2. Concept and meaning of HRM
HRM was previously known as personnel management,
which was concerned with the activities of a single
department. It was typically concerned with the
administration of human. The functions carried out by
the department were re- cruitment and selection,
reward, appraisal, development, grievance handling,
retirement, registration and so forth. It was introduced
and developed in the bu- reaucratic set-up in which
importance was given on organization and administration
of manpower.
3.
4. Functions of HRM
Functions of HRM in community and hospital services
are as follows:
1. Creating and promoting a human resource philosophy
in an organization and getting the approval and
commitment of the top management to employ a
human resource strategy
2. Identification of personnel need for task performance
and achievement of goal.
3. To reinforce essential components of HRM in
organization by guiding and training executives and
managers.
5. 4. HRM focuses on need identification among
employees and employer by research works and
writing reports .
5. HRM believes in healthy behaviour building in an
organization with mutual respect and sense of
belonging with each other and organization.
6. HRM formulates policies for desirable career plans
with respect to need of organizational hierarchical
structure.
7. The basic purpose of recruitment is to provide a pool of
potential candidates. Specifically, recruitments aims to
within
achieve the following: a. Determining the present and
future requirements of the organization in coherence
with its personnel planning and job analysis activities
b. Increasing the pool of candidates for vacant positions
at minimum cost
c. Helping increase the success rate of the selection
process by reducing the number of visibly under
qualified candidates.
8. Selection
Selection is the process of choosing individuals (out of a
pool of applicants) with the requisite qualification and
competence to fill vacancies in the organization.
The selection process can be successful only if the
following preliminaries are satisfied:
a. Someone should have the authority to select. This
authority comes from the employment's requisition, as
developed by an analysis of the workload and workforce
.
9. B. There must be some specific standards with which a
prospective employee may be compared.
c. There must be a sufficient number of applicants from
whom the required number of employees may be
selected.
10. Job analysis
Job analysis attempts to provide information in seven basic
areas:
a. Job identification: Its title, department, etc.
b. Significant characteristics of the job: Its location, setting,
supervision, hazards or discomfort that it may entail
c. The content of the job: What the worker will do, specific
operations and tasks, timing, routine,
responsibilities, etc.
11. d. How the job is performed
e. What material and equipment the worker will be
required to use
f. Job relations: Experience required, opportunities for
advancement, patterns of promotion, directions on
leadership, etc.
g. Personnel attributes
12. -Training & development
-Retaining- 1.Career structure
2. Promotion procedure
3.Living and working conditions
4.Pay & incentives
-Demotion-1. Breach of discipline
2.Inadequacy of knowledge
3.Unable to cope with change
4.Reorganization
13. Promotion
1. Promotion is defined as an improvement in workers'
position with more accountability, better status and
higher pay along with increased responsibilities in the job
environment.
2. Promotion is the upward movement of the employee
in the hierarchy level of the organization, associated with
higher accountabilities, status and pay.
14. Purposes of promotion
1. To groom the law abiding workers, instilling feelings
of virtuousness, belongingness and trustworthiness
among the employees so that they get promotions
that they deserve.
2. To encourage good working environment so as to
provide good job satisfaction and give them an
opportunity for successive service.
3. To retain the competent workers in the organization.
15. 4. To encourage the selective socialization.
5. To recognize and appreciate the individual skill that
helps in giving quality output and which motivates the
employee to work harder.
6. To create a feeling of satisfaction and success in the
organization.
7. To improve the social status and image of the labour.
8. To avoid transfers or terminations since all workers
strive for getting promotions.
16. Superannuation
Superannuation is a retirement fund or pension given to
the employee at the time of retirement. Every
organization has a plan of superannuation for their
employees. It is also a basic right of the employees to be
paid for by the employer or the organization for their
sincere hard work or services rendered to the institution.
Superannuation is a legal issue as per which the employer
pays additional amount in proportion to the employee's
salary.
17. Benefits of superannuation
1. It helps the employee to plan for their future life.
2. It motivates the current working employees to work
efficiently.
3. It the additional amount paid by the employer for the
sincere services rendered by the employees.
4. It reflects the institutional or organizational image.
5. It helps to increase the productivity and quality directly
or indirectly.
