Development of human resources personnel administration industrial

Personnel administration

Human resource management is a broad term that has many points of the staff function. This discussion focuses on three main aspects that make up human resources management.

Development of human resources

Industrial relations

Personnel administration:

Although the man is making companies in the business environment in need of constant, is the right person for the right job to find always a great challenge for them. From job analysis to HR planning, recruitment, selection, placement, induction and orientation, it is to define the responsibility of human resources and to develop this operational functions. Mere and absorption of human resource is not enough, the organizations have taken a step forward by strengthening its staff through professional training, to improve motivation and their social relationships.

Job evaluation must be performed for the fixing of compensation that includes wage and salary administration, incentives, bonus, benefits and social security. The changing business needs are the driving forces that go the organizations to keep and draw environment and customers to restructure and revise their organizational tasks. Human resources development:

Companies try to develop and employ various methods of training to improve the performance levels of the desired standards. Performance can not be achieved by coercion or bureaucracy, as the work force by many adoption of labour laws by various Governments is forced protected. Training by itself is a separate entity and is a continuous process, the goal is the development of the Organization as a whole and facilitates the staff of career planning and development.

Industrial relations:

Motivation

Morality

Job satisfaction

Communication

Complaint handling

Procedures of the discipline

Quality of working life

Employee participation

Everything is said and done, the organizational health can be measured by review effectiveness of HR management aspects such as HR audits and research, which help to analyze the company and understand the extent to which they are efficient in the use of human resources for the benefit of their company. Staff role consultant for top management, policy-makers, consultants, employees, spokesman of the company, change analyst, Liaison Office

Welfare role researcher, gastronomy man, motivation

Spiritual role timing, wage and salary administration, records, human engineering

Fire-fighting legal role negotiators, trouble shooter, peace maker, problem solver, complaint handling.

Employing scientific, analytical, psychological and social techniques build the business around human resources real value are additions to the company management.

Source: http://www.bjjdt.org/development-of-human-resources-personnel-administration-industrial-relations-employment.html

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