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FULL-LENGTH QUESTIONS (10 MARKS EACH) Q 1. Describe the HRP process? Or What do you understand by manpower planning? Explain the steps in manpower planning?
The objectives of HR plan must be derived from organizational objectives. Specific requirements in terms of number and characteristics of employees should be derived from the organizational objectives. Organizational objectives are defined by the top management and the role of HRP is to sub serve the overall objectives by ensuring availability and utilization of human resources.
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HR Supply Forecast Personnel demand analysis provides the manager with the means of estimating the number and kind of employees that will be required. The next logical step for the management is to determine whether it will be able to procure the required number of personnel and the sources for such procurement. This information is provided by supply forecasting. Supply forecasting measures the number of people likely to be available from within and outside an organization, after making allowance for absenteeism, internal movements and promotions, wastage and changes in hours, and other conditions of work. reasons for supply forecast are Helps quantify number of people and positions expected to be available Helps clarify staff mixes that will exist in the future Assess existing staffing levels in different parts of the organization Prevents shortage of people Monitors expected future compliance with legal requirements of job reservations
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
Careful delineation of written contracts 2. Rules Importance of devising clear rules 3. Guide to management Procedures action 4. Behaviour referent Norms/ customs and practices 5. Managerial task vis--vis Monitoring labour 6. Key relations Labour management 7. Initiatives Piecemeal 8. Speed of decision Slow 9. Management role Transactional 10. Communication Indirect 11. Prized management Negotiation skills 12. Selection Separate, marginal task 13. Pay Job evaluation 14. Conditions Separately negotiated 15. Labour management Collective-bargaining contracts 16. Job categories and Many grades 17. Job design Division of labour 18. Conflict handling Reach temporary truce 19. Training and Controlled access to courses development 20. Focus of attention for Personnel procedures interventions
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More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
RESOURCE MANAGEMENT: The basic objective of personnel management is to maintain efficient team of workers for the benefit of the organization. In addition, to provide opportunities of selfdevelopment to employees and finally to maintain congenial work atmosphere and inter-personnel relations are the objectives of personnel management. Personnel management aims at giving fair treatment to employees as regard wages, 'welfare facilities, non-monetary benefits, working conditions and so on.
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
The human resource is very important and useful. It should be nurtured and used for the benefit of the organization. This is a challenging job before personnel manager/management. The organization can make rapid progress only when the employees are satisfied and co-operative. On the other hand, the organization will have to face various problems and difficulties, if the employees are not co-operative but hostile. This indicates that human resource is most strategic and critical determinant of growth of a business unit. Every organization needs loyal, efficient and satisfied labour force. For this, adequate attention should be given to personnel management. OBJECTIVES OF HRM Same as objectives of personnel management (given above)
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(1) Procurement of manpower: Procurement means acquiring the manpower required by an organization from time-to-time. The basic Principle in procurement is "right man for the right job". 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 organization. Even promotions and transfers are covered by this broad personnel function. (2) 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. Manpower development is possible through training and career development programmes and not simply by offering attractive wages to workers. Executive development programmes are introduced for the benefit of higher-level managers Similarly; future manpower requirement will be, met internally through HRD programmes. It aims at educating and training employees for the improvement of overall performance of an organization. HRD (Human Resource Development) programmes are for education, training and development of existing manpower in an organization. This is for facing new problems and challenges likely to develop in the near future.
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(5)
Maintenance of manpower: This manpower function relating to maintaining satisfied manpower in the organization through the provision of welfare facilities. For this, attention needs to be given to health and safety measures, maintenance of proper working conditions at the work place, provision of welfare facilities and other non-monetary benefits so as to create efficient and satisfied labour force with high morale. Even collective bargaining and workers participation come within this broad personnel function.
(6) Provision of welfare facilities: Employees are offered various welfare facilities. They include medical, educational, recreation, housing, transport and so on.
(7) Misc. functions: Misc functions under HRM include maintenance of service records of employees (which are used for promotions/transfers performance appraisal, etc.), promotions and transfers of employees, maintaining cordial industrial relations, introduction of rational grievance procedure, performance evaluation of employees, career planning of employees, maintenance of discipline, administering the policies with regard to disciplinary action and compliance of various labour laws.
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The process of industrial development started in India rather late. It was during the British Rule and that too after the First World War that textile, jute, iron and steel and other organised industries started in India. Recruitment, wage payment, welfare facilities and other personnel problems were noted only when labour class was employed on a large scale in the industrial sector. This is the starting period for personnel management in India. In the early British period and prior to that personnel management and personnel functions were absent, (Reference to some personnel functions and systematic management of resources was made in Kautilya's Arthashastra during the 4th century Be.) as industrial activities were extremely limited. They were also conducted on a small scale. As compared to India, the industrial growth was rapid in Europe. As a result, the concept of personnel functions and personnel management made rapid progress. The concept of personnel management function in India is based on similar concept developed in Europe much earlier.
The personnel function in India has been the product(outcome) of various factors such as industrial growth, labour, legislation, exploitation of workers in the early period and their demand for certain basic necessities of life. (e.g. fair wage, weekly, holiday, essential facilities at the work place)The need for labour officers in Indian industry was felt/realized as early as 1929 for the protection of labour force in industrial units. In 1931, the members of Bombay Mill owners' Association appointed Labour Officers in their textile mills (on voluntary basis) for the settlement of grievances and disputes of
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HRM ACTIVITIES/MODEL Explained above in the full length questions DIFFERENCE BETWEEN HRM AND PERSONNEL MANAGEMENT Explained above in the concept testing question CHALLENGES FACING HRM IN INDIA With organizations achieving a HRD climate, a basic source of human motivation to perform higher, human wastage has been reduced. So, whereas personnel management regarded wages and salaries as the main source of motivation, Human Resource
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
The advent of HRM has brought the linkage between employer-employee relationship and strategic management to sharp focus. Since Environmental Scanning helps identify threats and opportunities prevailing in the external and internal environment, HRM is of great help in locating opportunities and threats. HRM is in a unique position to supply competitive intelligence that may be useful in Strategy Formulation. Details regarding advanced incentive plans being used by competitors, opinion-survey data from employees that elicit information about customer complaints, and information about pending legislation like labour laws or mandatory health
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students
More Notes and Projects and Resources for BMS and MBA students available at http://www.ManagementParadise.com : The TRUE Voice of Management Students