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The Intense of Human Resource Management, Study notes of Human Resource Management

Human Resource Management (HRM) is a strategic and comprehensive approach to managing people within an organisation. It involves recruiting, hiring, training, evaluating, and rewarding employees to maximise their performance and align with the organisation’s goals. HRM also ensures compliance with labour laws, fosters a positive workplace culture, and supports employee development and well-being. By managing workforce planning, performance, compensation, and employee relations, HRM plays a vital role in organisational success. In today’s dynamic business environment, HRM is increasingly data-driven and aligned with long-term strategic planning, making it an essential function in both large corporations and small enterprises.

Typology: Study notes

2023/2024

Available from 07/03/2025

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NOTES
Self-Instructional
Material 23
Approaches
can lead to an increased understanding of and improvement in HRM practices.
Managers make decisions and solve problems. To make decisions about
personnel and to solve human resource problems, managers gather data and
draw conclusions from these data. Research can lead to an increased
understanding of and improvement in HRM practices. In fact, engaging in some
type of research into what is happening in the HRM discipline can be viewed as
necessary for one’s survival as a manager over the long term. Research can
additionally help managers answer questions about the success of programmes
such as those for training and development — for which they may bear
responsibility.
7. Compensation/Benefits
Wages and salaries, the payment received for performing work, is a major
component of the compensation and reward process which is aimed at reimbursing
employees for their work and motivating them to perform to the best of their
abilities. In addition to pay, most employees receive benefits such as ESI, leave
travel concession, and they receive non-financial rewards such as security,
recognition and privileges. Although individual employees vary in the extent to
which they value pay in relation to other work rewards, for most people the pay
received for work is a necessity.
Determining wage and salary payments is one of the most critical aspects of
human resource management because:
(a) The organization’s reward system has a profound effect on the
recruitment, satisfaction and motivation of employees and
(b) Wage and salaries represent a considerable cost to the employer.
A carefully designed wage and salary programme that is administered
according to sound policies and consistently applied rules is essential if human
resources are to be used effectively to achieve organizational objectives.
8. Employee Assistance
Employee assistance focuses on providing mechanism for personal problem solving
and counselling individual employees.
9. Union/Labour Relations
Unions frequently develop because employees are frustrated in achieving
important goals on an individual basis and unionizing is the only countervailing
technique available to achieve these goals. The establishment of good labour
relations depends on constructive attitude on the part of both management and
the union. The constructive attitude in its turn depends on all the basic policies
and procedures laid down in any organization for the promotion of healthy
industrial relations.
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NOTES

Self-Instructional Material 23

can lead to an increased understanding of and improvement in HRM practices.^ Approaches Managers make decisions and solve problems. To make decisions about personnel and to solve human resource problems, managers gather data and draw conclusions from these data. Research can lead to an increased understanding of and improvement in HRM practices. In fact, engaging in some type of research into what is happening in the HRM discipline can be viewed as necessary for one’s survival as a manager over the long term. Research can additionally help managers answer questions about the success of programmes such as those for training and development — for which they may bear responsibility.

7. Compensation/Benefits

Wages and salaries, the payment received for performing work, is a major component of the compensation and reward process which is aimed at reimbursing employees for their work and motivating them to perform to the best of their abilities. In addition to pay, most employees receive benefits such as ESI, leave travel concession, and they receive non-financial rewards such as security, recognition and privileges. Although individual employees vary in the extent to which they value pay in relation to other work rewards, for most people the pay received for work is a necessity.

Determining wage and salary payments is one of the most critical aspects of human resource management because:

(a) The organization’s reward system has a profound effect on the recruitment, satisfaction and motivation of employees and (b) Wage and salaries represent a considerable cost to the employer. A carefully designed wage and salary programme that is administered according to sound policies and consistently applied rules is essential if human resources are to be used effectively to achieve organizational objectives.

8. Employee Assistance

Employee assistance focuses on providing mechanism for personal problem solving and counselling individual employees.

9. Union/Labour Relations

Unions frequently develop because employees are frustrated in achieving important goals on an individual basis and unionizing is the only countervailing technique available to achieve these goals. The establishment of good labour relations depends on constructive attitude on the part of both management and the union. The constructive attitude in its turn depends on all the basic policies and procedures laid down in any organization for the promotion of healthy industrial relations.

Approaches

NOTES

Self-Instructional 24 Material

Check Your Progress

  1. What do you mean by strategic approach to HRM?
  2. What is the purpose of employee assistance?

3.3 ANSWERS TO CHECK YOUR PROGRESS

QUESTIONS

  1. The strategic HRM approach focuses on people management programs and long-term solutions. It stresses organizational development interventions, achieving employee organizational fit, and other aspects that ensure employees add value to the organization.
  2. The employee assistance focuses on providing mechanism for personal problem solving and counselling individual employees.

3.4 SUMMARY

 C.K. Prahlad once noted that the problem of HRM was not only with HR professionals but also with HRM as a management discipline because it had no solid theoretical foundation.  There are now many different approaches to human resource management. These approaches define HRM from different perspectives.  In recent years, there has been relative agreement among HRM specialists as to what constitutes the field of HRM.  The model developed by the American Society for Training and Development (ASTD) identifies nine human resource areas.  Employee training is a specialized function and is one of the fundamental operative functions of human resource management.  According to Dale S. Beach, organization development is 'a complex educational strategy designed to increase organizational effectiveness and wealth through planned intervention by a consultant using theory and techniques of applied behavioural science'.  Organization design deals with structural aspects of organizations. It aims at analysing roles and relationships so that collective effort can be explicitly organized to achieve specific ends.  Human resource planning may be defined as the process of assessing the organization's human resource needs in light of organizational goals