SYNOPSIS
OF
HUMAN RESOURCE MANAGEMENT PRACTICES IN RELIANCE ORGANIZED RETAIL STORES - WITH REFERENCE TO BANGALORE CITY
INTRODUCTION
Human Resource Management (HRM) is the organizational function that deals with issues relating to people such as compensation, hiring, performance management, safety, benefits, employees’ motivation, communication, administration and training. HRM is a strategic and comprehensive approach of managing people at workplace. Its role in the company’s success is growing rapidly with the growth in many sectors in the present globalized era. The HRM practices are crucial in designing the structure for manpower staffing, performance appraisal, compensation and training and development. Innovative HRM practices can play …show more content…
The success of an organization depends hugely on the efforts of the human resources. Human resource is now recognized and utilized as the most valuable of all organizational assets. The resources of men, money, materials and machinery are collected, coordinated and utilized through people. According to L.F. Urwick, “business houses are made or broken in the long run not by markets or capital, patents or equipment but by men. “Of all the resources, manpower is the only resource
This does not depreciate with the passage of time. The greatest strength of India is its rich abundant human resources. The prosperity of a nation or an organization depends on the proper development and utilization of its human resources, as all other resources can be generated by a well motivated human resource. Organizational growth, change and success ultimately depend on the actions of human resources.
CONCEPTUAL OVERVIEW OF HUMAN RESOURCE MANAGEMENT ACTIVITIES
Human resources management as ‘the planning, organizing, directing and controlling of the procurement, development, compensation integration, maintenance and reproduction of human resources to the end that individual, organizational and societal objectives are accomplished.” Human Resource Management activities are broadly classified into four functions or categories.
These include:
a) Acquisition of human resources
b) Development of human resources
c) Motivation of human …show more content…
The acquisition function begins with planning. It also covers other functions such as job analysis, human resource planning, recruitment, selection, placement, induction and internal mobility.
B) Development of human resources
Development process is concerned with improving, molding and changing the skills, knowledge, creative ability, and aptitude and values of the employees. The development function of human resources concentrates on three dimensions which include employee training, management development and career development.
C) Motivating of human resources
The motivation function begins with the recognition that individuals are unique and that motivation techniques must reflect the needs of each individual. It is an area of management that deals with integrating people into work situation in a way that motivates them to work together productivity, cooperatively and with economic, psychological and social satisfaction.
D) Maintenance of human resources
The maintenance process is concerned with providing those working conditions that employees believe tare necessary in order to maintain their commitment to the organization. The objective of the maintenance function is to retain people who are performing at high
OF
HUMAN RESOURCE MANAGEMENT PRACTICES IN RELIANCE ORGANIZED RETAIL STORES - WITH REFERENCE TO BANGALORE CITY
INTRODUCTION
Human Resource Management (HRM) is the organizational function that deals with issues relating to people such as compensation, hiring, performance management, safety, benefits, employees’ motivation, communication, administration and training. HRM is a strategic and comprehensive approach of managing people at workplace. Its role in the company’s success is growing rapidly with the growth in many sectors in the present globalized era. The HRM practices are crucial in designing the structure for manpower staffing, performance appraisal, compensation and training and development. Innovative HRM practices can play …show more content…
The success of an organization depends hugely on the efforts of the human resources. Human resource is now recognized and utilized as the most valuable of all organizational assets. The resources of men, money, materials and machinery are collected, coordinated and utilized through people. According to L.F. Urwick, “business houses are made or broken in the long run not by markets or capital, patents or equipment but by men. “Of all the resources, manpower is the only resource
This does not depreciate with the passage of time. The greatest strength of India is its rich abundant human resources. The prosperity of a nation or an organization depends on the proper development and utilization of its human resources, as all other resources can be generated by a well motivated human resource. Organizational growth, change and success ultimately depend on the actions of human resources.
CONCEPTUAL OVERVIEW OF HUMAN RESOURCE MANAGEMENT ACTIVITIES
Human resources management as ‘the planning, organizing, directing and controlling of the procurement, development, compensation integration, maintenance and reproduction of human resources to the end that individual, organizational and societal objectives are accomplished.” Human Resource Management activities are broadly classified into four functions or categories.
These include:
a) Acquisition of human resources
b) Development of human resources
c) Motivation of human …show more content…
The acquisition function begins with planning. It also covers other functions such as job analysis, human resource planning, recruitment, selection, placement, induction and internal mobility.
B) Development of human resources
Development process is concerned with improving, molding and changing the skills, knowledge, creative ability, and aptitude and values of the employees. The development function of human resources concentrates on three dimensions which include employee training, management development and career development.
C) Motivating of human resources
The motivation function begins with the recognition that individuals are unique and that motivation techniques must reflect the needs of each individual. It is an area of management that deals with integrating people into work situation in a way that motivates them to work together productivity, cooperatively and with economic, psychological and social satisfaction.
D) Maintenance of human resources
The maintenance process is concerned with providing those working conditions that employees believe tare necessary in order to maintain their commitment to the organization. The objective of the maintenance function is to retain people who are performing at high