This document provides an overview of key aspects of human resources management, including: 1. It defines human resource planning, job analysis, recruitment and selection, training and development, and performance appraisal as core HR functions. 2. It compares personnel management with human resource management and outlines the different perspectives and approaches of each. 3. It summarizes various selection techniques used in recruitment like employment tests, interviews, and group discussions and how they are conducted.

2. Introduction to Human Resource Management By Dr. Jacob Cherian M.Com., M.S.W., M.Phil., Ph.D. Chairman, Marketing Dept., College of Business Administration, Jeddah.

3. Human Resource Management Human Resource Management is a management function involving procurement of suitable human resources, train and develops their competencies, motivate them, reward them effectively and create in them an urge to be part of the management team whose aim should be rendered, dedicated, committed service for the success and growth of the organisation.

4. Personnel vs Human Resource Management ( (5) Employees are utilized for mutual benefit both for organisation and employees’ own (5) Employees are utilized for organizational benefit (4) Employee is treated as a resource. Employees are utilized for organizational benefit (4) Employee is viewed as a tool or equipment which can the purchased and used (3) Employees are treated as profit centre and hence they invest in Human Resources Development -and future accrues from this resources (3) Employee is treated as cost centre and hence controls cost of “Personnel” in the organisation (2) HRM views man not only as economic person but looks at him as a full person — taking social and psychological factors in views. (2) Personnel Management views man as economic person (1) HRM is management of employees’ skills, knowledge, abilities, talents, aptitude, and creative abilities. 1) Personnel Management is management of people

6. FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

7. Limitations of Human Resource Management 1. Future is uncertain: 2. Conservative attitude of management: 3. Problem of discarding surplus staff: 4. Time Consuming and Paper Work: 5. Problem of recognizing change: 7. Expensive: 6. Shortages of highly skilled personnel:

12. Job Analysis Job Description Job Specification Job title Duties & responsibilities Working conditions Salary & incentives Qualification Qualities Experience Family background Machines to be used Training Inter-personal skills

46. The purpose of selection is to select the most suitable candidate and rejecting others. The purpose of recruitment is to attract as much candidates as possible. Purpose Selection follows recruitment. Recruitment precedes selection. Order The final selection decision is a major factor. Advertising the job is a major factor. Major Factor

47. It is complicated process and normally experts are required to conduct tests and interviews. It is a simple process and normally does not require help from experts Help from experts Selection is a lengthy process and as such time consumed is quite more. Recruitment requires less time as it normally involves advertising the job. Time required a line function. the top department and it is so it is a staff function department concerned or by personnel departmental, Selection is done by the Recruitment is done by the Staff / Line Function

48. Selection is subjective as there may be favouritism, and bias in selection. Recruitment is more objective in nature. Subjective/Objective conducting interviews. - money is spent on testing and advertising the job. Selection is quite expensive as Recruitment normally is not Cost factors

88. Strict supervision is not necessary Strict supervision is necessary 7. Supervision Production goes faster but quality may suffer Production goes slow but quality is maintained 6. Effect on production It makes distinction It does not make any distinction between the efficient and inefficient employees 5. Distinction between employees Employers and efficient employees support this system Employees & trade unions supports this system 4. Acceptability It is complicated method It is easy to understand and simple to administer 3. Nature of method It does not give guarantee of minimum wages It gives guarantee of minimum wages 2. Guarantee of minimum wages Payment is made on the basis of production given by the employees Payment is made on the basis of time spent by the employees 1. Payment basis Piece wage system Time wage system Points of difference

116. Distinction between Promotion and Transfer