1. What do you understand by Management? Process of Management and Level of Management.

Definition of management processes Those processes which are performed by managers are called management processes. Managers are commonly involved in planning, organizing, directing, motivating, controlling and decision-making. These processes are also termed as organizational processes because they go beyond an individual manager and affect the entire organization.

Management process is a systematic way of doing things. We refer to management as a process to emphasize that all managers, irrespective of their aptitude or skill, engage in some inter-related functions in order to achieve their desired goals. In this post I am briefly going to describe the functions of management or step of management process. Management process or functions involves for basic activities; 1. 2. 3. 4. Planning and decision making Organizing Leading Controlling

2. Management Vs Human Recourse Management. II. Management Definition & Function

III. Defination of HRM: The process of hiring and developing employees so that they become more valuable to the organization.Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels. Examples of core qualities of HR management are extensive knowledge of the industry, leadership, and effective negotiation skills..
Function of Hrm:/ Q3.Function of HRM and How Its Work in Your Organiztion 1. Performance Appraisal: This function monitors employee performance to ensure thatit is at acceptable levels. 2. Recruitment and Selection: 3. Training and Development: 4. Career Planning:Career planning has developed partly as a result of the desire of many employees to grow in their jobs and to advance in their career. 5. Compensation:Human resource personnel provide a rational method for determininghow much employees should be paid for performing certain jobs.

6. Benefits:Benefits are another form of compensation to employees other than directpay for work performed. 7. Labour Relations: The term labour relations refers to interaction with employeeswho are represented by a trade union. 8. Record-keeping:The oldest and most basic personnel function is employee record-keeping. This function involves recording, maintaining, and retrieving employee-related information for a variety of purposes. 9. Health and Safety:

3, Human Recourse Planning and How It Link With The Organization Stretagy? Definition Of HRP: A process of linking a firm's human resource policies and systems with the firm's overall strategy. In addition to the classic human resources functions, human resource planning assesses the employees' skills, functions and location and whether they match with the corporate goals. How it Link With the Organization Strategy: Sheet 4, process of carrying out of job analysis in organizations and Method of job Analysis: (From Sheet) Job Analysis Process

Identification of Job Analysis Purpose: Well any process is futile until its purpose is not identified and defined. Therefore, the first step in the process is to determine its need and desired output. Spending human efforts, energy as well as money is useless until HR managers dont know why data is to be collected and what is to be done with it. Who Will Conduct Job Analysis: The second most important step in the process of job analysis is to decide who will conduct it. Some companies prefer getting it done by their own HR department while some hire job analysis consultants. Job analysis consultants may prove to be extremely helpful as they offer unbiased advice, guidelines and methods. They dont have any personal likes and dislikes when it comes to analyze a job. How to Conduct the Process: Deciding the way in which job analysis process needs to be conducted is surely the next step. A planned approach about how to carry the whole process is required in order to investigate a specific job. Strategic Decision Making: Now is the time to make strategic decision. Its about deciding the extent of employee involvement in the process, the level of details to be collected and recorded, sources from where data is to be collected, data collection methods, the processing of information and segregation of collected data. Training of Job Analyst: Next is to train the job analyst about how to conduct the process and use the selected methods for collection and recoding of job data. Preparation of Job Analysis Process: Communicating it within the organization is the next step. HR managers need to communicate the whole thing properly so that employees offer their full support to the job analyst. The stage also involves preparation of documents, questionnaires, interviews and feedback forms. Data Collection: Next is to collect job-related data including educational qualifications of employees, skills and abilities required to perform the job, working conditions, job activities, reporting hierarchy, required human traits, job activities, duties and responsibilities involved and employee behaviour. Documentation, Verification and Review: Proper documentation is done to verify the authenticity of collected data and then review it. This is the final information that is used to describe a specific job. Developing Job Description and Job Specification: Now is the time to segregate the collected data in to useful information. Job Description describes the roles, activities, duties and responsibilities of the job while job specification is a statement of educational qualification, experience, personal traits and skills required to perform the job