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It is admitted universally that the human factor is the most vital and complex to handle.
Therefore, proper study of the subject is necessary.
People are rational and reasonable but not always. Only a professionally qualified person
will be able to tackle both the situations.
Understanding people is a rare science and art. Therefore an organized study is a must.
People are individually different in their abilities, ambitions, background, etc.
People behave differently as individuals and as groups.
The human element has negative potential also means if they are not treated well they can
damage the organization.
On the other hand if they are treated well they can give performance which is far more than
proportionate to the inputs given to them. This concept is known as Output more than
proportionate to the input. Only human beings are capable of this.
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There has to be a specialized department to deal with human functions. Otherwise the
remaining departments will pull the human functions in different directions
Only a full scale Human Resources department can make proper policies and implement them
also
Bridge between management and workers
Spokesman of the organization to the outside world
The liaison function with all agencies like district administration, public, judicial authorities,
police, etc. particularly with the government.
Handling people who carry sensitive information is a very specialized job. Otherwise the
organization would suffer.
The HR Dept. is the custodian of many secrets and confidential information about people and
the orgn.
The HR Dept. is also a great co-coordinator many aspects of day today Orgnl/ matters
Qualities of a Human Resources Manager
Basic Intelligence
All the qualities of a regular manager (plan, coordinate, control, delegate)
Sound professional knowledge on operative functions and practical skills to implement them
Basic desire and happiness to deal with people
Basic honesty of purpose
Good interpersonal skills ability to build bridges, co-ordinate and liaise.
Ability to handle sensitive information and emotions
Analytical and yet sympathetic
Empathy (ability to understand others points of view)
Pleasing manners and approachable personality
Problem solving attitude
He should be fair and appear to be fair.
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NIPM classification
1) Human Resources function (matters of individuals, policy matters, factual problems)
2) industrial relations (matters of group represented by union, collective problems,
emotional problems)
3) welfare (township, schooling, canteens, hospitals, transport, perquisites and all advances
and allowances)
4) general administration (discipline, handling of grievances, public relations, coordination
with state legal and police authorities, estate protection, etc.)
5) Maintenance of records
6) Audits and research
7) Human resource development.
Detailed list of Operative functions
Human Resources policies, objectives and laying down rules and regulations
Manpower planning
1) preparation of job analysis, job description and job specification
2) plan for wastage and shift requirements
3) plan for recruitment lead time
4) balance it against plant requirements
5) divide the total manpower required into various grades and pay scales provide for
career planning also.
Recruitment, selection and placement: This is the actual job of procuring people and placing
them in position. Familiarizing them with the organization is also to be done.
Performance appraisal
1) lay down proper norms for evaluation
2) introduce proper policies
3) proper formats
4) safe keep of appraisal records
Wage and salary administration/compensation administration
1) fix pay scales according to the job requirements
2) make sure they are comparable with similar organizations.
3) Have a policy on overtime and incentives
4) Have a plan for periodical wage revisions
Training and development
1) plan for workers and officers separately as per requirements
2) formulate new packages for training based on specific requirements
3) have plans for training the efficient people as well as the inefficient people
Promotion and transfers: Policies should be framed to encourage the individual and also to
benefit the organization
1) merit should be recognized without letting down people who have served long
2) while transferring the individuals problems should not be overlooked.
Discipline
1) To establish an efficient mechanism
2) To detect deviations in performance or behavior and deal with them effectively.
Grievances
1) There should be a healthy system under which a workman who is genuinely affected can
approach the management and set it right
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Collateral Objectives
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