One Line Study for Human Resource Management

• HRD helps in developing a more competent work force.
• Poverty and population explosion create problem in the effective human resource development practices.
• It is very difficult to ascertain the future manpower requirement of an organisation as the future is always uncertain.
• HRP are difficult in organisation that have a very high labour turnover.
• Religious conflicts hinders the development of human resources in india.
• HRM is responsible for getting the best people , training them and retaining them in the organization.
• HRP is the planning for the future personnel needs of an organization.
• Human Resource professional deals with areas such as Employee Recruitment and selection, Performance evaluation, Compensation and benefits, Professional development, Health and safety, Forecasting and Labour relations.
• HRD Programmes fails due to poverty, social injustice, low quality, education and illiteracy.
• Factors which lead people to work Economic, Motivation.
• HRD programmes have motivating factors like job enrichment, informal organization and participative management.
• Manpower Planning: It defines what resources the organization needs to meet its objective.
• Job analysis : It consists of Job description, Job specification and Personnel specifications.
• Alternatives to recruitment are Overtime, Outsourcing and Temporary employment.
• Different criteria of selection: Education, Experience, Physical Characteristics and Personal characteristics.
• Selection Process: Preliminary screening, Interview, Employment test, Reference checks and Medical examination.
• Recruitment is a positive process of attracting suitable candidates, while Selection is a negative process of elimination of unsuitable candidates.
• Training needs identification form a part of Management Appraisal System.
• Employee-Off-the-Job Training Methods are Classroom Lectures or Conferences, Films, Simulation Exercises, Experimental exercises.
• The counseling process has the following three phases: Rapport Building, Exploration and Action Planning.
• Supervisory Skill Level Survey (SSL) is a method of measuring objectively the training needs of a company's supervisors through well designed psychometric tests.
• The outcome of (SSL) is that training cost are reduced considerably quite frequently by 30% to 50%.
• Walk In Interview: If company wishes to recruit locally.
• Reference checks - The reliability of such test is questionable because former employers may be reluctant to provide information particularly in writing.
• Key Components of Business Process Re-engineering service delivery, customer satisfaction and product development.
• Ulrich(1994) says: The idea of utilizing human resources as a strategic business partner is still at a level of rhetoric rather than reality.
• Component of Good HR Practices: competencies, commitment and culture building.
• Developing commitment has a lot to do with motivation and work habits.
• A strong culture can have a lasting effect and provide sustenance to an organization.
• HRD can not be a series of ad hoc decisions and practices.
• The number of employee who will do moon lighting will go on increasing due to change in the employee values and expectations.
• A salary structure is developed by making systematic comparison between jobs using job evaluation.
• The role of the HR as a strategic partner in today's organisation has been emphasised.
• HRM is the process of co-ordinating an organisation's human resources, or employee, to meet organisation goals.
• An essential ingredient for a successful benchmarking is to identify appropriate internal and external benchmarking.
• The term benchmarking was first used in the mid-1970 by the Xerox Coperation.
• Re-engineering can be applied to HRM within organisation and to each individual process, with appropriate linkages for a unified, synergistic approach.