Performance Appraisal Interview
Introduction We have discussed the performance appraisal process in earlier articles. In this article, we discuss the performance appraisal interview and its importance in the performance appraisal cycle. The performance appraisal interview is the first round in the performance appraisal process and this is the round in which the manager communicates his evaluation of the […]
Role of Assertiveness in Persuasion
Persuasion is defined as an effort to influence an individual’s behaviour and making him/her believe what you are saying. Every individual has his /her own perception about things which may change or may not change with time. Individuals who like to maintain a low profile are often perceived as weak and someone who do have […]
Why Auditing of the HR Function is Necessary and Important in the Present Times
What is Auditing, Why is it Important, and Its Continuing Relevance in the Present Times Auditing, or the process of checking and verifying the genuineness of processes, accounts, and functions of any entity are a necessary and important aspect of the organisational processes. Indeed, any entity that is registered as such, be it governmental, private, […]
Training Evaluation – Meaning and its Benefits
Evaluation involves the assessment of the effectiveness of the training programs. This assessment is done by collecting data on whether the participants were satisfied with the deliverables of the training program, whether they learned something from the training and are able to apply those skills at their workplace. There are different tools for assessment of […]
Time Management and Goal Setting for Work-Life Balance
Ideal Work-Life Balance involves an efficient management of professional commitments and responsibilities towards the family as well as society. In a 24/7 schedule of the day, one should ideally work for 8 hours and dedicate 8 hours each to sleep and recreation. But, hardly any of us live in this ideal scenario. Instead the millennial […]
Human resources are undoubtedly the key resources in an organization, the easiest and the most difficult to manage!
The objectives of the HRM span right from the manpower needs assessment to management and retention of the same. To this effect Human resource management is responsible for effective designing and implementation of various policies, procedures and programs.
It is all about developing and managing knowledge, skills, creativity, aptitude and talent and using them optimally.
Human Resource Management is not just limited to manage and optimally exploit human intellect.
It also focuses on managing physical and emotional capital of employees. Considering the intricacies involved, the scope of HRM is widening with every passing day.
It covers but is not limited to HR planning, hiring (recruitment and selection), training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc.
In other words, we can say that it’s about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals.
The scope of HRM is extensive and far-reaching. Therefore, it is very difficult to define it concisely. However, we may classify the same under following heads:
The overall objective here is to ascertain individual growth, development and effectiveness which indirectly contribute to organizational development.
It also includes performance appraisal, developing new skills, disbursement of wages, incentives, allowances, traveling policies and procedures and other related courses of actions.
It also covers appointment of safety officers, making the environment worth working, eliminating workplace hazards, support by top management, job safety, safeguarding machinery, cleanliness, proper ventilation and lighting, sanitation, medical care, sickness benefits, employment injury benefits, personal injury benefits, maternity benefits, unemployment benefits and family benefits.
It also relates to supervision, employee counseling, establishing harmonious relationships with employees, education and training. Employee welfare is about determining employees’ real needs and fulfilling them with active participation of both management and employees.
In addition to this, it also takes care of canteen facilities, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
It is the art and science of understanding the employment (union-management) relations, joint consultation, disciplinary procedures, solving problems with mutual efforts, understanding human behavior and maintaining work relations, collective bargaining and settlement of disputes.
The main aim is to safeguarding the interest of employees by securing the highest level of understanding to the extent that does not leave a negative impact on organization.
It is about establishing, growing and promoting industrial democracy to safeguard the interests of both employees and management.
The scope of HRM is extremely wide, thus, can not be written concisely. However, for the sake of convenience and developing understanding about the subject, we divide it in three categories mentioned above.
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