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Amit Bhagria on Friday, March 5th, 2010 |
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Each task has a purpose for which it is performed, so that actually the objective of this paper is to entrepreneurs, individuals and HR staff in the management team worked to stimulate thinking in advance about the maintenance of human resource potential of an organization . Human resources is a concept with which many organizations describe the combination of traditionally administrative personnel functions of performance management, employee relations and resource planning. The field is developed on the concepts, based in Industrial / Organizational Psychology. Human resources are at least two interpretations depending on context. Using the original results of the political economy and economics, where they traditionally work as one of the four factors of production. The most common use in corporate and business development refers to a person in the company, and part of the business organization, which deals with hiring, firing, training, and d ‘other personnel matters. This article deals with definitions. The objective of Human Resources is to maximize the return on investment in human capital of the organization and to minimize financial risks. It is the responsibility of managers of human resources to carry out these activities effectively, legal, equitable and are more in line. Human resource management serves these key functions – 1 Planning recruitment strategy 2 The recruitment process (recruitment) 3 4th Training and Development 5 Performance Evaluation and Management 6 Promotions 7 Redundancy 8 And Industrial Relations 9 Records of all personal data. 10 Compensation, pensions, bonuses etc in connection with the settlement 11 Confidential advice to internal ‘customers’ in relation to problems at work. 12 Career development. approach: Concept part resource / staff as they make every employee of the organization as an essential resource for the organization. It is an irreparable never heard and never discussed concept in the field of management. KR is concerned with all available resources and thus improvise the effectiveness of the organization in its path, it should prove to be a “resource room” is not only an asset to the organization. Even if the management of each organization in its efforts to increase the productivity of their employees and get the most out of it, but once the human resources is the key resource of all other efforts, strategies to conserve resources, regardless of a maximum flow rate of employees. Until every task to be undertaken feel / effort on an ongoing basis and also made periodically (frequency controlled intervals depends on the sensitivity of the case / Target), can success be assured. HR able to critical resources by turns – 1 Motivation. 2 Continued support. 3 Guidance. 4 Taking advantage of the resources. 5 Adequate compensation. 6 Distribution of responsibilities and authority. 7 Assessment and monitoring. 8 Education. 9 Training. 10 Encouragement. staff as an important resource for the inclusion of the organization to new heights with smooth running and they also ensure optimal use of resources as well. number of resources of an organization – 1 Strengthens the intellectual capital of the organization. 2 Saves time. 3 Conserves resources. 4 Increases organizational productivity. 5 Increases the rate of growth of the company. 6 Create a better picture of the organization for the entire sector. 7 Develop interest among the candidates for the job. 8 Pass a positive image in society. 9 Increase the confidence between the shareholders and other investors. 10 Improves the quality of production and the quality of work life of employees of the organization. employees are reduced the most important resources – 1 Biotechnology companies. 2 Expenditure, effort, resources for recruiting. 3 Financial losses. 4 Delays in the work. 5 Monitoring. 6 Low quality of work. characteristics KR – 1 Self motivated. 2 Very motivated. 3 The deciding factor at work. 4 Perfectionist attitude to work. 5 Well informed. 6 Decent Behavior. 7 Patient. 8 Experienced. 9 Qualified. 10 Eagerness to learn and implement statements into reality. 11 Manager. KR & Indian Industry – In the scenario today, where every customer is fickle, and quality-conscious, demanding all KR ‘First determine the need for Client / customer exactly what they want. With respect to employees of the style of an organization of work and implementation of all tasks that a mixture of target oriented and time. It depends on the nature of employment and labor, employed in carrying out that task. The best way for completion of work with a desired outcome will be distributed to the Authority for this activity so that the employees need to know their roles and be held accountable. Monitoring each task must be based on the results, if the desired result was achieved or not supported. In this case, effort and all the other things that are involved in the realization of production, can easily be measured by the results you want and maintain. scope of the Kyrgyz Republic in India – if the human resources are turned into important resources of an organization, they can transform the dreams of the organization into reality at a time very short, as all have a clear understanding of the KR – 1 What is its mission? 2 The resources are committed? 3 Desired performance? 4 Best minds and hands for the completion of the task. 5 Method by which it can be concluded at its best. close Conclusion – To access this section, it appears as an immense need of the hour that further work should be started immediately, as by turning all human resources in the most important resources of the organization to new heights and a milestone in the industry. References: • H. Anderson Anderson, effective personnel management, Jaico Books Delhi, 1997 • Aswatthapa K, Human Resources and Personnel Management , Tata McGraw Hill Publishing Company Limited, New Delhi, 2005 • Mamoria CB Gankar SV, Personnel Management Text & Cases, Himalaya Publishing House, 2006 • Alan H. Anderson, Effective Personnel Management, Jaico Publishing House, 1997 • Wayne F. Cascio, Human Resource Management, McGraw-Hill, 1995 • Raj K. Wadhwa, Jimmy Davar, S. Bhaskar Rao, management and staff productivity factors, Kanishka Publishers, Delhi, 1996 • Edwin B. Flippo, Personnel Management, McGraw Hill International Edition 1984 • http://en. wikipedia. / Wiki org / Personnel www. OriginHR. ca • www. altechindia. Pictures com / careers. jpg
Lecturer – MBA (HR), Investment Management, Vidyasagar Institute of Management, Bhopal (MP) India
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