Popular Posts

New Posts

Blogroll

Categories

Archives

Pages

TopOfBlogs

  • Job Assessment In Human Resource Management

    by admin, Posted on Feb.04, 2010, under management, organization

    In Human Resource Management Job assessment explains the value of each job in the organization in relation to the total jobs in the organization and put them in a system of grades of status which will reflect the proportioned worth of each job. Job assessment in human resource management plans use skill, effort, responsibility and working conditions as major priniciple. The following methods are used for job evaluation:

    a) Grading or Ranking Method
    This requires a committee composed of management and employees representatives to arrange jobs in a simple rank order from heightest to lowest. They compare two jobs and judge which one is more important or difficult and then compare another job with first two jobs and so on until all the jobs have been assessed and ranked.

    b) Factor Comparission Method
    The evaluators select key jobs in the organization as standards. Those jobs chosen should well known with the established rates in the community and they should consist of a representative cross section of all jobs that are being evaluated from the lowest to highest paid job and cover the full range of requirements of each factor as agreed upon by the comitee. Typically 10 to 25 key jobs are selected. The factors in the key jobs with which other jobs compared are mental requirements, skill requirements, phisycal requirements, responsibility and working conditions. Once the key jobs are identified and the policy decided, committee ranks the key jobs. The committee agrees upon the base rate(hours basis generally) for each of the key jobs and then allocate this base rate among all the five criteareas. These amounts then become standards by which other jobs in the organization could be assessed. Then the committee compare its overall judgement and resolve any descrepancies. The system is in place and the allocation in the key jobs are clear and understood and high agreement has achieved in committee’s judgement about how much of each criterea every job has.

    c) Classification Method
    By identifying some common denominators - skills, knowledge, responsibility the classifications created with the desired goal being the creation of number of distinct classes or grades of jobs, for ex: clerical jobs, shop jobs,sales jobs etc., on the type of jobs the organization requires. Then they are ranked in an overall order of importance according to the priniciple choosen and each job is placed in its suitable classification.

    d) Point Method
    On various identificable criterea(such as skill, responsibility and effot) the jobs are break down and then allocates points to each of these criterea. Depending on the importance of each criterean for performing the job, appropriate waits are given, points are summed and jobs with similar point totals are placed in similar pay grades.

    In human resource management once the job evaluation is over its data becomes the nuclues for improvement of organizations pay structure. Any of the four job assessment methods can provide the necessay input for developing overall pay structure of organization.


    No Comments | Tagged : , , | read more...

  • Concept of Motivation in Human Resource Management

    by admin, Posted on Dec.26, 2009, under management, organization

    In human resource management motivation is a concept that drives an organization towards the goals effectively. Motivation is a force that drives an individual or a group to act effortful to achieve the goal. All the high level efforts does not meet the performance outcome unless channeled in proper way that gives benefits to the organization. One who is motivated will work hard and in right way to meet the targets with high accuracy.

    The motivation shall be done by the managers or heads of the organization to make the employees work hard, attend regularly and contribute positively in organization’s missions. Human resource managers must develope certain motivation concepts derived from motivation theories defined earlier which may be changing time by time. These motivation concepts must also include reward system which is the primary motivating factor for any level of employee.


    No Comments | Tagged : , | read more...

  • Importance of Reward System In Human Resource Management.

    by admin, Posted on Dec.10, 2009, under management, organization

    Employees tries to perform better when they gain something out of their own performance. That will even motivate them to perform better in the future. Reward System in Human Resource Management is a program or scheme which provides incentives for those individuals or groups who perform well in the organization. This reward system in actual motivates employees to perform well by attracting with well designed incentive packages. These incentives can be monetory or non-monetory.

    Most researches on reward system in human resource management reveals that the common driving principle in an individual’s performance is people do that which rewards them for doing that. Organizations need to integrate all the theories made through different researches and prepare a well motivational framework by focusing in key areas of responsibilities and performance encouragement.


    No Comments | Tagged : , , | read more...

  • Concept of Leadership in Human Resource Management

    by admin, Posted on Jul.10, 2009, under management, organization

    Understanding the concept of leadership in human resource management is very important. Management always relies on formal position power to influence people. But leadership stems from social influence process. A person may be a manager, a leader or both. A formal leader is the one who have been recruited to lead or head a team or a group. An informal leader is one who emerges from the ranks of the group according to a Conesus of the members. There are many definitions for leadership but no one process been widely accepted. Every person will have his own tactics to lead the members. As a process leadership according to human resource management is the use of influence to direct and coordinate the activities of the group members to achieve the targets of the organization. As a property leadership is the set of characteristics attributed to those who are perceived to use such influence successfully. For any organization leadership is very important to influence the behavior of individuals and groups powerfully. The goals of a group are the goals of the leadership too.


    No Comments | Tagged : , , , | read more...

  • Research in Human Resource Management

    by admin, Posted on Jul.06, 2009, under management, organization

    Improvement in human resource management practices are desired for understanding that process accurately and this can be possible by research on human resource management. This research enables human resource managers to improve employees performance and productivity, also satisfaction. Changes may be identified by research and keeps aware of that. A continuous survey shall be done annually on the attitudes, behavior, performance and productivity of the employees, and that data may be analyzed to track the changes in the organizational environment. Research allows identifying the problems in the organization. Managers derive other positive benefits from engaging in research. Certainly managers must keep tracking the current theories what other managers are doing to improve the probabilities to be more effective with what they are doing. Research on human resource management in fact may be viewed as survival process of the manager for long term. Research gives confidence to answer the questions raised by organization about the successfulness of their programs for which they bear responsibility.


