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International Human Resource Mangement

by Ganesh Samal
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International Human Resource Mangement by Ganesh Samal

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Ganesh Samal
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Ganesh Samal
Ganesh Samal
HUMAN RESOURCE MANAGEMENT 1
INDEX HUMAN RESOURCE MANAGEMENT ( H R M ) ..................................................... 3 STRATEGIC HUMAN RESOURCE MANAGEMENT: - .......................................... 8 HUMAN RESOURCE DEVELOPMENT ..................................................................... 9 TEAM EFFECTIVENESS............................................................................................. 10 HUMAN RESOURCE PLANNING ( H R P ) ............................................................. 13 JOB ANALYSIS ............................................................................................................. 19 JOB DESCRIPTION…………………………………………………………………...23 JOB SPECIFICATION .................................................................................................. 24 JOB EVALUATION....................................................................................................... 25 JOB DESIGN .................................................................................................................. 27 DESIGNING JOBS – MOTIVATING JOBS .............................................................. 30 JOB SATISFACTION .................................................................................................... 31 WORK SAMPLING ....................................................................................................... 32 RECRUITMENT & SELECTION ............................................................................... 34 TRAINING & DEVELOPMENT ................................................................................. 38 INDUCTION & ORIENATION .................................................................................... 43 CHANGE MANAGEMENT .......................................................................................... 45 PERFORMANCE APPRAISALS ................................................................................. 51 INCENTIVES BASED COMPENSATION ................................................................. 57 HUMAN RESOURCE AUDIT ...................................................................................... 58 MOTIVATION THEORIES.......................................................................................... 60 MORALE......................................................................................................................... 62 PERSONNEL POLICIES .............................................................................................. 63 WORKERS’ PARTICIPATION IN MANAGEMENT .............................................. 64 UNIONS ........................................................................................................................... 65 ORGANIZATIONAL DOWNSIZING ......................................................................... 67 MEANING OF ORGANIZATION STRUCTURE ..................................................... 68 2
HUMAN RESOURCE MANAGEMENT ( H R M ) De f in it i on 1 – I n t e g ra ti on “HRM is a series of integrated decisions that form the employment relationships; their quality contributes to the ability of the organizations and the employees to achieve their objectives.” De f in it i on 2 – I n flu en cin g “HRM is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true, regardless of the type of the organization – government, business, education, health, recreational, or social action.” De f in it i on 3 – A ppl ica bilit y “HRM planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.” MEANING OF HRM: HRM is management function that helps managers to recruit, select, train and develop members for an organization. Obviously HRM is concerned with the people’s dimensions in organizations. HRM refers to set of programs, functions, and activities designed and carried out Co r e e l em e nt s of H RM • Pe op l e : Organizations mean people. It is the people who staff and manage organizations. • Ma n a ge m en t: HRM involves application of management functions and principles for acquisitioning, developing, maintaining and remunerating employees in organizations. • I nt eg r at i on & C o n s is te nc y : Decisions regarding people must be integrated and consistent. • I nf l ue nc e : Decisions must influence the effectiveness of organization resulting into betterment of services to customers in the form of high quality products supplied at reasonable cost. • A pp l ic a b i li ty : HRM principles are applicable to business as well as non-business organizations too, such as education, health, recreation and the like. OBJECTIVES OF HRM: 1. Soc i et a l O b je ct iv e s : To be ethically and socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization. 2. O r g an iz at i o n a l O b j ect i ve s : To recognize the role of HRM in bringing about organizational effectiveness. HRM is only means to achieve to assist the organization with its primary objectives. 3. Fu nc ti o n a l O b je ct iv e s : To maintain department’s contribution and level of services at a level appropriate to the organization’s needs. 4. Pe r so n a l O b j ec ti v es : To assist employees in achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organization. This 3
is necessary to maintain employee performance and satisfaction for the purpose of maintaining, retaining and motivating the employees in the organization. SCO PE O F H RM : From Entry to the Exit of an employee in the organization Scope of HRM can be described based on the following activities of HRM. Based on these activities we can summarize the scope of HRM into 7 different categories as mentioned below after the activities. Lets check out both of them. H RM Act i v it ie s – 1. HR Planning 2. Job Analysis 3. Job Design 4. Recruitment & Selection 5. Orientation & Placement 6. Training & Development 7. Performance Appraisals 8. Job Evaluation 9. Employee and Executive Remuneration 10. Motivation 11. Communication 12. Welfare 13. Safety & Health 14. Industrial Relations 7 C at e go r ie s of S c op e o f H R M 1. Introduction to HRM 2. Employee Hiring 3. Employee and Executive Remuneration 4. Employee Motivation 5. Employee Maintenance 6. Industrial Relations 7. Prospects of HRM ROLE OF HRM 1. Advisory Role: HRM advises management on the solutions to any problems affecting people, personnel policies and procedures. a. Personnel Policies: Organization Structure, Social Responsibility, Employment Terms & Conditions, Compensation, Career & Promotion, Training & Development and Industrial Relations. b. Personnel Procedures: Relating to manpower planning procedures, recruitment and selection procedures, and employment procedures, training procedures, management development procedures, performance appraisal procedures, compensation procedures, industrial relations procedures and health and safety procedures. 2. Functional Role: The personnel function interprets and helps to communicate personnel policies. It provides guidance to managers, which will ensure that agreed policies are implemented. 3. Service Role: Personnel function provides services that need to be carried out by full time specialists. These services constitute the main activities carried out by personnel departments and involve the implementation of the policies and procedures described above. 4

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