Briefly describe the concept of HRM and the emerging issues.

Briefly describe the concept of HRM and the emerging issues. Take the case of your organisation or an organisation you are familiar and discuss the relevance of HRM function in the present context. Briefly describe the organisation you are referring to.

Ans:- Human resource management is the planning, organizing, directing and controlling the operative functions of procurement, development, compensation and maintenance of human resource of an organizations goals or objectives. It is responsible fro getting the best people, training them and providing mechanism to ensure that these employees maintain their productivity affiliations with the organizations. There are many emerging issues, which are divided into two:
a) Organisational problems:
The top management often presumes that sending the managers for the HRD programmes will automatically improve their performance. This is not the fact.
b) The line managers do not show interest in developing the human resources. They argue that developing the human resources is the duty of the HRD department. This feeling is a hurdle in the process of HRD.
c) HRD receives only lip service because of the heavy expenditure involved in the development process. Lack of genuine support makes the HRD programme futile.
d) Organizations transfer administrative and industrial relations managers/ staff to HRD department without adequate training. This adversely affects the HRD programmes because the badly needed ‘ human touch’ is missing.
GENERAL PROBLEMS :
A) The HRD programmes fail due to poverty, social injustice, low quality education and illiteracy.
B) The development of HR in India is also made difficult by the high fertility rate, poor health conditions, sexual discrimination and inter group intolerance.
C) The high population growth adversely affects the qualitative and quantitative dimensions of HRD programmes. Added to this are issues like high dependent population and unemployment.
D) The unscrupulous attitude of our politicians also impairs the moral fear and behavior of HR India.
E) The differences in the religious faiths among the people is another hurdle in the HRD. Religious conflicts hinder the development of HR in India.
F) The widening gap between have and have not is also a hurdle in HRD.
G) Indians have a strong faith in the traditional methods which are linked with their religious philosophies. This generates a strong resistance to change and impairs the HRD process.
Ans. The Organisation We are referring to is saffron MNC organisation which function like this:-
HRD approach will assist in evolving policies which will be useful in generating job satisfaction, career development opportunities and in alleviating the sense of frustrations among the human beings. Many organisations in India have started implementing the HRD programmes. The objectives HRD cannot be achieved without an effective HRM system. Every HRD system developed by an organisation should be based on the following elements of HRM
a) It evolves a system of Human Resources Planning them.
b) Selection of the right people for the right job at right time.
c) Imparting proper training based on the principle of learning, teaching basic work skills, motion study and training to foremen.
d) Evolving suitable compensation plan
e) Evolving a good performance appraisal system.


2. Discuss the forms of mobility. Prepare a brief resume the mobility function of your organisation or an organisation you are familiar with. Describe the organisation you are referring to.
Ans:- The forms of mobility are as follows:- The Inception Functions, Development Function, Motivation Function, Maintenance Function, Employment Functions, Training and Development Function, Compensation and Benefits Function, Employee Relations Functions. Rotork MNC is the Organisation we are referring to : which performs like this.
(i) The Inception Functions : This function deals with recruitment and selection of human resource. It involves identification of skills, knowledge and abilities need in an applicant. It facilitates fixation of performance standards, pay rates and invoking fair disciplinary action, if any. The focus is on facilitating adjustment to the work environment, attainment of organizational goals and adherence to the rules and regulations of the department in which the candidate has to work.
(ii) Development function : This function involves reformulating new employees to make them fully productive. It covers employee training, employee development, organization development and career development. The focus is on assisting employees to acquire better and improved skills for handing current jobs, enriching employees with more productive values, making the organization more adaptive to external influences and designing programmes to assist employees is advancing in their work lives.
(iii) Motivation Function : This function aims at improving performance. This needs proper job designing, adoption of an effective performance appraisal machinery and introduction of a fair and just system of incentives and compensation.
(iv) Maintenance Function : The maintenance function deals with putting in place activities that will help retain productive employees. It involves providing safe working environment, caring for the well-being of the employees and organizing communication programmes. The motive behind organizing communication programmes is to provide information to the employees to vent their frustrations.
(v) Employment Functions : The main trust of this function is to promote the activities related to the inception function by advertising the job effectively. It is important to note that the function does not deal with hiring decisions. It just co-ordinates the efforts with line management by handling the routine paper work associated with recruitment and selection.
(vi) Training and Development Function : This function is the organizations ‘internal change agent’. The focus of this function is to enhance the personal qualities of the employees to improve organization productivity. This function also counsel the employees and helps them in making a better career choice and in finding ways to achieve the desired goals.
(vii) Compensation and Benefits Function : This is the most difficult function for it deals with the most objective areas of a subjective field. It is concerned with paying the employees and in administering their benefits package. The pay is based on consideration like skills, job responsibility, efforts and accountability. While deciding the benefits package, stress is laid on employee needs and expectations and the burden these package create on the financial resources. These considerations often result in a conflict.
(viii) Employees Relations Functions : The task before the human resource manager is to solve employee grievances in a non-unionized setting. The function involves enforcement of policies and procedures and permitting a ‘wronged employee’ a forum to obtain relief. The organization should ensure appropriate disciplinary sanctions.