Scope and Role of Human Resource management

 Scope of  HRM

• Personnel Aspect - This is concerned with man, power planning, recruitment, selection, placement, transfer, promotion, training and development, lay off and retrenchment, remuneration, incentive, productivity  etc. 
• Welfare Aspect- It deals with working conditions  and amenities  such as canteens, creches, rest and lunch rooms.,housing, transport, medical, assistance, education, health and safety, recreation facilities etc. 
• Industrial  Relations Aspects-This covers union-mgt relation, joint consultation,collective bargainig, grievance and disciplinary  procedure  ,settlement of dispute  etc. 

Rule  of human Resource manager

Role of HR manager is shifting from a protector and screener to the planner and change agent. In present day competitive  world , highly trained and committed  employees are often a firm's  best bet. HR professionals play a key role in planning  and implementing downsizing, restructuring and other cost - cutting activities. They enable  a firm to be more responsive  to product  innovation  and technological changes. 

Human Resource Mgt

 Meaning 

Human resource  mgt is a process of bringing  people and organisation  together so that the goals of each are met.  It is that part of mgt process which is concerned with the mgt of human resource  in an organisation . It tries to secure the best from people  by winning their whole cooperation. 

In short, it may be defined as the art of Procuring,  developing  and maintaining competent workforce of achieve the goals of an organisation in an effective and efficient manner.

Features 

1. Pervasive force - HRMis pervasive  in nature.  It is present  in all enterprise. It permeates  all levels of mgt in an organisation. 

2. Action Oriented - HRM focuses attention  on action,  rather than on record keeping. Written procedure  or rules. The problems of employees at work are solved through rational policies. 

3. Individually Oriented - It tries to help employees develop their potential  fully. It encourages them to give out their best to the organisation. It motivates employees through a systematic  process of recruitment,  selection  , training and development  coupled with faor wage policies. 

4. People  Oriented - HRM is all about people at work, both as individual  and groups. It tries to put people on assigned jobs in order to produce  good results  .

5. Continuous  Function - According  to Terry, HRM is not a one short deal.  It cannot be practised only onr hour each day or one day a week. It requires a constant alertness  and awareness  of human relations and their importance in every day operation. 

Benefits of Technology Transfer

■ It disseminates the public funded technology to industry and other sectors for speedy growth of industries and the consequential momentum to sustained national development. 

■ Reduces industry’s time and money on R&D, thus accelerating commercialization. 

■ Imparts high technology benefits such as quality assurance, reliability practices, project management techniques and skills into industry. 

■ Benefits to industry in terms of new and better products, processes, and services that lead to increased efficiency and effectiveness, greater market share and increased profits.  

■ Increases global competitiveness of Indian Industry.

Rationale of Technology Transfer.

 • Developing countries  which are technologically backwards,  need to acquire appropriate  technology  from developed  countries to ensure faster  industrial  growth and /or improve  productive efficiency. 

• The scientists  or engineer who innovates new technology  does not generally have the entrepreneurial expertise   to the first mover. 

• Transfer  of technology  is also promoted  by competitive  market condition  and the fast pace of technological change. 

• Since a commercially successfull technology  has already proved is utility,  the buyer find it very attractive  to buy the technology. 

• Inadequacy  of resource  at the dispoal of innovator  and lack of necessary  capabilities  on their part ofter required  technology  to be transfered to business  firms for commercial  use. 

Levels of Technology Transfer

 Operation level - At the bottom level,  technology  is needed for operating  a given plant,  technology  involves basic manufacturing  skill, quality  control, maintenance  and procurement  skills. 

Duplicate level - At the intermediate level,  duplicative skills are needed which include the investment  capabilities  , needed to expand capacity and to purchase and integrated  foreign technologies  .

Adaptive level or Technology  self - Reliance level - At this level imported technologies  are adpoted and improved and design skills for more complex engineering  are learned. 

Innovation  level - This level is characterized by innovation  skill based on formal research  and development  that are needed to keep pace with technological frontiers or to generate  new technologies. 

Principal of marketing nov.2017 (rdvv)

B.ed

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