Introduction of hrm

Human resource (or personnel) management, in the sense of getting things done through people. It's an essential
part of every manager's responsibilities, but many organizations find it advantageous to establish a specialist division
to provide an expert service dedicated to ensuring that the human resource function is performed efficiently.

"People are our most valuable asset" is a cliché which no member of any senior management team would disagree
with. Yet, the reality for many organizations is that their people remain

 under valued
 under trained
 under utilized
 poorly motivated, and consequently
 perform well below their true capability
The rate of change facing organizations has never been greater and organizations must absorb and manage change
at a much faster rate than in the past. In order to implement a successful business strategy to face this challenge,
organizations, large or small, must ensure that they have the right people capable of delivering the strategy.

The market place for talented, skilled people is competitive and expensive. Taking on new staff can be disruptive to
existing employees. Also, it takes time to develop 'cultural awareness', product/ process/ organization knowledge and
experience for new staff members.

As organizations vary in size, aims, functions, complexity, construction, the physical nature of their product, and
appeal as employers, so do the contributions of human resource management. But, in most the ultimate aim of the
function is to: "ensure that at all times the business is correctly staffed by the right number of people with the
skills relevant to the business needs", that is, neither overstaffed nor understaffed in total or in respect of any one
discipline or work grade.
Human resources are the most valuable and unique assets
of an organization. The successful management of an
organization's human resources is an exciting, dynamic
and challenging task, especially at a time when the world
has become a global village and economies are in a state
of flux. The scarcity of talented resources and the growing
expectations of the modern day worker have further
increased the complexity of the human resource function.
Even though specific human resource functions/activities
are the responsibility of the human resource department,
the actual management of human resources is the
responsibility of all the managers in an organization. 

It is therefore necessary for all managers to understand

and give due importance to the different human resource
policies and activities in the organization. Human Resource
Management outlines the importance of HRM and its
different functions in an organization. It examines the
 various HR processes that are concerned with attracting,
managing, motivating and developing employees for the
benefit of the organization.
The book discusses the issues in human resource management in a changing environment
and suggests possible ways of leveraging and managing human resources. Changing trends
in human resource management have been explained using contemporary examples from
Indian companies.

The Changing Role Of Human Resources Management

The Changing Role of Human Resources Management

According to Hollenbeck, Gerhart, and Wright, human resources management are “the policies, practices, and systems that
influence employees’ behavior, attitudes, and performance” (2007, p. 2). The role of human resources management within
businesses has been evolving since the 1950s. These changes have brought about a significant increase in competition
along with the awareness that human resource management must play a larger part of the strategic role within every
company (Tyson and Fell, 1995). The following paragraphs will discuss the changes that have taken place in human
resources management due to transformations and trends in globalization technology, diversity, e-business, and ethics.

Affects of Globalization, Technology, and E-Business

Businesses around the world have not been able to escape the process of globalization and technology. This process has
forced many businesses to turn to international markets to remain competitive. This means many new objectives for the
human resources department. For example, the outsourcing of labor, training new employees globally, the possibility of
new positions, and the creation of new global policies. However, along with these new objectives comes new challenges,
such as trying to create a consistent corporate culture, creating a multicultural human resources team, and the “potentially
complicated responsibilities of multiple-currency payroll, multi-country dispersion, diverse jurisdictional tax legislation,
and health care benefits and coverage” (Bryant, 1997). Fortunately, these additional complications bring new technologies.
New self service and online employee tools, more efficient recruiting options via the Internet, and more secure
containment of personnel records are only a few of the new technologies. Globalization and technology has also produced
e-learning and e-negotiations for offices overseas. Nowadays, a business meeting can be held...
Impact of change in hr polices in india!!!!!!!!!!!!!!!!!!!!!!!

indian organisations are moving from the primarily

planned economic system to the market oriented one.

Particularly developing and transitional economies

country like india also frequently are in an unpredictable, pitiable and social situation that makes

interactions with their environment very few peculiar

and often frustrating. Yet the developing economy

countries are bound to be increasingly important

because of their potential market as the raw material

sources of production and as the strategic regional

centres for the expansion in other areas. Even so,

multinational enterprises entering into the indian

market pose new challenges to the functioning of

indian organisations and their implications on the

various internal hr functions are quite intricate

This study was conducted at a time, when indian organisations are facing a very different competitive
scenario as compared to the past and also different fromthe developed and transitional economies.
Although

even among the Bric countries, the World Bank (2001)

has placed india along with Brazil, russia and china,

and indian organisations are no lower placed than any

of the Bric nations. indian organisations are working

better than most of the developing economies and

are working in an environment that has undergone

a series of important structural changes, including

the liberalization of markets and the growing use of

the information and communication technologies.

