Training and Development


     Training and development is an important part of human resource management. This is a process whereby people acquire capabilities to aid in the achievement of organizational goal. It is all about the acquisition of knowledge, skills and abilities through professional development. If an organization have such efficient and effective occupants who can meet the requirements of the organization, training is not essential. If the case is different, it is necessary to raise their skill level by giving them training.

 Before know more about it at first we must be clear about the difference between training and development. In fact Training usually refers to teaching operational or technical employees how to do the job for which they were hired. On the other hand teaching managers and professionals the skill needed for both present and future jobs is called development.  Continue reading

Team Development

A team don’t just form and immediately start working together to accomplish great things. Teams must go through several stages before being able to function productively. An ideal team demands to select a Team Leader first. A team leader is selected on basis of necessary knowledge, skill and experience needed to serve the purpose for which the team is build up. Once the team leader is selected, the team have to develop through the following four stages to  work effectively and efficiently.

Stage 1: Forming

Forming is the first stage of team development. In this stage team leader picks team members with the necessary skills and diverse backgrounds and share a vision, discuss about the team task and expectations and provide positive and constructive direction to work together. Team members are introduced to each other and begin to define what they hope to accomplish from participating on the team. Members cautiously explore the feelings of excitement, pride in being chosen; optimism along with some anxiety about the work. Continue reading

Most useable trends in Recruitment

Friends, we have already learned about the sources of recruitment in previous post. Today I am going to focus on some common recent trends of recruitment we see all around us.

Intern Recruitment

Interns are temporary workers who fill entry-level positions in businesses. These workers may not be paid for their work, as the objective of an internship is to learn on the job and gain experience. The overall purpose of an intern recruitment plan is to increase the likelihood that a greater number of people will apply to an internship program and therefore fill open positions within the company. Even though an intern recruitment plan has benefits for a company, one takes time to create. Continue reading

HRM Activities within an Organization

   The human resources management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.

The HR activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. The activities of Human resource managers are involved such as interviewing applicants, staff training, and dealing with laws and regulations within employment. Continue reading

Human Resource Policy


                      Human resource policy is guideline to HR action. It is the most vital element of corporate policy since it is concerned with codified decisions, established by an organization, to support administrative personnel functions, performance managementemployee relations and resource planning. Apparently, Human resource policy is concerned with proper use of human resources required for under taking activities in order to achieve corporate goals and objectives. It provide an organization with a mechanism to manage risk by staying up to date with current trends in employment standards and legislation.The same kind of human resource is not appropriate for all kinds of organization. A particular organization has to assemble and develop manpower keeping in view with its panned and projected activities. For example, a railway company has to develop different kinds of human resource compared to an air lines company. Manpower requirements of a steel mill is different from that of a bank. So, the major task of HR manager is to make policies relating to the type and need of the organization.While projecting manpower requirement, skills requirement of today and tomorrow has to got to be considered. Besides ,technological development and allied industries within the country and outside have got to be kept in mind. HR managers will also have to be alert about the changes taking place in the values and expectations of the people and changing patterns of paid holidays and recreation facilities in order to match going rates of wages,salaries and payments in cash and kind. The cost of selecting and recruiting manpower will also have to be kept under review because of their probable financial implication.Purpose of Human Resource Policy HR policies allow an organization to be clear with employees on

  • The nature of the organization
  • What they should expect from the organization
  • What the organization expects of them
  • How policies and procedures work
  • What is acceptable and unacceptable behavior
  • The consequences of unacceptable behavior

Essential features of Human Resource Policy As policy is guide to action to be undertaken by the concerned managers, HR policy should contain the following characteristics:

  • HR Policies must be capable of relating objectives functions, physical factors and company personnel.
  • HR Policy should be written in clear and unambiguous language so that it is positively understood by everybody in the organization.
  • HR Policy should be flexible to cater to the needs of changing conditions of the business environment which is difficult in case of rigid policy.
  • HR Policy should be balanced with the kind of image the company wants to develop having reference to social and human needs and goals of a market economy.
  • Personnel policies should be just, fair and equitable to internal as well as external groups.
  • HR Policy should give due importance to the interests of the community along with the interest of employers and employees.
  • The Policy or any other developments of the policy should be well communicated to the employees who have to accept it.
  • Periodic review of personnel policies is essential to keep in tune with the emerging values and expectation of the changing world.

Human Resources Planning


We already know that there are seven major functions of Human Resource Management. Today we will discuss about Human resources planning, one of most essential entity of HR.

   Human resources planning is a strategy for the utilization, improvement and retention of the human resource required by the enterprise in pursuit of its objectives. By Human resources planning an organization ensures that it has the right number and kinds of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. HR planning is also called manpower planning, personnel planning or employment planning. The basic purpose of having  a HR   plan is to have an accurate estimate of the number of employees required, with matching skill requirements to meet organizational objectives.

 The HR plan needs to be flexible enough to meet short-term staffing challenges, while adapting to changing conditions in the business and environment over the longer term.The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply. Continue reading

Importance of HRM for Organizational Success


           We already learned some basic things about Human Resources Management, its goal and activities and its influencing factors. Today we will learn  how a organizations success relates with its Human Resource management function. Human Resource Management (HRM) is the integrated use by an organization of systems, policies and management practices to recruit, develop and retain employees who will help the organization meet its goals. HRM plays an important role in assuring employee satisfaction, improving performance and productivity. This can further an organization’s competitive advantage, and directly contribute to the organization’s success.

HRM provides managers with skills and tools to enhance their own performance and the performance of their employees. By using these tools and working closely with HR professionals, managers can help build their employees’ capabilities and strengthen employee commitment to the organization. This in turn will strengthen individual and organizational performance, and further the organization’s ability to meet its goals according to performance objectives and standards. That’s why HRM gained its importance over last few decades. Managers now can realize that the effectiveness of HR function has a substantial impact on the bottom line performance of the organization. Continue reading