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Human Resources Management

Part 1 1. Ethnocentrism 2. Job analysis 3. Minimum Wages Act, 1948 4. Placement 5. Development 6. Planed Change 7. Performance management system 8. Rating scale 9. Human resources 10. Management Game

Part Two

1. Every employee in the industry has a desire to grow and scale new heights in his workplace. If there are enough opportunities that he can pursue his carrier goals and exploit his positional fully. He feels highly motivated when the organizations show him a clear path as to how he can meet his personal ambitions while trying to release cooperate goals.

If the demands of employees are not matched with organizational needs , no effort is made to show how the employees can grow within certain limits, what happens what happens to an employee five years down the lane if he does well ,whether the organization is trying to offer him more jobs or long lasting carriers etc.

When recognitions does not come in time for meritorious performance to grow or not they look for greener pastures outside . Some executive leave in frustration and the organization suffers from turn over rise

The main objectives of carries planning are

A) Attract and retain talent by offering careers not jobs B) Use human resources effectively and achieve greater productivity C) Reduce employee turn over D) Improve employee morale and motivation E) Meet the immediate and future human recourse of the organization on timely basis

2. Features of HRM

a) Pervasive force: HRM is pervasive in nature. It is present in all enterprises. It permeates all level of management in an origination

b) Action Oriented: Here the HRM focuses attention on action, rather than record keeping, procedures or rules. the problems of employees a work are solved

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