POLICY GOALS OF HRM

The models of HRM, the aims set out above and other definitions of HRM have been
distilled by Caldwell (2004) into 12 policy goals:
1. Managing people as assets that are fundamental to the competitive advantage of
the organization.
2. Aligning HRM policies with business policies and corporate strategy.
3. Developing a close fit of HR policies, procedures and systems with one another.
4. Creating a flatter and more flexible organization capable of responding more
quickly to change.
5. Encouraging team working and co-operation across internal organizational
boundaries.
6. Creating a strong customer-first philosophy throughout the organization.
7. Empowering employees to manage their own self-development and learning.
8. Developing reward strategies designed to support a performance-driven
culture.
9. Improving employee involvement through better internal communication.
10. Building greater employee commitment to the organization.
11. Increasing line management responsibility for HR policies.
12. Developing the facilitating role of managers as enablers.

CHARACTERISTICS OF HRM
The characteristics of the HRM concept as they emerged from the writings of the
pioneers and later commentators are that it is:
● diverse;
● strategic with an emphasis on integration;
● commitment-oriented;
● based on the belief that people should be treated as assets (human capital);
● unitarist rather than pluralist, individualistic rather than collective in its approach
to employee relations;
● a management-driven activity – the delivery of HRM is a line management
responsibility;
● focused on business values.
@commerceoptional

HUMAN CAPITAL MANAGEMENT DEFINED


Human capital management (HCM) is concerned with obtaining, analysing and
reporting on data that informs the direction of value-adding people management,
strategic investment and operational decisions at corporate level and at the level of
front line management. The defining characteristic of HCM is this use of metrics to
guide an approach to managing people that regards them as assets and emphasizes
that competitive advantage is achieved by strategic investments in those assets
through employee engagement and retention, talent management and learning and
development programmes.

Commerce Optional (UPSC-IAS),
Daily Study Target for Commerce Optional 10/10 & 11/10

👆Above are subtopic for Commerce Optional Paper 2 of Organisation Behaviour


✅Human Resource Management ✅



Note- Students are advised to read only that subtopics for UPSC commerce Optional Preparation.

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😊 This will be very useful for students of Commerce Optional.
For Guidance Purpose Contact
CA Dhananjay Ojha (Chartered Accountant)
Contact @cadhananjay

Topic - Human Resource planning

#Q.1) Human Resource planning is a prerequisite for effective management of Human Resources.In the Light of this statement ,analyse the significance of Human Resource Planning ? 15 Marks

#Q.2) Why should organisations engage in HR Planning ? Why do some organisations need relatively more complex and comprehensive HR Planning system than do others?-15 Marks

#Q.3) "Logical Approach to staffing begins with a careful assessment and planning of current and prospective requirements." Comment - 15 Marks

Last batch of Guidance program is going on . Batch will be completed by January 2020.
interested aspirant can contact at @cadhananjay

Topic - Job Analysis

#Q.1) "Job analysis is a systematic, investigation of the tasks, duties and responsibilities of a job" Critically analyze this statement in the context of employee performance. ? 15 Marks

#Q.2) "Job Analysis typically produces merely a job description and the context in which work activities are performed" Critically evaluate the statement. -15 Marks

#Q.3) "Job analysis is the most basic human resource management activity" Discuss - 15 Marks




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