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Besides being living being, human resources differ from non-human resources in other
respects also. Human resources are heterogeneous in the sense that they differ in personality,
perception, emotions, values, attitudes, motives and modes of thoughts. Their behaviour to
stimuli is often inconsistent and unpredictable. While other resources depreciate, human
resources appreciate with the passage of time. Better educated, more skilled, better aware of
their interest and rights are also some distinguishing features of modern human resources.
These make it difficult for managers to use human resources always in an effective and efficient
and efficient manner. Given the highly competitive and complex business environment,
attracting and retaining qualified and competent employees have become a real challenge of the
day for the managers. The Ɲrule of thumbƞ has become obsolete and redundant. The need of the
new perspective is to have right people for right jobs. This mantra offers organizations an edge,
which management experts term as Ɲcompetitive advantageƞ or Ɲcore competencyƞ to survive and
thrive in the competitive business environment. The same gives genesis to the concept of HRM
in business organizations.
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The main objective of this chapter is to present a perspective for human resource
management in the Indian context. Accordingly, the meaning, objectives, scope and functions
become the subject matter of this chapter. The chapter sets tone for discussion in the
subsequent chapters of the book.
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ccccc In common parlance, Human Resources mean the people. Human Resource
Management [ is a management function that helps managerƞs recruit, select, train and
develops members for an organization. Obviously, HRM is concerned with the peopleƞs
dimension in organization. Human resource management as, it is process of stresses mutually
between employers and employees.
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c a whole consisting of inter-related, inter-dependent and
interacting physiological, psychological, sociological and ethical components.ơ
cc Personal management is the planning, organizing, directing, and controlling of the
procurement, development, compensation, integration, maintenance, and separation of human
resources to the end that individual, organizational and societal objectives are accomplishedc
cccccccccccƦa series of integrated decisions that form the employment relationship; their quality
contributes to the ability of the organizations and the employees to achieve their objective.c
ccccccccƦ.is concerned with the people dimension in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to higher
levels of performance and ensuring that they continue to maintain their commitment to the
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organization are essential to achieving organizational objectives. This is true, regardless of the
type of organizationƜgovernment, business, education, health, recreation, or social action.c
Thus, HRM refers to a set of programmes, functions and activities designed and carried
out in order to maximize both employee as well as organizational effectiveness.
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The scope of HRM is indeed vast. All major activities in the Working life of a workerƜ
from the time of his or her entry into an organization until he or she leaves-come under the
purview of HRM. Specifically, the activities included are ƛ HR planning, job analysis and
design, recruitment and selection, orientation and placement, training and development,
performance appraisal and job evaluation, employee and executive remuneration, motivation
and communication, welfare, safety and health, industrial relations (IR) and the like. For the
sake of convenience, we can categorize all these functions into seven sectionsƜ
×c Introduction to HRM.
×c *mployee hiring.
×c *mployee and executive remuneration.
×c *mployee motivation.
×c *mployee maintenance.
×c Industrial Relations
×c Prospects of HRM
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The primary objective of HRM is to ensure the availability of a competent and willing
workforce to an organization. Beyond this, there are other objectives, too. Specifically, HRM
objectives are four foldƜsocietal, organizational, functional and personal.
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To be ethically and socially responsible to the needs and challenges of the society
while minimizing the negative impact of such demands upon the organization.
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To recognize the role of HRM in bringing about organizational effectiveness HRM is not
an end in itself. It is only a means to assist the organization with its primary objectives. Simply
stated, the department exists to serve the rest of the organization.
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To assist employees in achieving their personal goals, at least insofar as these goals
enhance the individual contribution to the organization. Personal objectives of employees must
be met if workers are to be maintained retained and motivated. Otherwise, employee
performance and satisfaction may decline and employee may leave the organization.
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±c HRM is concerned with development of human resources.
±c It is central subsystem permitting all functions of management.
±c It covers all levels and categories.
±c It is concerned with behavioral, emotional and social aspects of personnel.
±c It applies to all organizations in the universe.
±c It is a strategic management function aimed at achieving common goals.
±c It is a continuous and never ending process.
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cccccccccccPlanning involves formulating the future course of action. Planning includes determining
in advance the personnel programs and changes required that would contribute to the
achievement of organizational goals. It also includes identifying human resource requirements
and forecasting personnel needs, foreseeing the changes in the employee attitude and evolving
effective ways of handling these changes.
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cccccccccccccThe next logical function after completing planning and organizing is the execution of
the plan the basic function of personnel management at any levels motivating, commanding,
leading and activating people is possible through proper direction tapping the maximum
potentialities of the people is possible through motivation and command. Thus, direction is an
important managerial function in building sound industrial and human relations besides securing
employee contributions. Co-ordination deals with the task of blending efforts in order to ensure
successfully attainment of an objective. The personnel manager has to co-ordinate various
management at different levels as for as personnel functions are concern. Personnel
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management function should also be co-ordinate with other functions of management like
management of material, machines, and money.
