Are you someone who is always willing to lend your shoulders to people, listen to their worries and figure out a way to help them? If you are attracted to the challenge of handling a diversity of people, excited to grab a chance of interacting with them, adept at gauging their psyche and potential, flexible in adapting to changing situations and efficient in multi-tasking, then Human Resource Management or Personnel Management is the right profession for you to successfully harness this potential.
In a technology-driven, fiercely competitive, dynamic and globalised business environment of the 21st century, providing, managing and retaining a quality work force to a corporate organization is a formidably multifaceted task that an HR professional accomplishes.
The Job
A Human Resource (HR) Manager is a mediator between the management and employees. An HR manager should create a positive work environment in which people get motivated and are ultimately in a happy work place. An HR manager’s role varies as per the organization. He/she ensures that the company meets its objectives. They to handle all issues and aspects relating to the human resources of the company i.e. training, salary, increments, staff amenities, performance updates, employee policy, recruiting, team building, employees health and safety.
HR personnel are responsible to carry out the following tasks:
K Manpower Planning
KRecruitment
K CV Capture
K Interview Scheduling
K Training and Induction
K Personnel management and development
K Job appraisal
K Compensation & Benefit code Management
K Formula Management
K Asset Management
K Loan Management
K Payroll Process
K Income Tax Management
K Employee MIS
K Cheque Generation
K Journal Entry Generation
Eligibility
Most of the universities in India impart education in this specialized field of study only at postgraduate level. Aspirants to the course in Human Resource Management should have a Bachelor’s Degree (10+2+3 of pattern) in any discipline from a recognized university with at least 50 % marks in aggregate.
The masters programmeme will be of 2 years duration and PG Diploma programmemes will be of 1 year duration. Basically admission to these programmemes will be based on aptitude test, GD and interview. The selection procedure may vary depending on the institutes. procedure consists of an entrance examination where the aptitude and suitability of the candidates for this specialized field is scrutinized. Most institutes admit students on the basis of marks scored in exams like CAT by IIMs, MAT by All India Management Association, XAT by Xavier Institute etc. Most of the government recognized institutes conduct Common Entrance Test. Some institutes conduct their own exam examinations to these courses. The test consists of questions concerning English, Reasoning, General Science and General Knowledge. The test is followed by a group discussion and interview.
Many MBA courses offer Human Resource Management as a specialization to the major course. In MBA, the specialization will be offered in the 2nd year. Compared to MBA, MHRM is an exclusive 2 year programmeme on Human resources.
In case of SC/ST/OBC the minimum mark can be 45%. Selection
Courses
A two-year MBA or PG in HR is offered by some institutions like TISS (Mumbai), XLRI (Jamshedpur), Narsee Monjee Institute of Management Studies (Mumbai), Symbiosis Institute of Business Management (Pune), and the IIMs. An MBA course not only covers the core subjects of management like accounting, finance, communication skills, marketing, public relations, TQM, but also includes papers in HR management like performance management, training and development, compensation and benefits, labour laws and employees welfare, recruitment and selection, HR audit, etc.
Moreover, some HR super specialty courses have topics like competency mapping, train the trainer, personal growth lab, and data analysis and computational skills. Training in workshops, personal growth labs and outbound programmemes conducted by management colleges imparts knowledge of organizational behaviour and psychology, communication skills, managerial qualities and proficiency in computers to students.
Qualifications :
Education and experience both are equally important to survive in this profession. There are various opportunities and scope in this profession, as companies are expanding and multinationals are entering the economy. Demand and requirement both are expected to grow exponentially for HR managers.
Prospects
The basic qualification required for a job opportunity in the HR Department of an organisation is a Masters degree in Human Resource Management. The courses exclusively meant for Human Resource Management are :
Master of Human Resource Management (MHRM)
Master of Human Resource and Organizational Development
(MHROD)
Post Graduate Diploma in Human Resource Management (PGDHRM)
Post Graduate Diploma in Human Resource Development (PGDHRD)
Armed with a professional degree in HR, one can get abundant job opportunities in a plethora of industries in both private and public sectors like manufacturing, automobile, electronics, telecommunications, FMCG industries, steel, cement, fertilizer, heavy industry, software, banking, finance, transport, etc. In this intensely competitive corporate world, any variation in the productivity level of man power can affect the goals of the business. Hence management of the labour force is vital to the creditable functioning of an organization. Profitable, fruitful and fulfilling careers await young and dynamic MBAs and Postgraduates in HR, as good HR professionals are in perpetual demand.
