This document discusses key aspects of human resource management including definitions, roles of HR managers, and important HR functions. It defines HRM as the application of management principles to managing an organization's employees. It also summarizes the personal, welfare, and administrative roles of HR managers and lists qualities like social responsibility and communication skills. Additionally, it outlines important HR functions such as human resource planning, job analysis, job descriptions, job specifications, and job evaluation.
2. HUMAN RESOURCE MANAGEMENT
Application of management principles to management of
people in an organization
Function of management concerned with
hiring,motivating&maintaining people in organization
EdwinFlippo
“Planning,organizing,controlling&directing of the
procurement,development,compensation,integration,mai
ntenance&reproduction of human resources to the end
that individual,organizational &social objectives are
established”
Dale Yoder “the effective process of planning & directing
the application,development&utilisation of human
resourses in employment”
3. ROLE OF HR MANAGER
Personal Role
Advising
Training & development
Manpower planning,selection,recruitment etc.
Measurement & assessment of individual
&organisational behavior
Welfare&Counsellor Role
Maintenance of service
Group dynamics & behaviour
Motivation & leadership
4. ROLE OF HR MANAGER
Administrative Role
Salary & Wage
Maintenance of records
Effective utilisation of HR
Grievance handling
Settlement of disputes
Job consultation
5. QUALITIES OF GOOD HR MANAGER
Sense of social responsibility
Leadership& organisational skill
Ability to deal with people
Tact&resourcefulness
Free from bias
Sympathy& consideration
Communication skill
6. IMPORTANCE OF HRM
To identify manpower needs
To incorporate change
To select right person for right job
To update skill &knowledge
To appraise the performance of employees
To provide incentives&bonus to best performance
To determine employee commitment
8. HUMAN RESOURCE PLANNING(HRP)
Process by which management determine how an
organization should move from its current
manpower position to its desired manpower
position
The right kind of people at the right places at the
right time
Dale S Beach “a process of determining & assuring
that the organization will have an adequate number
of qualified persons available at the proper
times,performing jobs which meet the needs of the
enterprise &which provide satisfaction for the
individual involved”
9. OBJECTIVES/IMPORTANCE OF HRP
Accurate assessment of manpower requirement
Optimum utilisation of human resources
Helpful in recruitment,selection&training
To avoid interruption in production
To meet the needs of expansion & diversification
programmes
To assess the surplus & shortage of human
resources
10. JOB ANALYSIS
Process used to collect information about the
duties,responsibilities,skill,outcomes&work environment
of a particular job
It includes
Job title
Alternative title
Nature of work
Equipment,tools&material used
Report&records made
Education required
Experience required
Physical &mental effort required
Responsibility
Supervision required etc..
11. JOB DESCRIPTION
Lists the job titles,duties,machines&equipment
involved,working condition,surroundings etc..
Job analysis are written in a statement
Descriptive statement defining the purpose&scope of a
job
It includes
Job location
Name of job
Summary of job
Duties&responsibilities
Degree of supervision
Relation with other job
Puspose of job
Details of equipment,material&tools used
12. JOB SPECIFICATION
List the human qualities&qualifications necessary
to do the job
Statement of minimum acceptable human qualities
necessary to perform a job properly
It includes
Physical characteristics(Health,age,size,weight,height)
Psychological featues
(judgement,resourcefulness,mental concentration)
Personal characteristics (leadership
quality,behaviour,attitude,emotional stability)
Responsibility
Qualification
13. JOB EVALUATION
Rating of job in an organisations
Systematic&orderly process of determining the
worth of a job in relation to other jobs
To ensure that wages are paid for all qualified
employess
Promote a fair genuine consideration of all
employees for advancement and transfer