Human Resource Management

429 Pages·2009·1.76 MB·English

by  B.B. Mahapatra

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Copyright © 2010, New Age International (P) Ltd., Publishers
Published by New Age International (P) Ltd., Publishers
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Preface
All organizations, be these business, educational or Governmental are basically social system. The
people run these. The functioning of these organizations depends on upon how people work or be
have in the organization. The human behavior is caused and highly unpredictable. People in organiza-
tions need to lead in directions that accomplish organizational goals successfully. The human
resources of an organization constitute its entire work force. Human resources management is
responsible for identifying, selecting and inducting the competent people, train them, facilitating and
motivating them to perform at the high level of efficiency and providing mechanism to ensure that
they maintain their affiliation with their organization.
Human resources management is also an art of developing people and their potentialities for their
personnel and the growth of the organization. It is the process of integrating the HR and organization
together to ensure that their individual and collective goals are closely aligned. People have always
been considered as critical factor in an organizational set up. Unlike other resources, such as
technology, finance, materials, this can be purchased, human resources are critical and it needs to be
handled with care. Often, organizations are concerned not only about the employees’ productivity but
also about the employee commitment and nurturing their capabilities for the maximum utilization and
growth.
Since, which constitute the cornerstone of the organization, HRM assumes central importance in
the organization. Any decision and/or process of an organization must be implemented by the people.
In a competitive scenario, it is the ingenuity, zeal, enthusiasm and commitment of its HR that makes
all the differences for an organization. So, the study of the HRM forms important aspects of the study
of any management discipline.
The concept and practice of employee-employer relationships have also undergone a change over
the last decade. In the globally competitive economy, efforts to boost productivity and quality are a
continuous process. To be more responsive, the businesses are increasingly adopting the new
approaches to HRM that emphasize on the redistribution of power, greater participation by the
individuals, and team work. It has been observed that, the only sustainable competitive advantage on
organization can have in today’s environment is its people. Effective management of human resources
is not an issue of survival. Therefore, the establishing practices of HRM must also be able to
understand and apply innovative techniques successfully in managing human resources. In the years
ahead, the importance of HRM will become more crucial.
The large scale production and the contribution of Industrial Revolution in the eighteenth and
nineteenth century gave rise to the practice of “Personnel Management”, which started as the
voluntary movement in the US and UK. Traditionally, the role of HR manager was to maintain the
records and administration and act as liaison executive between the employee and employer. The HR
manager should apply the concept and convert it into practice. Recognizing that the human beings are
the most important asset in the organization, the term personnel is replaced by the Human Resources
Management. The development of human resource management is very crucial for quality productivity
and growth. It is now increasingly used in development functions.
vi
Preface
More now than ever, companies today want to deliver products better, faster and cheaper. At the
same time, in high technology environment of the 21st century, nearly all organizations have found
themselves building more and more complex products. HR manager is responsible for the human
resources in your organization. Your continual mission is to seek ways of improving the return on
investment in these human assets. In this context, I think, this book is a humble attempt in this
direction.
Author
Acknowledgements
This book has been made possible through the direct and indirect cooperation of various persons
whom I wish to express my appreciation and gratitude. First and the foremost, my intellectual debt is
to those academicians and practitioners who have contributed significantly to the emerging fields of
human behavior and whose work has been quoted copiously and used extensively by me in my
writings for this book.
My academic colleagues, earlier at SMIT, BIMIT, CMS Bhubaneswar and Fakir Mohan
University, Balasore deserves my appreciation for extending to me their whole heartedness coopera-
tion and support. To my students and research scholars, I owe a deep sense of obligation. without their
inquisitiveness and helpful participation, I could not possibly have developed and sustained an
abiding interest in learning this.
I am extremely grateful to my computer friends of F.M. University, Balasore and Mr. Deepak Bose
for helping in the computer data entry work. He also complied in association with me the Internet
resources relating to this area. Several Colleagues of different institutions other than where I work
have constantly encouraged me with their words, appreciation and advice.
I am also grateful to the anonymous reviewers of the initial texts of this, who provided very useful
comments, all of which proved to be of immense help in preparing this book in a particular shape.
I am beholden to my parents and other family members for their blessings and particularly my wife
Sunita and son their sacrifices and encouragement.
I am indebted to New Age International (P) Ltd., Publishers for the efforts they have put in for
making the book a reality and giving a shape.
Dr. Bibhuti B. Mahapatro
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Contents
Preface v
Acknowledgements vii
1. HUMAN RESOURCES MANAGEMENT: CONTEXT, CONCEPT AND BOUNDARIES 1
1.1 Introduction 1
1.2 Human Factor and their Importance 2
1.3 Definition of Human Resources Management 3
1.4 A New Mandate for Human Resources 4
1.5 Changing Role of the Human Resource Management 5
1.6 Managing human resources in the emerging scenario 7
1.7 Evolution of Management of Human Resources: An Indian Perspective 10
References 16
2. THE CONCEPT, SCOPE AND FUNCTION OF HUMAN RESOURCE OF MANAGEMENT 18
2.1 Introduction 18
2.2 Concept and Challenges of HRM 18
2.3 Objectives of HRM 22
2.4 Human Resource Functions 24
2.5 Scope of HRM 29
References 35
3. HUMAN RESOURCES PLANNING 37
3.1 Introduction 37
3.2 What is Human Resources Planning? 38
3.3 Objectives of the Human Resources Planning 38
3.4 Needs of HRP 40
3.5 Human Resource Planning Process 46
References 60
4. ATTRACTING THE TALENT: THE RECRUITMENT AND SELECTION 62
4.1 Introduction 62
4.2 What is Recruiting? 63
4.3 Corporate Mission, Objectives, Strategies and Tactics (Most) And Recruitment 64
References 81
5. SOCIALIZATION, MOBILITY AND SEPARATION 82
5.1 Introduction 82
5.2 Promotions 84
5.3 Demotion 86