The ambit of employment prospects of HR spreads beyond the industry to include the roles of teacher, consultant and researcher.
Significant Points
* The educational backgrounds of these workers vary considerably, reflecting the diversity of duties and levels of responsibility.
* Certification and previous experience are assets for most specialties, and are essential for more advanced positions, including managers, arbitrators, and mediators.
* College graduates who have earned certification should have the best job opportunities.
Personality Traits
A general informed interest in the economic and business affairs is an added advantage, as it will help one to develop the acumen to gauge the required skills-sets of an organisation’s prospective task force.
A keen aspirant to a career in Human Resource Management should cultivate certain soft skills, attitude and attributes befitting a competent HR professional. They include commitment to hard work, capacity to lead and manage groups and teams, and command over excellent communication skills. Ability to patiently interact with and deftly handle people will stand one in good stead in this profession. Willingness and efficiency in strenuous multi-tasking is also imperative for undertaking this demanding job. Good interpersonal communication and interaction is the major skill required for this profession, as HRM are the mediators between employers and employees. An HR Manager need complete involvement, lots of patience, flexibility and ability to get on with all types of people. Leadership quality and time management skills will be counted for this career. As an HR has to work as a team player, they should possess good organizational skills, should be able to coordinate all the individuals as a team and make them work together. Other essential skills needed for the HR professional is a flair for seeing a problem from all sides, a good memory for names and faces, lack of prejudice, detachment and an understanding of people, the ability to gain their confidence and respect and a persuasive and a congenial personality. To be an effective HR manager, he/she should be a great team player and a source of inspiration and motivation to the subordinates.
Remuneration
Remuneration of an HR professional is variable in different corporate organizations. Generally, the starting salary of an HR Executive / Management Trainee is around Rs. two lakhs per annum. This can rise to Rs. 5 lakhs per annum as one climbs the corporate ladder to reach middle management level in about 10 years and the position of Vice President-HR and General Manager-HR in about 10-15 years.
Part II
Personnel Administration
Employees are an organization's most important assets. In today’s business environment where success of any organization is directly proportional to the quality of its employees.
HR& PM: The Difference
For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.
When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.
Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company’s workforce.
Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization’s personnel department. With human resources, all of an organization’s managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks.
As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.
When looking for a job in personnel management or human resources, it is important to realize that many companies use the terms interchangeably. If you are offered a job as a personnel manager, you may be required to perform the same duties as a human resource manager, and vice versa. In some companies, a distinction is made, but the difference is very subtle.
Eligibility
Human Resource has proved to be a competitive factor in the present scenario in an organized sector.
Duration : 2 YEAR(S)
Education Stream : Graduation in any stream
Basic Qualification : Master Of Personnel Management
Functions:
The functions of Human Resource Development and Human Resource Management need high professional skill and competence considering take off stage of globalization in India. The main objectives of M.P.M course are highlighted as under:
a) To provide basic knowledge of theoretical concepts of personnel and HR functions at all levels.
b) To impart such training and education which will be applied further in the field of HR by using skill and competence to conceptual, managerial and operational functions in all the areas of personnel and HRD / HRM.
The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company. Along with placement, the HR manager may also oversee, or at least be involved in, the creation of entry level training programmes, as well as continuing education opportunities for existing employees.
Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare programme provided to the employees as well.
One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.
Sometimes overlooked in the course of personnel management is the emotional welfare of the employees. Increasingly, more personnel managers understand that a well-adjusted employee is an asset to the company. To this end, many people in charge of personnel management try to provide opportunities for employees who are in need of counseling to receive support from the company.
This support often involves scheduling time during working hours for the counseling sessions, and perhaps picking up the cost if insurance does not cover counseling. As with continuing educational programmes, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available.
