Download Human resource management and more Essays (university) Human Resource Management in PDF only on Docsity!
Human Resource Management
Module 1 Management “Management is the art of getting things done through and with people”. Level of management Top Level of Management
- The ultimate source of authority.
- It manages goals and policies for an enterprise.
- It devotes more time on planning and coordinating functions.
- It consists of board of directors, chief executive or managing direct The role of the top management
- Lays down the objectives and broad policies of the enterprise.
- It issues necessary instructions for preparation of department budgets, procedures, schedules etc.
- It prepares strategic plans & policies for the enterprise.
- It appoints the executive for middle level i.e. departmental managers.
- It controls & coordinates the activities of all the departments.
- It is also responsible for maintaining a contact with the outside world.
- It provides guidance and direction.
- The top management is also responsible towards the shareholders for the performance of the enterprise. Middle Level of Management
- Responsible to the top management for the functioning of their department.
- Devote more time to organizational and directional functions.
- The branch managers and departmental managers constitute middle level.
- Responsible to the top management for the functioning of their department.
- Devote more time to organizational and directional functions.
- The branch managers and departmental managers constitute middle level. Execute the plans of the organization in accordance with the policies and directives of the top management.
- Make plans for the sub-units of the organization.
- It consists of supervisors, foreman, section officers, and superintendent
- Assigns jobs and tasks to various workers.
- Guide and instruct workers for day to day activities.
- Responsible for the quality as well as quantity of production.
- Assigns jobs and tasks to various workers.
- Guide and instruct workers for day to day activities.
- Responsible for the quality as well as quantity of production.
- Entrusted with the responsibility of maintaining good relation in the organization.
- Communicate workers’ problems, suggestions, and recommends to the higher level and higher level goals and objectives to the workers.
- Solve the grievances of the workers.
- They supervise & guide the sub- ordinates.
- Provide training to the workers.
- Arrange necessary materials, machines, tools for getting the things done.
- Prepare periodical reports about the performance of the workers.
- Ensures discipline in the enterprise.
- Motivate workers.
- The image builders of the enterprise because they are in direct contact with the workers Personnel management/ Human Resource Management Personnel management is the planning, organizing, directing, and controlling of the procurement, development, compensation, integration, and maintenance and reproduction of human resources to the end that individual, organization and societal goal are accomplished. Characteristic of HRM Comprehensive function People oriented Action oriented Individual oriented Development oriented
The personnel department gives assistance and provides service to all other departments on personnel matters. Though personnel or human resource manager is a staff officer in relation to other departments of the enterprise, he has a line authority to get orders executed within his department. (i) Managerial, (ii) Operative and (iii) Advisory functions.
(i) .Managerial Functions:
The Human Resource Manager is a part of the organisational management. So he must perform the basic managerial functions
of planning, organising, directing and controlling in relation to his department. There functions are briefly discussed below:
1. Planning: To get things done through the subordinates, a manager must plan ahead. Planning is necessary to determine the goals of the organisation and lay down policies and procedures to reach the goals. For a human resource manager, planning means the determination of personnel programs that will contribute to the goals of the enterprise, i.e., anticipating vacancies, planning job requirements, job descriptions and determination of the sources of recruitment. The process of personnel planning involves three essential steps. Firstly, a supply and demand forecast for each job category is made. This step requires knowledge to both labour market conditions and the strategic posture and goals of the organisation. Secondly, net shortage and excess of personnel by job category are projected for a specific time horizon. Finally, plans are developed to eliminate the forecast shortages and excess of particular categories of human resources.
ensuring employee morale, developing cordial relationships and provision of safety requirements and welfare of employees. The motivational function poses a great challenge for any manager. The personnel manager must have the ability to identify the needs of employees and the means and methods of satisfy those needs. Motivation is a continuous process as new needs and expectations emerge among employees when old ones are satisfied.
4. Controlling: Controlling is concerned with the regulation of activities in accordance with the plans, which in turn have been formulated on the basis of the objectives of the organisation. Thus, controlling completes the cycle and leads back to planning. It involves the observation and comparison of results with the standards and correction of deviations that may occur. Controlling helps the personnel manager to evaluate the control the performance of the personnel department in terms of various operative functions. It involves performance appraisal, critical examination of personnel records and statistics and personnel audit.
