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SYNOPSIS OF DISSERTATION

TITLE

The Impact of Human Resource Management on Organizational Growth

SCHOOL OF BUSINESS, UNIVERSITY OF PETREOLEUM AND ENERGY


STUDIES, DEHRADUN

Submitted By:- Jaismeen Kaur


Submitted By:- SubmittedTo:-
Submitted To:- DR. P.C.Bahuguna
Jaismeen
Roll Kaur
No:- R151216017 Dr. P.C Bahuguna
MBA-HR H.O.D (HR)
Head of Department
Sap Id:- 500050550
R151216017 School of Business
SchoolMBA-HR
of Business, Dehradun SOB, University of Petroleum and Energy
Course:-
Studies
SOB, University of Petroleum and Energy
INTRODUCTION
Studies

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Submitted by:- Jaismeen Kaur
INTRODUCTION
Human Resource is the collection of people named as workforce who works for the
organisation objectives and goals. Human resources is utilized to describe both the people
who work for an organization or association and the department responsible for managing
resources related to employees. The term Human Resource was first coined in the 1960s
when the labor relations started to gather consideration and when thoughts, for example,
inspiration, organizational behavior, and selection appraisals started to come to fruition.

In today’s competitive and rapidly changing business world, organisations need to ensure
maximum utilisation of their resources to their own advantage; a necessity for organisational
survival. Human resource management practices has the ability to create organisations that
are more intelligent, flexible and competent than their rivals through the application of
policies and practices that concentrate on recruiting, selecting, training skilled employees and
directing their 2 best efforts to cooperate within the resource bundle of the organisation.

The best asset of any organisation is its Human Resource that guarantees that
accomplishment of the organization's objective and goal. (Source: Human asset Article
2012). Unfortunately that most organization's association have disregarded the improvement
and administration of their cheif assset which is human asset (human asset Article 2012).
Effective Human asset management empowers employees to contribute successfully and
profitability to the overall company direction and the achievement of the organizational's
objectives and destinations (Susan, 2012).

Human resource management is regulatory exercises related with Human resource planning,
recruitment, selection, orientation, training, appraisal, motivation and also a function inside
an organisation that spotlights on individuals (Wikipedia, 2012).

It is additionally about the development of qualities and attitude. In this manner, HR


advancement is a widespread standards and not a view concept. There is no industry, firm,
association, business endeavours, country and so on that can support a political, financial and
social security, quality item and productivity without satisfactory HR set up.

Nowadays, organisations are focused around accomplishing superior performance through


the best utilizes of talented HR as a key resource. HRM approaches or methodologies should
now be adjusted to business systems for organisational success. Regardless of the measure of
innovation and mechanisation created, human asset remains the singular most essential asset
of any achievement situated association. All things considered, fruitful organizations are
based on the qualities of excellent individuals. HRM has now picked up importance
academically and business wise and can in this way not be consigned to the foundation or left
in the hands of non-specialists. Consideration must be paid to the HR organisation invested
extensive energy and assets to choose.

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Submitted by:- Jaismeen Kaur
MAJOR FUNCTIONAL AREAS IN HUMAN RESOURCE
MANAGEMENT ARE:
These four areas and their related functions share the common goal of a satisfactory number
of competitive employees with the skills, abilities, information, and experience required for
promote hierarchical objectives. Although every human asset capacity can be doled out to
one of the four areas of individual responsibilities, some functions serve a variety of
purposes. Following are the functions of human resource-:

1. Human Resource Planning


2. Job Analysis
3. Staffing
4. Orientation
5. Training and development
6. Performance Appraisal
7. Career Planning
8. Compensation
9. Benefits
10. Labour Relations
11. Record Keeping
12. Personnel Research

PRIMARY RESPONSIBILTIES OF A HUMAN RESOURCE ARE:

1. To develop a thorough knowledge of corporate culture, plans and policies.


2. To act as an internal change agent and consultant.
3. To initiate change and act as an expert and facilitator.
4. To actively involve himself in company’s strategy formulation.
5. To keep communication lines open between the HRD function and individuals and
groups both within and outside the organisation.
6. To identify and evolve HRD strategies in consonance with overall business strategy.
7. To facilitate the development of various organisational teams and their working
relationship with other teams and individuals.
8. To try and relate people and work so that the organisation objectives are achieved
effectively and efficiently.
9. To diagnose problems and to determine appropriate solution particularly in the human
resources areas.
10. To provide co-ordination and support services for the delivery of HRD programmes
and services.
11. To evaluate the impact of an HRD intervention or to conduct research so as to
identify, develop or test how HRD in general has improved individual or
organisational performance

