A PROJECT REPORT

ON

“HUMAN RESOURCE MANAGEMENT”

PROJECT REPORT SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT

THE AWARD FOR THE OF BACHELOR OF BUSINESS ADMINISTRATION (BBA)

TO
GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY
SUBMITTED BY
ANUSHKA REKHI
ENROLLMENT NO. 01290201715

UNDER THE GUIDANCE OF

MS. AMARPREET KAUR

SRI GURU TEGH BAHADUR INSTITUTE OF MANAGEMENT & INFORMATION

TECHNOLOGY

(AFFILIATED TO GGSIP UNIVERSITY DELHI)

(2015 - 2018)
 S.NO TABLE OF CONTENTS PAGE
NO.

1. INTRODUCTION
 Aims & Principles
 Values & Significance
 Nature of HRM
 Functions of HRM
 Departmental HRM plans

2. OBJECTIVES OF THE STUDY

3. LITERATURE REVIEW

4. RESEARCH METHODOLOGY

5. BIBLIOGRAPHY

HF
 INTRODUCTION

The human resources of an organization consist of all people who perform its
activities. Human resource management The Human Resources of an organization
represent one of its largest investments. The term human resources at the macro level
indicate the sum of all the components (like skill, creative ability) possessed by all the
people. Human resources at the organizational level include all the component
resources of all employees from rank and file to top level management. So, it includes
the resource, of all people who contribute their services to the attainment of
organizational goals. Human resources play a crucial role in the development process
of the present economy. It is often felt that though the exploitation of natural resources,
availability of physical and financial resources and international aid play prominent
roles in the growth of modern economies, none of these factors is more significant than
efficient and committed manpower is concerned with the personnel policies and
managerial practices and systems that influence the workforce. In broader terms, all
decisions that affect the workforce of the organization concern the HRM function.

The activities involved in HRM function are pervasive throughout the organization.
Line managers, typically spend more than 50 percent of their time for human
resource activities such hiring, evaluating, disciplining, and scheduling employees.
Human resource management specialists in the HRM department help organizations
with all activities related to staffing and maintaining an effective workforce. Major
HRM responsibilities include work design and job analysis, training and
development, recruiting, compensation, team-building, performance management and
appraisal, worker health and safety issues, as well as identifying or developing valid
methods for selecting staff. HRM department provides the tools, data and processes
that are used by line managers in their human resource management component of
their job.
 Edwin Flippo defines HRM as “Planning, organizing, directing, controlling of
procurement, development, compensation, integration, maintenance and separation of
human resources to the end that individual, organizational and social objectives are
achieved."

Features of HRM or characteristics or nature-

1. HRM involves management functions like planning, organizing, directing and

controlling.
2. It involves procurement, development, maintenance of human resource.
3. It helps to achieve individual, organizational and social objectives.
4. HRM is a mighty disciplinary subject. It includes the study of management
psychology communication, economics and sociology.
5. It involves team spirit and team work.

AIMS AND PRINCIPLES

Aims
The Government exists to serve the community : it seeks to provide the services the
community needs and the leadership Hong Kong needs to go on succeeding. Serving
the Community is the Government's single most important aim, to which all civil
servants should be committed. It requires the Government to provide the services the
community needs, and to provide the leadership Hong Kong needs to go on
succeeding. To do so, we act in the public interest to: · foster stability and prosperity
,improve the quality of life for the whole community, care for those who need help
protect the rights and freedoms of the individual, maintain the rule of law, and
encourage people to play their part in the community
PRINCIPLES
The Government establishes four main principles which guide us in our work. We have
adopted the following additional principles to guide departments in their Human
Resource Management work: · the Government should be a good employee people are
our most important asset; staff are recruited and their careers managed on the basis of
merit; staff should take their share of responsibility for developing their potential; ·
staff management is the responsibility of all managers; and departmental Human
Resource Management plans must be guided by departmental plans and objectives.

VALUES AND SIGNIFICANCE OF HRM

VALUES
BEING ACCOUNTABLE
· Openness - to communicate, consult and provide information
LIVING WITHIN OUR MEANS
· Partnership - to complement the private sector
· Foresight - to plan ahead within available resources
MANAGING FOR PERFORMANCE
· Leadership - to set the direction
· Expertise - to develop necessary skills and apply them in a professional manner
· Effectiveness - to achieve objectives
· Efficiency - to achieve value for money
· Propriety - to ensure proper use of public money
DEVELOPING OUR CULTURE OF SERVICE
· Commitment - to give our best
· Integrity - to be impartial and ethical
· Courtesy - to treat others decently
· Responsiveness - to react to problems and changing circumstances
NATURE OF HUMAN RESOURCE MANAGEMENT

The emergence of human resource management can be attributed to the writings of the
human religionists who attached great significance to the human factor. Lawrence
Apply remarked, ―Management is personnel administration. This view is partially
true as management is concerned with the efficient and effective use of both human as
well as non-human resources. Thus human resource management is only a part of the
management process. At the same time, it must be recognized that human resource
management is inherent in the process of management. This function is performed by
all the managers. A manager to get the best of his people, must undertake the basic
responsibility of selecting people who will work under him and to help develop,
motivate and guide them. However, he can take the help of the specialized services of
the personnel department in discharging this responsibility.

