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Human Resource Management
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the strategic and coherent approach to the management of an
organization's most valued assets - the people working there
who individually and collectively contribute to the achievement
of the objectives of the business.[1] The terms "human resource
management" and "human resources" (HR) have largely
replaced the term "personnel management" as a description of
the processes involved in managing people in organizations. In
simple words, HRM means employing people, developing their
capacities, utilizing, maintaining and compensating their
services in tune with the job and organizational requirement.
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HR Audit means the systematic verification of job analysis and
design, recruitment and selection, orientation and placement,
training and development, performance appraisal and job
evaluation, employee and executive remuneration, motivation
and morale, participative management, communication, welfare
and social security, safety and health, industrial relations, trade
unionism, and disputes and their resolution. HR audit is very
much useful to achieve the organizational goal and also is a vital
tool which helps to assess the effectiveness of HR functions of
an organization.
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Broad, general, and written statement of a specific job, based on
the findings of a job analysis. It generally includes duties,
purpose, responsibilities, scope, and working conditions of a job
along with the job's title, and the name or designation of
the person to whom the employee reports. Job description
usually forms the basis of job specification.
A job description is a document primarily used by employers as
an advertisement for prospective employees. It also can be used
for determining compensation and performance reviews.
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Úerformance appraisal is the process of obtaining, analyzing and
recording information about the relative worth of an employee.
The focus of the performance appraisal is measuring and
improving the actual performance of the employee and also the
future potential of the employee. Its aim is to measure what an
employee does.
It is a powerful tool to calibrate, refine and reward the
performance of the employee. It helps to analyze his
achievements and evaluate his contribution towards the
achievements of the overall organizational goals.
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All forms of pay or records going to employees and arising from
their employment are referred as job compensation. It has two
main components i.e.
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It includes wages, salaries, incentives, commission and
bonus.
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It includes financial benefits like employer paid insurance
and vacations.
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It refers to choosing the most suitable person(s) out of all the
participants. In this process, relevant information about applicant is
collected through series of steps so as to evaluate their suitability
for the job to be filled. On the other hand, selection is a process of
assessing the candidates by various means and making choice
followed by an offer of employment. In other words, selection is a
process of matching the qualifications of the applicant with job
requirements. It is a process of weeding out unsuitable candidates
and finally identifies the most suitable candidate.
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It finds out the memory span, numerical fluency, deductive
reasoning, conceptual classification, verbal comprehension.
Intellectual ability of an individual to learn material
sufficiently so that he can properly perform the business task
required on the job. Some individuals have a natural talent
and tendency for specific business areas. An example is a
trial lawyer with an intellectual and quick mind for question
asking and logic.
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It is conducted to assess the perceptual speed and accuracy
and mechanical information of the candidate.
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It is conducted to determine the physical status of the
applicant related to the job.
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It measures knowledge required without formal training.
Logical reasoning and general aptitude or measure
intelligence, creativity is determined by this test.
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It measures the current level of previously acquired
knowledge.
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Motivation is positively related with job compensation but the degree
of correlation decreases after a certain level. For people who are poor
it does correlate with job satisfaction and motivation. But once an
individual reaches a level of comfortable living, the correlation
decreases.
According to Herzburg Two-Factor theory (Motivation-Hygiene
Theory) compensation is a hygiene factor and not motivator
Types of job compensations are as follows:
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Direct compensation refers to monetary benefits offered and
provided to employees in return of the services they provide to the
organization. The monetary benefits include basic salary, house rent
allowance, conveyance, leave travel allowance, medical
reimbursements, special allowances, bonus, Úf/Gratuity, etc. They
are given at a regular interval at a definite time. Thus direct financial
compensation includes pay received in the form of wages, salaries,
bonuses, and commissions.
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Indirect compensation refers to non-monetary benefits offered and
provided to employees in lieu of the services provided by them to the
organization. They include Leave Úolicy, Overtime Úolicy, Car
policy, Hospitalization, Insurance, Leave travel Assistance Limits,
Retirement Benefits, Holiday Homes It includes all financial rewards
not included in direct compensation.
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The grievance redressal procedure is a device by which grievance by
which grievances are settled for the satisfaction of the trade unions or
employees and the management. The schematic grievance handling
procedure is thus to be followed which is as given as below:
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Employee dissatisfaction or grievance should be identified by the
management if they are not expressed. If they are ventilated,
management has to promptly acknowledge them.
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The management has to define the problem properly and accurately
after it is identified/ acknowledged.
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Complete information should be collected from all the parties relating
to the grievance. Information should be classified as facts, data,
opinions, etc.
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The grievance should redressed by implementing the solution.
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The Implementation of the solution must be followed up at every
stage in order to ensure effective and speedy implementation.
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Solution
HR manager holds a key position in handling a firms¶ most important
resource i.e. ³the human resource´. Be it a pre-grievance procedure or a
post-grievance actions, HR manager has a major role to play in.
In the given situation employees are facing problem with the imbalance
between their personal and work life. Handling such a situation require
following steps:
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This requires the identification of the problem due to which such
an imbalance is being faced by the employees. To identify such a
problem surveys and interviews of popular and senior employees
can be conducted. This will help to get an insight into the problem.
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The problem then is to be reported to the top management with the
recommendations to solve in accordance with the policies of the
organization and the legislation. Recommendation may include
flexible work timing, job sharing, recreational activities including
family gatherings at times etc. Where required, the policies of the
organization may be altered in favour of the employees which will
in turn is in favour of the organization.
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a.c Flexible office timing;
b.cJob sharing;
c.c Family gatherings on special occasions;
d.cReviewing targets given to the employees;
e.c Úerformance based compensation;
f.c Changing organizational culture gradually etc.
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This includes conducting of training and development programmes
for the employees. Training and developing employees for both
their physical and intellectual abilities will help them to make a
balance between both their personal and work life. To cope up with
their job targets and family responsibilities, seminars on stress
management for the employees will be organized in batches so that
their work does not face a negative influence.
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At periodical intervals an assessment of all the steps taken above
will be reviewed and necessary corrective actions can be taken.
