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Functions of Individuals Resource Management

Keywords: maintenance function of hrm, hrm article, hrm funtions


In this project the author has done a detailed analysis of human tool management and examined at length the functions of human being learning resource management - staffing, maintenance, motivation and training and development. In this particular the author has truly gone into details of staffing which require the function of recruiting and selection. In motivation the author acquired done an in depth study of staff motivation by doing a study of theories and the author has linked these theories to his employees and has tried out to learn various ways in which employees can get determined. Then the creator has done a report of staff maintenance which means to determine various ways to maintain the employees in the organization and discover various ways where the employees can stay in the organization. The very last function is training and development where the employee has tried to determine ways of training the employees and also how does the training of employees assist in the entire development of the business. This project has completely helped the writer to comprehend well the value of human source management. Since it says, the writer has attempted and linked each function of individuals source management with the author's assignment of restaurant development and it has helped the writer to understand in regards to what employees want and what offers them worker satisfaction.


Human Resources is a term with which many organizations explain the combo of typically administrative employees functions with performance management, employee relations and source of information planning.

Human resources is an increasingly dominant field that is taking condition throughout market sectors and workplaces globally. Recognizing the fact that people are a company's ideal asset, business leaders across the globe are coming to rely increasingly more upon an efficient management coverage that applies specifically to the region of recruiting.


The Human Resources Management is the proper and coherent method of the management of organization's most appreciated assets - the folks working there who singularly and collectively contribute to the accomplishment of the objectives of the business enterprise.

The conditions "recruiting management" and "human resources" have generally replaced the word "personnel management" as a explanation of the techniques involved in managing people in organizations. Human Learning resource management is evolving rapidly. Human source of information management is both an academic theory and a small business practice that addresses the theoretical and sensible techniques of managing a workforce.

The RECRUITING Management (HRM) function carries a variety of activities, and key among them is deciding what staffing needs you have and whether to work with independent companies or work with employees to complete these needs, recruiting and training the best employees, ensuring they are simply high performers, working with performance issues, and making sure your employees and management procedures comply with various regulations. Activities likewise incorporate managing your approach to staff benefits and payment, employee details and personnel guidelines.

The goal of human resource management is to help an organization to meet proper goals by attracting, and preserving employees and to manage them effectively. The main element term here perhaps is "fit", i. e. a HRM approach seeks to ensure a fit between your management of your organization's employees, and the entire strategic path of the business (Miller, 1989).


The RECRUITING Management function provides significant support and advice to line management. The interest, preservation and development of high caliber people include competitive edge for businesses.

An effective HRM system allows organizations to address human source issues strategically. This can help the labor force deliver high quality health services, despite internal and external difficulties to the business. A strong real human tool management system helps organizations prioritize their organizational and business strategies while effectively managing the changes inherent in health sector reform and decentralization. HRM helps appeal to and retain skilled employees, aids employees and professionals in adapting to organizational change, and helps the use of technology to determine how and where work is performed.

HRM could very well be one of the very most misunderstood, but most important management systems. Employees are an organization's most significant advantage, as well as its priciest: personnel costs often ingest 70-80% of an organization's budget.

With a solid and equitable HRM system, employees:

  • Receive reimbursement that demonstrates their degree of responsibility.
  • Feel more enthusiastic and understand how their work relates to the organization's quest and beliefs.
  • Are more satisfied with their careers.
  • With a strong and equitable HRM system, organizations:
  • Are better prepared to accomplish their goals.
  • Increase the level of employee performance.
  • Save costs through the increased efficiency and productivity of individuals.
  • improve their ability to manage change.


Workforce diversity

As organizations are more diverse, employers have been adapting their real human resource procedures to represent those changes. Many organizations today, such as standard bank of America, have workforce diversity programs. They tend to seek the services of, promote, and retain minorities, encourage merchant diversity; and offer variety training for employees. Labor force variety requires employers to become more sensitive to the dissimilarities that all group brings to the task setting. For example, employers may need to shift their viewpoint from treating everyone equally to recognizing individual differences and responding to those differences in ways that will ensure employee retention and better productivity. They must recognize and deal with the various values, needs, hobbies and objectives of employees. They need to avoid any practice or action that may be interpreted as being sexist, racist, or unpleasant to any particular group and undoubtedly must not illegibly discriminate against any staff. Employers also must find ways to assist employees in handling work life issues.

Contingent workers, issues and HRM

All contingent workers are would have to be treated in different ways in terms of procedures and policies. Human being resource professionals must ensure that contingent personnel do not perceive themselves as second course workers because they are not given various amenities such as health and paid leave benefits what full time employees get. So, in this way contingent staff may have a tendency to view their are not critically important. Accordingly, they may be less loyal, focused on the business or motivated at the work. When a business makes its strategic decision to hire a sizeable portion of its labor force from the contingency works, other HRM issues come to the forefront. These include having these digital employees available when needed, providing arranging options that meet their needs and making decisions about whether benefits will be offered to the contingent labor force without sufficient planning. When proper divisions are created, HRM must be an active spouse in the conversations. In the end, it is HRM's responsibility to find these temporary staff and bring them into firm. Finally, HRM must anticipate to deal with the conflicts between central and contingent workers. The primary employees could become envious of the bigger pay rates and versatility in arranging that the contingent workers receive.



