George Elton Mayo

Robert Owen

The human resources field began to take shape in 18th century Europe. It built on a simple idea by Robert Owen (1771-1858) and Charles Babbage (1791-1871) during the industrial revolution. These men concluded that people were crucial to the success of an organization.

Personnel management focuses on dealing with the employees within the organization; however, HRM focuses on utilizing the HR of the organization in the best possible way. Personnel Management is very slow in making decisions whereas the HRM is much faster in making and implementing its decisions.

Personnel HRM is the combination of personnel management (PM) and human resource management (HRM). PM continues to be used in firms as an administrative function. HRM currently implements HRM practices in organizations. They are, for example, training, compensation, recruitment, careers, and others.

Here are 10 of today’s most common human resource challenges along with solutions you can quickly implement in your business.

• #1 Compliance with Laws and Regulation.
• #2 Management Changes.
• #3 Leadership Development.
• #4 Workforce Training and Development.
• #5 Adapting to Innovation.
• #6 Compensation.

HR stands for Human Resource and HRM stands for Human Resource Management. Human Resource or HR is used to define the set of people who manage the resources related to employees in an organisation.

An HR audit is an objective examination of your business’s HR policies, practices, and procedures. The goal is to look for trouble spots and/or identify ways you can improve. You can hire an outside company to perform the audit or you can instruct your HR department to perform an internal audit.

Human resource development is the process of assisting employees in a certain organization to improve their personal and organizational skills, their abilities and use of knowledge. This includes helping them through taking them for training, career development t courses, organizational and performance management.

Human Resource Development is the framework for helping employees develop their skills, knowledge, and abilities, which in turn improves an organization’s effectiveness.

The main aim of HRD is to develop a variety of competencies (knowledge, attitudes, skills and technical areas, managerial areas, behavioural and human relations areas and conceptual areas) to perform various tasks or functions required by their jobs.

Elements of Good HRDThe elements of good HRD are:1. Corporate strategy and business linked HRD2. Systems engineered and systems driven HRD3. Appropriately structured and competently handled HRD4.

Components of human resource development: The two major components of HRD are (1) training and development and (2) organization development. In addition, HRD has three critical application areas: human resource manage- ment, career development, and quality improvement.

HRD Strategies “ HRD Strategies are a plan that defines how the humanresources would be utilized through the use of an integratedarray of training, organizational development and career developmentefforts to achieve individual, organizational objectives.”

HRD Climate has three dimensions of (T.V. Rao and E. Abraham) – General climate, OCTAPAC culture and Implementation of HRD mechanisms The general climate deals with the importance given to human resources development in general by the top management and line managers.

HRD Matrix identifies the interrelationships between HRD instruments, processes, outcomes and organisational effectiveness. These instruments lead to generation of HRD processes like role clarity, development planning, development climate, risk-taking and dynamism in employees.

HRD climate is the perception that the employees have about the policies, procedures, practices, and conditions which exist in the working environment.

The important dimensions or components which collectively represent the climate of an organisation are as discussed below:

• Dominant Orientation:
• Inter-Personal Relationships:
• Conflict Management:
• Individual Autonomy:
• Organisational Control System:
• Organisational Structure:
• Task Oriented or Relations Oriented Management:

The motivational framework of climate includes six motives: achievement, expert influence, control, extension, dependency and affiliation. These motives are relevant for understanding and examining the behavior of people in organizations.

Factors affecting the level of job satisfaction are;

• Working Environment.
• Fair Policies and Practice.
• Caring Organization.
• Appreciation.
• Pay.
• Age.
• Promotion.
• Feel of Belongings.

Meaning of Institutional Climate: The institutional climate or climate of an educational institution is basic requirement of an educational institution and is the basis of health of a school. The climate is the process while health is its end product which is also the result of growth and development of an institution.

• We usually talk about organizational Climate or organizational culture.
• i) Open Climate: This depicts a situation which is relatively opened.
• ii) Autonomous Climate: This has less openness than open climate.
• iii) Controlled Climate: This manifests lesser degree of openness than both open and autonomous climate types.

An open school climate is one in which teacher and principal behavior is supportive, genuine, and engaged, whereas a closed climate is characterized by lack of authenticity, game playing, and disengaged behavior. The revised OCDQ was conceptualized using the same framework of open versus closed climates and behaviors.

Organizational climate describes a unit of organization rather than evaluates it or indicates emotional reactions to it. Put simply, the set of internal characteristics that distinguish one school from another and influence the behavior of members is the organizational climate of the school.