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download pdf of human resource management by c b gupta
Human resource management (HRM, or simply HR) is a function in organizations designed to maximize employee performance in service of an employer's strategic objectives.[1] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems.[2] HR departments and units in organizations typically undertake a number of activities, including employee benefits design employee recruitment, "training and development", performance appraisal, and rewarding (e.g., managing pay and benefit systems).[3] HR also concerns itself with industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws.[4] According to R. Buettner, HRM covers the following core areas:[5]
job design and analysis,
workforce planning,
recruitment and selection,
training and development,
performance management,
compensation (remuneration), and
legal issues.
HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advances, and further research, HR as of 2015 focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion.
In startup companies, trained professionals may perform HR duties. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision-making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have established programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations likewise seek to engage and further the field of HR, as evidenced by several field-specific publications. HR is also a field of research study that is popular within the fields of management and industrial/organizational psychology, with research articles appearing in a number of academic journals, including those mentioned later in this article.
In the current global work environment, most companies focus on lowering employee turnover and on retaining the talent and knowledge held by their workforce.[citation needed] New hiring not only entails a high cost but also increases the risk of a newcomer not being able to replace the person who worked in a position before. HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of losing corporate knowledge.
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Introduction
Human Resources has been and will be the most important of all resources.From the ages, kings and politicians have ruled but only those have succeeded who have tactfully used their available resources.Human resources in generic terms means the total knowledge, skills creative abilities talents, aptitudes, values, attitudes, approaches in a personnel. Generally some resources are developed while some are received through heredity. When these resources are used in a way such that maximum benefit can be taken out of it, then it is called human resource management.It tends to be very good and easy while hearing but on the contrary, it is very important and challenging job. When we talk about one person it could be easy to practice. However when a group of person is focused, then the job is tough and challenging, it becomes tough and challenging in the sense that, no people are similar in nature, haracteristics, abilities, etc. These points in course of the take a shape of likes, distils feelings, emotions, when these shapes are hurtled by words of act, it may result in to conflicted and this leads to need for efficient and effective H. R. M. H.R.M. is a dynamic term it should deal with different people in different ways,at different situation to carry out different results. In its simple term, HRM is the task of dealing with human relationship moldings and developing the human behavior& attitude towards the job & organizational requirements. The H.R. manager involves himself in administrating a social system. In this process, the manager has to view the satisfaction from three different angles viz.
(1)Economic satisfaction for an average livelihood.
(2) Social satisfaction of working together as members of different group.
(3) Individual job satisfaction of a working are attained.
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Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees. This mandate is unlikely to change in any fundamental way, despite the ever-increasing pace of change in the business world. As Edward L. Gubman observed in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."
Until fairly recently, an organization's human resources department was often consigned to lower rungs of the corporate hierarchy, despite the fact that its mandate is to replenish and nourish what is often cited legitimately as an organization's greatest resource, it's work force. But in recent years recognition of the importance of human resources management to a company's overall health has grown dramatically. This recognition of the importance of HRM extends to small businesses, for while they do not generally have the same volume of human resources requirements as do larger organizations, they too face personnel management issues that can have a decisive impact on business health. As Irving Burstiner commented in The Small Business Handbook, "Hiring the right people and training them well can often mean the difference between scratching out the barest of livelihoods and steady business growth' . Personnel problems do not discriminate between small and big business. You find them in all businesses, regardless of size."
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download pdf of human resource management by c b gupta
INTRODUCTION
Human Resources has been and will be the most important of all resources. From the ages, kings and politicians have ruled but only those have succeeded who have tactfully used their available resources.Human resources in generic terms means the total knowledge, skills creative abilities talents, aptitudes, values, attitudes, approaches in a personnel. Generally some resources are developed while some are received through heredity. When these resources are used in a way such that maximum benefit can be taken out of it, then it is called human resource management. It tends to be very good and easy while hearing but on the contrary, it is veryimportant and challenging job. When we talk about one person it could be easy to practice. However when a group of person is focused, then the job is tough and challenging, it becomes tough and challenging in the sense that, no people are similar in nature, characteristics, abilities, etc. These points in course of the take a shape of likes, distils feelings, emotions, when these shapes are hurtled by words of act, it may result in to conflicted and this leads to need for efficient and effective H. R. M.H.R.M. is a dynamic term it should deal with different people in different ways,at different situation to carry out different results. In its simple term, HRM is the task of dealing with human relationship moldings and developing the human behavior& attitude towards the job & organizational requirements. The H.R. manager involves himself in administrating a social system. In this process, the manager has to view the satisfaction from three different angles viz. (1)Economic satisfaction for an average livelihood. (2) Social satisfaction of working together as members of different group and (3) Individual jobsatisfaction of a working are attained.
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Plzz i request u get text book of human resources management which is wriyten by c.p gupta .
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i want the pdf of human resource management written by cb gupta..as soon as.
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requesting for download of PDF of human resource management by C b Gupta
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