Human resorse management assingment

2,580 views
2,435 views

Published on

Published in: Business, Technology
1 Comment
2 Likes
Statistics
Notes
  • Thanks for Sharing slide..........
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Views
Total views
2,580
On SlideShare
0
From Embeds
0
Number of Embeds
5
Actions
Shares
0
Downloads
138
Comments
1
Likes
2
Embeds 0
No embeds

No notes for slide

Human resorse management assingment

  1. 1. I IMPORTANCE AND OBJECTIVE OF HUMAN RESORSE MANAGEMENT SUBMITTED BY: AKHAND PARTAP [2] ANKUSH SUWALKA [12] ASHISH SUWALKA [16] ROHIT KAUSHIK [47] SANDEEP MALIK [49] SOURABH BAGHLA [61]
  2. 2. MEANING OF HUMAN RESORSEMANAGEMENT:Human resource management (HRM) is the strategic andcoherent approach to the management of an organizations mostvalued assets - the people working there who individually andcollectively contribute to the achievement of the objectives ofthe business. The terms "human resource management" and"human resources" (HR) have largely replaced the term"personnel management" as a description of the processesinvolved in managing people in organizations.HRM means employing people, developing their capacities, utilizing,maintaining and compensating their services in tune with the job andorganizational requirement.
  3. 3. Human Resource Management(HRM) is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so thatthey can be understood and undertaken by the workforce, and to provide the resources needed for them to successfullyaccomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operatingpractices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations.HRM strategy:HRM strategy pertains to the means as to how to implement thespecific functions of HRM. An organisations HR function maypossess recruitment and selection policies, disciplinaryprocedures, reward/recognition policies, an HR plan, or learningand development policies, however all of these functional areas
  4. 4. of HRM need to be aligned and correlated, in order tocorrespond with the overall business strategy. An HRM strategythus is an overall plan, concerning the implementation ofspecific HRM functional areas..The HR functional strategy relates to the policiesemployed within the HR functional are itself, regardingthe management of persons internal to it, to ensure itsown departmental goals are met HRM strategy typically consists ofthe following factors : "Best fit" and "best practice" - meaning that there is correlation between the HRM strategy and the overall corporate strategy. As HRM as a field seeks to manage human resources in order to achieve properly organisational goals, an organisations HRM strategy seeks to accomplish such management by applying a firms personnel needs with the goals/objectives of the organisation. As an example, a firm selling cars could have a corporate strategy of increasing car sales by 10% over a five year period. Accordingly, the HRM strategy would seek to facilitate how exactly to manage personnel in order to achieve the 10% figure. Specific HRM functions, such as recruitment and selection, reward/recognition, an HR plan, or learning and development policies, would be tailored to achieve the corporate objectives.
  5. 5. Close co-operation (at least in theory) between HR and the top/senior management, in the development of the corporate strategy. Theoretically, a senior HR representative should be present when an organisations corporate objectives are devised. . . . The personnels proper management is vital in the firm being successful, or even existing as a going concern. Thus, HR can be seen as one of the critical departments within the functional area of an organization. The implementation of an HR strategy is not always required, and may depend on a number of factors, namely the size of the firm, the organisational culture within the firm or the industry that the firm operates in and also the people in the firm. HRM strategy can be divided, in general, into two facets - thepeople strategy and the HR functional strategy.
  6. 6. Objectives Human ResourceManagement:• To help the organization reach its goals.• To ensure effective utilization and maximum development ofhuman resources.• To ensure respect for human beings. To identify and satisfy theneeds of individuals.• To ensure reconciliation of individual goals with those of theorganization.• To achieve and maintain high morale among employees.• To provide the organization with well-trained and well-motivated employees.• To increase to the fullest the employees job satisfaction andself-actualization.• To develop and maintain a quality of work life.• To be ethically and socially responsive to the needs of society.• To develop overall personality of each employee in itsmultidimensional aspect.• To enhance employees capabilities to perform the present job.• To equip the employees with precision and clarity intransaction of business.• To inculcate the sense of team spirit, team work and inter-teamcollaboration.
  7. 7. Human Resource Management (HRM) is the function within anorganization that focuses on recruitment of, management of, andproviding direction for the people who work in the organization.Human Resource Management can also be performed by line managers.Human Resource Management is the organizational fun ction that dealswith issues related to people such as compensation, hiring,performance management, organization development, safety, wellness,benefits, employee motivation, communication, administration, andtraining .
  8. 8. Helping organizations reach its goals Efficiently employing skills of employees Providing well trained and well motivated employees Increasing employee job satisfaction
  9. 9. Communicating HRM policies to employees Motivation of employees Managing change and building responsible behavior Maintaining ethical policies.IMPORTANCE OF HUMAN RESORSEMANAGEMENT:
  10. 10. The significance of human resorse managementcan be discussed at four levels- corporate,professional , social,national.1.SIGNIFICANCE OF AN ENTRPRISE:HRM can help an enterprise in achieving it,sgoals more efficently and effective andeffectively in following ways: (a) Attracting and retaining the required talent through effective human resorse plan recruting,selection placement,and promotion policies. (b) Devloping the necessary skill and right attitudes among the employees through training, devlopement performance appraisal,etc
  11. 11. (c) Securing willing cooperation of employees through motivation ,participation, grievance handling , etc (d) Utilising effective the aviliability human resources. (e) Ensuring that the entrprise will have in future a team of component and dedicated employees.2. PROFESSIONAL SIGNIFICANCE :Effective management of HRM helps toimprove the quality of work life . it permitesteam work among employees by providing ahealth working enviornment. It contributes toprofessional growth in the following ways:(a) Providing maximum opportunities forpersonal development of each employee.(b) Maintaining healthy relationship amongindividuals, and different work groups.
  12. 12. 3. SOCIAL SIGNIFICANCE :Sound humanresourse management has a great significancefor the society. It helps to enhance the dignity oflabour in the following ways :(a) Providing sutiable employment thatprovides social and psychological satisfactionto people.(b) Maintaining a balance between the jobsavilable and the jobseekers in terms of noqualification ,need and aptitudes.4. NATIONAL SIGNIFICANCE:HRM and their management plays a vital rolein the development of nation . The effectiveexploitation and utilisation of a nationals,snatural ,physical and financial resourcesrequire an efficient and committed manpower.
  13. 13. (a) Increase in size and complexity of organisation.(b) Rise of professional and knowledeable workers.(c) Growth of powerfull national wide trade union.(d) Revolution in information technology that might affect the work force.

×