The nature of the human resource management has been highlighted

following features :

1. Inherent Part of Management

2. Pervasive
3. Basic to all Functional Areas.
4. People Centered
5. Personnel Activities or Functions
6. Continuous.
7. Based on Human Relations
 FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT.

The main functions of human resource management are classified into two
categories:
(a) Managerial Functions and (b) Operative Functions
(a) Managerial Functions
Following are the managerial functions of Human Resources Management.

1. Planning : The planning function of human resource department pertains to the

steps taken in determining in advance personnel requirements, personnel programmers,
policies etc. After determining how many and what type of people are required, a
personnel manager has to devise ways and means to motivate them.
2. Organization : Under organization, the human resource manager has to organize
the operative functions by designing structure of relationship among jobs, personnel
and physical factors in such a way so as to have maximum contribution towards
organizational objectives. In this way a personnel manager performs following
functions :

(a) preparation of task force;

(b) allocation of work to individuals;
(c) integration of the efforts of the task force;
(d) coordination of work of individual with that of the department.

3. Directing : Directing is concerned with initiation of organized action and stimulating

the people to work. The personnel manager directs the activities of people of the
organization to get its function performed properly. A personnel manager guides and
motivates the staff of the organization to follow the path laid down in advance.
4. Controlling : It provides basic data for establishing standards, makes job analysis
and performance appraisal, etc. All these techniques assist in effective control of the
qualities, time and efforts of workers.

(b) Operative Functions : The following are the Operative Functions of

Human Resource Management

1. Procurement of Personnel : It is concerned with the obtaining of the proper kind

and number of personnel necessary to accomplish organization goals. It deals
specifically with such subjects as the determination of manpower requirements, their
recruitment, selecting, placement and orientation, etc.

2. Development of Personnel : Development has to do with the increase through

training, skill that is necessary for proper job performance. In this process various
techniques of training are used to develop the employees. Framing a sound promotion
policy, determination of the basis of promotion and making performance appraisal are
the elements of personnel development function.

3. Compensation to Personnel : Compensation means determination of adequate and

equitable remuneration of personnel for their contribution to organization objectives.
To determine the monetary compensation for various jobs is one of the most difficult
and important function of the personnel management. A number of decisions are taken
into the function, viz., job -evaluation, remuneration, policy, inventive and premium
plans, bonus policy and co-partnership, etc. It also assists the organization for adopting
the suitable wages and salaries, policy and payment of wages and salaries in right time.

4. Maintaining Good Industrial Relation : Human Resource Management covers a

wide field. It is intended to reduce strafes promote industrial peace, provide fair deal
to workers and establish industrial democracy. It the personnel manager is unable to
make harmonious relations between management and labor industrial unrest will take
place and millions of man-days will be lost. If labor management relations are not
good the moral and physical condition of the employee will suffer, and it will be a loss
to an organization visa-visa nation. Hence, the personnel manager must create
harmonious relations with the help of sufficient communication system and co-
partnership.

5. Record Keeping : In record-keeping the personnel manager collects and maintains

information concerned with the staff of the organization. It is essential for every
organization because it assists the management in decision making such as in
promotions.

6. Personnel Planning and Evaluation : Under this system different type of activities
are evaluated such as evaluation of performance, personnel policy of an organization
and its practices, personnel audit, morale, survey and performance appraisal, etc.
 DEPARTMENTAL HUMAN RESOURCE MANAGEMENT
PLANS

Manpower Planning
Succession Planning
Turnover
Recruitment
Deciding on Terms of Appointment
Selection of Candidates
Probation
Performance Management
Motivation
Performance Appraisal
Promotion
Guidance and Supervision
Addressing Poor Performance
Training and Development
Training
Induction
Management Development
Vocational
Language and Communication
Computer Development
Posting
Acting Appointment
Secondment
Staff Relations
Securing Staff
Commitment Consultation
Communication
Recognition
 OBJECTIVES OF THE STUDY:

1. To study conceptual framework of human resource management.

2.To analyze human resource procurement policies.

3.To analyze different training and managerial development facilities.

