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Definitions of Human Resource Planning - HRP ↓
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It relates to establishing job specifications or the quantitative
requirements of jobs determining the number of personnel required and developing resources of manpower"
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To ensure optimum utilisation of human resources currently employed in the Organisation
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To determine the future manpower requirements of the Organisation as per the need for renovations,
modernisation, expansion and growth programmes
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To determine the recruitment level
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To ensure that necessary human resources are available as and when required
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To assess future accommodation requirements
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To design the basis for management development programmes so as to develop the required talents
among the employees selected
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Meeting manpower needs : Every Organisation needs adequate and properly qualified staff for the
conduct of regular business activities
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HRP is needed to estimate the
shortfall in the manpower requirement and also for making suitable arrangements for the recruitment and
appointment of new staff
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Meeting growing manpower needs : The expansion or modernisation programme may be undertaken by
the enterprise
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To meet the challenge of new technology existing employees need to be retrained and new
employees may be recruited
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Coping with change : HRP enables an enterprise to cope with changes in competitive forces, markets,
products, and technology and government regulations
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Transfers and promotions are
made for meeting such situations
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Recruitment and selection of employees : HRP suggests the type of manpower required in an
organisation with necessary details
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Introduction of appropriate selection tests and procedures is also possible as per the
manpower requirements
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Placement of manpower : HRP is needed as it facilitates placement of newly selected persons in
different departments as per the qualifications and also as per the need of different departments
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It ensures that adequate
number of persons are trained to fill up the future vacancies in the Organisation
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They represent the manpower which is an
important asset of a business unit
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Employees have various problems relating to wage
payment, promotions, transfers, working conditions, welfare facilities, training and so on
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These problems come within the scope of personnel management which is one
important area of total business management
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It looks after the personnel problems
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He has to perform various functions which are responsible in nature and also delicate
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He also needs active support of the top
management for dealing with personnel problems effectively
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In addition, he should be an expert in the
personnel administration with knowledge of relevant Labour laws, procedures and so on
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Knowledge of subjects like philosophy, logic, sociology and ethics is also useful while discharging his
duties and responsibilities
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A personnel manager also needs other qualities which are normally required by a
successful manager
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It studies and solves their
problems in order to create an efficient, loyal and co-operative labour force for the benefit of a business
enterprise
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It is concerned primarily with the manpower
resource inputs
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According to Edwin Flippo, "Personnel management is the planning, organising, directing and controlling
of the procurement, development, compensation, integration and maintenance of the people for the purpose of
contributing to organizational, individual and social goals
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According to George R
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"
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Features of Personnel Management ↓
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It covers all levels of personnel’s and their
needs, expectations and so on
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The aim
of personnel management is to get better results (for the Organisation) through their involvement, motivation
and co-operation
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They are concerned with recruitment, selection,
utilisation and development of manpower available
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They need constant attention as they
may disturb normal working of an Organisation, if neglected
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Personnel management aims as securing willing co-operation of employees for achieving organizational
objectives
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Objectives / Purposes of Personnel Management ↓
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Functions of Personnel / HR Management ↓
The functions of HRM are directly or indirectly related to the human resource available in the organisation
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These managerial functions
include planning, organising, directing and controlling the manpower of his department
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In short, HRM involves the following functions and these functions are to be performed by
the HRM department of the Organisation:
Functions of Personnel / HR Management are :1
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Such procurement will be from the employment
market
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The procurement function includes
manpower planning and forecasting, recruitment, selection, appointment, placement and induction of
employees so as to have a team of efficient and capable employees for the benefits of the Organisation
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At present, scientific methods are used
for recruitment and selection of most suitable manpower for the benefit of the Organisation
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Training and Development of manpower : Development of manpower (human resource development)
means planning and execution of the training programmes for all categories of employees in order to develop
new skills and qualities required for working at the higher level
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Such manpower development
(possible through systematic training programmes) is required for meeting the growing and changing needs of
manpower along with the expansion and diversification of business activities
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Promotions and transfers are possible
when manpower development programmes are introduced regularly
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This suggests the importance /
significance of human resource development
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HRD programmes are for education, training and development of
existing manpower in an Organisation
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For this, a fair system of
remuneration payment (wages and salaries) needs to be introduced
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, will be minimized
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Along with compensation payment, HRM also deals with reward system
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Personnel
management has to reconcile the interests of the individual members of the Organisation with those of the
Organisation
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Reconciliation of individual, social and organizational
goals and interest is one challenge before HRM
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Maintenance of manpower : This HRM function relating to maintaining of satisfied manpower in the
Organisation through the provision of welfare facilities
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Even
collective bargaining and workers participation come within this broad personnel function
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They include medical,
educational, recreation, housing, transport and so on
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Welfare facilities create efficient and satisfied Labour force
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functions performed under personnel management are :-
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Promotions and transfers of employees,
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Introduction of rational grievance procedure,
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Career planning of employees,
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Restructuring of the Organisation,
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These HRM functions need to be performed regularly for the benefit of employees and also for continuity in the
production activities of the Organisation
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R
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Employment
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As per Indian Institute of Personnel Management (IIMP now called NIPM), the Personnel / HRM functions are
classified as noted below :-
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Promotion of joint consultation,
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Advising management on the fulfillment of statutory obligations relating to safety, health and welfare of
the employees,
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Advising the management on the training and future education of employees
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The functions (as noted above) are varied in character
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They are important and needs constant attention