(ii). Operative Functions:
The operative functions are those tasks or duties which are specifically entrusted to the human resource or personnel department. These are concerned with employment,
development, compensation, integration and maintenance of personnel of the organisation.
1. Procurement: The first operative function of the human resource of personnel department is the procurement of proper kind and number of persons necessary to achieve the objectives of the organisation. This involves recruitment, selection, placement, etc. of the personnel. Before these processes are performed, it is better to determine the manpower requirements both in terms of number and quality of the personnel. Recruitment and selection cover the sources of supply of labour and the devices designed to select the right type of people for various jobs. Induction and placement of personnel for their better performance also come under the employment or procurement function. 2. Development: Training and development of personnel is a follow up of the employment function. It is a duty of management to train each employee property to develop technical skills for the job for which he has been employed and also to develop him for the higher jobs in the organisation. Proper development of personnel is necessary to increase their skills in doing their jobs and in satisfying their growth need. For this purpose, the personnel departments will device appropriate training programs. There are several on- the-job and
handling employees grievances through formal redresses system, collective bargaining , workers participation in management etc.
5. Maintenance: It is concerned with protecting and promoting employees mental and physical health. For this purpose several types of fringe benefits such as housing facility, medical aid , educational facility, conveyance facility are provided.
(iii). Advisory Functions:
Human resource manager has specialized education and
training in managing human resources. He is an expert in
his area and so can give advice on matters relating to human
resources of the organisation.
1. Advised to Top Management:
Personnel manager advises the top management in
formulation and evaluation of personnel programs, policies
and procedures. He also gives advice for achieving and
maintaining good human relations and high employee
morale.
2. Advised to Departmental Heads:
Personnel manager offers advice to the heads of various
departments on matters such as manpower planning, job
analysis and design, recruitment and selection, placement,
training, performance appraisal, etc.
Ergonomics
Ergonomics is the process of designing or arranging workplaces, products and systems so that they fit the people who use them. Manpower planning Manpower planning is determination of right number and right skills of human force to suit present and future needs. Manpower planning is defined by stainer “strategy for the requisition, utilization, improvement and preservation of an enterprise’s human resource Objectives
- To ensure proper utilization of human resources.
- To check the development of the employees for the achievement of the organization goal.
- To ensure proper human resource policies.
- To provide proper control measures whenever required. Scope of Human resource planning/ manpower planning:
- To make the list of current manpower.
- To check how much current manpower is being utilized.
- To find out how much manpower is required.
- To make manpower procurement plans.
1. Analysing Organizational Objectives: The objective to be achieved in future in various fields such as production, marketing, finance, expansion and sales gives the idea about the work to be done in the organization. 2. Inventory of Present Human Resources: From the updated human resource information storage system, the current number of employees, their capacity, performance and potential can be analysed. To fill the various job requirements, the internal sources (i.e., employees from within the organization) and external sources (i.e., candidates from various placement agencies) can be estimated. 3. Forecasting Demand and Supply of Human Resource: The human resources required at different positions according to their job profile are to be estimated. The available internal and
external sources to fulfill those requirements are also measured. There should be proper matching of job description and job specification of one particular work, and the profile of the person should be suitable to it.
4. Estimating Manpower Gaps: Comparison of human resource demand and human resource supply will provide with the surplus or deficit of human resource. Deficit represents the number of people to be employed, whereas surplus represents termination. Extensive use of proper training and development programme can be done to upgrade the skills of employees. 5. Formulating the Human Resource Action Plan: The human resource plan depends on whether there is deficit or surplus in the organization. Accordingly, the plan may be finalized either for new recruitment, training, interdepartmental transfer in case of deficit of termination, or voluntary retirement schemes and redeployment in case of surplus. 6. Monitoring, Control and Feedback: It mainly involves implementation of the human resource action plan. Human resources are allocated according to the requirements, and inventories are updated over a period. The plan is monitored strictly to identify the deficiencies and remove it. Comparison between the human resource plan and its actual implementation is done to ensure the appropriate action and the availability of the required number of employees for various jobs
