It is a sum total or aggregate of inherent abilities , acquired knowledge ,and skills possessed by the employees of an organization.HRM is concerned with getting better results through efficient management of employees. The functions of HRM are related to specific activities of personnel management, which include staff development, compensation, and employee relations. These functions are directly linked to objectives and strategies of the organization. This is starting point for the functions of HRM. We will now discuss the various functions of HRM: 1.
What is HR? Human resource management is defined as the management of human resources. It is a function in every company designed to maximize employee performance in service of an employer 's strategic objectives. Human resources is primarily concerned with the management of people within all organizations, focusing on policies and on systems, said Johnason, P. (2009), HRM in changing organizational contexts. The Human resource management department members provide the knowledge, necessary tools, training, administrative services, coaching, legal and management advice, and talent management oversight that the rest of the organization needs for successful operation.
HR Role in Merger: It is very important to involve HR Managers in merger as it involves employees and has an impact on key employees’ issues. HR professionals play an active role in a change process by offering their interventions to help ensure a successful merger. When companies merge, some of the most significant changes occur in number and treatment of employees. HR play a vital role in merger: a) Employees coping up with change and culture, b) Organizational hierarchy structure, c) Maintain the productivity by placing of right employees at right place, d) Alignment of compensation, benefits and welfare schemes, e) Job security, f) Relocation, g) Compliance of local labor laws, h) Employee Communication, i) Taking care of personal records,
al, 2002). The importance of employee relations has been significantly increased in the modern era when the business firms are largely depending upon the performances of their staff members in order to hit the desired targets and ensure the satisfaction of their target customers (Kaufman and Bruce,
In the beginning, they were targeted at the manufacturing industry, and consisted mainly of functions for planning and managing core businesses such as sales management, production management, accounting and financial affairs, etc. However, in recent years, adaptation not only to the manufacturing industry, but also to diverse types of industry, has become possible and the expansion of implementation and use has been progressing on a global
Every project portfolio is impetus for making important decisions in many organizations and business enterprises either private or government institution. An example is the Transcontinental railroad which was a key factor in the industrial revolution and development of the United States in the late 19th century(Fishlow,1965). Business leaders began to face the challenges of labor laws and regulations from federal government and these challenges commenced the development of project management techniques like the Gantt Chart in the early 1914’s, the Fredrick Taylor’s Principles of Scientific Management in 1911 and subsequently the Program Evaluation Review Technique(PERT) and Critical Path Method, all in order to enhance project success in organizations.
In the assessment of the management of labour relations is a complex phenomenon because it involves the human element in it (Razi et al, 2012). Relations refers to the agreement between the workers who choose to work together in maintaining good relations (Denis, Mario and Victor et al, 2011), labour management relations improve processes within a company to change the collective activity more (Behrens et al. 2004). Labour Management Relations based on the relationship between workers and employers set out in the job, as applied and affect the interests of workers and employers, relationships that have been arranged in a company devoted to the interests and development of the company. There are several factors that increase the relations between management including a full statement of the autonomy by interested parties, the definition is clear, and the practice of mutual benefit both parties (Arthur and Kim 2005; Eaton et al., 2004; Guest and Peccei 2001; Haynes and Allen 2001) .
1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998). Researchers have shaped compelling evidence for the fundamental relation between employee performance and how management acts with them (Boheene & Asuinura, 2011).
INTRODUCTION Human Resources: Human resources :- It is the amount of individuals that make up the workforce of an organization, business sector or industry. Human Resource Management: Manage the professional discipline and business function, the human resources of an organization as Human Resource Management (HRM, or easily HR). As HRD (Human Resources Development) from the Buisness Overview Staff were commonly referred to as a resource for the company to update its value by further learning and development considered. Organizations will appoint in a wide range of HRM (Human Resource Management) practices, in order to capitalize on these resources. Human resource governs ,typically considered of three major trends : 1.
in PTCL was first established in 1996 but was then re-organized in 2005. HR Managers play a dynamic role in the hierarchy of PTCL and also play the role of link between the upper management and lower management employees . HR managers are liable for achieving determinations, objectives by properly handling and operating the company’s resources. Human Resource Importance: The main task of the HR Department the need of the people hired by the corporation. PTCL deliberates that in order to stay competitive and to meet the needs of the customers employees must be facilitated.