CHAPTER - I

INTRODUCTION
 INTRODUCTION

Human Resource (or personnel) management, in the sense of getting

things done through people, is an essential part of every managers
responsibility, but many organizations find it advantageous to establish a
specialist division to provide an expert service dedicated to ensuring that
the human resource function is performed efficiently.

Human resource management is set of programs, functions and

activities designed and carried out in order to maximize both employees
as well as organizational effectiveness. It is the process of binding
people and organizations together so that the objectives of each are
achieved. Obviously, HRM is concerned with the peoples dimension in
organizations.

HRM involves the application of management function and principles to

Human Resource activity. The functions and principles are applied to
acquisitioning, developing, maintaining, and remunerating employees in
organizations.
 Human resource management is a series of integrated decisions that
form the employment relationship, their quality contributes to the ability
of the organizations and the employees to achieve their objectives. -
Milkowich and Bourdean

Human resource management means employing people, developing their

resources, utilizing, maintaining and compensating their services in tune
with job and organizational requirements. HR is the most significant
factor of production every human being is born with tremendous
potential. HR refers to the knowledge, skills, and beliefs of an
organizations workplace. Enhance their skills, abilities, knowledge in
accordance with the changing requirements of groups, organization and
society is the essence of HRD.

All industries operate in a specific

environment which keeps changing and the firms in the business need to
understand it to dynamically adjust their actions for best results. Like
minded firms get together to form associations in order to protect their
common interests. Other stake holders also develop a system to take care
of their issues. Governments also need to intervene for ensuring fair
competition and the best value for money for its citizens. This handout
gives exposure on the Telecom Environment in India and also dwells on
the role of international bodies in standardizing and promoting Telecom
Growth in the world.

The term Human Resource is quite popular in

India with the institution of Ministry of Human Resource Development
in the Union Cabinet. But most people may not know what exactly the
term human resource means.

According to Leon C. Meggin son,

the term human resource can be thought of as the total knowledge, skills,
creative abilities, talents and aptitudes of an organizations workforce, as
well as the value, attitudes and beliefs of individual involved. The term
human resource can also be explained in the sense that it resource like
any natural like natural resource. It does mean that management can get
and use the skill, knowledge, ability etc.., through the development of
skills, aping and utilizing them again and again. Thus, it is a long term
Prospective whereas personnel is a short prospective. Human resources
are also regarded as human factor, human asset, human capital and the
like. The terms labour and manpower had been used widely denoting
mostly the physical abilities and capacities of employees. The term
personnel had been used widely in the recent past to denote persons
employed in any services. Thus, this term denotes the employee as a
whole but it does not clearly denote various components of human
resources like skills, knowledge, values etc.

Nature and scope of Human Resources

People in any organization manifest themselves, not only through

individual sections but also through group interactions. When
individuals come to work place, they come with not only technical skills,
knowledge etc.., but also with their feelings, perception, desires,
motives, attitude, values etc. Therefore, employee management in an
organization does not mean organization of not only technical skills but
also other factors of human resources.
MEANING OF HUMAN RESOURCE MANAGEMENT:

Different terms are used to denote human resource management. They

are labour management, labour administration, labour management

relations, employer relations, industrial relations, personnel

administration, personnel management, human capital management,

human asset management, human resource management and the like.

Though these terms can be differentiated widely, the basic nature of

distinction lies in the scope of coverage and evolutionary stage. In

simple sense, human resources management means employing people,

developing their resources, utilizing, maintaining and compensating their

services in tune with the job and organizational requirement

SCIENTIFIC OF HUMAN RESOURCE MANAGEMENT:

Human resources play a crucial role in the development process of

modern economics. Arthur Lewis observed there are great differences in
the development between countries which seem to have roughly equal
resources, so it is necessary to enquirer into the difference in human
behaviour. It is often felt that, through the exploitation of natural
resources, availability of physical and financial resources, and
international aid play prominent roles in the growth of modern
economics, none of these factors is more significant and committed
manpower. It is in fact, said that all development comes from the human
mind.

FUNCTIONS OF HRM:

The functions of HRM can be broadly classified into two categories,

viz..,
(A) Managerial functions and
(B) Operative functions.
 Managerial Functions:

Planning
Organizing
Directing
Controlling

Operative Functions:

Employment
job analysis
Human resources planning
Recruitment
Selection
Placement
Induction and Orientation
Human Resource Development:

Performance Appraisal
Training
Management Development
Career Planning and Development

Compensation:

Job Evaluation
Wage and Salary Administration
Incentives
Fringe Benefits
Social Security Measures
Human Relations
MANAGEMENT FUNCTIONS:

Planning:

Planning is a predetermined course of action. Planning is

determination of personnel program mess and changes in advance that
will contribute to organizational goals.

