hrm

HR •

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TOTAL KNOWLEDGE, SKILLS, CREATIVE ABILITIES, TALENTS AND APTITUDE VALUES, ATTITUDES AND BELIEFS OF INDIVIDUAL. EMPHASIZE :

COMMAND, CONTROL, GREATER FREEDOM AND SUPPORT TO EMPLOYEE

HRM •

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EFFECTIVE USE OF PEOPLE TO ACHIEVE ORG AND INDIVIDUAL GOALS. ACQUIRING AND RETAINING GOOD HR

HRM FUNCTIONS •

1. ACQUISITION FUNCTION

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2. DEVELOPING

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3. MOTIVATION

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4. RETENTION.

SCIENTIFIC MGT. APPROACH •

SCIENTIFIC AND OBJECTIVE APPROACH

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FREDRICK TAYLOR

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TIME AND MOTION STUDIES

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DIFFERENTIAL PIECE RATE SYSTEM

HUMAN RELATIONS APPROACH •

HAWTHORNE EXPERIMENTS

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ELTON MAYO

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EMPLOYEE PRODUCTIVITY AFFECTED BY ----JOB DESIGN, ECONOMIC REWARDS, SOCIAL AND PSYCHOLOGICAL FACTORS

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FEELINGS EMOTIONS AND SENTIMENTS

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TREATING EMPLOYEES WITH RESPECT.

HUMAN RESOURCES APPROACH •

TREATS THE ORG GOALS AND EMPLOYEE NEEDS AS BEING MUTUAL, COMPATIBLE AND WHICH CAN BE PURSUED IN UNISON.

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PRINCIPLES :

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EMPLOYEES ARE ASSETS

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POLICIES, PROGRAMMES AND PRACTICES MUST CATER TO THE NEEDS OF EMPLOYEES CREATE AND MAINTAIN A CONDUCIVE WORK ENV.

EMPLOYEE EMPLOY EE MOTIV MOTIVA ATION

EMPLOYEE

EMPLOYEE

PERFORMANCE

REWARD

ORG. PERFORMANCE

FUNCTIONS OF HRM

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I.

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1. PLANNING

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2. ORGANISING

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3. STAFFING

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4. DIRECTING

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5. CONTROLLING

MANAGERIAL FUNCTIONS :

OPERATIVE OPERA TIVE FUNCTIONS :

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1. EMPLOYMENT

-- JOB ANAL ANALYSIS YSIS

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-- HR PANNING ANNI NG

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-- RECRUITMENT

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-- SELECTION

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-- PLACEMENT

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-- INDUCTION

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2. HR DEVELOPMENT

-- PERFOEMANCE PERFOEMANCE APPRAISAL

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--TRAINING

-- MG MGT T. DE DEV V.

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-- CAREER PLANNING AND DEVLOPMENT. DEVLOPMENT.

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3. COMPENSATION

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-- JOB EV EVALU ALUA ATION TION

-- WAGE AND SALAR SAL ARY Y ADMINIST ADMI NISTRA RATION TION

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-- INCENTIVES

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-- BONUS

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-- FRINGE BENEFITS

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4. EMPLOYEE RELATIONS RELATIONS

-- INCREASING PRODUCTIVITY PRODUCTIVITY

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-- KEEPING KEEP ING EMP SATIS SATISFIED FIED AND MOTIV MOTI VATED

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-- DEVELOPING TEAM BUILDING, TEAM MGT MGT., ., LEADERSHIP SKILLS IN EMPLOYEES

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-- ENSURING DISCIPLINE

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-- DEVELOPING DEVEL OPING AND IMPLEMENTING IMPLEMENT ING MGT. SYS •

GRIEVANCE GRIEVANCE

-- ENHANCING QUALITY OF WORK LIFE AND PERSONAL LIFE OF EMP.

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CHARACTERISTICS OF MGRS •

1.. GENUINELY INTERESTED IN THE EMP AND HIS WORK

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2. LEND SUPPORT AND GUIDANCE

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3. CLARITY IN JOB RESPONSIBILITY RESPONSIBILITY AND TASK

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4. IDENTIFY STRENGTH

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5. IDENTIFY WEAKNESS AND WAYS TO OVERCOME

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6. LISTEN AND ACCEPT IDEAS

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7. REWARD EMPLOYEE FOR CONTRIBUTION

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8. FAITH AND CONFIDENCE

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9. FRANK AND OPEN IN DEALINGS DEALINGS .

HR POLICIES AND PROCEDURES •

ORGANISATIONAL OBJECTS

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EXTERNAL ENVIRONMENT

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ORGANISATIONAL CULTURE