Features of HRM

Human resources refers to the people that choke for an organization and the capabilities of these people. The fun resource focusing covers (HRM) either the activities that be designed to acquire, preserve, develop and use th in an organization. The basic purpose of HRM is to make effective and efficient use of tender resources of an o towards achievement of the goals and objectives of the organization. The various atomic number 18as of influence of the HRM accommodate the following. Determination of the mightily quality and quantity of contrary types of human resource assets required by th meet its current and future requirements.Determining and implementing business policies and practices that be best suited to acquire, develop, re effectively the human resources in the organization. ?enlisting of people. Ongoing management of activities related to remuneration of people and development and caution organizational culture and work environment, conducive to effective and e fficient on the line of work(p) of people as groups. ?Providing support for recruitment of the required people in the organization. Providing support for decision making on increment, promotions, transfer and other resembling people relate organization.Providing support for ongoing development and readiness of the people, in line with requirement of the or current availability of skills and capabilities. Pervasive baron HRM is pervasive in nature. Ii is present in all enterprises. It permeates all levels of organization Action Oriented HRM focuses attention on action quite a than on record keeping, written proced problems of employees at work atomic number 18 solved through rational policies. Individually Oriented It tries to help employees develop their lavish potential. It encourages them to gi organization.It motivates employees through a systematic process of recruitment, selection, training match with fare wages. People Oriented HRM is all about at work, two as indivi duals and groups. It tries to put people on ass to produce solid results. The resultant befools are used to reward people and motivate tem towards furthe productivity. time to come Oriented Effective HRM helps an organization meet its goals in the future by providingwell-motivated employees. Development Oriented HRM intends to develop the full potential of employees. The reward coordinate is of employees. Training is offered to sharpen and improve their skills.Employees are rotated on variou gain experience and exposure. Every attempt is made to use their talents fully in the helper of organizat Integrating mechanism HRM tries to build and maintain cordial dealings between people works at v organization. IN short, it tries to commix human assets in the best possible manner in the service of an o Comprehensive function HRM is to some extent concerned with both organizational decision wh workforce or the potential workforce. Auxiliary attend to HR department exist to assist an d advise the line or operating managers to do their pe effectively.HR manager is a specialist advisor. It is a staff function. Inter-disciplinary function HRM is a multi-disciplinary activity, utilizing knowledge and inputs drawn sociology, anthropology, economic etc. To unravel the mystery surrounding the human brain, managers and appreciate the contributions of all such soft disciplines Continuous function According to Terry, HRM is not a ace shot deal. It piece of tailnot be practiced only one h week. It requires a constant alertness and awareness of human relations and their importance in everydayExplain On-Job and Off Job Training. Trainings in an organization can be divided to two broad types. They are on-the- ancestry trainings and off-the-jon-the-job trainings are given to the employees while they are conducting their regular works at the kindred site do not lose time while they are training or learning. After a plan is developed for what should be taught, em informed about the details. A time table should be establish with periodic evaluations to inform employees ab On-the-job training techniques include orientations, job instruction training, apprenticeships, internships, rotation and coaching.Employee training at the place of work while he or she is doing the actual job. Usually a passkey trainer experienced employee) serves as the course instructor using hands-on training often supported by formal chassisr Training methods are normally classified by the location of instruction. On-the-job training With on the job training, employees receive training whilst remaining in the workplace. The main methods of one-the-job training include *Demonstration / instruction showing the trainee how to do the job Coaching a more intensive method of training that involves a close working relationship between an experienced employee and the trainee *Job rotation where the trainee is given some(prenominal) jobs in succession, to gain experience of a wide r ange of acti (e. g. a graduate management trainee might spend periods in several distinct departments) *Projects employees join a project team which gives them exposure to other part of the business and allow to take part in new activities. more or less successful project teams are multi-disciplinary.OFF-THE-JOB training. This occurs when employees are taken international from their place of work to be trained. Common methods of include Under this method of training, the trainee is unconnected from the job situation and his attention is focuse material related to his future job performance. Off-the-job techniques include lectures, special study, audio or discussions, case studies, role playing, simulation, programmed instructions, and science laboratory trainin techniques are too costly. This is any form of training which takes place away from the immediate wor training includes more general skills and knowledge useful for work, as well as job-specific training. rovided by s pecialist trainers working for National grid or by an outside company hired to help with tr training is particularly effective for non-technical skills, as employees can use these across different areas of Off Job training methods are as follows a)Vestibule training In this method, actual work conditions are stimulated in a class room. Material, files, an that are used in actual job performance are also used in the training. b)Role playing It is defined as a method of human interaction that involves realistic behavior in ideational situ of training involves action, doing and practice.