Human Resource Management (HRM) is a management function that helps manager's recruit, select, train and develops members for an organization.
According to Edward Flippo: “Personal Management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of HR to the end that individual organization and social objectives are accomplished”.
The scope of HRM is indeed vast. All major activities in the working life of a worker – from the time of his or her entry into an organization until he or she leaves – come under the purview of HRM. Specifically, the activities included are – HR planning, job analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and communication, welfare, safety and health, industrial relations (IR) and the like.
HRM differs from PM both in scope and orientation. HRM views people as an important source or asset to be used for the benefit of organizations, employees and the society. It is emerging as a distinct philosophy of management aiming at policies that promote mutuality – mutual goals, mutual respect, mutual rewards and mutual responsibilities.
PM has a limited scope and an inverted orientation. It viewed labor as a tool, the behavior of which could be manipulated for the benefit of the organization and replaced when it was worn-out. It was filled with not-very-productive employees whose services could be spared with minimal damage to the organization's ongoing operations.
[...] Hence, with this analysis, we can analyze the efficiency of the new recruitment system which can be done by a comparative analysis of both new and veteran editors. Quality analysis (Performance): In this type of analysis, the quality of the same 10 editors who wrote the analytical test was taken, i.e. their performance on the floor after they started working was collated. Since, the new editors started working on the floor by march, the quality performance could be collated only for two months (March and April'08) . [...]
[...] The most commonly adopted practice is to centralize the recruitment and selection function in a single office. All employment activity should be centralized if the policies of the top management are to be implemented consistently and efficiently. Only when personnel requisitions go through one central source and all employment records are kept up-to-date is there a possibility of maximum efficiency and success in hiring. The advantages of centralizing of recruitment and selection are: It reduces the administrative cost associated with selection by consolidating all activities in a single office; It relieves line offices of the detail involved in hiring workers, which is common under a decentralized plan; It tends to make the selection of workers scientific; It makes possible the development of a centralized manpower pool in a company; It provides a wider opportunity for placing an applicant in several departments of the company; It tends to reduce favoritism as a basis for selection. [...]
[...] We were also recognized for our Recruitment and Staffing practices at the event Infosys BPO was ranked 5th in the annual survey Enterprise Provider Bakers' Dozen' for the year 2007. The survey identifies and ranks 13 companies in the realm of enterprise F&A outsourcing based on breadth of service and customer service. Infosys BPO Knowledge Service offering was recognized by Dow Jones - a leading provider of global business news and information services. Our HRO services were also recognized by Human Resource Executive a popular US-based HR publication. [...]
[...] Controlling Acquisition and Absorption Development and Utilization Maintenance and Retention Motivation and Empowerment This is a descriptive study that aims at studying the procedure of effectiveness of recruitment and selection followed by a process in Infosys BPO. In order to determine the essential features, the study will be designed to collect the opinion, views and information about the recruitment and also from managers who are partly involved in recruitment. Recruitment The term “Recruitment” may be defined as the process to discover sources of manpower to meet the requirements or the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate the selection of an efficient working force. [...]
[...] The Web site started out as "Jerry and David's Guide to the World Wide Web" but eventually received a new moniker with the help of a dictionary. The name Yahoo! is an acronym for "Yet Another Hierarchical Officious Oracle," but Filo and Yang insist they selected the name because they liked the general definition of a yahoo: "rude, unsophisticated, and uncouth." Yahoo! itself first resided on Yang's student workstation, "Akebono," while the software was lodged on Filo's computer, "Konishiki" - both named after legendary sumo wrestlers. [...]
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