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Submitted by:- Jaismeen Kaur
LITERATURE REVIEW

AUTHOR YEAR TITLE DESCRIPTION


P.V.C. Okoye and 2013 Effect of Human The study aims to
Raymond A. Resources determine the extent
Ezejiofor Development at which effective
onOrganizational human resource
Productivity. development can
enhance productivity
in order to reduce
poor performance,
efficiency of HR
T&D, factors
effecting HR
development and
organisational
productivity.
Ilia’s P. Vlachos 2009 The effects of human How do human
resource practices on resource
firm growth management
practices contribute
to organizational
performance?
Dr. Andreas Rauch, 2008 Effects of human The purpose of study
University of capital and long-term was to explore how
Amsterdam, human resources three different
development and human resource
utilization of variables affect
employment growth employment growth
of small scale of small-scale
businesses. enterprises: Human
capital of business
owners, human
capital of
employees, and
human resource
development and
utilization.
BRIAN BECKER 1996 The impact of Describe why
human resource human resource
management in management (HRM)
organisational decisions are likely
performance : to have an important
progress and and unique influence
prospects on organisational
performance.

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Submitted by:- Jaismeen Kaur
Bagga Teena , 2014 Alignment of HR SHRM can be
Srivastava Sanjay function with defined as the
business strategy linking of human
resources (HR)
with organisations’
strategic goals and
objectives so as to
improve business
performance and
develop
organisational
culture that nurture
innovation,
flexibility and
competitive
advantage. In an
organisation
Patrick M. Wright, 2003 The impact of HR Impact of HR
Cornell University practices on the practices and
Timothy M. Gardner, performance of organisational
Brigham Young business units commitment on the
University Lisa M. operating
Moynihan, London performance and
Business School profitability of
business units.
NANCY QUANSAH 2013 The impact of HRM This research looked
practices on at the impact of
organisational HRM practices on
performance organisational
performance in the
case of some rural
banks in the Ashanti
region of Ghana.

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Submitted by:- Jaismeen Kaur
RESEARCH METHODOLOGY

OBJECTIVES:-

1. To know changes in HR practices for achieving the increasing trend in growth of


organisation.
2. To examine the shift in working culture of employees.
3. To understand the HR practices in organisation.
4. Assess the level of productivity in organisation.
5. Establish the impact of properly managing human resources on the organisational
performance
6. Evaluate the perceptions of employees towards HRM practices

RESEARCH DESIGN:-

1. Primary research:- The tools will be Questionnaire, semi-structured and un-structured


interviews, focus group discussion with the team members and leaders and regular
observation of the work of the organization.

2. Secondary research:- The major sources of secondary data were the articles, and
papers from internet, and the literature review.

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Submitted by:- Jaismeen Kaur
BIBLOGRAPHY
1. http://www.emeraldinsight.com/doi/full/10.1108/SHR-03-2014-0023

2. http://bschool.nus.edu/departments/ManagementNOrganization/publication/MichaelF
reseJournal/rauch%20frese%20utsch%20human%20capital%20longi%20stu%20etp0
5.pdf

3. https://s3.amazonaws.com/academia.edu.documents/9887393/The%20Impact%20of%
20HRM%20on%20Organizational%20Performance%20-
%20Becker%20%20Gerhart.pdf?AWSAccessKeyId=AKIAIWOWYYGZ2Y53UL3A
&Expires=1513520127&Signature=ifkBc0FSqyGd6CjLhB9XoX3Cd7E%3D&respon
se-content-
disposition=inline%3B%20filename%3DThe_impact_of_human_resource_managem
ent.pdf

4. http://hrmars.com/hrmars_papers/The_Effect_of_Human_Resources_Development_o
n_Organizational_Productivity.pdf

5. http://www.tandfonline.com/doi/abs/10.1080/095851907017639

6. https://www.google.co.in/search?q=what+is+human+resource&oq=WHAT+IS+HUM
AN+RESOURCE&aqs=chrome.0.69i59j69i60.5001j0j7&sourceid=chrome&ie=UTF-
8

7. https://www0.gsb.columbia.edu/faculty/abartel/papers/human_resource_management.
pdf

8. https://huntsman.usu.edu/directory/documents/Impact_of_HR_on_Business_Units.pdf

9. http://www.whatishumanresource.com/Human-Resource-Management-functions

10. https://faculty.mu.edu.sa/public/uploads/1332953058.0397pdf_APMAS%20Organisat
ional%20Climate%20Survey%20Report.pdf

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Submitted by:- Jaismeen Kaur