ORGANIZATION AND
MANAGEMENT
HUMAN RESOURCE MANAGEMENT
OUTLINE OF THE REPORT
 Definition of terms:
Organization
Management
Human Resource Management.
 Nature and Scope, Object...
ORGANIZATION
-a formal and coordinated group of people who
function to achieve particular goals
- Two or more people who w...
MANAGEMENT
- refers to the tasks and activities involved
in directing an organization or one of its
units: planning, organ...
HUMAN RESOURCE
may be defined as the total knowledge,
skills, creative abilities, talent and aptitudes
of an organization’...
HUMAN RESOURCE MANAGEMENT
 Involves all management decisions and practices that
directly affects or influence the people,...
NATURE
• It is pervasive in nature as it is present in all enterprises.
• Its focus is on results rather than on rules.
• ...
SCOPE
Personnel aspect- This is concerned with manpower planning,
recruitment, selection, placement, transfer, promotion, ...
OBJECTIVES:• To help the organization reach its goals.
• To ensure effective utilization and maximum development of
human ...
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the needs of
society.
• To ...
Ø Job analysis
defines a job in terms of specific tasks and responsibilities and identifies
the
abilities, skills and qual...
Ø Training and development of employees.
activities that help employees learn how to perform their jobs, improve
their per...
STRATEGIC HUMAN RESOURCE
MANAGEMENT
1. Cross cultural issues
2. Corporate culture change
3. Rise of developing countries
EMPLOYEES’ RIGHTS
1. Right of free consent
2. Right of privacy
3. Right of freedom of conscience
4. Right of freedom of sp...
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Od 98 ppt presentation

  1. 1. ORGANIZATION AND MANAGEMENT HUMAN RESOURCE MANAGEMENT
  2. 2. OUTLINE OF THE REPORT  Definition of terms: Organization Management Human Resource Management.  Nature and Scope, Objectives of Human Resource Management.  Functions of Human Resource Management.  Strategic Human Resource Planning  Employee’s Rights
  3. 3. ORGANIZATION -a formal and coordinated group of people who function to achieve particular goals - Two or more people who work together in a structured way to achieve a specific goal or set of goals.
  4. 4. MANAGEMENT - refers to the tasks and activities involved in directing an organization or one of its units: planning, organizing, leading, and controlling - The process of reaching organizational goals by working with and through people and other organizational resources.
  5. 5. HUMAN RESOURCE may be defined as the total knowledge, skills, creative abilities, talent and aptitudes of an organization’s workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization.
  6. 6. HUMAN RESOURCE MANAGEMENT  Involves all management decisions and practices that directly affects or influence the people, or human resource, who work for the organization  The policies, practices and systems that influence employee’s behavior, attitudes and performance  The process of attracting, developing and maintaining a talented and energetic workforce to support organizational mission, objectives and strategies
  7. 7. NATURE • It is pervasive in nature as it is present in all enterprises. • Its focus is on results rather than on rules. • It tries to help employees develop their potential fully. • It encourages employees to give their best to the organization. • It is all about people at work, both as individuals and groups. • It tries to put people on assigned jobs in order to produce good results. • It helps an organization meet its goals in the future by providing for competent and well-motivated employees. • It tries to build and maintain cordial relations between people working at various levels in the organization. • It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.
  8. 8. SCOPE Personnel aspect- This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc. Welfare aspect- It deals with working conditions and amenities such as canteens, crèches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc. Industrial relations aspect- This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
  9. 9. OBJECTIVES:• To help the organization reach its goals. • To ensure effective utilization and maximum development of human resources. • To ensure respect for human beings. To identify and satisfy the needs of individuals. • To ensure reconciliation of individual goals with those of the organization. • 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 employee's job satisfaction and self- actualization.
  10. 10. • 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 its multidimensional aspect. • To enhance employee's capabilities to perform the present job. • To equip the employees with precision and clarity in transaction of business. • To inculcate the sense of team spirit, team work and inter- team collaboration.
  11. 11. Ø Job analysis defines a job in terms of specific tasks and responsibilities and identifies the abilities, skills and qualifications needed to perform it successfully. Ø Human resource or manpower planning. is the process by which an organization attempts to ensure that it has the right number of qualified people in the right jobs at the right time Ø Recruitment, selection and placement of personnel. recruitment is the process of seeking and attracting a pool of applicants from which qualified candidates for job vacancies within an organization can be selected. selection involves choosing from the available candidates the individual predicted to b most likely to perform successfully in the job. Functions
  12. 12. Ø Training and development of employees. activities that help employees learn how to perform their jobs, improve their performance and prepare themselves for more senior positions. Ø Appraisal of performance of employees. concerned with determining how well employees are doing their jobs, communicating that information to the employees and establishing a plan for performance improvement. Ø Taking corrective steps such as transfer from one job to another. Career planning and development activities benefit both employees (by identifying employee career goals, possible future job opportunities and personal improvement requirements) and the organization (by ensuring that qualified employees are available when needed). Ø Developing and maintaining motivation for workers by providing incentives. Employee motivation is vital to the success of any organization. Highly motivated employees tend to be more productive and have lower rates of absenteeism and turnover.
  13. 13. STRATEGIC HUMAN RESOURCE MANAGEMENT 1. Cross cultural issues 2. Corporate culture change 3. Rise of developing countries
  14. 14. EMPLOYEES’ RIGHTS 1. Right of free consent 2. Right of privacy 3. Right of freedom of conscience 4. Right of freedom of speech 5. Right of due process
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