Industrial Relations And Personnel Management Essay

2217 words - 9 pages

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
More About Human Resources Management
An HRM strategy pertains to the means as to how to implement the specific functions of HRM. An organisation's HR function may possess ...view middle of the document...

* Close co-operation (at least in theory) between HR and the top/senior management, in the development of the corporate strategy. Theoretically, a senior HR representative should be present when an organisation's corporate objectives are devised. This is so, since it is a firm's personnel who actually construct a good, or provide a service. The personnel's proper management is vital in the firm being successful, or even existing as a going concern. Thus, HR can be seen as one of the critical departments within the functional area of an organisation.
* Continual monitoring of the strategy, via employee feedback, surveys, etc.
The implementation of an HR strategy is not always required, and may depend on a number of factors, namely the size of the firm, the organisational culture within the firm or the industry that the firm operates in and also the people in the firm.
An HRM strategy can be divided, in general, into two facets - the people strategy and the HR functional strategy. The people strategy pertains to the point listed in the first paragraph, namely the careful correlation of HRM policies/actions to attain the goals laid down in the corporate strategy. The HR functional strategy relates to the policies employed within the HR functional area itself, regarding the management of persons internal to it, to ensure its own departmental goals are met.
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have—and are aware of—personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and advertisements, and performance development planning within your performance management system.
The job analysis may include these activities:
* reviewing the job responsibilities of current employees,
* doing Internet research and viewing sample job descriptions online or offline highlighting similar jobs,

Other assignments on Industrial Relations And Personnel Management

Ssbm Essay

2116 words - 9 pages . Maintenance Remuneration, Motivation, Health and Safety, Social Security, Industrial relations, Performance appraisal. Human Resource Management The National Institute of Personnel Management (NIPM) has specified the scope of HRM as follows: The Labour or Personnel Aspect Concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, lay-off and retrenchment, remuneration

Security Essay

9492 words - 38 pages strategy. The debate relating to the nature of HRM continues today although the focus of the debate has changed over time. It started by attempting to delineate the differences between ‘Personnel Management’ and ‘HRM’ (see e.g. Legge, 1989; Guest, 1991), and moved on to attempts to incorporate Industrial Relations into HRM (Torrington et al., 2005), examining the relationship of HRM strategies, integration of HRM into business strategies and

Hrm Evolution

612 words - 3 pages Evolution of human resources management – Essay by Smriti Chand Business Since the 1980s the nature of Personnel Management is undergoing change and personnel function is shifting the locus of its focus. Amongst personnel specialists, the term, ‘Personnel Management’ is being substituted by that of ‘Human Resources Management’. It is felt that Personnel Management is being directed mainly at company employees and is not being

Impact Of Globalisation On Labor Market And Industrialisation

4622 words - 19 pages Factors Contributing to the Change of Industrial Relations in the Region 12 Labor Reform Policies: 12 Globalization : 13 Economic integration 14 Change in Technology 14 Changes in Labor Law and Attitude towards Unions 15 Decentralization of Bargaining 15 Management Alteration 16 Conclusion: 17 The End . INTRODUCTION: Industrial relations today by many accounts, is in crisis. In academia, its traditional positions are

Common Elements Described In Theories/Philosphies Of Case, Kouzes And Drucker

458 words - 2 pages Managers (DDMM), Global Force Management Office, Deployment Readiness Center and J1 Rear. I also provided information via VTC and Tandberg on a weekly basis to the Staff Components at the Defense Intelligence Agency reference all personnel actions and status. Experience in reviewing and editing complex material As the Security Specialist, in my current organization, I am responsible for researching and analyzing Industrial and Special

Research Method Mgt

3321 words - 14 pages , the following techniques of research were used: A) Collection of Data: Key persons behind the Bengal Glass Works Ltd. were interviewed to collect the data. They include mainly Deputy Manager, Human Resource Management, Training and Development manager. B) Interpretation of Data and Presentation of Facts: The information, collected from the relevant personnel and studies, were first recorded and then interpretation of the information was

Cleopas Kerias ...Human Resource Management Research

1669 words - 7 pages are come and you have to follow all laws while doing business. Many changes taking place in the legal and political framework within which the industrial relation system in the country is now functioning. It is the duty of human resource and industrial relations executives to fully examine the implication, of these changes and brings about necessary adjustment within the organization so that later utilization of human resource can be


674 words - 3 pages strategy. The debate relating to the nature of HRM continues today although the focus of the debate has changed over time. It started by attempting to delineate the differences between ‘Personnel Management’ and ‘HRM’ (see e.g. Legge, 1989; Guest, 1991), and moved on to attempts to incorporate Industrial Relations into HRM (Torrington et al., 2005), examining the relationship of HRM strategies, integration of HRM into business strategies and

Sales Organization

604 words - 3 pages from staff departments →  separate staff specialists: several sales management activities, personnel selection, training and distributor relations →  multiple layer of management →  staff department indirectly supports line positions Figure 1: Line and Staff Organization Horizontal Structure →  is concerned with how specific selling activities are divided among various members of the sale force •  Geographic Organization

Human Resource Strategy

3120 words - 13 pages Leading Organizing Staffing © KPL/2012 HRM PROCESS Acquisition Training Fairness Health and Safety Labor Relations Human Resource Management (HRM) Appraisal Compensation © KPL/2012 PERSONNEL ASPECTS OF A MANAGER’S JOB • Conducting job analyses • Planning labor needs and recruiting job candidates • Selecting job candidates • Orienting and training new employees • Managing wages and salaries • Providing incentives and benefits


4671 words - 19 pages place in many cases creating the industries for the first time in the region. Throughout its four and a half decade journey the Group has been one of the leading innovators in the country. Presently Beximco Group comprises twenty one companies of which five are listed with the Dhaka Stock Exchange employing over 35,000 personnel and is the largest private sector industrial conglomerate in the nation. . In the course of its growth, it has created

Similar Documents

Human Resource Management Essay

256 words - 2 pages consolidation, technological advancement, and further research, HR now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. In startup companies, HR's duties may be performed by a handful of trained professionals or even by non-HR personnel. In larger companies, an entire functional group is typically dedicated to the discipline, with

Function Of Pupil’s Personnel Management Essay

1126 words - 5 pages personnel management in the primary school system. MEANING OF PUPIL PERSONNEL SERVICES   These are special student services that supplement and support the instructional program. Except in schools with very small enrollments, the main role of the administrator in pupil personnel services is one of integrating these services with instruction and coordinating the various kinds of personnel services. Though the area of pupil personnel services has

Industrial Relations In India Essay

856 words - 4 pages and holidays without pay, unjust layoffs and retrenchments. The non-economic factors will include victimization of workers, ill treatment by staff members, sympathetic strikes, political factors, indiscipline etc. some of the strikes also have political motive attached to it, which in turn affects the IR system negatively. Conclusion The current state of industrial relations in India requires both the management and unions to develop

Human Resources Essay

996 words - 4 pages particularly development of the management team. As result, it can be concluded that Personnel management is an activity aimed mainly at non-managers while HRM is less clearly focused but is surely concerned more with managerial staff (Guest,1990 and Legge,1989). The nature of relations can be seen through two different perspective views which are Pluralist and Unitarist. There is a clear distinct difference between both because in personnel