Human Resource Management
Definition;-
“Human Resources management mean the policy,Procedure and system that are used to influence the employees behaviour and performance”.
Or
“Human resources management is a process of recruitment and selection orientation, training and development, performance management, rewards and benefits and carrier development”
Function / Component /Ingredient / Practices / Of HR;-
1. Recruitment and selection
2. Orientation training and development
3. Performance management
4. reward and benefits
5. carrier development
Human resource planing;
Human resource planning is The Process of predicting the demand and supply of labour / human resources / worker, in order to establish the shortage or surplus of employees / labour.
l when demand exceed from supply it is called Shortage
l when supply exceed from demand it is called surplus,
These are both unfavourable situation the manager try to equal the demand supply .
Tool for HR Management is forecasting;-
Forecasting mean Future prediction.
Types of forecasting;-
1) Statistical forecasting
2) Judgment forecasting
Statistical forecasting;-
Future prediction on the basis of facts and figure or Future prediction by using any data or past history is called statistical forecasting.It is more reliable because you have an evidence behind it.
E.g . In Ramadan the price rate increased,
Judgment forecasting;-
Future prediction without using any facts and figure is called judgemental forecasting. In this types you have no data no past history no fact and figure.but you predict the future on the basis of your gut felling.
Objective of HR Planing;-
There are 2 objectives
1) Need Assessment;-
After assessing the need or by watching the shortage and surplus the manager has to take a decision for recruitment or decruitment .
l Recruitment is the process of hiring an employs
l Decruitment id the process of firing the employees.
2) Job design;-
HR Manager deign or redesign the job.job design is the combination of job description and job specification. It mean being a HR Manager you has to design job specification and job decision.
I) Job description;-
A written statement which define the task and duties of a specific post /positions not a person.
Ii) job specification;-
A written statement which define the minimum acceptable criteria for getting a job in sense of qualification ,experience or any other condition like age limit.
Job description determine the suitability for job and job specification determine the eligibility for job.
Strategies for managing the shortage of the employees;-
(hiring strategies )
1) over time
2) Out sources
3) Redesigning the job
4) Offer incentives to pospond the retirement
5) Rehire retire persons
Strategies for managing the surplus;-(firing strategies)
1) down siding;-
2) Reduce or eliminate the over time policy;-
3) Reduction or eliminate the outsources
4) Golden handshake
5) Expand the business
