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WELCOME TO 'HUMAN RESOURCE'

HUMAN RESOURCE IS NOT IN ORGANIZATION BECAUSE HUMAN RESOURCE USE IN EVERYWHERE IN EACH AND EVERY INDUSTRY EITHER SMALL AS WELL AS LARGE.

Features:

Its features include:

• Organizational management
• Personnel administration
• Manpower management
• Industrial

But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even employee and industrial relations are confusingly listed as synonyms, although these normally refer to the relationship between management and workers and the behavior of workers in companies.

The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process.

Human Resource Management(HRM) is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations.

Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. So if we move to actual definitions, Torrington and Hall (1987) define personnel management as being:

“a series of activities which: first enable working people and their employing organizations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled" (

While Miller (1987) suggests that HRM relates to:

".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage"

тσρ 50 мαηαgємєηт gυяυѕ

тσρ 50 мαηαgємєηт gυяυѕ αяє:-

1. Michael E.Poter
2. Tom Peters
3. Robert Reich
4. Peter Drucker
5. Peter Senge
6. Gary S. Becker
7. Gary Hamel
8. Alvin Toffler
9. Hal Varian
10. Daniel Goleman
11. Rosabeth Moss Kanter
12. Ronald Coase
13. Lester Thurow
14. Charles Handy
15. Henry Mintzberg
16. Michael Hammer
17. Stephen Covey
18. Warren Bennis
19. Bill Gates
20. Jeffrey Pfeffer
21. Philip Kotler
22. Robert C. Merton
23. C.K. Parhalad
24. Thomas H.Davenport
25. Don Tapscott
26. John Selly Brown
27. George Gilder
28. Kevin Kelly
29. Chris Argyris
30. Robert Kaplan
31. Esther Dyson
32. Edward de Bono
33. Jack Welch
34. John Kotter
35. Ken Blanchard
36. Edward Tufte
37. Kenichi Ohmae
38. Alfred Chandler
39. James MacGregor Burns
40. Sumantra Ghoshal
41. Edgar Schein
42. Myron S. Scholes
43. James March
44. Richard Branson
45. Anthony Robbins
46. Clay(ton) Christensen
47. Michael Dell
48. John Naisbitt
49. David Teece
50. Don Peppers.


∂єтαιℓє∂ ℓιѕтιηg σƒ мαηαgємєηт gυяυѕ/єχρєятѕ:-

There are many management experts or gurus providing thought leadership. In May 2002, the Institute for Strategic Change at Accenture undertook an extensive survey to determine the top 50 business intellectuals.

The web provides a wide range of information and resources about these successful individuals and their business thinking. Their contribution to management theory and practice, and/or, their contribution to the international business world, is acknowledged by their selection. Many of the experts provide excellent guidance in human resources (HR) strategy and organisation development. All hold "guru" status in their field of expertise. Many are authors of management books and other resources.

The list is:

Top 10 Management Guru Listing:

1. Michael Porter

- Harvard Business School professor and strategy expert.

- author of Competitive Strategy: Techniques for Analyzing Industries and Competitors

Personal Site : http://www.isc.hbs.edu/

2. Tom Peters

- management consultant and author of In Search of Excellence.

Personal Site : http://www.tompeters.com/

3. Robert Reich

- former Secretary of Labor in the Clinton administration, a social and economic policy professor at Brandeis University, author of several books, including The Future of Success , and Democratic candidate for Governor of Massachusetts.

Personal Site : http://robertreich.org/

4. Peter Drucker

- business philosopher and consultant for over 50 years.

Personal Site : http://www.peter-drucker.com/

5. Peter Senge

- MIT professor and author of The Fifth Discipline: The Art and Practice of the Learning Organization.

Personal Site : http://www.infed.org/thinkers/senge.htm

6. Gary S Becker

- 1992 Nobel Prize in Economics for his work on human capital, and an Economics and Sociology professor at the University of Chicago.

Personal Site : http://home.uchicago.edu/~gbecker/

7. Gary Hamel

- Chairman of consulting firm Strategos, and author of Leading the Revolution.

Personal Site : http://www.garyhamel.com/

8. Alvin Toffler

- author of Future Shock and The Third Wave

Personal Site : http://www.toffler.com/featured/fd_alvin.shtml

9. Hal Varian

- Dean of the School of Information Management & Systems at the University of California at Berkeley, and author of Information Rules: A Strategic Guide to the Network Economy

Personal Site : http://people.ischool.berkeley.edu/~hal/

10. Daniel Goleman

- journalist and author of the best seller Emotional Intelligence.

Personal Site : http://www.danielgoleman.com/

мαιη ραgє

HUMAN RESOURCE: Human Resources may be the most misunderstood of all corporate departments, but it's also the most necessary. Those who work in Human Resources are not only responsible for hiring and firing, they also handle contacting job references and administering employee benefits.

It's true that any individual who works in Human Resources must be a "people person." Since anyone in this department deals with a number of employees, as well as outside individuals, on any given day, a pleasant demeanor is a must.

Managing employees is a major job, so those in Human Resources must be equal to the task. Ten or twenty years ago, Human Resources personnel were rarely seen. Instead they worked behind the scenes to ensure personnel records were in order and employee benefits were being properly administered, but the job stopped there. Today's Human Resources personnel don't only handle small administrative tasks. They are responsible for staffing major corporations. This is no minor feat.

It's not enough to be able to screen potential employees, however. Those who work in Human Resources also have to be able to handle a crisis in a smooth, discreet manner. Whether the issue is health care related or regarding sexual harassment or employee disputes, a person working in Human Resources must be trusted to keep an employee's personal details to him or herself. The Human Resource team must also be a good judge of morale and realize when morale boosting incentives are needed. It's up to them to make sure all employees are comfortable with their surroundings and working under acceptable, if not above average, conditions.

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INDIAN HUMAN RESOURCE BLOG - "http://hrblog.typepad.com/hrblog/"