FUNDAMENTALS OF A RESEARCH DESIGN Meaning of research design Decisions are taken under research design Needs of research design Essentials of research…
Definition: of Human resource management
Human resource management or HRM in simple words we can say that it is the process of
managing the workers in the organization which includes recruitment, training, firing,
motivating, giving salary or other benefits to the employees etc.
It is the process which includes recruitment of the employee, introducing the employee with the company, a colleague as well as with the work environment of the company, motivating
the employee and most importantly seeking the benefit and safety of the employee
and maintaining a good relationship with the employee and the union,
so that the organization may work smoothly and may achieve its target in time.
Is the process where the manager or we can say the hr managers try to utilize
the maximum skill from the skilled workforce working in an organization and
to make more and more use from the available human force in the industry.
The system which is designed for the management as well as the employees working in the organization it is basically concerned with the employees hiring, firing, induction,
promotion as well as the benefit and safety and environment of the work through
which hrm main motive is to increase the productivity of the employees
for the benefit of the industry.
HRM can be divided into three categories
such as for the individual working in a firm in this duty of the hr manager the manager had to seek the benefit of the employee helping the employees to find out their strength their weakness and help in upcoming with their shortcomings so that they can utilize all their time as well as the skill in their work for this process the manager can take the steps such as training the employee, performance review of the employee which should be time to time so that the employee may get motivated to work and organization may achieve profit.
The second category of Human resource management is to the development of the
organization here the manager had to work for larger business strategies he had to make
full use of humans as well as other resources of the firm so that the organization
may involve positively with the internal as well as the external changes to achieve the benefit.
The third category comes the career-oriented here the hr manager works for the individual
as well as the organization it means that the manager should seek the skill, interest
as well as the potential of the employee and will provide him suitable job according to his criteria
so that he can also be benefited totally as well as he organization may also be benefitted totally.
NATURE OF HUMAN RESOURCE MANAGEMENT:
1 INHERENT PART OF MANAGEMENT:
HRM is the internal part of management because it is the duty of the manager to select only those employees on whom he can rely on work and on whom he believe that they will work with him for this he had to give them training, motivation as well as the rise in salary or promotion time to time.
2 PERVASIVE FUNCTIONS:
It means that every employee working in an organization weather managerial level or workers or the higher level each and every one had to do this function continuously.
As the name suggests human resource it means its nature is that it is a people-centered function from top to low every employee, because as we know its main function is to utilize more and more skills from the human workforce.
4 PERSONNEL FUNCTION:
Hrm includes functions which are concerned with the managing human resources so includes functions such as recruitment, induction, appraisal, training, planning, organizing etc.
5 CONTINUOUS PROCESS:
Hrm is not a process which you had to work in a year but it is a process which the manager had to practice regularly.
OBJECTIVES OF THE HUMAN RESOURCE MANAGEMENT:
1 To select the right person for the right job at the right time
2 To make the effective and full utilization of human resource
3 To ensures the development of workers in the firm
4 To ensure their welfare as well as safety needs
5 To give right training at the right time so that they increase their productivity at work
6 To provide them monetary as well as non-monetary benefits from time to time so that they may be more motivated for the work
7 To ensure high motivation as well as positivity in their work and work environment
8 To ensure their safety measures, as well as the fulfillment of all the basic needs.
SCOPE OF HUMAN RESOURCE MANAGEMENT:
Human resource planning is done so that the company would know if there is any vacant position
in the firm or how many vacancies had to be fulfilled or if the company is having the excess of staff
or shortage of staff.
2 JOB ANALYSES AND DESIGN:
It is the process which gives the full detail every job in the company top to low level.
3 RECRUITMENT AND SELECTIONS:
The jobs which has been analyzed by job design and analysis process based on that information the company gives the advertisement in newspapers, online, pamphlets etc that process is called Recruitment, now we come to another process called selection the number of resumes or the applicants’ who applies for the position after that the interview conducted by the company the applicants’ are selected for the job this is called selection.
4 ORIENTATION AND INDUCTION:
Once the employee has been selected another process comes is called INDUCTION AND ORIENTATION it includes the introduction of the new employee with his colleagues with the organization culture, environment, values, work ethics and about the history of the company.
5 TRAINING AND DEVELOPMENT:
Another process comes training and development here each and every member goes through this process so that they can be more developed as well as can be more efficient for the firm those employees who are having a lot of experience also goes to training which is called refresher training.
6 PERFORMANCE APPRAISAL:
As the employee has completed his one year of tenure of work in the company the hr department takes into consideration his performance on the basis of which the employee may get promotion, incentives, bonus or other benefits and appraisal.
7 COMPENSATION AND REMUNERATION:
Here the hr manager had to consider the labor law as well as the company policies that when and in what situation the employees are eligible for remuneration and compensation.
8 Motivation, WELFARE, HEALTH, AND SAFETY:
The hr managers main function is to motivate the employee towards the work and manager had to keep an eye over their safety welfare and health because if the employees will feel safe and will be confident that the company will and is taking care of them to the full extent they will be automatically motivated towards work.
9 INDUSTRIAL RELATION:
Another important function of hr manager is to maintain the cordial and friendly relationship with the union members so that the organization would not face the strikes and lockouts and can achieve its target in time without any wastage.