Talent Management – Opportunities and Challenges
There is no dearth of professionals but there is an acute shortage of talented professionals globally. Every year B-schools globally churn out management professionals in huge numbers but how many of are actually employable remains questionable! This is true for other professions also. The scenario is worse even in developing economies of south East Asia. […]
Labor Management Relations
Labor-Management relations are the most complicated set of relations that any HR Manager has to deal with. Efficient maintenance of labor relations helps the HR Managers in developing a harmonious environment within the organization which, in turn, helps the organization in effectively achieving its goals and objectives. Well-managed labor relations provide a competitive advantage to […]
Factors affecting Job Design
A well defined job will make the job interesting and satisfying for the employee. The result is increased performance and productivity. If a job fails to appear compelling or interesting and leads to employee dissatisfaction, it means the job has to be redesigned based upon the feedback from the employees. Broadly speaking the various factors […]
Career Choices for the Present Times
The four career choices analyzed here are entrepreneurship, freelancing, sabbaticals, and regular full time employment. While all of these are attractive to different individuals, the bottom line for any career choice is how well you are able to support yourself and your families. In addition, feet on the ground approach is preferable as many career […]
The Difference between Business Schools in the West and the East
The Recruitment Process There are many differences between the business schools in the West and the East. Starting with the selection procedure, continuing to the pedagogical methods, including the structure of the courses, and the nature of the placement method, these differences are considerable and worth examining. First, if we start with the selection procedure, […]
Human resources are undoubtedly the key resources in an organization, the easiest and the most difficult to manage!
The objectives of the HRM span right from the manpower needs assessment to management and retention of the same. To this effect Human resource management is responsible for effective designing and implementation of various policies, procedures and programs.
It is all about developing and managing knowledge, skills, creativity, aptitude and talent and using them optimally.
Human Resource Management is not just limited to manage and optimally exploit human intellect.
It also focuses on managing physical and emotional capital of employees. Considering the intricacies involved, the scope of HRM is widening with every passing day.
It covers but is not limited to HR planning, hiring (recruitment and selection), training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc.
In other words, we can say that it’s about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals.
The scope of HRM is extensive and far-reaching. Therefore, it is very difficult to define it concisely. However, we may classify the same under following heads:
The overall objective here is to ascertain individual growth, development and effectiveness which indirectly contribute to organizational development.
It also includes performance appraisal, developing new skills, disbursement of wages, incentives, allowances, traveling policies and procedures and other related courses of actions.
It also covers appointment of safety officers, making the environment worth working, eliminating workplace hazards, support by top management, job safety, safeguarding machinery, cleanliness, proper ventilation and lighting, sanitation, medical care, sickness benefits, employment injury benefits, personal injury benefits, maternity benefits, unemployment benefits and family benefits.
It also relates to supervision, employee counseling, establishing harmonious relationships with employees, education and training. Employee welfare is about determining employees’ real needs and fulfilling them with active participation of both management and employees.
In addition to this, it also takes care of canteen facilities, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
It is the art and science of understanding the employment (union-management) relations, joint consultation, disciplinary procedures, solving problems with mutual efforts, understanding human behavior and maintaining work relations, collective bargaining and settlement of disputes.
The main aim is to safeguarding the interest of employees by securing the highest level of understanding to the extent that does not leave a negative impact on organization.
It is about establishing, growing and promoting industrial democracy to safeguard the interests of both employees and management.
The scope of HRM is extremely wide, thus, can not be written concisely. However, for the sake of convenience and developing understanding about the subject, we divide it in three categories mentioned above.
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