HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

Course Contents:

Ø     Introduction to Human Resource Management: 10 Marks.

v     Concept, characteristics, objectives, functions of HRM.

v     HRM System, personnel and human resource management.

v     Human resource outcomes: Quality of work life productivity and readiness to change.

Ø     Human Resource Planning: 10 Marks.

v     Concept, characteristics of human resource planning.

v     Concept of human resource strategy, relationship between human resource planning and strategic planning.

v     Human Resource Planning process: Assessing current human resources, demand and supply, forecasting human resource inventory, human resource information system, succession planning, human resource planning in Nepalese.

Ø     Job design and analysis: 10 Marks.

v     Meaning of job. Task position and occupation.

v     Concept of benefit of job design

v     Concept and purposes of job analysis, collecting job description, job specification and job evaluation.

Ø     Recruitment, selection and socialization: 10 Marks.

v     Meaning, sources and method of recruitment

v     Concept of selection difference between selection and recruitment.

v     The selection process, selection tests, interview and their types.

v     Reliability and validity of tests.

v     Concept and process of socialization.

Ø     Training and Development: 10 Marks.

v     Concept and process of learning.

v      Human resource development concept and importance.

v     Concept, objectives and benefits of training, determining training needs.

v     Training Methods.

v     Concept and techniques of management development.

v     Evaluating training effectiveness.

v     Training and Development in Nepal.

Ø     Performance Appraisal and Reward management: 10 Marks.

v     Concept and use of performance appraisal.

v     Methods of performance appraisal graphic rating scale alternative ranking, paired comparison, forced distribution critical incident checklist method.

v     Concept of reward management, types and qualities of effective reward.

Ø     Compensation Management: 10 Marks.

v     Concept and determinance of compensation.

v     Method of establishing compensation.

v     Current trends in compensation.

v     Incentive plans, different forms of incentives.

Ø     Employee Discipline: 10 Marks.

v     Concept and types of disciplinary problems.

v     General guidelines in administrating discipline.

v     Disciplinary actions.

Ø     Labor Relation: 10 Marks.

v     Concept and purpose of labor relation.

v     The actors of industrial relation.

v     Employee grievances, causes and handling grievance.

v     Labor disputes: Prevention and settlement of disputes.

CHAPTER: 01 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT:

          The concept of human resource management organizational effectiveness largely depends up o the performance of people working in the organization.

          People as human resource only when the acquired such as knowledge, skills, attitudes, experience and potential growth. Human resource are some people who are willing to contribute their skills, talents and attitude in orders to achieve organizational goals.

          HRM is concerned with the people element in the organization. It is concerned with the effective management of available human resources in the organization.

          It involves the production utilization of people in order to achieve organizational goals.

HRM in term increasing used to refer to the philosophy policies, procedures and practices related to the effective management of people of the organization. HRM can be a major contribution on the success of organization.

          According to Robbins, “Human resource management is a process of four functions: acquisition, development, motivation and maintenance of human development.”

          According to French, “Human resource management is the systematic planning, development and control of network of interrelated process affecting and involving all member of organization.”

Nature/ Characteristics of Human Resource Management:

1. Human Focus
2. Pervasive
3. Continuous
4. Dynamic
5. System.

Ø     Human Focus:

HRM is concerned with the effective management of people possessing energy and capabilities. It is individual oriented. It is specially focused on the human oriented approach. The detailed investigation of human resource in organization is made.

Ø     Pervasive:

HRM is a pervasive function of management. It is performed in all levels of management. The responsibility of human resource can not be delegated to others. HRM is practically implemented in the organization at various levels

Ø     Continuous:

HRM is a continuous function of management. In other words, it is not a one-time process. It will continue till the organization exists. It is continuously monitored at every step of organization existence.

Ø     Dynamic:

HRM is not a static concept but a dynamic function. It is also affected by internal environment like human resource policies, goals of the organization, structure etc. it is also affected by external environment like PESTEL factors.

Ø     System:

HRM is a system of input, processing and output. It utilizes the input, process it and also provide output. Therefore, human resource management is the combination of input, processing and output, which is considered as a system.

Objectives of Human Resource Management:

1.     Goal Achievement

2.     Structure Maintenance

3.     Goal Harmony

4.     Productivity Improvement

5.     Efficiency.

Human resource management is the important component of management. It is the combination of four functions. The main objectives of human resource management are as follows:

Ø      Goal Achievement:

Human resource management makes effective utilization of available human resources by providing them training, and development. The goal of the organization is achieved when there is proper utilization of potential human resources.

Ø      Structure Maintenance:

Every organization has it’s organizational structure. The objectives of human resource management is to maintain adequate organizational structure. It helps to improve the relationship among the human resource in the organizational setting.

Ø      Goal Harmony:

In an organization, there are individual and organizational goals, it brings harmony in organizational goals and individual goals of employees. It recognize and satisfies individual need in order to achieve overall organizational goals.

Ø      Productivity Improvement:

Human resource management is concentrated in providing different training and other opportunities to the employees in order to increase skill and productivity of individual employees. Better quality of human resources result in improved productivity.

Ø      Efficiency:

Human resource management avoid wastage and promote efficiency of human resources. It ensures cost-effective utilization of human resources. The higher the productivity, higher is the efficiency of employees. In this way, the main objective of human resource management (HRM) is also to increase the efficiency of individual employee.

Functions / Areas of Human Resource Management:

1.     Human Resource Planning:

The important function of human resource management is to prepare human resource planning. It involves demand and supply of employees. While making human resource planning, the human resource department has to review the organizational goals. A human resource information system provides detailed information about the current employees, which helps for making good plan.

2.    Recruitment and Selection:

One of the important functions of human resource management is the recruitment and selection. Recruitment is a process of making a pool or qualified candidates. Selection is the process of accepting the best candidates from many candidates. Recruitment function starts with the application process. Information from job analysis and human resource information system is used for selecting the best candidates.

3.    Training and Development:

Training and development is also the another function of human resource management and development is required to develop the skill, ability and motivation of employees. Human resource department has to engage in assessing training need. On-the-job training and off-the-job training can be provided to the employees.

4.    Performance Appraisal:

Performance appraisal is the process of evaluating performance of employees regarding strength and weakness. It helps to assess hoe well the employees are performing their job. Human resource manager have to design appraisal technique to get feedback from employees.

5.    Job Analysis:

It is the basic function of human resource management. It involves the collection of job related information to prepare job description and job specification. Job description includes information about what a person has to do. In job specification, it indicates the qualification, experience and skills required to perform the job as mentioned in job description.

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