GLOBAL INSTITUTE OF TECHNOLOGY, JAIPUR

DEPARTMENT OF ELECTRICAL ENGINEERING

INDUSTRIAL ECONOMICS & MANAGEMENT LAB, 7EE9A

EXPERIMENT NO. 12. DATE :- 25/07/2019

Object:- HUMAN RESOURCE MANAGEMENT
Introduction:-
For more than a century now, human resource management, as a discipline and practice in the
management of people in an organisation, has evolved and developed into different areas.
These disciplines and practices have gone through a process of trial and error, theory building
and testing of various concepts by practicing managers and academics (Farnham & Pimlott
1979; Storey 1989; Armstrong 1995). The underlying forces behind the evolution and
development of human resource management have been (and still are) mainly environmental,
and the quest for knowledge of better ways of acquiring and utilising labour. The changing
organisational environment in the marketplace pushed managers to improve efficiency in the
production and service delivery processes by increasing their ability to use the best practices
of people management at the time. That is, employee management techniques or methods that
would improve production, reduce service delivery costs, and at the same time ensure sustained
availability of competent staff in the organisation.

Human Resource Management & Its Core Functions: Managerial &

Operative:-
Managerial Function Includes:

1. Planning .

One of the primary function where number & type of employees needed to accomplish
organizational goals are determined. Research forms core HRM planning which also helps
management to collect, analyze and identify current plus future needs within the organization.

2. Organizing

Organization of the task is another important step. Task is allocated to every member as per
their skills and activities are integrated towards a common goal.
 GLOBAL INSTITUTE OF TECHNOLOGY, JAIPUR
DEPARTMENT OF ELECTRICAL ENGINEERING
INDUSTRIAL ECONOMICS & MANAGEMENT LAB, 7EE9A

3. Directing

This includes activating employees at different levels and making them contribute maximum
towards organizational goal. Tapping maximum potentialities of an employee via constant
motivation and command is a prime focus.

4. Controlling

Post planning, organizing and directing, performance of an employee is checked, verified and
compared with goals. If actual performance is found deviated from the plan, control measures
are taken.

Operative Function Includes:

1. Recruitment/Hiring

Hiring is a process which brings pool of prospective candidates who can help organization
achieve their goals and allows managements to select right candidates from the given pool.

2. Job Analysis & Design

Describing nature of the job like qualification, skill, work experience required for specific job
position is another important operative task. Whereas, job design includes outlining tasks,
duties and responsibilities into a single work unit to achieve certain goal.

3. Performance Appraisal

Checking and analyzing employee performance is another important function that human
resource management has to perform.

4. Training & Development

This function allows employees to acquire new skills and knowledge to perform their job
effectively. Training and development also prepares employees for higher level
responsibilities.

5. Salary Administration
 GLOBAL INSTITUTE OF TECHNOLOGY, JAIPUR
DEPARTMENT OF ELECTRICAL ENGINEERING
INDUSTRIAL ECONOMICS & MANAGEMENT LAB, 7EE9A
Human Resource Department also determines pays for different job types and incudes
compensations, incentives, bonus, benefits etc. related with a job function.

6. Employee Welfare

This function takes care of numerous services, benefits and facilities provided to an employee
for their well-being.

7. Maintenance

Minimizing employee turnover and sustaining best performing employees within the
organization is the key. Minimizing ROI within HR department is also a key goal for Human
resource management team.

8. Labor Relations

Labor relation is regards to the workforce who work within a trade union. Employees in such
domain form a union/group to voice their decisions affectively to the higher management.

9. Personal Research

Research is a vital part of human resource management. It is performed to keep a check on

employee opinion about wages, promotions, work condition, welfare activities, leadership,
employee satisfaction and other key issues.

10. Personal Record

This function involves recording, maintaining and retrieving employee related information
including employment history, work hours, earning history etc.

Application Of Psychology In HRM :-

Psychology, nowadays, is a vast field and extreamingly important for those who are in the field
of Human Resources as it helps us to understand and study the mind / employees.

Today Human Resource has become an integral part of the corporate world. No organization
can function without it. The Human Resource function continues to evolve into an absolute
science, with a strong influence of psychology.
 GLOBAL INSTITUTE OF TECHNOLOGY, JAIPUR
DEPARTMENT OF ELECTRICAL ENGINEERING
INDUSTRIAL ECONOMICS & MANAGEMENT LAB, 7EE9A
Psychology plays a vital role in the beginning itself, for instance, when it comes to selection,
recruiting and training employees, psychology is needed. Psychology will assist recruiters in
choosing the right employee. There are many tools, which will check the employees
intelligence, his or her attitude and the way of thinking. When these factors are studied well,
the organizing will end up having only the best of best employees, and eventually it will help
the organization develop better.

