MEANING AND DEFINITION OF H.R.M
BY
SMART LEARNING WAY
CONTENTS
Introduction
meaning
Definition
Conclusion
Introduction
Simply put , human resource management is
function that helps managers
recruit, select, train and develop members
for an organization.
H.R.M refers to a set of programmers.
Function and activities designed and
carried out in order to maximize both employee as well as organizational
effectiveness.
H.R.M
is a management function that helps managers recruit select, train &
develop members for an organization
Obviously
,H.R.M is concerned with the people's
dimension in organizations
Meaning
and definition
1)Human
Resource management is a management function
that helps managers
recruit , select ,train and develop
members for an organization .
2)Organization are not mere bricks ,mortars or inventories .they are people .it
is the people who staff and manage
organizations .
3)H.R.M is
also a function of management ,concerned with hiring, motivating and maintaining people in
an organize
4)H.R.M
. Applies management ,principles in procuring, developing ,maintain people in
the organization.
5)H.R.M
is a series of integrated
decision that from the employment relationship; their quality
contributes to the ability of the organizations and the employees to achieve
their objectives
6)H.R.M is the planning ,organizing directing and
controlling of the procurement
development, compensation, integration,maintence and separation of human
resources to the end that individual
organizational and social objectives are accomplished
7)It
is not confined to business
establishment only ,H.R.M is
applicable also to the non business organisation,like government department, education health career e.t.c
8)H.R.M is
planning ,organization directing & controlling of the procurement development, compensation
integration ,maintenance, separation of HR to the end that individual
organization &societal objectives are accomplished.
9)
H.R.M involves the application
of management function and principals .the functions and
principals are applied
to acquisitioning , developing
maintaining , and remunerating employees in
organizations
10) Decisions
relating to employees must be integrated , decisions on different aspects
of employees in organizations
11)
Decision must influence the effectiveness of an
organization ,effectiveness of an
organization must result in battement of
services to customers in the from of
high –quality products supplied at reasonable costs
12)
H.R.M function are not confined
to business establishments only. The
are applicable to non business
organizations too, such as education ,health care, recreation and the like
13)
H.R.M a series of integrated decisions that from
the employment relationship
;their quality contributes to the
ability of the organizations and the
employees to achieve their
objective.
14) H.R.M
is the planning ,organizing , directing and controlling of the procurement . Development. Compensation,
integration , maintenance and separation
of human resources to the end
that individual , organizational ,and social
objectives are accomplished.
15)
H.R.M is the planning
,organizing , directing and
controlling of the procurement development , compensation integration, maintenance and separation of human resources to the
end that individual, organizational and
social objectives are
accomplished
16)
H.R.M refers to a set of
programmers function and
activities designed and carried
out in order to maximize both employee as well as organizational effectiveness.
17)
assuming that the term H.R.M is accepted
it lacks the capacity to transform or replace deeply rooted models of
P.M and industrial relations
18)
H.R.M is a management function that
helps managers plan, recruit, select train, develop ,remunerate and maintain members for an organization.
19)
the role of H.R.M is significant in the strategic management
process, particularly in formulating and
implementing strategies.
20) H.R.M
make strategic management highly
effective by supplying human resources
who are competent and committed
21)
H.R.M is no panacea ; no set of employment policies ever will be, but as a persuasive account of
the logic underpinning choices in certain organizations and as an aspiration
pathway for others it is an idea worthy examination.
22)H.R.M issues ,functions and policies and practices
that result from the strategic
activities of multinational enterprise
and that impact the international concerns and goals of those enterprise
23)
H.R.M as one specific and arguably minority form of
approach to employment management .
24)
H.R.M is a distinctive approach to employment management which seeks to
achieve competitive advantages through the strategic
development and of a highly
committed and capable workforce using an
array of cultural structural and
personnel techniques
26
) the well faire function ( cattiness ,
crèches housing ,personal problems of workers
schools and recreation)
27)
personal function consoled with
recruitment placement, promotion,
incentives remuneration productivity, time keeping e.t.c of employs
28)
the industrial relations functions
censured with tread union negotiations settlement of industrial despites joint consultation and collective
darkening
Conclusion
As
in any other discipline, there is of
semantics in H.R.M ,too.first, we have
two terms, namely, personnel management and H.R.M. between these two
terms is a difference, and it is useful
to understand as to what it is.
H.R.M
differs from PM both in scope and orientation .
H.R.M
cannot be treated in isolation.
H.R.M represent the
latest term in the evolution of the subject
H.R.D
therefore ,is a part of H.R.M
BIBLIOGRAPHY
1) Human resource management
BY John storey
The open university business school
2)
H.R.M and personnel management
BY K.AAWATHAPPA
3)
H.R.M.
By Mc Graw –hill
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