Human Resource Management-Meaning and Definition:
Human resources are the people who work for the organization; human resource
management is really employee management with an emphasis on those
employees as assets of the business.The advocates of self-managing teams or
autonomous work groups claim that this approachoffers a more comprehensive
view of organizations than the rather simplistic individual motivationtheories that
underpin job rotation, enlargement and enrichment.Performance Reviews/Discipline:In many companies, HR managers conduct or
facilitate performance reviews, which is a discussion with an employee about how
"she or he is doing relative to the standards and expectations laid out in the job
description," according to the Bureau of Labor Statistics. This also includes
providing any follow-up training or goals. If needed, HR managers perform or assist
with the discipline or firing of employees for not following company policy. They
also conduct exit interviews. Allocating Resources/Layoffs:HR managers may help with layoff decisions and
allocating remaining resources after layoffs.They may be responsible for informing
employees of the layoffs and providing them with severance information. Human resource planning-Meaning and Definition:
Human Resource Planning is the process of determining and ensuring that the
organization has adequate number of qualified persons available at the proper
times. The same number of employees should be able to perform jobs which meets
the needs of the organization and provides satisfaction for individual employees. Human resource planning is concerned with the flow of people into, through and
out of the organization. HR planning involves anticipating the need for labor and
the supply of labor and then planning the programs necessary to ensure that the
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organization will have the right mix of employees and skills when and where they
are needed. Forecasting the future can be very inexact science, so human resource
planning may also include multiple scenarios and contingency plans. Some Other Definitions:
HRP has been defined by Geisler (1967),
o As a process of forecasting, developing and controlling human resources in
an enterprise. This process helps the enterprise to ensure that it has right number
of people and the right kind of people at the right place at the right time performing
tasks for which they are most effective. o Similarly Wilkstorm (1971) defines it" "As a process involving; forecasting of
future requirements, inventorying the present resources and assessing the extent
to which these resources are optimally utilized and also planning of necessary HR
programs.Job enrichment aims to
maximize the interest andchallenge of work by providing the employee with a job
that has these characteristics:
o it is a complete piece of work in the sense that the worker can identify a series of
tasksor activities that end in a recognizable and definable product;
o it affords the employee as much variety, decision-making responsibility and
control aspossible in carrying out the work;
o it provides direct feedback through the work itself on how well the employee is
doinghis or her job.A self-managing team
enlarges individualjobs to include a wider range of operative skills (multi-skilling),
decides on methods ofwork and the planning, scheduling and control of work,
distributes tasks itself among itsmembers and monitors its own performance,
taking corrective action when required.Human Resource Management (HRM) can be defined as the set of programs,
functions, and activities designed and performed in order to maximize both
employee as well as organizational effectiveness.As described by Herzberg (1968), job enrichment is not just increasing the number
or varietyof tasks; nor is it the provision of opportunities for job rotation.It involves multi-skilling - job demarcation
lines are eliminated as far as possibleand encouragement and training are provided
for employees to acquire new skills.(Beer et al, 1984)
HRM comprises a set of policies designed to maximize organizational
integration,employee commitment, flexibility and quality of work.Adjustments: Job design allows for adjustments for physically demanding jobs by
minimizing the energy spent doing the job and by aligning the manpower
requirements for the same.Job enlargement
This means combining previously fragmented tasks into one job, again to increase
the varietyand meaning of repetitive work.Self-managing teams (autonomous work groups)
These are self-regulating teams who work largely without direct supervision.The
philosophyon which this technique is based is a logical extension of job enrichment
but is strongly influencedby socio-technical systems theory.Other definitions of HRM
Human resource management involves all management decisions and actionthat
affect the nature of the relationship between the organization and itsemployees -
its human resources.Job rotation
This is the movement of employees from one task to another to reduce monotony
by increasingvariety.High-performance work design
This concentrates on setting up working groups in environments where high levels
of performancecan be achieved.Job enrichment
This goes beyond job enlargement to add greater autonomy and responsibility to a
job and isbased on the job characteristics approach.Be that as it may, thestrength
of this system is that it does take account of the social or group factors and the
technologyas well as the individual motivators.As described by Buchanan (1987), this requires
management to define what it needs in the form of methods of production and the
results expected from itsintroduction.As with other business assets, the goal is to make
effective use of employees, reducing risk and maximizing return on investment
(ROI).It is a management function that
helps organization in recruiting, selecting, and training, developing and managing
its members.Work / Rest Schedules: Job design offers good work and rest schedule by clearly
defining the number of hours an individual has to spend in his/her job.These
approaches may relieveboredom, but they do not result in positive increases in
motivation.Selfmanagedteams are set up with full
responsibility for planning, controlling and monitoring thework.HRM is concern with the management of people in the organization
from Recruitment to Retirement.In this context, employees are sometimes
referred to as human capital.27
Techniques:
1.2.3.4.28
5.