"Staffing is the function by which managers build a business through the recruitment, selection and development of individuals as suitable employees. " (Description by Mc Farland, Management Key points and Practices, New York : Macmillan, 1979)

"The managerial function of staffing is defined as filling positions in the organization structure through discovering workforce requirements, inventorying the people available, recruitment, selection, placement, promotion, appraisal, compensation, and training of needed people. " (Description by Koontz, in L. M. Prasad, Principles and Practice of Management)

Staffing is the procedure of acquiring, expanding, utilizing, appraising, remunerating and retaining people so that right type of men and women are available at right positions and at right time in the organization.

Staffing function relates to employment of personnel of most types - managerial as well as operative in the business. It includes a variety of activities by which an organization attempts to ensure that various positions remain filled by the most suitable staff. This function is conducted by every director in the organization like other managerial functions viz. planning, organizing, directing and handling though they obtain considerable personnel assistance in performing staffing function.


"Recruitment is the process of finding and getting capable people for employment. The process commences when new recruits are desired and ends when their applications are posted. The effect is a pool of people that new employees are chosen. " (Definition by Werther and Davis, in Human Resources and Employees Management, New York, McGraw Hill, 1996)

"Recruitment is a kind of competition. As corporations compete to build up, produce and market the best product or service, so they need to be compete to recognize, attract and seek the services of the most qualified people. Recruitment is a company, and it is a major business. " (Meaning by J. S. Lord, in Alternative and Internal Recruitment, Wayne F. Casico, 1989)

Recruitment is process of making a common platform between your employers and the potential employees, so that both of them evaluate one another and take a decision which is mutually beneficial.

The three important recruitment factors are:

Job Specification

It is a written statement of qualifications, features, physical and mental characteristics an individual must have got to perform the work duties and release duties effectively.

The first rung on the ladder in this program of job standards is to prepare a list of all jobs in the business and where they can be found. The next step is to secure and article information about each one of the jobs in a company. Usually, these details includes:

  1. Physical specifications
  2. Mental requirements,
  3. Emotional and public specifications
  4. Behavioral specifications

Physical Specs: Physical specs include the physical certification or physical capacities which vary from job to job. Physical certification or capacities include physical features like height, weight, chest, perspective, hearing, capacity, to lift weight, ability to carry weight, health, get older, capacity to use or operate machines, tools, equipment etc.

Mental Specs: Mental technical specs include ability to execute, arithmetical computation, to interpret data, information blue prints, to read electric powered circuits, capacity to plan, reading talents, scientific abilities, view, ability to concentrate, ability to take care of variable factors, general intelligence, storage area etc.

Emotional and Friendly Specs: Emotional and social specifications tend to be very important to the post of managers, supervisors, foremen etc. They include emotional stability, flexibility, and public adaptability in individual romance, personal appearance including dress, good posture, poise, features and tone required by the work.

Behavioral Specifications: Behavioral technical specs play an important role in selecting the applicants for higher-level careers in the organizational hierarchy. This specs seeks to describe the serves of managers rather than the traits that cause the serves. These features include judgments, research, creativeness, teaching, capability, maturity (capable of acknowledging responsibility) trial of conciliation, self-reliance (self-starter sticks to possess decisions), dominance (providing orders in an individual way) etc.

Employee Specifications

Job technical specs information must be converted into employee standards information to be able to really know what kind of a person is needed to load a job. Worker specification is similar to a brand name which spells that the prospect with a specific employee specs generally owns the qualities specified under job standards, for example, the staff with the educational certification of MBA generally has learned the principles, managerial skills like decision-making, inter-personal connections, leadership etc. Worker specification is useful to find out the suitability of particular course of prospects to a specific job. Thus, employee specification pays to to find out potential employees (focus on group) whereas job specification is useful to select the right prospect for a job.

Job Description

A Job Description is a set of the general duties, or functions, and responsibilities of a posture. Typically, it also includes to whom the position reports, specifications including the skills needed by the individual in the work, salary range for the positioning, etc. Employment explanation is usually produced by conducting a job analysis, which includes examining the tasks and sequences of responsibilities necessary to perform the job. The analysis talks about the regions of knowledge and skills needed by the job. Note that a role is the group of responsibilities or expected results associated with employment. Employment usually includes several functions.

Job Analysis

Job Research is an activity to recognize and determine at length the particular job duties and requirements and the relative need for these obligations for a given job. Job Evaluation is a process where judgements are made about data collected on employment.

An important idea of Job Analysis would be that the research is conducted of the work, not the individual. While Job Research data may be gathered from incumbents through interviews or questionnaires, the merchandise of the analysis is a explanation or requirements of the job, not a information of the individual.

Methods of Recruitment

The following are different recruitment methods:

  • Internal Search

Many large organizations develop their own employees for advanced jobs. That is done by placing new job opportunities and allowing employees to bid for the position. There is little or nothing inherently better about either internal or external recruitment. However, there are some advantages to internal recruitment. First, internal recruitment can lead to increased morale for employees; the business is perceived to compensate good performance or loyalty. Often, one advertising causes another vacant position and this chain effect contributes further to increased morale.

Another edge to the organization is that Man Reference data is immediately designed for any worker recruited internally. Further, the employee's work behaviors are known and past performance appraisals are on record.