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After planning, organizing and directing the various activates of the personnel
management, the performance is to be verified in order to know that the personnel functions
are performed in conformity with the plans and directions. Controlling also involves
checking, verifying and comparing of the actual with the plans, identifications of deviations if
any and correcting of identified deviations. Thus, action and operation are adjusted to
predetermine plans and standard through control. Auditing training programmers, analyzing
labor turnover records, directing moral surveys, conducting separations interviews are some of
the means for controlling the personnel management function.
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It is the process of study and collection of information relating to the operations and
responsibilities of a specific job. It is the first operative function of human resources necessary
to achieve the organizational objectives. It covers the functions such as job analysis, human
resources planning, recruitment, selection, placement, induction and internal mobility.
It includes:
a)c Collection of data, information, facts and ideas relating to various aspects of jobs
including men, machines and materials.
b)c Preparation of job description job specification job requirement and employees
specifications which will help in identifying the nature, levels and quantum of human
resources.
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c)c Providing the guides, plans and basis for job design and for all operative functions of
HRM.
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It is a process for determination and assuring that the organization will have an
adequate number of qualified persons available at proper times, performing jobs which would
meet the needs of the organization and which would provide satisfaction for the individuals
involved. It involves
Ñc Taking steps to mould change and develop the strength of existing employees in
the organization so as to meet the future human resources requirements.
Ñc Predation of action programmes to get the rest of human resources from outside
the organization and to development the human resources of existing
employees.
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It is the process of searching for prospective employees and stimulating them to apply for
jobs in an organization. It deals with
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±c Identification of existing sources of applicants and developing them.
±c Creation or identification of new sources of applicants.
±c Stimulating the candidates to apply for jobs in the organization.
±c Striking a balance between internal and external sources.
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It is the process of assigning the selected candidate with the most suitable job in terms
of job requirements. It is the matching of employee specifications with job requirements. This
function includes:
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Induction are the techniques by which a new employee is rehabilitated in the changed
surrounding and introduced to the practiced, purpose and people etc; of the organization.
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It is the process of improving, moulding and changing the skills, knowledge, creative
ability, aptitude, attitude, values, commitment etc., based on present and future job and
organizational requirements.
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It is the systematic evaluation of individuals with respect to their performance on the job
and their potential for development. It includes:
It is the process of imparting the employees the technical and operating skills and
knowledge. It includes:
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ëc Designing special development programme for promotions.
ëc Using the services of specialists, and/or utilizing of the institutional executive
development programmes.
ëc *valuating the effectiveness of executive development programmes.
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It is the process of placing employees in the same level jobs where they can be utilized
more effectively in consistence with their potentialities and needs of the employees and the
organization, it also deals with:
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equitable, fair and consistent demotion policies and procedures. Advising line
managers on matters relating to demotions. Oversee the implementation of demotion policies
and procedures.
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This is the process of developing and operating a suitable wage and salary programme.
It covers:
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it includes payment of statutory bonus according to the Payment of Bonus Act, 1965,
and its latest amendments.
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these are the various benefits at the fringe of the wage management provides these
benefits to motivate the employees and to meet their lifeƞs contingencies. These benefits
include:
±c Disablement benefit.
±c Housing facilities.
±c *ducational facilities to employees and children.
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Managements provide social security to their employees in addition to the fringe
benefits. These measures include:
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together productively, co-operatively and with economic, psychological and social satisfaction.
It includes:
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*ffectiveness of human resource management can also be found out through human
resource accounting, audit and research.
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We follow the model for discussing the subject HRM in this book. The model contains all
HR activities. When these activities are discharged effectively, they will result in a competent
and willing workforce who will help realize organizational goals. There is another variable in
the modelƜenvironment. It may be stated that the HR function does not operate in vacuum.
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Human resource management is a relative title for all aspects of managing people in an
organization. It represents a broad based understanding of the problems of people and their
management in view of the development of behavioral science knowledge.
Generally people posseƞs skills, abilities and aptitudes that offer competitive advantage to firm.
HRM is study about people in organizations- how they are hired, trained, compensated,
motivated and maintained. HRM function can be seen as the amalgam of organizational
behavior, personal management, industrial relations and labour legislation as seen in the figure.
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It is a field of study that tries to examine why people behave the way they do. It focuses
on the behavior of the employees at the levels of an individual, group and total organization.
Such topics as motivation, job satisfaction, communication, supervision, inter and intra group
behavior, organizational development etc are examined to develop sensitivity to human factors
in organization.cccc
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ëc Machinery for resolution of industrial disputes
ëc Individual grievance and diplomacy and practice.
ëc Labour legislations
ëc Industrial relations training.
Another related tern is Ɲemployee relationsƞ or,ƞ human relationsƞ. The term is more
comprehensive and includes all the aspects of harms where employees are death with
collectively
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The Krishna District Milk Producerƞs Mutually Aided Co-operative Union Limited Ltd
believes in a result oriented performance culture through effective goal setting and ongoing
feed back on performance. Appraisal systems have been an integrated management tool for
appraising human resources. The appraisal systems have been an integrated management
tool for appraising human resources. The appraisal system is being accountable for the results
that are achieved, exercising responsibility in the use of resources entrusted and recognizing
the importance of every role in achieving organizational success.
