National Institute of Technology 2009 M.B.A Human Resource Management - Question Paper

HUMAN RESOURCE MANAGEMENT

Q.1 :( A) What is the nature and scope of HRM?
ANS:
Human Resource Management (HRM) is also a management function concerned with hiring, Motivating and maintaining people in organizations. HRM is a management function that helps manager’s recruitment select, train and develops members for an organization.
Definition of HRM is concerned with people dimension in management, since every organization is made of people, acquiring their services ,developing their skills, motivating them to higher levels of performance and ensuring that they continue on to maintain, their commitment to the organization are essential to achieve organizational objectives. Thus HRM refers to a set of programmers, functions and activates designed and carried out in order to maximize both employee as well as organizational effectiveness.
Scope of HRM:
The scope of HRM is indeed vast. All major activities in the working life of a worker from the time of their entry into an organization until he or she leaves HR planning, Job analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and columniation and Communications, welfare, safety and health, industrial relations,
The functions are:
1) Introduction to HRM
2) Employee hiring
3) Employee and executive remuneration
4) Employee Motivation
5) Employee maintenance
6) IR
7) Prospects of HRM
The semantics: As in any other discipline there is the issue of semantics in HRM, we have 2 terms namely personnel management (PM) and HRM. B/w these 2 terms there is a basic difference and it is useful to understand as to what it is.
HRM is broad concept personal management (PM) and Human resource development (HRD) is part of HRM.
OBJECTIVES:
The primary objectives of HRM are to ensure the availability of a competent and willing workforce to an organization. HRM objectives are four fold: societal, organizational, functional and personal.
The societal objectives of HRM seek to resolve that the organization becomes personal.
Organizational Objectives: make sure that HRM is not a standalone department but rather a means to assist the organization.
Functional objectives: remind that the HRM that it has only functional value and should not become too expensive at the cost of organization.
Personal objectives: assist employee in achieving their personal goals.
HRM must perform certain functions. These have been said wile outlining the scope of HRM. Generally it may be said that there is a correlation b/w the objectives and the functions in other words a few functions help realize specific objectives.
Organization of HR department
Two problems become relevant in a discussion on organization of an HR department, they are I) place of HR department in the overall set up II) competition of the HR department itself.

Earning:   Approval pending.