Similarly, an interior recruit will be familiar with the organization. This worker will be familiar with the firm's products, clients, organizational guidelines, and corporate and business culture. Therefore, the organization could probably save money insofar as orientation lessons for such an employee may well not be necessary.

  • Advertisements

Advertisements are one of the oldest and typically the most popular method of recruitment. This form of recruitment is principally used for high level jobs like maybe for a vice presidency. Blue back of the shirt jobs are scarcely publicized and even if they're the company just mentions a post box number where the applicant can talk. Much details and job specs are not brought up.

  • Employee Referrals and Recommendations

The idea behind employee suggestions as a way to obtain potential applicants is that the present employees may have specific knowledge of the individuals who may be their friends, family members or acquaintances. If the present employees are sensibly content with their jobs, they communicate these feelings to numerous people in their communities.

  • Employment Agencies

Many organizations get the info about the potential candidates through employment agencies. Inside our country, there are three types of job agencies : public employment firm, private employment company and management consulting businesses.

  • Campus Placements

Many organizations perform primary search of prospective employees by executing interviews at the campuses of various institutes, colleges and colleges. The business hold interviews on the campus on predetermined date and applicants found appropriate are needed further interviews at particular places.

  • Professional Organizations

Many professional organizations like labor unions operate placement services for the good thing about their members. Included in these are diverse occupations such as commercial engineer, psychologist and seafarer. These organizations also release job vacancy rosters and distribute it with their members.

  • Unsolicited Applicants

The idea of Unsolicited Candidates or Gate Hiring is to choose people who approach on their own for career in the business. This happens mostly regarding unskilled and semi-skilled workers.

  • Cyberspace Recruiting

It provides usage of a worldwide databank of jobs, on line software and information resources through the web. Among the great things about Cyberspace Recruiting is the provision for swift opinions and follow-up.

  • Recruitment Alternatives

This includes getting the task done through other methods such as Hiring 3rd party contractors, outsourcing a specific department etc. For example, the bank industry will very soon outsource the clearing and cash businesses of the lender.


Selection, as the name signifies, picking for work with a subset of employees from the total set of staff who have applied for the job. Selections are done by checking certain requirements of a job with applicant's certification. An attempt is made to find a rounded peg for a circular hole. In doing this naturally many job seekers are rejected. This makes Selection a poor function.

The Selection process involves 8 steps:

  1. Initial Screening
  2. Completion of Application Form
  3. Employment Tests
  4. Comprehensive Interview
  5. Background Investigation
  6. Conditional Job Offer
  7. Physical Examination
  8. Permanent Job Offer

Thus, Selection process is vital as it helps in reducing poor performers. This program also helps in identifying people who have a hobo syndrome i. e. , tendency to frequently change careers. It is a proven fact that providing potential prospects with correct and complete information about organizational opportunities and constraints, and the work itself prevents high employee turnover.


"The work of increasing the abilities of an employee for doing a particular job. " (Classification by Edwin B. Flippo, Personnel Management, McGraw Hill, 1984)

Training is an activity of learning a series of programmed behavior. This behaviour, being programmed, is relevant to a specific phenomenon, that is clearly a job. The procedure of training begins with Socialization and ends with Group development. Three factors which necessitate ongoing training in a business are technological advances, organizational complexity and human relationships.


It is the means by which an employee knows the culture of an organization. This culture includes longstanding and often unwritten regulations which govern the organization and its employees. A couple of three levels in the socializing process :

Pre arrival level - During this level a person occurs in the organization with a set of values and expectations.

Encounter level - In this stage a worker considers the difference between his objectives and the truth.

Metamorphosis stage - During this stage the staff discovers the changes and adapt to them.


Orientation includes the activities involved in producing a new worker to the business and his work unit. It is not unusual to confuse Orientation with Socializing. This programme familiarises a worker with the organization's targets, history, philosophy, steps and rules. This can help reduce the initial anxiety experienced by new employees.

Employee Training

Training provides a particular skill set required to execute a job. The focus of employee training is on the current job requirements.

Employee Development

Employee development targets unveiling the hidden potential in the employees for future manpower requirements which might need additional competencies.

Career Development

Career development programs are made to assist employees in evolving their work lives. The primary focus of profession development is to supply the necessary data and assessment in assisting employees realize their profession goals. It's the responsibility of an individual not an organization.

Organization development

Organization development handles facilitating changes in the organization. The target of group development is to change the attitudes and beliefs of employees in line with the organizational strategic guidelines.

Methods of Training

  • Job Rotation

Job Rotation includes movement of your manager in one job to some other job, in one intend to another plan on a well planned basis. The activity is not designed for transfer but, is intended for learning interdependence and broadening the perspective. This helps to build up more co-operative method of different functions in the organization.

  • Assistant to positions

Employees which have potential are made to work under a practiced and successful supervisor, often in several areas of the organization. Under the watchful eye of a supportive instructor, individuals perform many special tasks and provide some special obligations and provide some special tasks too. All this gives a extensive experience to employees and they stumbled upon a wide selection of management activities and they're groomed too for supposing the obligations of another level.

  • Committee Assignment

This has an opportunity for the employee to truly have a say in managerial decision making also to check out organizational problems. In addition, it helps in escalates the employee's exposure to other participants of the organization, broadens his understanding and make suggestions.

