HRM Concepts

Job Analysis – Meaning, Roles, Purposes and Types

Human resources management has to plan their activity to reach maximum level of organizational objective. Human resources personnel must have knowledge regarding skills required to perform various organizational jobs. Job analysis is done to get information regarding the requirement of skill, knowledge, experience, ability and other work related requirement.

A job analysis is a systematic exploration of the activities within a job. Basically it is a technical process, which is used to define the duties, responsibilities, and accountabilities of a particular job. This analysis involves describing detail description about the task one has to perform during work, exploring the relationship with job to technology and determining knowledge, qualifications or the standards of employment, accountability of the person.… Read the rest

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Career Counselling in Organizations

Career counselling is a process whereby an employee is guided by a manager in performance-related behavior. The employee is unable to perform the job satisfactorily. His work behavior is inconsistent with the work environment and organizational culture. It is manifested in fighting, stealing, unexcused lateness and absence. 

Career counselling involves guiding of employee by a manager to overcome performance problems. The problem is desire-created based on unwillingness.

Career counselling involves the following steps:

  1. Identification of the performance problem – The reason for poor performance should be identified. Specific job behavior should be objectively documented in terms of date, time, and what happened.
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Human Resource Strategy – Meaning, Objectives and Charactristics

Concept and Meaning of Human Resource Strategy

The word ‘strategy‘ can be understood as a long range direction and scope of an organization. It provides a framework to achieve organizational goals and objectives. It develops a grand plan about how the company is going to achieve the desired result and how to compete with other rival firms. It also focuses on how the resources are employed effectively an efficiently.

In the light of it, Human resource strategy can be defined as a process which helps management anticipate and manage the rapidly increasing changes. It is concerned with long range direction and scope of HR activities in the organization.… Read the rest

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Best Fit and Best Practice Approaches in Strategic HRM

The concepts of ‘best fit’ and ‘best practice’ are two well known approaches to human resource management. The ‘best fit’ perspective claims that HR strategy become more and more efficient when it is linked to its environment of the business. It explores the close link between strategic management and HRM by assessing the extend to which there is a vertical integration between an organizations business strategy and its HRM policies and practices. ‘Best practice’ approach claims that certain ‘best’ human resource practices would result in enhanced organizational performance, manifested in improved employee attitude, lower level of absenteeism and turnover, higher level of skills for higher productivity, enhanced quality and efficiency.… Read the rest

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What are the Different Types of Employee Contracts?

A contract of employment is essentially an agreement between the employer and the employee. It should have the purpose of outlining the specific terms and conditions of employment.  This can be either verbal or in writing and it can be regarded as forming the basis of the employment relationship between employer and employee.

The implications of different types of employment contracts can mean that there are different outcomes or considerations for the employer, depending on the type of contract. A full-time contract involves a set amount of working hours and terms and conditions including the minimum hours set by the employer, which is normally 35 hours or more a week.… Read the rest

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Features of Management By Objectives (MBO)

Management by Objectives (MBO) was first popularized by Peter Drucker in 1954 book ‘The Practice of Management’. Drucker drafted MBOs as an approach to get the management and employees to jointly set goals to achieve known as objectives. The main purpose for setting objectives was to give both the managers and employees a clear understanding of what they were expected to do in the organization in order to achieve the objectives set. The objectives were set during certain time periods which at the end of the period to evaluative performances are carried out to determine the extent to which the set objectives had been achieved.… Read the rest

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