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Human Resource Development Practices Implementing In Sccl – An Employees’ Response

2014; Volume: 19; Issue: 10 Linguagem: Inglês

10.9790/0837-191011626

2279-0845

S. Narasimha Chary, B. Rama Devi, Asha Rani,

Human Resource and Talent Management

In this post globalization era, each and every organization striving more to grasp the top position in market and to acquire lion share in its' respective business field by utilizing various business methods in which human resource development is have a vital role.According to Leon C. Megginson, the Human Resources can be defined as "total knowledge, skills, creative abilities, talents, competencies and aptitudes of an organization's workforce, as well as the value, attitudes, commitment and beliefs of the individuals involved" 1 .The Development of such Human Resources to function the organization effectively can be done through various methods in which the training has an imperative task.Training is an investment of such organization who trained their employees which it acquires a profit in a recurring mode.Training to the employee can improve his/her performance to make a perfect for new or established technology and teaches a procedure for creating a product or a method of proving a service. Training provides an opportunity to the organization in raising the profile development activities. As a part of human resource development, training increases the commitment level of employees and growth in quality movement. Now a days it cannot be out of limits to say that training plays important role in human resource development to control of attrition rate by motivating the employees to achieve their professional and personal goals and increasing the job satisfaction levels. This research paper divulges the opinion of Singareni CollieriesCompany Ltd., employees on training programmes conducting by the management, so that the effectiveness of such programmes can be assessed.Data were collected from among the employees of SCCL through a structured questionnaire and convenient sampling techniques were adopted for analysis. I. Introduction:According to the Business Dictionary, Human Resource is the resource that resides in the knowledge, skills, and motivation of people 2 and Human resources is the set of individuals who make up the workforce of an organization, business sector, or economy 3 .By coalescing with the Mary Parker Follet with regard to managing of human resources, it can be defines that "the art of getting things done through people 4 ."But it is felt that management is much more than what is said in this definition.Management is further defined as, "That field of human behavior in which managers plan, organize, staff direct and control human, physical and financial resources in an organized effort, in order to achieve desired individual and group objectives with optimum efficiency and effectiveness 5 .By constricting the widen description of Human Resource Management, it can be said that human resource management means employing people, developing their resources, utilizing maintaining and compensating their services in tune with the job and organizational requirements.In different terms, Human resources management is labour management, labour administration, labour -management relations, employeeemployer relations, industrial relations, human administration, human resource management 6 .Human resource as vital for the organization is success and survival leading organizations have revolutionized all their major Human resources policies and procedures with overall business plans.For this, aligning strategic choices of planning, staffing, appraising, compensating and training and development are essential.Organizations need high performance systems with high skills and high adoptability in human resources.Constant upgrading of knowledge and broadened skill base of employees is becoming imperative to prevent human resource obsolescence.Information sharing is also critical if people at workplace are to contribute creatively than just physically.The broadly categorized functions of human resource management are (i) Managerial Functions and (ii) operative functions.The managerial function of human resource management categorized as planning, organizing, directing and controlling.The operative function of human resource management are related to specific activities viz., 1) employment which categorized as (i) Job analysis, (ii) human resources planning, (iii) recruitment, (iv) selection, (v) placement, (vi) induction and orientation, 2) Human Resource Development which categorized as