4.To analyze human resource evaluation and compensation management system.
5.To analyze human resources maintenance activities with special reference to Motivation,
Communication, Staff welfare and safety.
6.To analyze human resource integration strategies with special reference and
promotion ,Transfer, Disciplinary Action and Industrial relations
7. To analyze human resource control activities with special reference to HR Audit and
Human resource information system.
8. To present conclusions and suggest measures to improve Human resources management
practices.
9. Know the differences Between Personnel Management and Human Resource Management
 LITERATURE REVIEW

What is Human Resource Management (HRM)? And why HRM is important in human
resource field? HRM is a demanding and ongoing process. HRM is responsible for how
people are treated in organizations. It is responsible for bringing people into the
organization, helping them perform their work, compensating them for their labors, and
solving problems that arise (Cherrington, 1995). There are several roles that can be
played by HRM. First, HRM should help the organization articulate the purpose of the
knowledge management system. For example, organizations embrace technologies to
solve problems before they’ve even identified the problem they are trying to solve.
Then, once they realize the error, they find it difficult to discard the original solution
and difficult to gather the resources needed to invest in a solution to the real problem.
Second, HRM must ensure alignment among an organization’s mission, statement of
moral principles and policies. Furthermore, HRM must nourish a culture that embraces
getting the right information to the right people at the right time. Third, HRM should
create the “ultimate employee experience” by transforming tacit knowledge into
explicit knowledge, build employee skills, competencies and creating bench strength.
Fourth, HRM can assimilate effective knowledge sharing and usage into everyday life.
It has the capabilities for creating, measuring and reinforcing a knowledge-sharing
expectation. Fifth, HRM must controls and allow behaviors that in the clockwork world
of industrial efficiency, never would have been tolerated. Organizations should
selectively recognize and reward, rather than universally discourage and penalize these
bad types of behaviors. Sixth, HRM must take a strategic approach to helping firms
manage everything regarding the uses of technology. So that the technology will be
fully utilize for the right purposes by the employees. Certainly, some control is needed
but the larger question for HRM is determining appropriate boundaries. Lastly, HRM
must champion the low -tech solutions to knowledge management. Although it should
not ignore the high-tech knowledge management tools, HRM contains the expertise to
develop low-tech knowledge management strategies. However, HRM system is a
solution to business problems that including positive and negative complementarities
rather than individual HRM practices in isolation (Becker and Huselid, 2006).
Moreover, through all facets of HRM functions, how can the motivation, commitment
and other organizational relevant favorable attributes of employees are ensured in the
interests of optimal organizational performance? Such driving forces were important in
helping transform ‘personnel management’ into HRM, and more recently, HRM into
‘strategic human resource management’ (SHRM), providing recognition that the
effective management of human resources is a strategic function (Brewster, 1994), not a
service or support activity in organizations (Stening, 2006).

Encyclopedia of Business and Finance has stated that HRM has seven key
functionalities. The seven management functions are staffing, performance appraisals,
compensation and benefits, training and development, employee and labor relations,
safety and health, and human resource research.

Nowadays, the HRM profession is developed enough for competent, experienced HR

professionals to be out there, offering their services externally (Eleanna & Nancy, 2007)
but the obstacles to effective HRM needs to be overcome to better identify the future
approach to and effect of HR practice on the management of organizations. The overall
success of HR practitioners and the profession will therefore only be enhanced, if there
is a willingness to manage the HR function in a visionary manner and if there is earned
recognition forthcoming in future of their contribution by organizations’ top level
leadership cadre ( IFSAM, 2006). To overcome the problems in human resource
management, a good human resource planning system need to be developed.
 RESEARCH METHODOLOGY

Sources used for data and information collection in the present research work are-
Secondary Data: For secondary data books, journals, magazines, newspapers, official
papers of MSEDCL, News, periodical, Idiot Varta and annual reports will be used.
Information collected through questionnaire will be classified and tabulated. Different
tables will be prepared. Information in the tables will be analyzed and interpreted by using
simple statistical method such as percentile and average method
The study is descriptive in nature. A Descriptive Research Design is concerned with
describing the characteristics of a particular individual or a group. On the other hand, a
study that is concerned with specific predictions or with the narration of facts and
characteristics related to an individual, group or situation, are instances of descriptive
research studies. Generally, most of the social research design falls under this category. As a
research design, both the descriptive and diagnostic studies share common requirements,
hence they are grouped together. However, the procedure to be used and the research design
need to planned carefully. The research design must also make appropriate provision for
protection against bias and thus maximize reliability, with due regard to the completion of
the research study in an economical manner. The research design in such studies should be
rigid and not flexible.
 BIBLIOGRAPHY

 Through mentors
 https://www.google.co.in
 http://www.whatishumanresource.com/human-resource-management
 http://bookboon.com/en/hrm-ebooks
 http://www.inc.com/encyclopedia/human-resource-management.html
 Achieving Excellence in Human Resources Management: An Assessment of
Human Resource Functions By Edward E. Lawler Iii; John W. Boudreau
 Analysis By Edward E. Lawler III; John W. Boudreau
 Understanding Human Resource Management By Ken N. Kamoche
 Strategic Human Resource Management: A Three-Stage Process Model and
Its Influencing Factors By Krishnan, Sandeep K.; Singh, Manjari