Teece (1998) noted that the organisations are facing

competition from the Mnc in the new liberal and

global economy in domestic markets. The competition was in terms of reduced costs, improved quality

products with a better service. These environment

constraints place a higher pressure on managers.

More often than not these concerns were looming

large on the horizons of indian organisations.

For the years 2009 to 2010 the strategic HR focus will be on;
!!!!!!!!!— Establishing effective human resource management at zone level to provide genuinely value

added support to the new operating model;

!!!!!!!!!!— Developing the organisation’s international management capacities;

!!!!!!!!!!— Refining and implementing the remaining elements of the “delegate profiling” approach that
sits at

the heart of the “delegate effectiveness” section of the HR strategy; and

!!!!!!!!!!!— Building further Movement wide understanding, adoption and cooperation in the delivery
ofconsistent human resource priorities

Why Human Resource Management is important in Organization?

HRM is very important in organization especially in public sector
organization. There are many issues arise in the public sector

organizations which need to resolve and HR managers are the

person who resolve these problems. In universities, there is all kind

of people from President to security guard who should be managed

properly by some one.

• The Foremost and prime HR function in any organization is

recruiting the right person and then getting required quality and

quantity of work in line with organizational goals which uses

various tools and techniques for motivation, appraisal, training,

cross cultural management, emerging issues in personnel laws

One of the main reason for rise in corruption and selfishness

pursuit by public sector employees is jealousy towards unusually

high wage rates in so called hi-fi and MNC organizations around

the globe, particularly in countries like Pakistan that are having

poor quality of Public Administration, public awareness and legal

systems.

• With the help of HRM, loyalty can be developed and maintained in employees. • Another challenge
facing Organizations is to handle legal

pressures relating to employee related laws of new types like

gender bias, racial or caste bias in employment, sexual

harassment, ethical issues

• Necessary expansion/contraction of work force

Training needed to utilize new technology • Costs for hiring, training.

• Initiatives

• Control

• Job design

• Accountability

• Staff Specialists

• Employee Relations

• Bureaucratic-roles, policies, procedures

Tight division of labor

• Training and developing people

• Managing employee performance

• Managing conflict in the workThe objectives of HRM may be as follows:

1. To create and utilize an able and motivated workforce, to accomplish the basic organizational
goals.
2. To establish and maintain sound organizational structure and desirable working relationships
among all the members of the organization.
3. To secure the integration of individual or groups within the organization by co-ordination of
the individual and group goals with those of the organization.
4. To create facilities and opportunities for individual or group development so as to match it
with the growth of the organization.
5. To attain an effective utilization of human resources in the achievement of organizational
goals.
6. To identify and satisfy individual and group needs by providing adequate and equitable
wages, incentives, employee benefits and social security and measures for challenging work,
prestige, recognition, security, status.
7. To maintain high employees morale and sound human relations by sustaining and improving
the various conditions and facilities.
8. To strengthen and appreciate the human assets continuously by providing training and
development programs.
9. To consider and contribute to the minimization of socio-economic evils such as
unemployment, under-employment, inequalities in the distribution of income and wealth and to
improve the welfare of the society by providing employment opportunities to women and
disadvantaged sections of the society.
10. To provide an opportunity for expression and voice management.
11. To provide fair, acceptable and efficient leadership.
12. To provide facilities and conditions of work and creation of favorable atmosphere for
maintaining stability of employment.
Ace

Objective of hrm

Synopsis abstract : «Introduction.. Planning and organising for work, people and human resource management.. Staffing the
organization with the necessary employees.. Using and maintaining human resource.. Conclusion.. Bibliography....»

Document abstract : « a well known fact that the main role of a The main objective is "to improve interpersonal skills and to its
main target is to reach the objectives of both ...»
«2005: 31): ➢ Maintain employees wellbeing (including safety and health, sport and recreation, canteen facilities and
accommodation, welfare services and transportation) ➢ Compensate and reward employees (including remuneration structures, job
evaluations, fringe benefit and incentive schemes) ➢ Ensure compliance with labour-related legislation ➢ Negotiate with employee
representatives and engaging in other collective bargaining processes (including dispute settlement and strike handling) ➢ Maintain
discipline and dealing with employees’ grievances ➢ Ensure that employees buy into any organization al change that may be
necessary to survive and complete in an ever-changing external environment ➢ Maintain and using all employee and HRM-related
information and statistics, including maintaining human resource information systems, undertaking all sorts of human resource-
related research and evaluating or measuring the quality and nature of the HRM system of the organization . Although numerous
functional departments (operations, financial, sales…) deal especially with their restricted activities, the HRM department focuses in
people of the whole organization . Bibliography • Ferris, G., Rosen, S. & Barnum, D. 1995. Human Resource Management
Handbook. Massachusetts: Blackwell. • Dolan, SL & Schuler, RS. 1987....»