Human Resources

To establish an orderly, rational, systematic structure of jobs based on their worth to the organization. To justify an existing pay rate structure or to develop one that provides for internal equity. To assist in setting pay rates that are comparable to those of in similar jobs in other organizations to compete ...

Job Evaluation: Job Evaluation involves determination of relative worth of each job for the purpose of establishing wage and salary differentials. Relative worth is determined mainly on the basis of job description and job specification. Other Definitions: The systematic method of determining solely the relative worth of jobs, which establishes the rational ...

HRD must: Understand the business model of the firm ( revenue & cost model) and the key drivers of financial and non-financial performance. Communicating all aspects of HR policies and procedures to employees honestly and forthrightly. Listen to problems of employees and line managers and take their feedback in the right perspective Create open ...

Emergence of  craftspeople organizing themselves as ‘guilds’ Industrial relations and birth of a factory and emergence of boss. The importance of people management in increasing production was realized very early during the days of F.W.Taylor, Henri Fayol, Chester Bernard and others in the age of classical management. Hawthorne Experiment Legal recognition and governmental ...

- Walton, while explaining HRM (1985), stresses mutuality between employers and employees. He defines HRM as, “Mutual goals, mutual influence, mutual respect, mutual rewards and mutual responsibility”. - The theory is that policies of mutuality will elicit commitment which in turn will yield both better economic performance and greater human development. - ...

Meaning of Motivation: Motivation is a process of stimulating people to action to accomplish desired goals. Motivation is a personal and internal feeling. Feeling arises from needs and wants. Human needs are unlimited. Fulfillment of one set of needs give rise to other needs. So Motivation is a continuous process. Definitions of ...

Generally acts in Advisory capacity. Provides information, offer suggestions, counsels & assist all line managers in the orgn. and is not responsible for end results. Must exercise control very tactfully to win confidence and cooperation of all line managers. To persuade line managers to work with staff specialists and not against them. His authority ...

Personnel Management is concerned with 2 sets of functions: Managerial Functions: Planning, Organizing, Directing and Controlling Operative Functions: Related to specific activities like employment, development (HRD), compensation and relations Explanation: Managerial Functions 1. Planning: Determining the future course of action to achieve the desired results. It is a preventive measure for future crisis. A Personnel ...

It is concerned with employees, both as individuals & as a group in attaining goals. It is concerned with Behaviour, Emotional and Social aspects of PERSONNEL. It covers all levels (lower, middle, top) and categories (unskilled, skilled, clerical managerial, technical, professional) of employees. It covers both organized and unorganized sector of ...

Personnel Management is concerned with people at work and their relationships with each other. It is defined as a set of programmes, functions and activities designed to maximise both personal and organisational goals. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a ...