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Quality of Work Life

Quality of work life (QWL) refers to the favorable or unfavorable characteristics of a job environment for the people working in an organisation.  Many other terms have come to be used interchangeably with QWL such as ‘humanization of work’ ‘quality of working life, ‘industrial democracy’ and ‘participative work’. Positive outcomes of QWL may includes: More

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THE CHANGING ENVIRONMENT OF HRM

The changing environment of HRM are A. HRM and Globalization: Global HRM refers to Human Resource Management practices that deal with managing a diversity of workforce from all around the world. Globalization is characterized by: Doing business in more than one country Operating and expanding the business throughout the world Establishing manufacturing and distribution facilities

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HUMAN RESOURCE DEVELOPMENT: MEANING, OBJECTIVE & CHALLENGES

HRD is the process of helping people to acquire competencies. In an organizational context HRD “is a process which helps employees of an organization in a continuous and planned way to- Acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles. Develop their general capabilities as individuals and

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HUMAN RESOURCE MANAGEMENT: SKILLS & COMPETENCIES

HR Skills Every HR Generalist Needs: Skills refer to the ability to do something well; expertise. The key skills an HR Manager shall have includes: Communication skills: The most often mentioned skill in HR job openings are communication skills. Communication is essential in Human Resource Management, as the HR professional is the link between the

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ROLE OF HUMAN RESOURCE MANAGEMENT

Six major roles played by Human Resources Management in an organization are: 1. The Conscience Role 2. The Counselor 3. The Mediator 4. The Spokesman 5. The Change Agent 6. The Problem Solver The Conscience Role: Conscience refers to a person’s moral sense of right and wrong, viewed as acting as a guide to one’s

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FUNCTION OF HRM:

Human Resource Management functions shall be classified in to two broad categories, Managerial and Operative Functions.[4] Management functions are Planning, Organizing, Directing and Controlling. Operating functions are Procurement, Development, Compensation, Integration, and Maintenance.

FUTURE CHALLENGES TO HR MANAGERS:

The organization climate is changing rapidly because of various micro and macro environmental factors viz. social, economic, political and technical forces affecting directly or indirectly to the organization. The human resource manager of today may find them obsolete, if they do not able to mould themselves with the modern tools and tackles.  Attracting best candidates

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PRINCIPLES OF HUMAN RESOURCE MANAGEMENT:

HRM principles are fundamental truth applicable to all organizations established by research, investigation and analysis. Principles help managers in formulating policies, procedure and practices. Some of the human resource principles are: Principle of scientific selection: The selection procedure of workers must be designed scientifically. An error in selection process may lead to be very costly

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DIFFERENCE BETWEEN HRM AND PERSONNEL MANAGEMENT

“Personnel management is an extension of general management that of promoting and stimulating every employee to make fullest contribution to the purpose of the business.” -H.N. North Scott  “HRM is planning, organizing, directing, controlling of procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are

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EVOLUTION OF THE CONCEPT OF HRM

The term “human resource management” is a common terminology in use since last ten to fifteen years. The evolution of the concept of HRM is follows the below phases: Before Industrial Revolution the economy was primarily supported by agriculture products with limited production. Production facilities were limited to a village or community. During the period

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