HR
HR
HR
Management[HRM]
It is also most important for the welfare of both the employees and
employer. In simple words, HRD is an organized learning experience
aimed at matching the organizational need for human resource with
the individual need for career growth and development.
4. Organizational Complexity
5. Human Relations
7. Technological Advances
Job Evaluation:
(ii) Relation – It is concerned with the job and not individuals. Worth
of each job is determined.
(iii) There is need to replace employees who retire, die, resign and
become incapacitated due to injury. Provision for replacement of
personnel can be made through Human Resource Planning.
1. Direct
People are responsive; they feel, think, and act; therefore, they
cannot be operated like a machine or shifted and altered like a
template in a room layout. They, therefore, need a tactful handling
by management personnel. If manpower is properly utilised, it may
prove a dynamic motive force for running an enterprise at its
optimum results and also work as an elixir for maximum individual
and group satisfaction in relation to the work performed.
Ans. Management has been defined by Mary Parker Follett as, “the
art of getting things done through people.” But it is felt that
management is much more than what is said in this definition.
Management is further defined as, “… that field of human behaviour
in which managers plan, organise staff, direct and control human,
physical and financial resources in an organised effort, to achieve
desired individual and group objectives with optimum efficiency and
effectiveness.”
Job description tells what is to be done and what is the nature of job,
whereas job specification tells what attributes are needed in the
person handling the job. Job description helps the candidate to
understand the requirements of the job which are to be fulfilled by
him and it also helps him in making self-appraisal by comparing his
actual performance with job description. Job description assists the
management in appraising the performance of the employees.
5. To secure the integration of all the individuals and groups with the
organisation by reconciling individual.
Ans.
Ans.
1. Work Opportunity – HRD provides an opportunity and a systematic
framework for the development resource in the organisation for full
expression of their talents.
g. Job relatedness
h. Practical viability
i. Clear Objectives
j. Periodic Review.
Training:
i. Opportunity of learning.
Development:
i. Outcome of learning.
HRM Function:
v. HRM takes a very narrow view of its scope and aims only at
developing and administering people.
HRD Function:
v. HRD takes a much wider view of its scope and aims at developing
the total organization.
1. Organisational Design:
3. Performance Appraisal:
7. Job Evaluation:
8. Labour Relation:
Ans. The classical approach was developed by F.W Taylor with his
principles of scientific management. On the basis of his principles of
scientific management jobs are designed in most of the
organisations. These principles have focus on the planning,
standardizing and improving human effort at the operative level for
higher productivity.
The scientific management approach has provided the following
principles for job design:
HRM 40. What are the four components of 360 degree appraisal?
(1) Self-Appraisal
Ans. Job evaluation has various objectives, which are given below:
2. Group Incentives.
Shortcomings:
Under this system, wages are paid on the basis of time spent on the
job irrespective of the amount of work done. The unit of time may be
a day, a week, and a fortnight or a month. In the past, daily wages
have been the most common basis and therefore, it came to be
known as the “Day wage system.”
1. Performance appraisal
2. Employee Training
3. Employee Development
4. Organizational Change
5. Organizational Development
11. Rewards
3. Technological Advances.
4. Organizational Complexity.
5. Human Relations.
7. To increase productivity
(vi) Any redeployment process must fit easily within the overall
restructuring programme and be easy to understand and administer
within a reasonable time.
(vii) Retain people who are familiar with the organisational networks,
culture and behaviour and ethical standards.
1. For implementing and evaluating what worked, what did not and
what was learnt in the process.
HRM 65. What are the measures required for making workers
participation in management successful?
Ans. The following steps are taken for making successful workers
participation in management:
HRM 69. What are the measures for improving industrial relations?
1. Personnel Aspect:
This is concerned with man power planning, recruitment, selection,
placement, transfer, promotion, training and development, lay off
and retrenchment, remuneration, incentives, productivity etc.
2. Welfare Aspect:
By reading them, the candidate should also get a fair idea as to the
expectations of the organization. Another inherent factor is that the
matching of the qualifications need to be done in such a manner that
a matching exists with job requirements.
Ans. For the purpose of HR audit, data are collected by the outsider
and insider. In collecting data, outsider reports are more important
than the insider.
Most organisations in the public sector are generating more than the
adequate quantity of data. The main purpose of it is to stimulate
remedial action. In some cases, the action may require consultation
between the supervisor and the higher management.
Definitions of Selection:
Ans.
HRM 83. What is the main difference between between wages and
salary?
Ans.Wage ;-Wage represents hourly rates of pay which is given to
workers for manual or physical work. Thus wage is given to
compensate the unskilled workers for their services rendered to
organisation. Wages may be based on hourly, daily, weekly or even
monthly basis. Wages may be based on number of units produced
(i.e. piece wage system) or time spent on job.