Human Resource Management

Human Resource Management (HRM) is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.

Job Description – Definition, Types and Purpose

Job descriptions are the duties and requirements that are necessary for the recruitment of an employee. It is a list of general chores, duties and role of the employee for a specific and general job. Without job description a person cannot perform his role accordingly. In simple words job description is the basic or main responsibilities that an employee is supposed to perform for any organisation or company. Any job description must contain these things;

  1. A job summary: Detailed information regarding the general tasks and duties of the job.
  2. A list of job functions: List of those functions and duties that an employee needs to perform his duty.
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Incentive Types – Most Important Types of Incentive Plans

Incentives can be defined as monetary or non-monetary reward offered to the employees for contributing more efficiency. Incentive can be extra payment or something more than the regular salary or wage. Incentive acts as a very good stimulator or motivator because it encourages the employees to improve their efficiency level and reach the target. The two common types of incentives are:

1. Monetary or Financial Incentives

The reward or incentive which can be calculated in terms of money is known as monetary incentive. These incentives are offered to employees who have more physiological, social and security need active in them. The common monetary incentives are:

  1. Pay and allowances.
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Reasons for Employee Turnover

For employers, a challenge to deal with, in order to improve retention, are the common reasons for which the employees tend to migrate towards better positions. Here are some of them:

Expectations not Met

Expectations play a large part in determining whether an employee is satisfied or dissatisfied with the current state of affairs. On joining the firm the individual will have a range of expectations covering areas such as the style of management, the working hours, holidays, pay, and bonus and so on. It is not unusual for employees to leave within the first six months when they discover that things aren’t quite as they imagined they would be.… Read the rest

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Marxist Perspective of Industrial Relations

The Marxists perspective  of industrial relations is one based on conflict. Industrial and employee relations can only be understood as part of a broader analysis of (capitalist) society. In contrast to any implicit or explicit assumptions about a balance of power in the industry, Marxists emphasize the asymmetry of power between the employer and employee. Marxists see the role of employees as sellers of their labor and employers as exploiters of that labor. The whole Marxist perspective  of industrial relations is based on the proletariat and the bourgeoisie and how the bourgeoisie have with the help of capitalism kept the proletariat down.… Read the rest

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Pluralist Perspective of Industrial Relations

The Pluralist perspective of  industrial relations is just as the name suggests, they see organisations as constellations of different groups. The organisation is seen as multi-structured in terms of groups, leadership, authority and loyalty. A miniature democratic state composed of sectional groups with divergent interests over which the government tries to maintain some kind of dynamic equilibrium. The main groups within this perspective that find themselves at the opposite ends of the scales often are the workers and managers. This can be down to a number of issues such as pay, working conditions, bonuses and working hours and it is over issues like these that conflict often occurs.… Read the rest

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Unitary Perspective of Industrial Relations

The Unitary perspective  of industrial relations views the organisation as a team ‘unified by a common purpose’, namely the success of the organisation. This perspective views all the people in the organisation as part of one big team. Unitarists view everyone within the organisation as part of one team with one loyalty structure. This immediately says that there are no barriers between different groups and departments which could lead to poor communication and animosity, which would go against the notion of common values and common goals as that would not be advantageous to the common goal, of the success of the organisation.… Read the rest

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