HR Management

The human stock management (hour) is the process to control people and includes to engage, develop, assign, motivate, and maintain employees to achieve goals of organization. The contributions of the management of hour will vary according to the organization the 'size of S, the objectives, the functions, the model of construction, complexity, the nature of the production, and the employers. In great organizations, the management of human resources also acts as a strategic associate to meet businesses provocantes needs.

The globalisation, strategies of corporation, job market change, etc led to the appearance of the management of hour. The principal functions of the management of human resources are planning of manpower; recruitment and choice of the employees; motivation of the employees; evaluation and choice of the employees; labour relations; services of the employees; and staff training, development, and education. Their functions will also include the culture of management, facilitating the change, strategic decision making, and creating significant organizations of market. The principal characteristics of the management of hour are engagement, flexibility, quality, and integration. Gestion of the high-engagement-high-execution hour will improve the quality of the life to work, the quality of the production, quality of service with the customers, and the effectiveness of organization.

The management of hour the 'role of S is to encourage people to go beyond the contract, to put the needs for businesses before rules, to develop qualifications, and to reduce conflicts by underlining common objectives. The management of hour the 'contribution of S to the strategy of corporation is central. It concentrates on customers and they put pursuant to the integrated initiatives of change per fast decision making. It can directly communicate with hierarchical organization. Their role of control is transformationnel and they do not underline the calibration. The management of hour is evaluated for qualifications of facilitation. They concentrate on the change of culture, to eliminate the conflict, and develop the organization of study. The management of human resources can also be likely of answer of an incredibly wide list of responsibilities such as conformity for industrial legislation, the directives of health and safety, t�l�travaillant the administration, etc

The management of human resources handles a broad variety of concern and sectors of exit within any company. With the economy in full evolution, increasing technological hives and the incredibly unstable swimming pool of work through a range of industries in today 'worldwide economy of S, play of management of human resources a crucial role in the success of all businesses. They are in this context which the management of human resources plays the bivalent one of a director and a mediator.

Functions Of Human Resource Management

A. Managerial Funcion : Managerial Functions of H R M involove planning organising ,directing and controlling .

1. Planning : It is predetermined course of action. Planning is determinating of personnel progammes and changes in advance that will contribute to the organisational goals . In other words it involves planning of human resources requirements, recruitment,selection,training etc. It also involves forecasting of personnel needs, changing values, attitudes and behaviour of employees and their impact on organisation

2. Organising : An organisation is a means to an end. An organisation is a structure and a process by which co-operative group of human beings allocates its tasks among its members ,identifies realtionships and integrates its activites towards common objective.Organisation establishers realtionships among the employees so that they can collectively contribute to the attainment of company goals.

3. Controlling : Controlling also involves checking,verifying and comparing the actual s with the plans,identified deviations. Thus action and operations are adjusted to predetermined plans. Controlling also involves checking ,Verifying and comparing the actuals with the plans ,identifying deviations, if any,correcting the identified deviations. Auditing training programmes,analysing labour turnover records,directing morale surveys,conducting separation interviews are some of the means for controlling the HRM function.

B. Operational Functions : The Operative functions of HRM are related to specific activities of HRM viz employment,development,compensation and realtions. These functions have to be performed in conjunction with managerial functions.

1. Employment : Employment is concerned with securing and employing the people possessing required kind and level of human resources necessary to achieve the organisational objectives. It covers functions such as job analysis, human resource planning,recruitment,selection,placement,induction and internal mobility.

a. Job Analysis : It is the process of study and collection of information relationg to the operations and responisibilities if a specific job. It includes.

• Collection of data,information ,facts and ideas relating to various of jobs including men, machines and materials.
• Preparation of job description,job specification( job requirements and employee specifications) which will help in identifications identifying the nature levels and quantum of human resources.
• Providing the guides,plans and basis for job design and for all operative functions of peronnel management

b. Human Resource Planning : It is a process for determining and assuring that the organisation will have an adequate number of qualities persons, available at proper times ,performing jobs which would meet the need of the organisation and which would provide satisfaction for the individuals involved.

c. Recruitment : It is the process of searching for prospective employees and stimulating them to apply for the jobs in an organisation .

d. Selections : It is the process of ascertaing the qualifications,experience,skill and knowledge of an applicant with a view to appraising his/her suitability to a job.

e. Induction and orientation : Induction and orientation are the techniques by which a new employee is rehabilitated in the changed surroundings and introduced to the practices,policies,purposes and peoples of the organisation.

f. Placement : It is process of assigning the selected candidate with the most suitable job. It is matching of employee specifications with job requrirements.

2. Human Resouce Development: It is the process of improving moulding,changing and developing the skills,knolwdge,creative ability,aptitude attitude,values,commitment etc.. based on present and future job and organisational requirements.

a. Performance Appraisal : It is the systematic evaluation of individuals with respect to their performance on the job and thier potential for development

b. Training : It is the systematic process by which employees learn knowldge ,skills ,abilities or attitudes to fulfill organisational and personal goals.

c. Management Development : It is the process of desigining and conducting suitable executive development progammes so as to develop managerial and human relations skill of employees.

d. Career Planning and development : It is planning of one's career and implementation of career plans by means of education ,training ,job search and acquisition of work experiences. Transfers and promotions are two important ways of personnel development in an organisation.

• Transfer : There will not be any material change in the status ,responsibilities or pay of the employees.
• Promotion :It is upward reassignment given to an employee in the organisation to occupy higher position which commands better status and/or keeping in view the human resources of the empoyees and the job requirement.
• Demotion : It deals with down ward reassignment to an employee in the organisation, to lower level position.

e. Organisation development : It is an organisation wide,planned effort, managed form the top, with a goal of increasing organisational performance through planned interventions . organisation development seeks to chance attitudes ,values, organisation structures, and managerial practices in an effort to improve organisational performance.

3. Compensation Management : It is the process of providing quitable and fair remuneration to the employees. It includes job evaluation, wage and salary administration, fring benefits.

a . Job Evaluation : It is process determining relative worth of jobs .

b. Wage and salary administration : It is the process of developing and operating a suitable salary and wage progamme.

c. Incentives : It is the process of formulating, administering and reviewing the schemes of financial incentives in addition to regualar payment of wages and salary .

4. Integration of Human Relations: It is process of intereaction among human beings. Human relations is an area of management practice in integratiing people into work situation in a way that motivates them to work together productuvely, cooperatively and with econamic,psychological and social satisfaction .

a. Personnel Research : It is the process of evaluating the effectiveness of human resources
Policies and practices and developing more appropriate ones.

b. Personnel audit : It refers to an examination and evaluation of policies,procedures and practices to determine the effectiveness of human resource management