Annotated Bibliography
International Journal of Application or Innovation in Engineering & Management (IJAIEM)
Web Site: www.ijaiem.org Email: editor@ijaiem.org, editorijaiem@gmail.com Volume 2, Issue 1, January 2013 ISSN 2319 - 4847
FACE OF HR PRACTICES IN TODAYS SCENARIO IN INDIAN BANKS
Shilpi Singh
Asst Prof Ajay Kumar Garg Engineering College,
Pursuing PhD from Mewar University, Rajasthan, India
ABSTRACT
Effective management of human resources play a vital role in sound management of banks as human resource management is a central sub system of modern management system. This truism is well recognised by even market economies of USA, UK, and France etc. Management of human resources, adaptation to any kind of change and effective functioning of banks …show more content…
It involves long term perspective which visualizes change through involvement and ownership of such change by the participants. HRD believes that individual in an organization have unlimited potential for growth and development and that their potential can be built through appropriate and systematic efforts. The abbreviation HRD denoting, “Human Resources development” is creation of western countries; they treat and deal human force as resource. Resources are explored, exploited and discarded after their use. Continuous use of resources make them weak and futile, they decay with time. However, human beings become wiser, stronger and grow from within each challenge / problem encountered. Wisdom and strength in human beings appreciated with time but use of resource always make them weak, futile and depreciate. D.V. Ramana Murthy has discussed in this article on “Human Factor in Banks,” the significance of human factor and trade unions in the banks. S.R. Varde in his paper on “Manpower Planning” at the level of an Indian commercial bank dealt with the aspects like basic structure of manpower planning, linkage of manpower plan to other plans, interrelationship of various manpower functions, objectives of manpower planning in Indian commercial banks, anatomy of manpower plans and techniques of manpower planning. N.R. …show more content…
SYSTEMS/PROCESS The effectiveness of any efficient HR system/ process is that it should be objective and transparent. These traits are essential for the manpower to repose trust in the organization’s systems/ processes. No HR function can be effective if it does not enjoy the trust and confidence of its constituents. Two key stakeholders in the HR management process are Board/ Senior Management and Unions. How much time do Board members spend on HR related issues? Structurally, it is important that Board/ senior management is actively involved in HR matters involving all its manifestations. Organized employee unions are an important part of the democratic process and form an effective channel for communicating with employees down the line. It is important to involve them in the HR process without allowing them to have an overbearing influence. HRD climate in an organisation is reflected by its role, clarity, openness, trust, teamwork, proactive orientation, planning of development of every employee etc. HRD climate and processes are dependent on personal policies, top management styles, investments on HRD, top management commitments, line manager’s interest, previous culture, etc. To sum up the relationship between human resource development mechanism and human resource development processes and climate can be explained as HRD mechanisms are
Web Site: www.ijaiem.org Email: editor@ijaiem.org, editorijaiem@gmail.com Volume 2, Issue 1, January 2013 ISSN 2319 - 4847
FACE OF HR PRACTICES IN TODAYS SCENARIO IN INDIAN BANKS
Shilpi Singh
Asst Prof Ajay Kumar Garg Engineering College,
Pursuing PhD from Mewar University, Rajasthan, India
ABSTRACT
Effective management of human resources play a vital role in sound management of banks as human resource management is a central sub system of modern management system. This truism is well recognised by even market economies of USA, UK, and France etc. Management of human resources, adaptation to any kind of change and effective functioning of banks …show more content…
It involves long term perspective which visualizes change through involvement and ownership of such change by the participants. HRD believes that individual in an organization have unlimited potential for growth and development and that their potential can be built through appropriate and systematic efforts. The abbreviation HRD denoting, “Human Resources development” is creation of western countries; they treat and deal human force as resource. Resources are explored, exploited and discarded after their use. Continuous use of resources make them weak and futile, they decay with time. However, human beings become wiser, stronger and grow from within each challenge / problem encountered. Wisdom and strength in human beings appreciated with time but use of resource always make them weak, futile and depreciate. D.V. Ramana Murthy has discussed in this article on “Human Factor in Banks,” the significance of human factor and trade unions in the banks. S.R. Varde in his paper on “Manpower Planning” at the level of an Indian commercial bank dealt with the aspects like basic structure of manpower planning, linkage of manpower plan to other plans, interrelationship of various manpower functions, objectives of manpower planning in Indian commercial banks, anatomy of manpower plans and techniques of manpower planning. N.R. …show more content…
SYSTEMS/PROCESS The effectiveness of any efficient HR system/ process is that it should be objective and transparent. These traits are essential for the manpower to repose trust in the organization’s systems/ processes. No HR function can be effective if it does not enjoy the trust and confidence of its constituents. Two key stakeholders in the HR management process are Board/ Senior Management and Unions. How much time do Board members spend on HR related issues? Structurally, it is important that Board/ senior management is actively involved in HR matters involving all its manifestations. Organized employee unions are an important part of the democratic process and form an effective channel for communicating with employees down the line. It is important to involve them in the HR process without allowing them to have an overbearing influence. HRD climate in an organisation is reflected by its role, clarity, openness, trust, teamwork, proactive orientation, planning of development of every employee etc. HRD climate and processes are dependent on personal policies, top management styles, investments on HRD, top management commitments, line manager’s interest, previous culture, etc. To sum up the relationship between human resource development mechanism and human resource development processes and climate can be explained as HRD mechanisms are