Industry Structure Meaning & Example

Industry structure is an flow chart or statement which shows the organisations functions, From purchasing raw materials to selling the finished goods to the customers. The industry structure differ from organisation to organisation based on the production process and nature of the business.


Example: Industry Structure of Door Industry.

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HR Planing

Human Resource Planning:

Manpower planning is otherwise called as human resource planning. It is the planning done by the HR department to find the organization manpower requirement and to place the right in the right job.

Human Resource Planning Procedure:

*Analysis the current Manpower:
           
                                 First we have to analysis the current manpower availability,if it is surplus we have to reduce it by removal of staff, Lay-off, Voluntary retirement. If their is shortage we have to recruit more manpower.

*Forecast  future Manpower Requirement:

                               Based on the current manpower availability and organization requirement we need to forecast the manpower requirement in advance.

* Provide Training Program:
                             
                               They provide training programs for the employees based on the employees skills and knowledge.

Scope of HRM

1. Human resources planning: -
                   Human resource planning is a process by which the company to identify the number of jobs vacant, whether the company has excess staff or shortage of staff and to deal
with this excess or shortage.


2. Job analysis design: - 
                  Another important area of HRM is job analysis. Job analysis gives a detailed explanation about each and very job in the company. Based on this job analysis the company
prepares advertisements.


3. Recruitment and selection: -
                   Based on information collected from job analysis the company prepares advertisements and publishes them in the news papers. A number of applications are received after the advertisement is published, interviews are conducted and the
right employee is selected thus recruitment and selection are yet another important areas of HRM.

4. Orientation and induction: - 
                   Once the employees have beenselected an induction or orientation program is conducted. The  employees are informed about the background of the company. They
are told about the organizational culture and values and work ethics
and introduce to the other employees.


5. Training and development: - 
                    Every employee goes under training program which helps him to put up a better performance on the job. Training program is also conducted for existing staff that have a lot of experience. This is called refresher training. Training and development is one area where the company spends a huge amount. 


6. Performance appraisal: -
                    Once the employee has put in around 1 year of service, performance appraisal is conducted i.e. the HR department checks the performance of the employee. Based on these
appraisal future promotions, incentives, increments in salary are decided.


7. Compensation planning and remuneration: - 
                    There are various rules regarding compensation and other benefits. It is the job of the HR department to look into remuneration and compensation
planning.


8. Motivation, welfare, health and safety: - 
                    Motivation becomes important to sustain the number of employees in the company. It is the job of the HR department to look into the different methods of
motivation. Apart from this certain health and safety regulations have to be followed for the benefits of the employees.


9. Industrial relations: -
                    Another important area of HRM is maintaining co-ordinal relations with the union members. This will help the organization to prevent strikes lockouts and ensure smooth working in the company.

Human Resource Management

Meaning:

Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization.

The human resources are multidimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the viewpoint of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.

Its objective is the maintenance of better human relations in the organization by the development, application and evaluation of policies,procedures and programmes relating to human resources in order to optimize their contribution towards the realization of organizational objectives.

In other words, HRM is concerned with getting better results with the collaboration of people. It is an integral but distinctive part of management, concerned with people at work and their relationships within the enterprise. HRM helps in attaining maximum individual development, desirable working relationship between employees and employers, employees and employees, and effective modelling of human resources as contrasted with physical

resources. It is the recruitment, selection, development, utilization, compensation and motivation of human resources by the organization.

Evolution:

The early part of the century saw a concern for improved efficiency through careful design of work. During the middle part of the century emphasis shifted to the employee's productivity. Recent decades have focused on increased concern for the quality of working life, total quality management and worker's participation in management. These three phases may be

termed as welfare, development and empowerment

Nature:

Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:

• It is pervasive in nature as it is present in all enterprises.

• Its focus is on results rather than on rules.

• It tries to help employees develop their potential fully.

• It encourages employees to give their best to the organization.

• It is all about people at work, both as individuals and groups.

• It tries to put people on assigned jobs in order to produce good results.

• It helps an organization meet its goals in the future by providing for competent and well-motivated employees.

• It tries to build and maintain cordial relations between people working at various levels in the organization.

• It is a multidisciplinary activity, utilizing knowledge and inputs drawn

from psychology, economics,