Post on 26-Dec-2015
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HRM Meaning and Definition
Human Resource Management is also a function of management, concerned with hiring, motivating and maintaining people in an organization.
It focuses on people in the organization.
HRM Meaning and Definition
Organizations does not only consist of building, machines or inventories. It is people they manage and staff the organization
HRM applies management principles in procuring, developing, maintaining people in the organization.
Aims at integrated decision making and decisions on different aspects of employees are consistent with other HR decisions
HR Decisions must influence effectiveness of the organization leading to better service to customer and high quality product and services at reasonable price.
It is not confined to business establishment only, HRM is applicable also to the non business organization, like government department, education, health care etc.
Definition
Human Resource Management is a series of integrated decisions that form the employment relationship; their quality contributes to the ability of the organizations and the employees to achieve their objectives.
- Milkovich and Boudreau
Definition
Human Resource Management is concerned with the people dimension in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true regardless of the type of organization – government, business, education, health, recreation or social action.
- David A. Decenzo and Stephen P. Robbins
Importance of HRM
COMPETITVE ADVANTAGE
ORGANIZATIONAL STRATEGIES
ORAGANIZATIONAL PERFORMANCE
Provide edge by creating superior shareholder value
Manager must work with people and treat them as partner
Work performance increase both individual and org. performance
Human Resource Planning
Human Resource Planning is the process of forecasting a firm’s future demand for, and supply of, the right type of people in the right number.
Definition
Human Resource planning includes the estimation of how many qualified people are necessary to carry out the assigned activities, how many people will be available, and what, if anything, must be done to ensure that personnel supply equals personnel demand at the appropriate point in the future.
Definition Specifically, human resource planning is the
process by which an organization ensures that it has the right number and kind of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. Human resource planning translates the organization's objectives and plans into the number of worker needed to meet those objectives. Without a clear cut planning, estimation of an organization's human resource need is reduced to mere guesswork.
David A. Decenzo and Stephen P. Robbins
HR PLANNING STEPS 1
ASSESSING CURRENT HR Begin by taken inventory of the current employees Inventory include info of employees for e.g. Name ,Education, training ,language spoken, specialized skills etc
Job Job may be defined as “collection or
aggregation of tasks, duties and responsibilities which as a whole, are regarded as a regular assignment to individual employees.”
Job Analysis
Job Analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job description and job specification.
Job analysis involves following steps:
Collecting and recording job information
Checking the job information for accuracy
Writing job description based on information
Using the information to determine the skill, abilities and knowledge
Updating the information from time to time
Job Description
A list of job’s duties, responsibilities, reporting relationship, working conditions, and supervisory responsibilities.
Job Specification
A list of job’s “human requirements” that is, the requisite education, skills, personality and so on.
JOB ANALYSISA process of obtaining all pertinent job facts
Job Description• Job Title• Location• Job summary• Duties• Machine tools etc• Material etc• Supervision• Working condition• Hazards
Job Specification• Education• Experience• Training• Initiative• Physical effort• Responsibilities• Communication skills• Emotional characteristics• Unusual sensory sight etc.
MEETING FUTURE HR NEEDS
Future HR needs are determined by the organizations
• Mission• Goals• Strategieso Demand for employees result from
demand for the o products and services
o Estimate areas of under and over staff
Recruitment
It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is pool of applicants from which new employees are selected.
DIFFERENT APPROACHES
Managers uses different approach to find potential job candidate
a) Internet b) Employee referralc) College recruitingd) Professional recruiting organization
Selection
Selection is the process of differentiating between applicants in order to identify those with a greater likelihood of success in a job.
Determined the best qualified for the job
Prediction
Basic Testing Concepts
Generally tests are administered to determine the applicant’s – Ability Aptitude Personality Interest
Interviews
Formal, in depth conversation conducted to evaluate the applicant’s acceptability.
Two-way exchange of information, the interviewers learn about the applicant, and the applicant learns about the organization
Objectives of Interview
Helps obtain additional information from applicant
Facilitates giving general information to applicant
Help build image of the organization
4. ORIENTATION
Introduces a new employee to his or her job and the org.
Reduces surprise resignation
5. TRAINING
To meet international standards Manager is responsible for deciding what type of
training employees need And when they need it Continuous training beat turn over by 20-25% Most companies train their employees through E-
learning Training mostly needed by IT CO.
6. PERFORMANCE MANAGEMENT
PERFORMANCE MANAGEMENT SYSTEM
A system that establishes performance standards that are used to evaluate employee performance
METHOD OF PERFORMANCE APPRAISAL
1. MBO evaluate how well they accomplish specific goals
+ Focus on goals ;result-oriented
- time consuming
2. 360 DEGREE APPRAISAL Utilize feedback from superior, employees and co-workers
+Through
- Time consuming
3. WRITTEN ESSAY Evaluator writes a description of employee’s strength and
weaknesses, past performance and potentials Provide suggestin for improvement + simple to use - maybe better measure of evaluator’s writing ability that of employees actual performance
4. MULTIPERSON COMPARISION Employees are rated in comparison to other
+ compare employees with one another - difficult with large number of employees
7. Compensation and benefit
Reward for services one performe paid according to performance wages ..motivating factor help to attract and retain competent and talented
individuals who help the org. to accomplish goals and mission
8. Career development
Career Development is the process by which employees’ progress through a series of stage, each characterized by a different set of development tasks, activities and relationship.
Career Development is a formal approach used by organization to ensure employees have the desired qualifications and skills when required. Also soon as a continuous process that involves the progress of an individual through many stages of life and every stage has its own issues terms and tasks