HUMAN RESOURCE MANAGEMENT - 1

1. Explain the objectives of human resource management. What is required to achieve these objectives?
Ans:
Objectives are pre-determined goals to which individual or group activity in an organization is directed. Objectives of HRM are influenced by organizational objectives and individual and social goals. Every organization has some objectives and every part of it should contribute directly or indirectly to the attainment of desired objectives. Objectives determine the character of an organization and serve as the basis for voluntary co-operation and co-ordination among employees. Objectives also provide benchmarks or standards of evaluating performance. The primary aim of Human Resource Management is promotion of effectiveness of the people employed with the organization with performance of their allotted duties by the substitution of co-operation in the common task in place of the suspicious and hostility which have so long been characteristic of relations between employees and employers. According to Indian institute of Personnel Management -"Personnel management aims to achieve both efficiency and justice, neither of which can be pursued successfully without the other. It seeks to bring together and develop an effective organization, enabling the men and women who make up an an enterprise to make their own best contribution to its success both as an individual and as member of working group. It seeks to provide fair terms and conditions of employment and satisfying work for all those employed".

Objectives of human resource management are derived from basic objectives of an organization. In order to achieve organizational objectives integration of employer's interest and employee interests is necessary. In this light the objective of human resource management may be summarized as follows:

1. To improve the service rendered by the enterprise to society through building better employee morale, which leads to more efficient individual and group performance. Thus, HRM seeks to manage change to the mutual advantage of individuals, groups, the organization and the society.
2. To establish in the mind of those associated with the enterprise - employees, shareholders, creditors, customers and the public at large - the fact that the enterprise is rendering the best service of which it is capable and distributing the benefits derived from their fairly and contributing to the success of the enterprise.
3. To create and utilize and able and motivated workforce, to accomplish the basic organizational goals.
4. To recognize and satisfy individual and group needs by providing adequate and equitable wages, incentives, employee benefits, social security, challenging work, prestige, recognition, security, status etc. Thus an organization can identify and satisfy individual and group goals by offering appropriate monetary and non-monetary incentives.
5. To employ the skills and knowledge of employees efficiently and effectively.
6. To strengthen and appreciate the human assets continuously by providing training and development programmes. Training and development helps the organization attain its goals by providing well trained and well-motivates employees.
7. To maintain high employee morale and sound human relations by sustaining and improving the various conditions and facilities.
8. To enhance job satisfaction and self-actualization of employees encouraging and assisting every employee to realize his full potential.
9. To provide facilities and conditions of work and creation of favorable atmosphere for maintaining stability of employment.
10. To recognize and satisfy individual needs and group goals by offering appropriate monetary incentives.
11. To develop and maintain a quality of work life (QWL) which makes employment in organization a desirable personal and social situation.

Maximum individual development, developing desirable working relationship and effective utilization of human resources are the primary goals of human resource management. Management has to create conductive environment and provide necessary prerequisites for the attainment of the objectives of human resource management.


2. Write short notes on :
(1) Lecture Method
(2) Case Study Method
(3) Sensitivity Training
(4) Role Playing

Ans :

(1) Lecture Method
This is most commonly used to speak to large groups about general topics. The lecture posses a considerable depth of knowledge of the subject at hand. He seeks to communicate his thoughts in such a manner as to interest the class and cause them to retain what hs has said. The trainees generally take notes as an aid to learning.

(2) Case Study Method
The case study method, which is popularized by the Harvard Business School USA, is one of the common forms of training to the employees. This method was first developed in the 1880's by Christopher Langdell at the Harvard Law School to help students to learn for themselves by independent thinking. A collateral objective is to help them develop skills in using their knowledge.
Under the case study method, the trainees may be given a problem to discuss which is more or less related to the principles already taught. This method gives the trainee an opportunity to apply his knowledge to the solution of realistic problems. The case study places heavy demands upon the trainees and requires that they should have a good deal of maturity and background in the subject-matter concerned.
Case studies are extensively used in teaching law, personnel management, human relations, management etc. The trainees learn that there is no single answer to a particular problem. The answer to each trainee may differ. Case discussion will help them to appreciate each other's thinking. that is why, case studies frequently used in supervisory and executive training. In the case study method, trainee is expected to
a. Master the facts and content of the case.
b. Define the objectives and issues in the case.
c. Identify the problems in the case.
d. Develop alternative courses of action.
e. Screen the alternatives using the objectives and issues as the criteria.
f. Suggest the controls needed to make the action effective.

(3) Sensitivity Training
Sensitivity training or T group training means the development of awareness and sensitivity to behavioral patterns of oneself and others. In sensitivity training, the trainees are enabled to see themselves as other selves as other see them and develop an understanding of other's views and behavior. It aims at increasing tolerance power of the individual nand his ability to understand others. The sensitivity training programmes are generally conducted under controlled laboratory conditions.

(4) Role Playing
This method was developed by Moreno a Venetian Psychiatrist. Role-playing technique is used for human relations and leadership training. Its purpose is to give trainees an opportunity to learn human relations skills through practice and to develop insight into one's own behaviour and its effect upon others.
Under this method, a conflict situation is artificially constructed and two or more trainees are assigned different parts to play. The trainees cut out a given role as they would bin a stage play. The role players are provided with a description of a situation and the role they are to play. After being followed sufficient time to play their actions, they must then act their part spontaneously before the group.
Role-playing primarily involves employee-employer relationships-hiring, firing, and discussing a grievance procedure, conducting a post-appraisal interview or representation to a customer. Role-playing is especially useful in providing new insights and in presenting the trainee with opportunities to develop inter factional skills.

CASE STUDY

1. Does the issue raised by Vinod's Mother come under the purview of Human Resource Management?
Yes, the issue can be considered under the purview of HRM. The employee moral and social life contributes much to the behavioral attributes of employee. Since the company's HR policies cover the behavior of employee, the issue can be accepted.

2. If you were the Manager, how would you redress this grievance?
As a Manager, this grievance can be categorized as
1. Working for long hours.
2. Overburden of work.
3. Employees marital status.
4. Employees behavioral attributes.
Depending on the marital status of the employee, the employee should be given freedom to choose his work timings during additional hours. Vinod should be called on for a counseling session along with his wife, which will improve the situation.

3. Do you suggest a change in the present HR policy? If so, mention the policy.
Yes, there should be a change in the present HR policy.

New HR policy amendment
1. To redress the grievances of the employees and to deal with those grievances relating to the terms and conditions of employment and work.
2. To deal with the employee moral and social life changes and to focus on better employee moral and improved social life.