Scope of Human Resource Management (HRD):--- HRD is broader than human resource management; it consists of several sub-systems such

as training and development, employee appraisal, counselling, rewards and welfare, quality of work life, etc. these are the areas within its scope. The following topics are included within the scope of HRD---

1> Training: - Training is an essential element of HRD. This develops skills and capacity to work at higher levels and positions. Training is possible by different methods. It is useful for self-development and career development. 2> Performance appraisal: - Performance appraisal is an important area of HRD. The purpose of performance appraisal is to study critically the performance of an employee and to guide him to improve his performance. This technique is useful for building a team of capable employees and is also used for their self-development. 3> Potential appraisal: - It relates to the study of capabilities of employees. It is useful for proper placement and career development of employees. Potential appraisal of employees is useful for developing their special qualities, which can be used fruitfully along with the expansion and diversification of activities of the company. 4> Career planning and development: - Under HRD employees should be given guidance for their self-development and career development. The opportunities likely to develop in the organization should be brought to their notice. They should be motivated for self-development, which is useful to the organization in the long run. 5> Employees welfare: - Employees welfare is within the scope of HRD. Welfare facilities are useful for creating efficient and satisfied labour force. Such facilities raise the morale of employees. Employee welfare include the provision of medical and recreation facilities, subsidized canteen, free raining and other measures introduced for HRD. 6> Rewards and incentives: - HRD includes provision of rewards and incentives to employees to encourage them to learn, to grow and to develop new qualities, skills and experiences which will be useful in the near future. Reward is an appreciation of good work. It may be in the form of promotion, higher pay etc. 7> Organizational development: - HRD aims at providing conflict-free operations throughout the organization. It also keeps plans ready to deal with problems like absenteeism, turnover, low productivity or industrial disputes. 8> Quality of work life: - Quality of work life depends on sound relations between employer (owner) and employees. A forward looking policy on employee benefits

like job security, attractive pay, participative management and monetary and nonmonetary rewards will go a long way in improving the quality of work life. 9> Human resource information system: - Such system acts as information bank and facilitates human resource planning and development in a proper manner. It facilitates quick decision-making in regard to HRD. Every organization has to introduce such system for ready reference to HRD matters.

Scope of Personnel Management:--- The scope of personnel management was very much restricted before 20th century. The large scale business operations have resulted in the specialisation of all business activities. On the other hand, labour unions are also the result of growth in the size of industrial organisations. Dealing with the problems of human beings now a days requires specialised knowledge. It is not unusual to find a separate department for tackling all human problems in the organisation. The following topics are included within the scope of HRD---

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Procurement: - It includes 1. Recruitment i.e., tapping the possible portals from where prospective labour supply will come. 2. Getting information regarding prevailing wage rates and job requirements. 3. Selecting the best candidate by following a systematic selection procedure. 4. Maintaining the records of employees. 5. Introducing the new employee to the officers of the other departments such as Security Officer, Time Keeper, and Cashier etc.

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Training or Development Function: - The training of the new employees and also of those who are being promoted is the crucial function of Personnel Department. A training programme is devised for this purpose. The training increases skills and abilities of the employees. The various aspects of training are 1. Training to new employees instructors and supervisors. 2. Training in safety equipments and various types of policies of companies. 3. Training through improvement of education such as evening classes, films, entertainment programmes etc. 4. Encouraging employees to give suggestions.

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Promotion, Transfer and Termination: - The performance of the employees is evaluated for the purpose of taking some vital decisions concerning the employment. Merit rating is a systematic periodical unbiased evaluation of the performance of the employees. The functions of the Personnel Department in this regard are given here -

1. To lay down a promotion policy. 2. To formulate policies regarding transfers and terminations. 3. Analysis of voluntary separations and knowing the possible causes of such separations.
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Compensation: - The employees should get adequate and equitable remuneration for the work being done by them. The functions concerned with fixation of fair wages are given here -

1. To evaluate jobs and determine their worth in terms of money. 2. To collaborate with others who may formulate wage plants. 3. To assist in formulation of policies regarding pension plants, profit sharing programmes, non-monetary benefits etc. 4. To compare the wages of the enterprise with the industry and remove inconsistencies, if any.
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Welfare Activities: - These activities relate to physical and social well-being of the employees and include -

1. Provision of medical facilities such as first aid, dispensaries etc. 2. Suggesting ways and means by which accidents can be eliminated or minimised. 3. To provide restaurants and other facilities. 4. To apply the labour laws effectively. 5. To publish a plant magazine.
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Collective Bargaining: - In include 1. To assist in the negotiations which are held with the union leaders. 2. To know the grievances of employees and handling their problems properly.

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Miscellaneous:1. To advise the line managers regarding administration of personnel policies. 2. To secure coordination of all personnel activities. 3. To have an effective communication system. 4. To provide good working conditions.