Depending on the size of the organization, it may be possible for one person to handle all personnel management functions. As a company grows, it may be necessary to expand from a single personnel manager to a full-fledged personnel management, or Human Resources team. By understanding the needs of the company at each point in its growth, management can readily see to the addition to the Human Resources team over time.
Human Resource has proved to be a competitive factor in the present scenario in an organized sector. The functions of Human Resource Development and Human Resource Management need high professional skill and competence considering take off stage of globalization in India. The main objectives of M.P.M course are highlighted as under:
a) To provide basic knowledge of theoretical concepts of personnel and HR functions at all levels.
b) To impart such training and education which will be applied further in the field of HR by using skill and competence to conceptual, managerial and operational functions in all the areas of personnel and HRD / HRM.
Scope
Personnel management (connected with Human Resource Management) has emerged as one of the most significant areas of management education. The scope of personnel administration is quite wide. It includes all activities which help the management in getting the work done by the labour force in the best manner possible to accomplish the organizational objectives. The main objective in any organization is the optimum utilization of available resources. Personnel administration is primarily concerned with the organization of manpower ; therefore, the main objective may be summarized as to utilize the available human resources in a way so as to get the work done effectively to the maximum satisfaction of the individual worker to seek their cooperation in accomplishing the general goals of the organization.
The objectives of personnel administration can be classified into General objectives and specific objectives.
General objectives
1. Maximum individual development – the employer should always be careful in developing the personality of each individual. If an act of the employer can adversely affect the personality of the individual, he should avoid it. Employer should establish and support such human values that may have social recognition and importance. They should always be regarded as partners and given due importance. The objective of Personnel administration as a bridge between the management and the employees is to keep the management apprised of positive accomplishments and warning signals in the personnel practices. If the human assets of an organization are being misused in the process of profit maximization, it is definitely a short term achievement, because in the long run, the adverse effects felt by the work force will translate into lesser profits for the organization.
2. Desirable working relationship between employer and employee – it is the major objective of personnel administration to achieve a desirable working relationship between the employer and the employees so that they may cooperate with the management. Both of them must rely on each other. The personnel administrator should get it realized to the top management that personnel should be given fair and equitable treatment and on the other hand, convey to the workers that they should cooperate in achieving the goals of the management. The basic responsibility for the personnel lies with the supervisors although the administrator supplies tools such as policy, record keeping, control and advice. His objective is therefore to ensure that the line supervisor is aware of his personnel responsibilities and carries them out responsibly. Simultaneously he should also ensure ethical conduct amongst all personnel and on the part of each supervisor towards each employee for whom he is responsible.
3. Specialized services – The administrator provides the tools such as record keeping, policy making, controlling and advising. Although not directly responsible for the personnel, who lie with the line supervisor, he may examine causes for non-efficiency or non-effectiveness, suggest remedial measure, perform research into proposed personnel procedures, handle negotiations with a government agency, etc. The basic objective here is to provide assistance to the line supervisor whilst simultaneously ensuring that the line supervisor meets his responsibilities to the personnel.
4. Moulding of human resources – Human beings is the most important resource and the only active factor which engages all other factors of production. Therefore, the administrator should emphasize the effective utilization of human resources as compared to physical resources so that production and productivity is optimized. Other factors of production will be ineffective without effective molding of human resources.
Specific objectives
1. Selection of the right type and number of persons
2. Proper orientation and introduction of new employees to their jobs
3. Organisation of suitable training facilities
4. Provision of better working conditions and facilities.
5. Provision of sound, fair and effective wage and salary administration and incentives.
6. Good industrial relations with representative trade unions
7. Personnel research
Duties of Personnel Staff
In a dynamic working environment, the boundaries of any role cannot be clearly defined. However, the duties of Personnel staff may be described as under:-
1. As a Service Provider – providing information on market statistics of personnel availability, pay rates, etc. Interpret the complex laws and legislations. Employment and placement programmes, employee compensation programmes, training and development programmes, labour relations could be stated to be the duty as a service provider. It must be noted that there will often be an overlap between the different roles that a Personnel staff may assume
2. As a facilitator – advises the supervisors on employee problems, facilitates training and development, and when performance appraisals are done. One of the responsibilities of Personnel staff is also to ensure that other managers who undertake such activities are well equipped to do so.