  • Lecture Lessons and Seminars

This is one of the oldest method of training the employees. Lecture lessons and training seminars offer a chance for managers to obtain knowledge and develop their conceptual and analytical abilities.

  • Simulations

Simulations were first created at the Harvard Graduate University of Business. Simulation exercises include research study, decision games and role takes on. Though it isn't possible to simulate the true life exactly in the learning situations, simulated training provides individuals an chance to learn which may be useful in their actual work situations.

  • Outdoor Training

The main motive behind Outdoor Training is to instruct the employees the importance of team work. Activities might include trekking, games or making it through in the jungle. The reason is to condition the employees in a variety of stress related situations.

  • Learning Logs

Learning logs is a system which encourages a disciplined method of learning. It could be focused only on one activity and it is usually made to encourage the copy writer to clarify what happened, how they have reflected on this, what conclusions have they made and what future learning actions they would like to make.

  • Self Development Groups

A group of individuals involved with a series of meetings where they discuss their personal development, organizational issues, or specific work problems. Groupings may begin operating with a leader who is an activity expert and who is able to become a facilitator.


Maintenance is the last phase which puts all the actions into place which further help keep productive employees. Human resource management must be sure a basic safety and healthy working conditions, caring for employees well-being has a significant effect on the determination. It must also be recognized that any problem an employee encounters in his personal life will in the end be brought to the office. This calls for staff assistance programs, that assist individuals offer with stressful life situations. It demands staff assistance programs such as programs that help individuals offer with stressful life situations. It is concerned with the maintenance of employee's dedication and commitment to the organization. This consists of:

Employee Health

Organizations are obliged to provide employees with a safe and healthful environment. Health is a general affirmation of physical, mental and emotional wellbeing. Safety is coverage of someone's physical health. The primary purpose of health and safety procedures is the safe interaction of folks and the task environment. Poor working conditions may have an effect on the worker performance badly. Employees could find it difficult to work. It might be too taxing to allow them to benefit longer hours. Accidents and accidents may multiply causing enormous reduction to the company. Lack and turnover ratios may increase. A business with an unhealthy safety record may find it difficult to hire and retain skilled work force. Each and every company need commercial health so that physical, cultural and mental wellbeing of staff can be marketed and taken care of, the productivity and the grade of work can be increased, accidents, accidents, absenteeism, labor turnover can be reduced and personnel can be covered against any health risk arising out of work and conditions.

Employee Safety

The main purpose of employee basic safety programs within an organization is to prevent work related accidents and mishaps. There shouldn't be any physical hazards such as collision and obstruction, equipment, fire, risks from falling items.

Employee welfare

Employee or labor welfare is complete term including various services, benefits and facilities offered to employees by the company. The welfare amenities are lengthened in addition on track salary and the other monetary rewards available to employees according to the legal procedures. The working environment in a manufacturing plant adversely affects the fitness of employees because of unnecessary heat or cool, sound, downs, fumes, dirt, and insufficient sanitation. Such oppressive conditions create health problems for workers.


The guidelines of communication are being rewritten as extensive, integrated information systems remove constraints on its uses. Employees can talk to anyone in the business, no matter what the hierarchy says. The open communication system breaks down historical organizational pattern flows. They also refine how conferences, negotiations, supervision and water chiller conversation are conducted. People reference management must operate the effective communication programs in the business and such programs help employees know what is happening around them and vent frustrations. Employee relations programs should ensure that employees are placed up to date through the company's intranet, bulletin planks, town hall conferences, or teleconferencing and foster a host where employee voices are listened to.

Employee relations

Employee relations have several major obligations which is divided into employee relations and labor relations. Labor relations involve dealing with the labor unions. Within a unionized organization, a particular grievance treatment might be detailed in the labor management deal, and might require the union, management and the allegedly wronged staff. In an nonunion organization, worker relations specialists perform many jobs. Among their key responsibilities is to ensure that available communication permeates the business. This entails building of this environment where employees speak directly to the supervisors and settle any variations that arise. ER specialists are also intermediaries in helping employees understand guidelines, policies, techniques etc.


"Performance Appraisal is the organized evaluation of the individual with regard to his or her performance face to face and his prospect of development. " (Classification by dale S. Beach, Staff: The Management of individuals at Work, New York: Macmillan, 1980)

"It (performance appraisal) is the process of evaluating the performance and qualifications of the employees in terms of the requirements of the job for which he is hired, for the purposes of supervision including placement, selection for promotion, providing financial rewards and other actions which required differential treatment on the list of members of a group as recognized from actions affecting all members evenly. " (Description by C. Heyel, The Encyclopedia of Management, NY: Reinhold Posting, 1973)

Performance appraisal is the evaluation of quality, worth or merit. It is also detailed a s merit ranking in which one individual is positioned as better or worse compared to others.

Methods of Appraisal

Absolute Standards

In this method the employees are examined according to a typical. Here, each employee is graded separately without any comparability along with his peers. This includes the following methods:

Critical Occurrence Appraisal

In this technique, only critical situations and behaviour associated with these happenings are considered for analysis. A test of noteworthy on the job behaviour is well prepared. A group of experts then assign size values to them depending on degree of desirability for the work. Finally, a checklist of occurrences which define good and bad employees is well prepared. The rater is given the checklist for ranking. The essential idea behind this score is to appraise the individuals who can prosper in critical situations.

