This topic explains..
01. Meaning of HRM
02. Internal and External Recruiting
03. Training and development Programs
04. Meaning of Motivation
05. Sources of power- tool of motivation
06. Hierarchy of Needs Theory
Human Resource Management (HRM) is all about getting right number of people at the right place at the right time. After the HR department in an organization finishes the job hiring or recruiting human resource (employees) from the available labor pool the main challenge remains unfulfilled i.e. motivating people without which the best from each individual cannot be extracted out , without which the ultimate goal achievement of the organization would not be possible.
Human resources management (HRM) is the set of organizational activities directed at attracting, developing and maintaining an effective workforce. HRM is done by identifying work-force requirements, inventorying the people available and recruiting, selecting, placing, promoting, appraising, planning the careers of, compensating and. training or otherwise developing both candidates & current job holders so that they can accomplish their tasks effectively & efficiently.
Internal And External Recruiting
Recruiting is the process of attracting qualified persons to apply f or the jobs that are open. Recruiting can be done in the two ways:
1. Internal Recruiting
2. External Recruiting
1. Internal Recruiting: -
Internal recruiting means considering current employees as applicants for higher level jobs in the organization. This can be done by promotion. Promotion can help build morale and keep high quality employees from leaving the firm.
2. External Recruiting: -
External recruiting involves attracting persons of outside the organization to apply f or jobs. External recruiting methods include advertising, interviews, employment agencies etc. A manager selects suitable persons by using appropriate methods.
Training And Development Programs
In human resources management, training usually refers to teaching operational and technical employees how to do the job for which they were hired. On the other hand, development refers to teaching managers and professionals the skills needed for both present & future jobs. The training and development methods frequently used are:
Assigned readings:
Assigned readings are specially prepared for training purposes.
Behavior Modeling Training:
Use of a videotaped model displaying the correct behavior, then trainee role-playing and discussions of the correct behavior used extensively f or supervisor training in human relations.
Business Simulation:
Both paper simulations and computer based business games are used to teach management skills.
Case discussion:
Real or fictitious cases or incidents are discussed in small groups.
Conference;
Small-group discussion of selected topics, usually with the trainer as leader.
Lecture:
Oral presentation of material by the trainer, with limited or no audience participation.
On the job:
It is a casual coaching by more experienced employees and carefully structured explanation, demonstration and supervised practice by a qualified trainer.
Programmed instruction:
Self paced method using text or computer followed by questions and answer, expensive to develop.
Role playing:
Trainees act out roles with other trainees to gain experience in human relations.
Vestibule training:
Supervised practice or manual tasks in separate work area where the emphasis is on safety, learning and feedback rather than productivity.
CD ROM:
CD ROM technology used to provide combination of other methods such as readings, lecture and video.
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