3. as a consultant – to help the supervisors resolve problems due to lack of motivation, lack of training, grievances, etc.
4. As an auditor – to ensure that all members of the management perform their respective roles, to determine whether personnel policies and procedures are being administered uniformly by supervisors.
Job Prospects
As a certificate holder in Personnel Management, you can work as a personnel officer, labour officer, employee relations officer, labour and welfare officer or industrial relations and training officer in large industrial and business organizations, government undertakings, factories, mines, plantations, hospitals, hotels, banks and other financial institutions, professional institutions or organizations that have a large workforce. You could even start your own recruitment consultancy after you have gained some work experience. Briefly, the work includes payroll processing, recruitment, disciplinary action, evaluation, motivation and training, maintaining contracts, timesheets, holiday, sickness, maternity leave etc of the staff.
Remuneration
Over the years, the role of personnel professionals has become an integral part of any organization and hence depending on your qualification and experience, this field promises a hot career. As a trainee, one can start with a salary of Rs.6000-Rs.10000. one can command a higher salary as the knowledge and familiarity raises.
Skills & Attributes
An outgoing, friendly personality; ability to handle people, ability to handle pressure, ability to handle deadlines, excellent communication skills & leadership skills are necessary to be an effective personnel manager. He/she should be a great team player and a source of inspiration and motivation to the subordinates.
Study Here
1. XLRI, Jamshedpur
Contact Information
Circuit House Area (East)
Jamshedpur 831 001
Jharkhand, India
Phone : +91 - 657 - 398 3333
Fax : +91 - 657 - 222 7814
E-mail : xlwebmaster@xlri.ac.in
Website : www.xlri.edu
2. Xavier Institute of Management & Research
St. Xavier's College Campus,
Mahapalika Marg,
Mumbai 400 001.
INDIA
Tel: 91-22-6522 1909/1911
Fax: 91-22-2265 0607
Email: info@ximr.com
Website: www.ximr.com
St. Xavier's College Campus,
Mahapalika Marg,
Mumbai 400 001.
INDIA
Tel: 91-22-6522 1909/1911
Fax: 91-22-2265 0607
Email: info@ximr.com
Website: www.ximr.com
3. Tata Institute of Social Sciences, Mumbai,
Contact Information
Post box 8313, Deonar,
Mumbai 400088
Phone : 91-22-2556 3289-96
Fax : 91-22-2556 2912
E-mail : webmaster@tiss.edu
Website : http://www.tiss.edu
4. National Institute of Personnel Management (NIPM),
D1/E1, Prathamesh Co-op. Hsg. Society Ltd.,
Off Veer Savarkar Marg,
Prabhadevi, Mumbai - 400 025
Phone : 022 - 2431 62 71
Telefax : 022 - 2422 04 07
E-mail : nipmbom@vsnl.com
Website : www.nipmpune.com
5. University of Mumbai
M.G. Road, Fort
Mumbai - 400 032 Maharashtra-400032
Phone : 022 - 2652825
Fax : 22 - 2652832
Website : www.mu.ac.in
6. Jamia Millia University, New Delhi
Contact Information
Jamia Nagar, New Delhi-10025
Phone : 26984650, 26985180
Fax : 011-26981232
Email : admin@jmi.nic.in
Website : www.jmi.nic.in
7. Bharati Vidya Bhavan'S S.P.Jain's Institute Of Management Research
Dadabhai Road, Munshi Nagar,
Andheri(West), Mumbai-400 058
Tel: +91-22-2623 7454 / 0396 / 2401
Fax: +91-22-26237042
Email: spjicom@spjimr.org
Website: http://www.spjimr.org
8. ICFAIAN Business School
ICFAI Annexe, G.N Khalsa College Campus,
Matunga, Mumbai-400019 022-24178300, 022-24097824
ICFAI Panjim : 106, Ist Floor, ,Patto Plaza, Behind Kadamba Bus Stand Panjim - 403001 Tel.: (0832)2437211/2437050.