Essay Appraisal

In essay method, the rater assesses the employees on certain variables in his own words. Such variables include work performance, understanding of the work, employee's characteristics and behavior, employee's strength and weaknesses, employee's probable and promotability etc. The essay method is useful in providing useful information about an employee based on which he can be appraised.

Checklist Appraisal

In this technique of appraisal, the rater provides appraisal article by answering a series of questions related to the appraisee. The rater concerned must tick appropriate answers highly relevant to the appraisees. Once the checklist is complete it is sent to the personnel office for further control.

Graphic Rating Scale

Graphic scale, also called linear rating range, is the mostly used approach to performance appraisal. In this technique, a printed appraisal form is used for each appraisee. The form contains various staff characteristics and his job performance. The score is done on the basis of scale which is in continuum. The central idea behind this scaling is to provide the rater with a continuum representing differing degrees of a specific quantity.

Forced Choice Appraisal

This method includes a series of group of assertions and the rater bank checks how effectively the declaration describes each individual being evaluated. The most common method of Forced Choice contains two assertions both of which maybe positive or negative. The rater is obligated to tick only 1 statement which appears to be more descriptive of the worker. This technique may be more target but, it includes whole lot of problems in making such set of statements.

Relative Standards

This category compares one individual to another specific. This includes the following methods:

  1. Group Order Ranking

This is one of the oldest and simplest ways of appraisal when a person is ranked against others on the basis of certain traits and characteristics. Group order ranking requires the evaluator to place employees into a particular classification such as "Top 10 percent". This method is generally used in the graduate classes to recommend students. For example, if an appraiser has 20 employees, only four can maintain the top fifth and undoubtedly, four also must be relegated to underneath fifth.

  1. Individual Ranking

This includes score the employees from highest to lowest. Thus, only 1 can be at the top.

Paired Comparison

In this method, each individual is compared with other folks taking only one at a time. Usually only one trait is considered. This technique is calculated by taking the full total of [N N-1]/2 evaluations. A report is obtained for each and every employee simply by counting the amount of pairs in which the individual is the preferred member. It rates individual in relationship to all others over a one on one basis. If 5 employees are examined, the first person is compared, one by one with each one of the other 4 and the amount of times this person is preferred in any of the four pairs.

Using achieved outcomes to evaluate employees

The third approach to appraise uses achieved performance final results. Employees are examined how well they attain a specific set of objectives. This approach is more commonly known as MBO - Management by aim. To begin with appraisers convert all goals into specific aims (divisional, departmental and individual) for organizational products and individual participants. MBO works throughout and from bottom level to top. The result is a hierarchy that links goals at one level to prospects at the next level. For the individual worker, MBO provides specific personal performance objectives. Each person, therefore, has an discovered specific contribution to make to his unit's performance.

Performance Management System

Initially it had not been something; it was just feedback or performance assessments to inform employees how they did over a period. Performance appraisals should be able to convey how well employees are doing. Performance appraisals must have the ability to communicate to employees how well they may have performed on founded goals. There must be a connection between the worker and the supervisor and between goals and performance, if the link is not proper then, it might have an effect on the performance. In performance management system, if the employee is not accomplishing well, he/she should be performed training. Now, the most important part is Documents, each and every evaluation of all employees should be documented, as it might show a big change in his/her performance over a particular period of time. The most important part of performance management system is its players - Appraisers and Employees.

Employees are always helped by the well-timed opinions and development. Once a business shows this picture to its employees, your time and effort - performance linkage becomes better. Appraisers must have a performance system which is relative to their needs, a system which facilitates providing opinions and development information to employees and one which allows for staff input.


"A motive can be an inner state that energises, activates or goes (hence inspiration), and this directs behavior towards goals. " (Explanation by Bernard Berelson and Garry A. Steiner, People Behaviour, NY : Harcourt, Brace & World, 1964)

"A motive is restlessness, a absence, a yen, a drive. Once in the grip of a purpose, the organism does something to reduce the restlessness, to treatment the lack, to alleviate the yen, to mitigate the force. " (Explanation by Fillmore H. Sanford and Larence S. Wrightsman, Psychology, Belmont, Calif : Books Cole, 1970)

While a purpose is energizer of action, motivating is the channelisation and activation of motives, motivation is the task behaviour itself. Inspiration depends upon motives and motivating, therefore, it becomes a intricate process.

"Motivation identifies how urges, drives, desires, dreams, strivings, or needs direct, control or make clear the behavior of humans. " (Explanation by Dalton E. McFarland, Management Concepts and Practices, NY : Macmillan, 1974)

Motivation is one of the most important factors affecting individual behaviour and performance. This is the reason why managers add great importance to motivation within an organizational setting. It has been proposed that one's performance in an organization is a function of two factors: capability and determination to get the job done. Many organizations today recognize that motivating employees also takes a level of admiration between management and the staff. This respect is seen as relating employees in decisions that impact them, listening to employees and putting into action their suggestions where appropriate. The next phase in the inspiration process is to comprehend the implications of motivational theories. The motivational theories are :


The behaviour of a person at a specific point in time is usually determined by his best need. Psychologists declare that needs have a certain top priority. A. H. Maslow, a famous public scientist, has given a platform that really helps to make clear the strength of certain needs. Relating to him, there seems to be a hierarchy into which real human needs are arranged.

