improve productivity ,sales, turnover etc.

Disadvantages of manpower planning Manpower plan suffers from

inaccuracy as it is difficult to prepare long range forecast accurately.

Changes in economic condition ,technology, market condition and labor force condition tend to make long range forecast unreliable.

Unreliability

Steps in manpower planningDetailed organization chartAudit of internal resources Formulation of recruitment plan

Recruitment

The process of identifying prospective employees , stimulating and encouraging them to apply for particular job in organization.

Sources 1)Internal

2)External

Internal recruitmentPresent employees Employee referralsFormer employeesPrevious application

Advantages of internal recruitmentTechnique of motivationSuitabilityLoyalty,commitmentCostTrade unions

Disadvatages of recruitmentOld concept of doing thingsUnit raidingPolitics in recruitment

External recruitmentProfessional or trade associationAdvertismentEmployment ExchangeCollege ,University Walk in ConsultantsContracterDisplaced personsRadio ,televisionAcquistion & mergerCompetitors

Advantages of external Sources

Suitable skill, knowledgeNo preconceived notion Reduced cost of employeesLatest knowledge ,skill Mixing

DemeritsLoss of motivationCostly

Job analysisA systematic compiling of

detailed description of tasks ,determination of relationship of the job to technology & to other jobs & examination of knowledge ,qualification and employment standarads ,accountability and other requirements

Selection

This is process of examining large number of appplicants for their suitability to given job and selecting the best suited &qualified candidate and rejecting others

Sucessive hurdle technique is most commonaly used

Training and DevlopmentShot term process utilizing a

systematic and organized procedure by which non- managerial personnel acquire technical knowledge and skill for definite purpose

Development- Long term educational process utilizing a systematic and organized procedure by which managerial person get theoretical and conceptual knowledge.

Wages and salary administrationJob evaluation to find out worth

of job & make it comparable to industry

Determination of salaries &wagesOperate wage &salary

programmesPayment of fringe

benefits ,allowances ,bonus,perquisites

Employee services

To ensure safetySocial cultural

programmes,sports,eventsEmployee counseling

Employee satisfaction, motivation& disciplineTo deal with indiscipline ,

misconductTo carry out surveysTo handle grievance handling

system

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