HRM is a distinctive approach. There are different ways by which it is possible to distinguish HRM from traditional personnel management. These are given in the following: 1. The first approach is by simple retitling of Personnel Management, as many companies did by renaming their Personnel Department as HR Department. […]
From the foregoing discussions, it is apparent that the primary goal of HRD is to increase worker’s productivity and firm’s profitability as investment in HRD improves worker’s skill and enhance motivation. The other goal of HRD is to prevent obsolescence at all levels. To achieve these two goals, HRD Manager of any organization plays following two important roles: […]
Udai Pareek and T. V. Rao (1991) also emphasized the role of line managers in realizing the HRD objective of an organization. Since, line managers translate the objectives in to action, they are responsible to develop and utilize the manpower. In all the components of HRD, i.e., Career Planning, Training, Performance Appraisal and Organization Development, line managers have certain specific [...]