The different varieties of needs are:

  1. Physiological Needs - The physiological needs are at the most notable of the hierarchy because they generally have the highest power until these are moderately satisfied. These needs include food, normal water, shelter, clothes etc.
  2. Safety Needs - After the physiological needs are satisfied, other level needs become important. Next in the hierarchy are basic safety needs. This includes the need for being free from physical hazard or home preservation. Inside the industrial society security needs might take substantial importance in the context of the reliant marriage of employees to employers. Group can influence these protection needs either favorably - through pension plan, insurance coverage etc - or negatively by arousing anxieties of being fired or demoted.
  3. Love/Sociable Needs - When cultural needs become dominating, a person will shoot for meaningful relationships with others. In the organization, workers form informal group environment. This example is made worse when personnel are meticulously supervised and handled, but have no clear route of communication with the management.
  4. Esteem Needs - The esteem needs are concerned with self-respect, self-confidence, a feeling of personal price, feeling of being unique and accepted. Satisfaction of these needs produce feelings of self applied - self-confidence, prestige, power and control.
  5. Self Actualisation Needs - Self applied - actualisation is the need to maximize one's probable, whatever it may be. This consists of competence which suggests control over environmental factors, both physical and cultural, and achievement.


This theory was devised by Frederick Herzberg and affiliates of Case-Western reserve University. Relating to Herzberg, there have been two types of needs essentially unbiased of each other affecting behaviour in various ways. His results are that there are some job conditions which operate primarily to dissatisfy employees when the conditions are absent, however, their presence does not encourage them in a strong way. Another set of job conditions operates primarily to construct strong drive and high job satisfaction, but their absence rarely proves highly dissatisfying. The first set of job conditions has been known as maintenance or health factors and second set of job conditions as motivational factors.

Hygiene factors include salary, job security, personal life, working conditions and position. Motivational factors include achievement, recognition, advancement, probability of growth and responsibility.


Over the years, very skilled and knowledge founded careers are increasing while low skilled careers are lowering. This demands future skill mapping through proper HRM initiatives.

Indian organizations are also witnessing an alteration in systems, management cultures and philosophy because of the global position of Indian organizations. There's a dependence on multi skill development. Role of HRM is becoming all the more important.

Some of the recent developments that are being noticed are the following:

The recent quality management requirements ISO 9001 and ISO 9004 of 2000 concentrate more on people centric organizations. Organizations now need to get ready themselves in order to handle people centered problems with commitment from the top management, with renewed thrust on HR issues, more specifically on training.

Charles Handy also advocated future organizational models like Shamrock, Federal and Triple I. Such organizational models also refocus on people centric issues and call for redefining the future role of HR experts.

To leapfrog ahead of competition in this world of uncertainty, organizations have introduced six- sigma routines. Six- sigma uses rigorous analytical tools with authority from the most notable and develops a way for ecological improvement. These techniques improve organizational beliefs and helps in creating defect free product or services at minimum cost.

Human reference outsourcing is a new accession that makes a normal HR section redundant in an firm. Exult, the international pioneer in HR BPO already roped in Lender of America, international players BP Amoco & over the years plan to pass on their business to most of the Bundle of money 500 companies.

With the increase of global job flexibility, recruiting qualified people is also becoming increasingly difficult, especially in India. Therefore by creating an allowing culture, organizations are also necessary to workout a retention technique for the prevailing skilled manpower.


International HRM places better emphasis on a number of responsibilities and functions such as relocation, orientation and translation services to help employees adjust to a new and different environment outside their own country.

Selection of employees requires careful evaluation of the non-public characteristics of the candidate and his/her partner.

Training and development extends beyond information and orientation training to include awareness training and field experiences that will enable the manager to comprehend cultural dissimilarities better. Managers need to be protected from job development hazards, re-entry problems and culture shock.

To balance the professionals and negative aspects of home country and coordinator country assessments, performance evaluations should combine both sources of appraisal information.

Compensation systems should support the overall strategic intention of the business but should be customized for local conditions.

In many European countries - Germany for just one, rules establishes representation. Organizations typically discuss the contract with the unions at a nationwide level. In Europe it is more likely for salaried employees and professionals to be unionized.

HR Managers must do the following things to ensure success-

  • Use workforce skills and talents in order to exploit environmental opportunities and neutralize threats.
  • Employ progressive reward strategies that recognize staff contributions and grant enhancements.
  • Indulge in ongoing quality improvement through TQM and HR efforts like training, development, counselling, etc
  • Utilize people with distinctive capabilities to make unsurpassed competence in an area, e. g. Xerox in photocopiers, 3M in adhesives, Telco in pickup trucks etc.
  • Decentralize procedures and count on self-managed groups to deliver goods in difficult times e. g. Motorola is well-known for brief product development cycles. It includes quickly commercialized ideas from its research labs.
  • Lay off employees in a even way explaining facts to unions, staff and other affected groupings e. g. IBM, Kodak, Xerox, etc.

HR Professionals today are concentrating attention on the following-

  1. Policies- HR plans predicated on trust, openness, collateral and consensus.
  2. Motivation- Create conditions in which people are prepared to use zeal, effort and enthusiasm; make people feel like winners.
  3. Relations- Rational treatment of individuals and quick redress of grievances would pave the way for healthy work-place relations.
  4. Change agent- Prepare employees to accept scientific changes by clarifying concerns.
  5. Quality Consciousness- Determination to quality in all respects of personnel administration will ensure success.

