Human Resources Management And Policies

HUMAN RESOURCES MANAGEMENT AND POLICIES

Human resources (HR) are the mighty pillars that form the business colonnade in the world of economy. They therefore deserve all the care and attention. While human resources policies frame the effective human resources management at the same time it forms the culture in business management. The practices should therefore necessarily be the "best practices in HRM.

      In the world economic scenario is under going a basic structural change affecting all walks of life. Physical, Behavioural, Psychological differences among individuals have increased with the rapid changes taking place in the management process of various departmental organizations. In this context human resources management is the result of various attitudes possessed by an employee. These attitudes are related to the job and all concerned human resources management enables one to work with zeal and receive benefits. When a worker feels satisfied does mean presence of motivation and happiness naturally he gets attached and emotionally to the organization. This increases his responsibilities and involvement to do the job. When a worker feels dissatisfied does mean absence of motivation at his work. Therefore it is necessary to know the meaning of the term human resources management which means differently to different persons.

   A worker begin in his employment with departmental organization, of course he brings a particular set of work skill and work attitude by his past experience. These are given but not fixed. When a job design aims to enhance human resources management and performance methods include the job rotation, job enlargement and job enrichment. Other influences on human resources include the management style and culture employee involvement, empowerment and autonomous work groups. Human resources management is a very important attitude which is frequently measured by organisations.  However both satisfaction and dissatisfaction were seen as function of the perceived relations between one person perceives it as offer one entailing.

SPECALIST FUNCTIONS OF HUMAN RESOURCES MANAGEMENT POLICIES

• Recruitment - advertising for new employees and liaising with employment agencies.
• Selection - determining the best candidates from those who apply, arranging interviews, tests, and references.
• Promotion - running similar selection procedures to determine progression within the organization.
• Pay - a minor or major role in pay negotiation, determination and administration.
• Performance assessment - co-coordinating staff appraisal and counseling systems to evaluate individual employee performance.
• Grading structures - as a basis for pay or development, comparing the relative difficulty and importance of functions.
• Training and development - co-ordinating or delivering programmes to fit people for the roles required by the organisation now and in the future.
• Welfare - providing or liaising with specialists in a staff care or counseling role for people with personal or domestic problems affecting their work.
• Communication - providing internal information service, perhaps in the form of staff newspapers or magazines, handouts, booklets, videos.
• Employee Relations - handling disputes, grievances and industrial action, often dealing with unions or staff representatives.
• Dismissal - on an individual basis as a result of failure to meet requirements or as part of a redundancy, downsizing or closure exercise, perhaps involving large numbers of people.
• Personnel administration - record-keeping and monitoring of legislative requirements related to equal opportunities and possibly pensions and tax.