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Management
Management has been defined as
control and creation of a technological
and human environment that can
support optimum utilization of resources
and competencies for achieving
organizational goals.
HRM and 3 P’s
It Includes:
To recognize the labor unions
To establish the personnel policies in consultation with the
union
To create congenial environment with unions so as to
maintain the spirit of self discipline and cooperation with
the management
To utilize the available HR effectively.
To increase the employee’s job satisfaction and self-
actualization
To develop and maintain (QWL) which makes employment
in the organization a desirable personal and social situation.
Scope
Operative:
Procurement,Development,Compensation,
Integration,Maintenance.
Procurement: Job analysis,HR planning,
recruitment,selection,placemen
induction,transfer,promotion,separation
Development: Training, executive development.
Career planning, performance management.
Compensation: job evaluation, wage & salary
administration. Bonus & incentives payroll
Integration: Motivation, job satisfaction, grievances
handling , collective bargaining,discipline,conflict mgt.
Maintenance: safety, social security,welfare
schemes,personnel records, personnel
research,personnel audit.
Decenzo and Robbins have categorized
the functions of HRM as :
Acquisition
Maintenance
Development
Motivation
Roles of HR Department