Due to the new trends in HR, the bottom line is the HR director should treat people as resources, praise them equitably, and incorporate their aspirations with corporate goals through appropriate HR regulations.

Human resources have been part of business and organizations since the first days of agriculture, the present day concept of human resources began in a reaction to the efficiency concentration of Taylorism in the early 1900s. Throughout the middle of 20th hundred years emphasis were laid on authority, cohesion, and commitment played important functions in organizational success. This view was challenged by the techniques of management, however they gained importance at a later level following the 1980's and human resources had gained a long term role in a organization.

Trends in Human being resource management

  1. TQM - total quality management
  2. EAP - worker assistance program
  3. Balance credit score card
  4. Human learning resource outsourcing

TQM - total quality management.

TQM is a management beliefs that looks for to combine all organizational functions (marketing, funding, design, anatomist, and production, customer support, etc. ) to focus on meeting customer needs and organizational targets. TQM views an organization as a assortment of processes. It preserves that organizations must strive to continuously improve these procedures by incorporating the data and experiences of workers. The simple aim of TQM is "Do the right things, right the very first time, every time". TQM is infinitely adjustable and flexible. Although originally put on manufacturing functions, and for a number of years only found in that area, TQM is now becoming named a common management tool, just like applicable in service and public sector organizations.

The notion that organizations can gain a competitive gain in the market by focusing on customer needs, constantly increasing product and service quality, calculating improvements, and producing employees with their fullest potential is the central of TQM. HR must play an integral role in building an organization's TQM culture. In a few organizations, HR managers champion TQM by sponsoring educational initiatives, conversing successes and attracting outdoors consultants to redesign work procedures. Other HR departments have a more immediate, hands-on role in employing TQM, training employees in management and team development.

Balance credit score card

The well balanced scorecard is a management system that allows organizations to clarify their vision and strategy and convert them into action. It offers feedback around both the internal business processes and external outcomes to be able to continually improve tactical performance and results. When fully deployed, the healthy scorecard the well balanced scorecard transforms strategic planning from an educational exercise in to the nerve center of the enterprise. The well-balanced scorecard, a concept for measuring whether the activities of your company are reaching its targets in conditions of eye-sight and strategy, originated and first used at Analog Devices in 1987. By concentrating not only on financial results but also on the human issues, the well balanced scorecard really helps to provide a more detailed view of an business which helps organizations to act in their finest long-term passions. The proper management system helps professionals concentrate on performance metrics while controlling financial goals with customer, process and employee perspectives. Measures are often indicators of future performance. In 1992, Robert S. Kaplan and David P. Norton began publicizing the well-balanced scorecard through some journal articles and then in the 1996 book The Balanced Scorecard. Because the original idea was introduced, well balanced scorecards have grown to be a fertile field of theory and research.

Reasons for balance rating card:

Focus on traditional accounting methods such as ROA (go back on property), ROE (return on purchases) which give various deceptive information to professionals with regard to quality and innovation. It's important to check out the means to used to accomplish outcomes such as ROA, not merely focus on the final results themselves.

Executive program needs to be judged on success at getting together with a variety of both financial and non financial actions to effectively operate a small business.

Some non financial options are motorists of financial results procedures which give professionals more control to adopt corrective activities quickly.

Too many procedures, such as hundreds of possible cost accounting index methods, can confuse and distract an exec from concentrating on important strategies.

Human resource outsourcing

Outsourcing rests on the idea that activities which can be core and central to the organization have to be performed effectively within the business. Most successful outsourcing interactions offer cost-savings, standardization of functions, increased rate and quality of service. Effective delivery of transfer is the first step in the voyage of the HR office towards becoming a strategic partner. It really is quite apparent right now that success in exchange supplies the HR function the trustworthiness to engage in change.

Outsourcing of HR function needs to be an integral part of a built-in business technique for it to achieve success. The main element, however, is made for the older management team and HR professionals to identify the core HR procedures, and the non-core operations that can be outsourced. It is increasingly being accepted that recruiting are a source of competitive benefits for organizations, particularly in the info and knowledge industries. Various stakeholders in the organization such as the line professionals, CEOs and employees have urged the HR department to experiment with the role of your strategic spouse. The core areas of HR function related to change consist of getting and retaining ability, building people capacity in the business, developing a leadership pipeline and building a learning company.

The role of a functional expert demands specialty area. It could entail a knowledge of the many HR systems and procedures to solve routine and sophisticated problems. The role of the strategic partner is to comprehend the business enterprise and work with line managers to produce design and deliver high performance work systems which will ensure that the business is competitive with an on-going basis. This might require the HR function to check out a fit between business strategy and HR strategy and also between HR strategy and the various HR operations and tactics in organizations. What group of HR activities can be outsourced and what cannot? For me, recruitment or the procedure of attracting skill can be outsourced, but collection of candidates to become listed on the organization cannot be outsourced. Selection is the culture building process in an organization. While a huge part of performance management has been programmed, the task of ensuring that goal setting, reviews, counselling and mentoring happens is the role of HR.

Similarly, training delivery can be technology empowered, but making certain there can be an ongoing development process which develops internal specialized management and authority capability is an in-house function. Building an organizational culture that permits advancement, learning and version is the role of the HR function in an organization. These central and transformational activities of the HR function are the motorists of value within an organization.