Organizational:

An organization is means to end. It is essential to

carry out the determined course of action. In the words of J.C.massive,
an organization is a structure and a process by which co-operative
group of human being allocated its task among its members, identifies
and integrates its activities towards common objective.
Directing:

The willing and effective co-operation of employees for

OPERATIVE FUNCTIONS:

Employment:
Job analysis: It is the process of study and collection of information
relating to the operations and responsibilities of a specific job.
Recruitment: It is the process of searching for prospective
employees and stimulating them to apply for jobs in an organization.
Selection: It is the process of ascertaining the qualifications,
experience, skill, knowledge etc.., of an applicant with a view to
appraising.
Placement: It is the process of assigning the selected candidates with
the most suitable job requirements. It is matching of employee
specifications with job requirements.
Job Evaluation: It is the process of determining relative worth of
jobs.
Wage and salary administration: This is the process of developing
and operating a suitable wage and salary programme.
 Incentives: It is the process of formulating, administering and
reviewing the schemes of financial incentives in addition to regular
payment of wages and salary.
Bonus: It includes payment of statutory bonus according to the
payment of Bonus Act, 1965, and its latest amendments.
Fringe Benefits: These are the various benefits at the fringe of
wage.Management provides these benefits to motivate the employees
and to meet their lifes contingencies.
Human Relations: practicing various human resources policies and
programmes like employment development and compensation and
interaction among employees create a sense of relationship between
the individual worker and management, among workers and trade
unions and management.
Effectiveness of Human Resource management: Effectiveness of
various personnel programmes and practices can be measures or
evaluated by means of organizational health resources accounting etc.
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT:
Therefore, basically the objectives of human resource management
are drawn form and to contribute the accomplishment of the
organizational objectives of HRM are to meet the needs, aspiration,
values and dignity of individual employees and having due concern
for the socio-economic problems of the community and the country.
The objectives of HRM may be as follow:
To create and utilize an able and motivated workforce, to
accomplish the basic organizational goals.
 To establish and maintain sound organizational structure and
disable working relations among all the members of the
organization.
To secure the integration of individual and groups within the
organizations by co-ordination of the individual and group goals
with those of the organization.
To attain an effective utilization of human resource in the
achievement of organizational goals.
To provide an opportunity for expression and voice management.

To provide facilities and conditions of work and creation of

favourable atmosphere for maintain stability of employment.
TRAINING:-

Is a process of learning a sequence of programmed behavior is

application of knowledge. It

gives people an awareness of the rules and procedures to guide their

behavior.

It attempts to improve their performance on the current job or

prepare them for an intended job.

DEVELOPMENT:-

It is a related process. It covers not only those activities,

which improve job

performance, but also those, which bring about growth of the

personality, help individuals in the

progress towards maturity and actualization of their potential capacities.

 NEED FOR THE STUDY

For the organizational viability & transformation process the

organization has to train its employees to impart specific skills &
knowledge in order to contribute to organizational efficiency & to
cope with the changing environment.
For training in the skills of coordination, integration, &
adaptability to the requirement of growth, diversification &
expansion.
Training is necessary when existing employees are promoted to
higher level in the organization or when there is some new job due
 to transfer. It is also necessary to equip the old employees with the
new techniques or technology & advanced disciplines.
It is necessary for maintaining human relation besides maintaining
sound industrial relations & also to deal with the human problems.
Training is the most important technique of human resource
development. As stated earlier, no organization can get a candidate
who exactly matches with the job and the organizational
requirements. Hence, training is the most important to develop the
employee and make him suitable to the job.
Job and organizational requirements are not static; they changed
from time to time in view of the technological advancement.
Trained employees would be valuable asset to an organization.
Training is important, as it constitutes significant part of
management.
Human resource department is involved in the activities that lead
to the efficient and effective management of human resources.
The department identifies and develops existing and potential
human resource towards meeting organizational needs.
 OBJECTIVES OF THE STUDY

To find out the relevance of training and development in achieving

goals of the organization.

The basis on which the training is planned and scheduled.

To study the different methods of training at century commercial

bank.

To study the relationship between performance and training.

To study on training and development programs affect employees

in getting promotion.

To study the influence of training programs on the promotion of

employees.

To study on employees opinion on supply of reading material

during training programs.

To study on employees overall impression of the training program.

 SCOPE OF THE STUDY

The scope of the study is to understand the training and development of

company and how

company is following towards the training and development program.

The study focuses on all the employees and the training methods
adopted for them excluding
the top level executives, although we wanted to cover top level
executives also but that was

not possible because of less time and non-availability of top executives.

The scope of the

study extends to the training methods adopted for middle level

managers, low level

executives and supervisors.

The training fields the learners ability to transfer his skiils to

different work settings.

They training programs are developed input the management,

supervisors, and employees.

Training is modular so it can adopted to work placer schedules.

The training levels set of rules and regulations about the services
offered by the company.
 RESEARCH AND METHODOLOGY

TECHNIQUES OF DATA COLLECTION

1. PRIMARYDATA:

For the collection of the primary data stratified

Random sampling method was adopted as it was felt that the result
obtained through this method are more reliable and valid. It was also
believed that by using this method a majority of employees could meet
personally and their problems could be explored in a detailed fashion.

2. SECONDARY DATA:

All the information pertaining to the training

program where reading available in the company record which was very
important for carrying out the survey. The information is also gathered
from the company website.

3. FIELD OF STUDY

The research was carried out in BHARAT

SANCHAR NIGAM LIMITED (BSNL), RAJAHMUNDRY.

4. SAMPLE SIZE
 A sample size of 50 employees have been
selected out of 300 employees on purposive bases with due
consideration to various categories of employees such as workers
supervisors executives.

LIMITATIONS OF THE STUDY

Due to restriction to enter into some of the departments at century

commercial bank could not cover
some of the aspects required for my study.

Interaction with the bank executive was limited due to their busy
schedule.

The information collected is mainly primary data and the accuracy

is subject to the responses received
 The study has been confined to a limited period and so it cannot
reveal the exact of training and development

The study is limited to a particular area of century commercial

bank at jaleshwar, Nepal area only.

Sample size being small, not every bodys views could be

considered

Possibility that the opinions given by employees.