- Introduction to human resource management
- Definition of human resources management
- Reasons behind the success of human resource management
- Features of human resource management
- Importance of human resource management
- Functions of human resource management
- An overview of the study
- Scope of the study
- Need of the study
- Research methodology
- An introduction to 'motivation'
- Importance of motivation
- Fundamental principles of governing motivation
- Data analysis and interpretation
- Findings and limitations
Good human resource practice can help in attracting and retaining the best people in the organization Planning alerts the company to the type of people will need in short, medium and long run. Appropriate recruitment and selection activities identify the best people for available jobs and make sure they are placed in suitable positions. Performance appraisal training and developing individuals who need skills knowledge and attitudes different from those they currents possess. Good human resources practice can also motivate organizational members to do outstanding work.
Planning: It is a predetermined course of action. It involves planning of human resources, requirements, recruitment, selection, training etc. it also involves forecasting of personnel needs, changing values, attitudes and behavior of employees and their impact on the organization.
Organizing: An organization is a means to an end. It is essential to carry out the determined course of action. Organizing is allocation of tasks among its members.
Directing: The next logical function after completing planning and organizing is the execution of the plan. The basic function of personnel management at any level is motivating, commanding, leading and activating people. The willing and effective Co-operation of employees for the attainment of organization goals is possible through proper direction.
Controlling: After planning, organizing and directing various activities of personnel management, the performance is to be verified in order to know that the personnel function are performed in conformity with the plans and direction of organization. It compares actual with the predetermined plans.
[...] Cognitive Evaluation Need Theory MASLOW’S HIERARCHY OF NEEDS THEORY: Human Needs Concepts: He never feels satisfied with the fulfillment of his needs. His Needs increase progressively. No sooner, his one need is satisfied, another crops up in this place. This process never ends and continues from birth to death. Man is ever sensitive to consideration to pride, achievement, desire for esteem and affection and similar non economic drives. All individuals have inner needs or motives, which give, rise to tension within then and stimulate them to action designed to satisfy the needs and relieve the tension. [...]
[...] The conventional methods or organizing work, particularly in mass production industries, give little need to these aspects of human motivation. Scientific management practices do stand in the way of these needs being recognized by the management. * SELF-EXPRESSION OR SELF-RELISATION NEEDS Self –expression or self-realization needs the highest level of needs in the hierarchy of needs is the need for fulfillment and self-realization. These needs influence the behavior of the individuals all times, but they tend to dominate only after the physical needs, the safety and security needs, the social needs an the ego or self-esteem needs, have been relatively well satisfied. [...]
[...] The recent trends in HRM include: Quality of work life Total quality in human resources HR accounting, audit and research and Recent techniques of HRM INTERRELATED RESPONSIBILITIES IF HRM ROLE OF HRM Human Resource Management plays the most crucial role in the management of an organization Human Resources play crucial role in the conversion process of inputs into outputs. Product design, quality maintenance, rendering services etc. Depend the efficiency of human resource. Similarly human resources plays critical role in marketing the products and services. [...]
«Abstract.. Introduction.. Overview of the project.. Project objectives.. Chapters summarize.. Setting the scene.. From 'Manpower Planning' to HRP.. Understanding Human Resource Planning.. Understanding Human Capital.. Literature review.. The four usages of strategic of HRM.. Armstrong's view.. HRP...»
«The human resource planning (HRP) is a problematical area, in particular, during the phases of disorder and confusion within the business environment, which can provoke instability. Thus, hesitation is created among the need of planning and the complexity of forecast. Although this complexity, the...»
«Introduction.. Overview of Accenture in terms of HRM.. Accenture needs people to achieve its strategic objectives.. The core values of Accenture and its culture.. Accenture and the HRM functions: Evaluation and suggestions.. Planning and organising for work, people and HRM.. Staffing Accenture with...»
«The most important resource in an organization is its people. So the role they play, how they play, how they interact through formal and informal processes and the relationships they build are crucial to the success of strategy" say Johnson and Scholes (2002: 419). With 178,000 people in 49...»
«Introduction. Trait theory. Sources of conflict. Levels of conflict. Resolving conflict. Conclusion.»
«Every individual perceives and identifies situations differently. A situation that may not necessarily affect one may be more significant to another. Conflict arises in every organization because of differing opinions that generally lead to arguments and will most likely lead to uncomfortable...»
«Introduction. Workplace environment. Case study. Motivational theory. Application of Maslow’s theory. Conclusion.»
«Motivation could be described as an individual's desire and energy focused on achieving a specific goal. When correct motivation is applied, it can cause individuals to behave in a way that raises the performance of employees. Motivation is a very critical force that plays an essential role in...»