My name is Leeh, I m 35 yr human here and like to read and review different websites and blogs. my fields of interest are finance, insurance, marketing, hrm.
Managing Men
Human Resource Management
RSS Feed- Personnel Management Objectives-2Considering these objectives, you will perhaps, agree that the objectives are in the best interests of all those to whom management is responsible i.e. owners of enterprise, the community, the consumers of its goods and services, and members of the organization itself, including groups who may belong to unions. In our next post we will [...]
- Personnel Management Objectives-1Today we continue out talk on personnel management objectives. We have already discussed four objectives in our last post. Today we will discuss other two objectives. 5. To recognise and satisfy individual needs and group goals by offering and adequate and equitable remuneration, economic and social security in the form of monetary disability, death, [...] […]
- Personnel Management ObjectivesThe objectives of Personnel Management are given below: 1. To achieve an effective utilization of human resources for the achievement of organization goals. Term life insurance rates provider need to manage all his agents in effective way to achievement organization goals. 2. To establish and maintain an adequate organizational structure and a desirable wo […]
- CHARACTERISTICS OF PERSONNEL MANAGEMENTIt is concerned with employees: Personnel Management is concerned with employees both as individuals and also as a group. Personnel Management is function or activity aiding and directing workmen in maximizing their personal contribution and satisfaction in employment, bringing them an equitable, just and humane treatment, and adequate security from employme […]
- Functions and operations of a personnel officeAn organization is formed for the fulfillment of certain objectives like earning a desired rate of profit on investment, exploitation of certain natural resources, development of a given geographical area, and supplying to the public some essential goods or services. Machines, materials, money and all other non-human resources are the tools and aids that man […]
- Human Resource SystemsIf organization has got systems to punish but not to reward people, the former too become defunct over a period of time because a manager who does not have the power to reward forfeits his right to punish, at least in course of time. Organizations vary in regard to the degree to which they [...]
- Formal Structure and Human Resource SystemsOrganizations operate in an ever changing environment. Hence there is need for changing assumptions about organization structures also. Modern organizations involving high technology and educated workforce require relatively flat and not pyramidical structures. There is need for evolving new approaches and strategies in manpower and career planning systems a […]
- Formal StructurePeople and tasks are organized to implement the organization’s strategy. The organization’s formal structure includes its systems of financial and operating control systems. The number of levels between the operator at the lowest rung and the chief executive at the highest rung in the hierarchy has increased from 5 to 15 in the last fifteen [...]
- Strategy and PlanningWe will continue our talk on some standards for Strategy and Planning for organization. Personnel should use information about their performance to gain recognition and acceptance. Numbers are important because words are imprecise. The role of personnel in strategic planning would be substantial if a personnel manager’s results guide has some of the followin […]
- ORGANISATIONAL CONTEXT-1Personnel should adopt the language of business and relate its effectiveness in relation to the business objectives concerning output, profit, and contribution to society. Peers in other functions focus on income, assets, liabilities, sales, costs and profits while personnel continue to talk about feelings. The traits which characterize personnel functio […]
- ORGANISATIONAL CONTEXT-1Managing in turbulent times requires organizations to raise basic questions as to their nature and purpose. Strategic management involves consideration of the following aspects: · Mission and Strategy · Formal Structure · Human Resource System These three aspects are discussed there from the personnel management point of view. Missi […]
- Political-3Today we continue our talk on political as part of environmental aspects. Nevertheless, technological changes have reduced the dependence on muscle power in manual jobs, and manual labour in clerical and other white collar occupations. The advent of modern technology has rendered work on the shop-floor and the office more alike. Job content and methods [...]
- Political-2As a part of our talk on management still today we have discussed on so many important factors of the management like Concept of Human resources management, Human resources development, HRD mechanism, HRD planning, career planning, Organizational development, Quality management, HRD system, etc… Today we continue our discussion on one important environment a […]
- Political-1Political independence and democratic forces have raised the expectations of our people. Compared to most other developing countries in Asia and Africa, the democratic institutions in India are more developed, strong and active. There is an increasing demand from our people for a greater degree of involvement and participations in matters that concern and af […]
- Demographic and Socio-culturalDemographic Today we continue our talk and demographic as a part of environmental aspects and we are going to discuss on another aspects and which is Socio-cultural. The sex composition of workers has also been changing. Earlier, women were recruited mainly as labor in agriculture and related traditional industries like plantations, etc. Now they are increas […]
- Demographic-1Over a period of time, the profile of employees, industrial workers in particular, has been changing. Labor is not restricted to certain castes and communities. Social mobility accounts for the emergence of a mixed industrial workforce. While in traditional industries this change is slow, one can notice it in relatively sophisticated industries such as engin […]
- EXTERNAL ENVIRONMENT FOR PERSONNELOrganizations are becoming large and complex, with the progressive industrialization and advent of new technologies. Over the years, government intervention in regulating organizational purposes and performance has increased. Social obligations, legal aspects and trade union pressures are actively shaping the environment. Here we shall consider some of the e […]
- Functioning of the System-2We are talking about functionality of the System. We have already discussed on Building feedback and reinforcing mechanisms, Balancing quantitative and qualitative decisions and Balancing internal and external expertise. Today we are going to discuss on Planning for evolution of HRD. d) Planning for the evolution of HRD: Various aspects of HRD can be [...] […]
- Functioning of the System-1a) Building feedback and reinforcing mechanisms: The various subsystems within HRD should provide feedback to one another. Systematic feedback loops should be designed for this purpose. For example, performance and potential appraisals provide necessary information for training and OD, and OD programmes provide information for work redesign. b) Balancing q […]
- Structure of the System-2Today, we continue our discuss on Balancing differentiation and integration with example which is the function of the Structure of the System. We will discuss for other two remaining functions also and those are Establishing linkage mechanisms and Developing monitoring mechanisms c) Balancing differentiation and integration: For example, inputs from manpo […]
- Personnel Management Objectives-2