    No Comments | Tagged : , , , , , | read more...

  • Recruitment Process in Human Resource Management

    by admin, Posted on Jul.06, 2009, under management, organization

    The human resource needs can be identified successfully by human resource planning. Human recruitment is the best process to fulfill these needs. Human recruitment eases to acquire the potential people who can perform the activities of their specialization and smoothen the operations of their department in the organization. Recruitment is discovering the efficiency and capabilities of a person and ensure that the person deserves to perform the activities of the organization that of the persons specialization. It ensures the fulfillment of the vacancies in the organization. There are several factors that influence the recruitment process.
    Size of the organization: An organization with huge number of employees will often recruit employees than an organization with smaller number of employees. In huge organization the chances for inefficient candidates to enter the organization is more. This will make huge organizations to replace those inefficient with efficient candidates with new recruitments. Past recruitment will influence present recruitment to find the ability of the people to meet the needs. Remuneration and benefit strategies of the organization also will influence the recruitment process. Working conditions and facilities also influence the recruitment process. Business status of the organization will influence the recruitment. The declining growth will make the recruitment more critical.


    No Comments | Tagged : , , , | read more...

  • Human Resource Management in Functional Organization

    by admin, Posted on Jun.29, 2009, under management, organization

    In functional organization all activities are categorized and grouped together according to the function performed like production, marketing, finance and personnel. And a specialist is arranged to organize these functions. That is that specialist performs each function of his category in the organization. For each category of functions a special division is formed and the authority flows functionally to the head of that division. Entire division reports to the head who is a specialist in performing the functions of that division. The main purpose of this structure is to place specialists in the line positions. Functional organization is based on the division categorized by means of the functions of its own specialization and has all the advantages of that specialization. Any executive of the division need not perform work outside the division of their specialization and are offered expert counsel in the performance of their duties. But if sharp lines are absent the effectiveness of managerial control, coordination and discipline will be damaged. The status of human resource manager varies from organization to organization depending on the type of organizational structure they follow. The human resource manager has direct control over the employment officer, training officer, wage officer and welfare officer. Each officer has the direct authority over those working under them. The human resource manager has a line authority in his department and is directly accountable to chief executive.


    No Comments | Tagged : , , , , | read more...

  • Change process management in organization

    by admin, Posted on Jun.28, 2009, under management, organization

    Management always recommends changes in the organization depending on the changing needs, and it is its first importance to implement that change successfully. Management is often called change agent as it often initiates changes and look it to work. Changes originate from external environment too. These changes depend on the nature of environment also. A stable environment will have lesser changes. But organization always tries to be dynamic which may effect in quicker changes. Change management is initialized in 3 steps. Those are Unfreezing, Changing and Refreezing. Unfreezing process prepares the change through disconfirmation of old practices, thinking and behaviors. In this initial stage, change agents sense a need for new things. That is how the system is to be unfrozen. Changing is the stage where planned change is initialized and implemented. It may be any aspect of change in organization with the participation of members affected by change which may be carefully done. Refreezing phase ensures that the planned change implemented is working to the satisfaction. It ensures that there is a reasonable guarantee that change will indeed fill the gap and renews the system. If this refreezing stage is neglected, the change will not give the expected results or result in disorder.


    No Comments | Tagged : , , | read more...

  • Human Resource Accounting

    by admin, Posted on Jun.22, 2009, under management, organization

    For any organization we can say that employees are the most important assets. But they never considered in reflections of balance sheets of organization. Human assets may not be considered as own unlike physical assets. Therefore human resources were not considered amendable to financial reports. Human resource accounting may be referred to as a process of identifying measuring and communicating information about human assets in financial terms to aid human resource planning and control. Human resources always subject to improvement of quality and most of the organizations spend a lot of time, efforts and money to maintain that. They does this by means of training, development, performance appraisal, counseling, career planning and various employee benefits. The most human resource investments used to made based on faith, philosophy or compulsion earlier. But later cost conscious started spreading to human resource function too. Now human resource systems are changed and are also able to rate the performance of the employee. Changes in the human resource values indicate the changes in trends of employee turnover. Such changes prompt organization to relook at cost of hiring, pay and benefit programs and leadership styles.


    No Comments | Tagged : , , , | read more...

  • Assessing Existing Human Resources.

    by admin, Posted on Jun.20, 2009, under management, organization

    In an organization planning of human resources starts with the analyzation of internal availability and status of human resources. An inventory is prepared to analyze the individual skills and capabilities of existing human resources by means of the inputs collected like name, education and expertise, prior to the joining of employee in the organization. Current position, performance rating and special skills are also considered in the analyzation. This data is very importantfor human resource planning to picturise the present availability of expertise, capabilities and skills in the organization and helps to guide to explore the possibilities of expansion or moderation of strategies. That also helps to increase the skills and capabilities of present resources in the organization by means of training and development. It also helps restructure the organization by promotions and transfers. Human resource information system is one effective system that helps an organization to compile the personal information needs of the organization, it helps the organization to retrieve all the information when ever is needed. This information is very necessary for an organization for planning successfully for the future human resource requirements.


    No Comments | Tagged : , , , | read more...

« Older Entries