B.com Human Resource Management Book Pdf

[Aila Gilb]

Humanresource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees. HRM is often referred to simply as human resources (HR). A company or organization's HR department is usually responsible for creating, putting into effect and overseeing policies governing workers and the relationship of the organization with its employees. The term human resources was first used in the early 1900s, and then more widely in the 1960s, to describe the people who work for the organization, in aggregate.

HRM is employee management with an emphasis on employees as assets of the business. In this context, employees are sometimes referred to as human capital. As with other business assets, the goal is to make effective use of employees, reducing risk and maximizing return on investment (ROI).

The purpose of HRM practices is to manage the people within a workplace to achieve the organization's mission and reinforce the corporate culture. When people management is done effectively, HR managers can help recruit new employees who have the skills to further the company's goals. HR professionals also aid in the training and professional development of employees to meet the organization's objectives.

A company is only as good as its employees, making HRM a crucial part of maintaining or improving the health of the business. Additionally, HR managers monitor the state of the job market to help the organization stay competitive. This could include ensuring compensation and benefits are competitive, events are planned to keep employees from burning out and job roles are adapted based on the market.

HR departments vary in the size, structure and nature of their individual positions. For small organizations, one HR generalist might perform a broad array of functions. Larger organizations have several HR professionals who handle specialized roles, such as recruiting, immigration and visas, talent management, employee benefits and compensation. Though these HR positions are specialized, job functions might still overlap.

Almost all areas of HRM have sophisticated software that automates HR processes to varying degrees, along with other features, such as analytics. For example, job candidate recruiting has seen enormous growth in the number of software tools and management systems that match employers and job candidates. Those systems also manage other steps in the hiring process, such as interviewing and vetting.

A bachelor's degree is typically required for a career in human resource management. Some colleges offer HRM degrees that provide a career path into an entry-level HR position. Another way to land a job in HR is to complete an undergraduate course of study in a related field, such as business administration.

Several years of experience in operations-heavy roles can be valuable when making a career transition to an HR position. For those lacking a relevant undergraduate degree or translatable work experience, there are HR-specific master's degree programs to help build the necessary knowledge, skills and qualifications.

With many of these laborers putting in long hours -- often clocking 16-hour workdays -- it became apparent that worker satisfaction and happiness had a strong positive correlation with productivity. Seeking to maximize ROI, worker satisfaction programs were introduced. Factory conditions, safety concerns and workers' rights also began getting attention in the late 19th and early 20th centuries.

HR departments within organizations began appearing in the 20th century. They were often known as personnel management departments that dealt with legal compliance requirements and implemented worker satisfaction and safety programs. Following WWII, the U.S. Army's training programs were used as a model in some companies that started to make employee training a point of emphasis.

Personnel departments took on the human resources label in the 1970s. The primary factor that differentiates HR from personnel management is the way technology began to be used to improve communication and access to employee information.

Job opportunities for careers in HRM remain strong. Companies are recognizing the strategic difference a good human resource department can make and are investing in them accordingly. As a result, HR jobs are growing in demand.

Small businesses might have limited resources and a smaller workforce compared to larger companies, making HRM more difficult to implement. However, HRM principles and capabilities can be advantageous for small businesses in the following ways:

Human Resources management is a business specialization that deals with management, workforce staffing, maintenance strategies and planning of a company. The Faculty of Commerce offers a 3 year bachelors degree program in Human Resources Management which aims at equipping students with the relevant career competencies and abilities required to actively contribute to the growth of the commercial sector. The program provides specialized training in the skills and knowledge necessary to work in the field of human resources at a range of companies, non-profits, government agencies, and other organizations. The program is strategically designed to expose students to contemporary trends in the global economic systems. The Faculty is equipped with expert faculties from renowned IITs and IIMs, along with expert industrial resource persons who provide the students with the most comprehensive learning experience. Our curriculum is uniquely designed to provide students with the most enriching exposure to some of the vital interdisciplinary aspects of commerce such as accounting, finance, banking and insurance. Beyond the scope of the academics, the program goes on to train students in the aspects of entrepreneurship and business development so as to become key players within the start-up ecosystem. The program goes on to develop and nurture the interpersonal skills of the students, as a way of enhancing and promoting their employability and creating more placement opportunities.

The B.Com.; Major in Organizational Behaviour and Human Resources focuses on analyzing and influencing repeated patterns of action in groups and organizations, including leadership, human resource management, team management and concepts of management at multiple levels of the organization. The program also includes foundational studies in one or more of the following social science disciplines: psychology, sociology, anthropology, or industrial relations.

Management Core : The role of financial accounting in the reporting of the financial performance of a business. The principles, components and uses of financial accounting and reporting from a user's perspective, including the recording of accounting transactions and events, the examination of the elements of financial statements, the preparation of financial statements and the analysis of financial results.

Management Core : Individual motivation and communication style; group dynamics as related to problem solving and decision making, leadership style, work structuring and the larger environment. Interdependence of individual, group and organization task and structure.

Management Core : Statistical concepts and methodology, their application to managerial decision-making, real-life data, problem-solving and spreadsheet modeling. Topics include: descriptive statistics; normal distributions, sampling distributions and estimation, hypothesis testing for one and two populations, goodness of fit, analysis of variance, simple and multiple regression.

You may not be able to receive credit for this course and other statistic courses. Be sure to check the Course Overlap section under Faculty Degree Requirements in the Arts or Science section of the Calendar.

Management Core : The course focuses on the application of economic theory to management problems and the economic foundations of marketing, finance, and production. Attention is given to the following topics: price and cost analysis; demand and supply analysis, conditions of competition.

Management Core : Topics and tools of macroeconomics such as national accounting, the IS-LM model, the drivers of output and business cycles, and the basics of monetary policy andinflation. Emphasis on financial markets, the role of expectations, and the reasons for possible deviations from full information market efficiency.

Management Core : Introduction to principles and concepts of information systems in organizations. Topics include information technology, transaction processing systems, decision support systems, database and systems development. Students are required to have background preparation on basic micro computer skills including spreadsheet and word-processing.

Management Core : An introduction to the principles, issues, and institutions of Finance. Topics include valuation, risk, capital investment, financial structure, cost of capital, working capital management, financial markets, and securities.

Management Core : Introduction to marketing principles, focusing on problem solving and decision making. Topics include: the marketing concept; marketing strategies; buyer behaviour; Canadian demographics; internal and external constraints; product; promotion; distribution; price. Lectures, text material and case studies.

Management Core : Design, planning, establishment, control, and improvement of the activities/processes that create a firm's final products and/or services. The interaction of operations with other business areas will also be discussed. Topics include forecasting, product and process design, waiting lines, capacity planning,inventory management and total quality management.

Management Core : An introduction to the world of international business. Economic foundations of international trade and investment. The international trade, finance, and regulatory frameworks. Relations between international companies and nation-states, including costs and benefits of foreign investment and alternative controls and responses. Effects of local environmental characteristics on the operations of multi-national enterprises.

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