There are Human Resource Development Psychologists who are ready to assist the
organization to choose the right person and put him at the right place and at the right time!

There are many reasons why Human Resource Management has turned into a Psychology
linked science. For instance, more and more organizations across the globe are highly
dependent on skilled staff resources to function at the best level, and they also look out for
higher performance.

There is a huge growth in service sector in countries like India and United States. This growth
of service sector has been extraordinary and it has actually overtaken the manufacturing sector
by providing employment opportunities. In order to make the employees grow, get motivated
to take up challenging tasks, the management needs to know the in depth study of human
psychology.

Organizations always expect good performances and they have implemented complicated and
advanced tools in order to study an individual and the team performance. Tools such as
Development Centre are all time popular where teams and individuals are given mock
assignments and tests to handle various issues that will consequently show their weaknesses,
strengths and the areas where the team and the individual needs to develop and improve. Hence,
in order to do this, psychology is required. It will definitely help the organization to understand
the employees and motivate them.

A major problem that affects organizations is the stress and pressure that falls on the
employees, often many are forced to work late, and it has an adverse effect on the employees
health. Here is where psychology comes to the rescue, psychologists can offer counseling and
help staffs to adjust to the changes and the new environment.

WHAT IS RECRUITMENT ?
 GLOBAL INSTITUTE OF TECHNOLOGY, JAIPUR
DEPARTMENT OF ELECTRICAL ENGINEERING
INDUSTRIAL ECONOMICS & MANAGEMENT LAB, 7EE9A
In human resource management, “recruitment” is the process of finding and hiring the best and
most qualified candidate for a job opening, in a timely and cost-effective manner. It can also
be defined as the “process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization”.

It is one whole process, with a full life cycle, that begins with identification of the needs of the
company with respect to the job, and ends with the introduction of the employee to the
organization.

When we speak of the recruitment process, we immediately think of activities such as the
analysis of the requirements of a specific job, attracting candidates to apply for that job,
screening the applicants and selecting among them, hiring the chosen candidates to become
new employees of the organization, and integrating them into the structure.

Obviously, the main reason why the recruitment process is implemented is to find the persons
who are best qualified for the positions within the company, and who will help them towards
attaining organizational goals. But there are other reasons why a recruitment process is
important.

To ensure proper alignment of skill sets to organizational goals.

Through recruitment, organizations make sure that the skill sets of the staff or manpower of
the company remains aligned to its initiatives and goals.

In the event that they notice some positions do not really contribute to the advancement of the
organization towards its goals, then it can take the proper action to correct this, probably
through job redesign, restructuring of the workforce, or conduct of job enrichment programs.

To ensure effective and efficient recruiting.

Effective recruiting means that the person employed for the job is the best possible candidate
for it, with all the required skills, talents and qualifications of the job. Efficient recruiting, on
the other hand, means that the process has been carried out without incurring a lot of costs on
 GLOBAL INSTITUTE OF TECHNOLOGY, JAIPUR
DEPARTMENT OF ELECTRICAL ENGINEERING
INDUSTRIAL ECONOMICS & MANAGEMENT LAB, 7EE9A
the part of the organization. By following the process, there is a greater chance that the human
resources department can get the best possible person for the job. Organizations may carry out
their hiring processes their own way, but without a system or set guidelines in place for its
conduct and implementation, there is a risk that the company may incur more expenses than
necessary. The company will also end up wasting its resources if the wrong or unqualified
person was actually hired. Not only will this create problems for the company in the long run,
particularly in the attainment of its goals, but it would mean that the organization would also
have wasted its resources in training an employee that is not right for the job after all.

To ensure compliance with policies and laws.

There are various rules, laws and regulations that organizations must adhere to when it comes
to its human resources management. Equal opportunity employment and non-discrimination in
hiring are two of them. By following a recruitment process, the chances of the organization
violating these policies will be low.

FACTORS THAT INFLUENCE RECRUITMENT

Recruitment is affected by several factors. These factors play a big part on whether the
recruitment process will be successful or not.

1.Size of the organization

2.Current employment conditions in the economy

3.Salary structure of the organization

4.Growth rate of the organization

Result :- we have successfully study about Human resources management.