Employee assistance program ( EAP)

The various areas of HRM made to create a host where an employee can be fruitful. The main emphasis is placed on discovering the right employees to match the careers, training to do the job, then providing them with a number of opportunities to excel. All this takes time and effort and money. Employees need considerable time to become completely productive - a process that requires the business to invest in its people. Modern employee assistance programs are extensions of programs that had their begin in U. S companies in the 1940s. Formal programs were integrated on the company's site to educate these staff about the risks of alcohol and to help them triumph over their addiction. The rationale because of this program, which still supports today, is returning a productive worker to the job as swiftly as is possible.

EAP's rather then venturing only on the alcoholic employees; they are also concentrating on areas such as adoption guidance, legal assistance, death of someone you care about, and child parent relationship. No matter how beneficial EAP's may be to a business, one aspect cannot be bought out for awarded: employee involvement. To simply accept EAPs, employees need to know about this program and understand its private nature. Accordingly, they need comprehensive information regarding how EAP works and exactly how they may use its services and its guaranteed confidentially. In addition, supervisors must be properly trained to recognize changes in worker behaviors also to refer them to the EAP in a private manner. Although, EAPs can help employees when problems occur, companies have given much support to locating ways to get rid of some factors that can lead to personal problems.

Author has a 45 cover restaurant, which is based on the concept of chocolate. The author would like to recruit and choose people by preparing the job explanations and job specifications for every different people. The author would be recruiting people with the advertisement method or with the help of employment businesses who bring different applicants. The writer cannot follow the internal approach for the prospects as it's a new restaurant, hence the method which needs o be followed would be external only. The writer wish to look in for the fresher's as this means just pass outs from the college. The writer would like to have such graduates as they are in rate with the current trends and would help the business run better. As stated earlier about the choice process the writer would be following a same process for the applicants but may not follow all the steps for all your people because the writer has a small restaurant. The writer would not like to waste money and time on such long techniques and would like to possess the best recruits. Following this the author has talked about about training and development, as every corporation would do we'd also have induction for our employees which would provide them with in simple a jist of the place they might be working. The procedure of socialization would not be needed to that degree as while the author are recruiting our employees itself we would be giving them a brief about the bundle and make clear them the conditions and conditions together with. Worker training and development are considered to be of the most important as it can help in the entire development of the organization. Training, development of the employee is the best way to reach the overall organizational development. The writer would be having assistant programs and would also be keeping seminars and assignments for the employees among their working hours as this will help them to know more and develop also. The writer should connect up with another standalone restaurant and organise mix training programs for the employees to get shown more for the world.

Then the writer moved on towards maintenance function which means what exactly are the techniques you retain your employees happy and keep them caught up to your restaurant. These require keeping a check on employee health this means giving them medical care insurance facilities and keeping an archive of these health as well. The writer would keep a safe working environment to avoid any incidents to take place in the working environment and any accidents that take place would be studied health care of by the author. There would be an available communication system within the organization so that the relations between employees and the author are good.

There would be sure lawful restrictions which will be enacted so that the employees feel protected in the task environment. The serves are as follows:

Equal Remuneration Function, 1976 - An work to give the payment of similar remuneration to women and men workers as well as for the prevention of discrimination, on the rounds of gender, against ladies in matter of work, and for matters linked therewith, or incidental thereto.

Employees Provident Account and Miscellaneous Procedures Action, 1952 - This take action means to provide employee with all the basic facilities like provident finance which means a basic security of life exists and additionally certain procedures which are provided to a worker that assist them in sticking to the organizations.

These are the laws which would be implemented in the organization under the author's observation and these would help the employees keep themselves in the organization.

After this the author has discussed employee motivation where the author has made use of the two ideas to comprehend what employee motivation is all about. The writer keeping all this at heart would help in the inspiration of the employees. Additionally the writer would walk out the way to help his employees in being comfortable within the surroundings of the business.

This task has totally helped the writer to come to a realization and know as to what can help the author's restaurant to run well and also have an effective business environment entirely in which the employees can talk to others without the restrictions and would have complete work satisfaction.


Of all the factors of creation, man is by far the most important. The need for human element in any type of co-operative endeavor cannot be over emphasized. The human being reference becomes even more important in the service industry whose value is supplied through information, personal connections and group work.

Human Resource Management is something of growing in a continuous and designed way the competencies of specific employees, dyadic organizations (superior and subordinate), clubs and the full total organization to achieve organizational goals. It maximizes the congruence between the person and organizational goals of employees and advances organizational culture where superior-subordinate associations, teamwork and cooperation among various systems become strong and contribute to the professional well-being, motivation and satisfaction of employees.

Human Reference Management is dependant on the five functions of management that are:

Planning: This includes identifying goals and targets, formulating types of procedures, anticipating future occurrences.

Organizing: This includes determining the plan of action, delegating authority, establishing communication and influencing expert.

Staffing: This consists of recruitment, appraisal, induction, orientation, parting, compensation, evaluation and counseling of the employees.

Leading: This consists of motivating the employees, setting an example in front of them and mainly getting work done through others.

Controlling: This includes comparison of real goals achieved compared to the goals determined, inspecting as to why it fell brief and taking corrective action.


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