ICFAI Margao : 4th floor, Reliance Plaza, Behind Grace Church, Margao.Tel:(0832)6694190, 2732094. I
CFAI Pune : 6 Rachana House Fergusson College Road Shivjinager, Pune Tel: 020: 66026975 /660266976
Siddivinayak PLAZA Vimannagar Pune14 (020) 41282191-96
9. Jamnalal Bajaj Institute Of Management Studies
Dadabhai Navroji House,164,
Backbay Reclamation,
H.T.Parekh Marg, Opp. Hindustan Lever Office
Churchgate, Mumbai-400 020
Email: jbims@vsnl.com
Website: http://www.jbims.edu
Tel No: +91 - 022 - 22024133 / 22024118 / 22025153
Course:
Masters in Management Studies (MMS) (2 years Full time)
Jankidevi Bajaj Institute Of Management Studies
Sir Vitthaldas Thakersey Vidya Vihar,
Juhu Road, Satacruz (West), Mumbai-400 049
E-Mail: jdbims@rediffmail.com / jdbuims@yahoo.com
Website: http://www.jdbims.net/mpmir.htm
Tel. No. : 022-26606626 / 8624 / 8493
Fax No. : 022-26606615
Jankidevi Bajaj Institute of Management Studies,
S.N.D.T. Women University,
8th Floor, Patkar Hall Building, 1,
Nathibai Thackersay Road, Mumbai 400020, Maharashtra
Tel no: (022) 203 1879 ext. 309, 203 4206
Fax: (022) 203 4206
10. Symbiosis Centre for Management and Human Resource Development (SCMHRD)
Symbiosis International University Symbiosis Infotech Campus,
Plot No. 15, Rajiv Gandhi Infotech Park,
MIDC, Hinjewadi,
Pune-411057 INDIA
Phone: +91 20 22934304 / 05 Fax: +91 20 22934306
E-Mail: director@scmhrd.edu Website: www.scmhrd.edu
Symbiosis International University Symbiosis Infotech Campus,
Plot No. 15, Rajiv Gandhi Infotech Park,
MIDC, Hinjewadi,
Pune-411057 INDIA
Phone: +91 20 22934304 / 05 Fax: +91 20 22934306
E-Mail: director@scmhrd.edu Website: www.scmhrd.edu
11. Wigan & Leigh College, West India
The New Mahalaxmi Silk Mills Pvt Ltd,
Mathuradas Mills Compound,
Senapati Bapat Marg,
Lower Parel(W), Mumbai - 400013
Phone No. : 022-40571900/1919,
Mobile No.: 09323781477
Email: mumbaienquiry@wiganindia.org
Mobile No.: 09323781477
Email: mumbaienquiry@wiganindia.org
Plot No. 14,
Lane No. 14, Galani Chambers,
Near Income Tax Office,
Prabhat Road,Pune - 411004
Phone No. : 020-25459588/89/90/64015205/06,
Mobile: 9970016136
Email: pune@wiganindia.org
Mobile: 9970016136
Email: pune@wiganindia.org
S/1-2, Chanson building,
Next to Maruti Showroom,
Dayanand Bandodkar Marg,Miramar,
Panjim, Goa.403001
Phone No. : 0832-6450391/6451393
Email : goa@wiganindia.org
Email : goa@wiganindia.org
Bangalore Campus
Ground Floor, No. 30,
Dickenson Road
Phone No. : 080-25574311/12/41477204
Email: bangalore@wiganindia.org
Dickenson Road
Phone No. : 080-25574311/12/41477204
Email: bangalore@wiganindia.org
K.J.Somaiya Trust'S K.J.Somaiya Institute of Management Studies & Research
Vidyanagar,
Mumbai - 400077.
Phone No.91-022- 6644 9300 / 6644 9350
Fax No. 91-022-2515 7219
Phone (Dir) 022-55846064, Mob: 9870260395
Placement Office: 022-25027221 / 25157220
Email: registrar@simsr.somaiya.edu
Web: http://simsr.somaiya.edu
No comments:
Post a Comment