The Krishna District Milk Producerƞs Mutually Aided Co-operative Union Limited Ltd
also believes organizational development through human resource department on continuous
also believes organizational development through human resource department on continuous
basis. Recognizing the talent and tuning the same to perform at optimum is primary objective
as it not only help the organization but also the individual as well recruiting training and
development have been given the highest priority. *mployee welfare has always been the
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upper most concern of the organization in all. The trust is on practicing the best HR practices
in the organization.
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In The Krishna District Milk Producerƞs Mutually Aided Co-operative Union Limited
human resource management philosophy is productivity linked welfare of the employees. The
Krishna District Milk Producerƞs Mutually Aided Co-operative Union Limited would like to
become a leader in the market in terms of profit making and welfare of employees.
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The study conducted to study the recruitment and selection procedure and policies
followed in The Krishna District Milk Producerƞs Mutually Aided Co-operative Union Limited
Vijayawada. The main focus was to know the various aspects influencing the policies and
procedures of recruitment and selection process followed by the company. A detailed study
has made of the proceedings and policy formulation of the recruitment and selection program.
A questionnaire has been administrated to 50 employees working in the company.
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In order to meet the global competitions. It is every bodyƞs concern to think and act in
order to maintain a quality. It is the need of the hours in a high quality conscious world. Only
people quality can produce a product of quality. To have a Ơqualityơ people at hand there must
be quality training through it, any person can develop to a great extent his skill in work his
general out look, his attitude, a sense of commitment and so on. To accomplish that the
training and development is of at most important and has to be a continues effort for
achieving the targeted production and productivity.
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The study is important because it is going to inform the management of The Krishna
District Milk Producerƞs Mutually Aided Co-operative Union Limited about areas causing among
the workers. Since the study is going to offer some imp suggestions for the betterment of the
well being of the workers of # c 0å "c ?å# #c &0c ?$ 1åc $#$"&&c
"??c ."#'c$c&#?c. It is important from the point given. The study
is also significant because employees are going to be immensely benefited.
In additional to the above, the study has much significance from the employee
productivity of the entire organization # c 0å "c ?å# #c &0c ?$ 1åc
$#$"&&c"??c ."#'c$c&#?.'-"ccFrom the above points, it can
be noted that the present study is very much important and more useful from the organization
and from the employeeƞs point of view too.
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c To provide with reasonable suggestions in using innovative recruiting program
techniques.
c To find the need for recruitment and selection programs at # c0å "c
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c To study the effectiveness of each selection process.
c To know the importance of various selection process adopted by the company.
c To suggest the appropriate measures if required.
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The first and foremost step in the research process consists of problem identification.
Once the problem is defined, the next step is the research design becomes easier. The
research design is the basic frame work, which provides guideline for the rest of the research
process. The research design specifies the methods of data collection and analysis.
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Primary data is the data, which has to be collected by the concerned person with
relevant to his problem chosen. It is original in nature. Communication and observation are
the two basic means used for collecting primary data. Communication involves questioning the
respondents to secure the desired information by using data collection instrument called
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The primary data required for my project work is collection through Questionnaire method
involving the employees of The Krishna District Milk Producerƞs Mutually Aided Co-operative
Union Limited, at VIJAYAWADA.
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It is the data, which already existed and has gone through various statistical analyses
in order to establish relations among variables in the data. The secondary data for my project
work was collected from
Pc Journals
Pc Profile book lets
Pc Web sites, Academic Text books, Company vision and mission statements.
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From the company profile the data collection was about the company i.e. about TH*
KRISHNA DISTRICT MILK PRODUC*RƞS MUTUALLY AID*D CO-OP*RATIV* UNION LIMIT*D,
and its units in VIJAYAWADA.
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The data collected from web sites was about the electrical transformers industries in
India, Recruitment and Selection and about company i.e. Vijai *lectricals Ltd., the web sites
used for projects are
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The sample size consists ofc employees of The Krishna District Milk Producerƞs
Mutually Aided Co-operative Union Limited, VIJAYAWADA, KRISHNA DISTRICT, ANDHRA
PRAD*SH.
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Sampling element are the employees and workers in different departments in Vijai
unrestricted, simple random sample is the purest form of probability sampling. Since all
probability samples must provide a known non zero probability of selection for each population
element the simple random sample is considered a special case in which each population
element has a known and equal chance of selection. )
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In this technique the population is divided into sub-groups and a sample random is
selected with in each sub-group. Since there is a limited period of time i.e. 60 days couldnƞt
make study on all employees hence adopted simple random sampling.
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ëc The sample size being selected to be only 50 employees due to the time constraint.
ëc The response given by the employees at the time of information collection may be
biased.
ëc The analysis is carried out using averages, which in turn may not reflect the view
points of individual respondent.
ëc The accuracy of analysis is largely depends on the quality of the data collected
from the employees of The Krishna District Milk Producerƞs Mutually Aided Co-
operative Union Limited, VIJAYAWADA,
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