Management is the process of designing and maintaining an environment in which individuals, working together in groups, efficiently accomplish selected aims.

DEFINITION OF MANAGEMENT

Management is classified into three branches in accordance with the type of resources it deals with, i.e.TYPES OF MANAGEMENT

RESOURCES

Finance.

Material.

Human Resources.

MANAGEMENT

Finance Management.

Materials Management.

The Human Resources Management.

Human Resource Management is The branch ofManagement of The Human ResourcesHUMAN RESOURCE MANAGEMENT

EVOLUTION OF HUMAN RESOURCES MANAGEMENTThe industrial revolutionThe emergence of free collective bargainingScientific managementUS civil services commissionPrivate industrys approach to personnel managementHuman relations movementThe behavioral sciences

DEVELOPMENT OF HRM

Pioneer Work.Behavioral Science Movement.Organizational Development Movement.The Corporate Culture Cult.The Art of Japanese Management.Peter Drucker (1950)Douglas Mcgreger.Maslows Hierarchy of Needs. (1960)1960-1970.1970-1980.

1980-1985.

GROWTH OF HUMAN RESOURCES MANAGEMENTFile Maintenance Stage.Government Accountability Stage.Organizational Accountability Stage.Strategic Partner-ship Stage.

PRESENT CONCEPT OF HRMHuman resource management in its present form is an approach to the management of people based on four fundamental principles.Human resources are the most important assets of an organization. Their Management is the key to its success.Success is most likely if the personnel policies and procedures are closely linked with, objectives and strategic plans.The corporate culture and values, organizational climate and managerial behavior culture influences the achievement of excellence. This culture be managed.HRM is concerned with integration. Getting all the members of the organization involved in working together with a common sense.

HRM CONCEPTIt involves all the management decisions and actions that affect the nature of the relationship between the organization and employees i.e., Its HR.

It communicates the instrumental values about people and that people be viewed and managed as assets.

The development of trust between employees, managers and unions

HRM CONCEPTHuman Resource Management is the responsibility of all those who manage people. It is the management concerned with people at work and with their relationship within an enterprise.It applies to all fields of employment. It aims at achieving both efficiency and justice. It seeks to brings together and develop into an effective organization, all the people of an enterprise, to make there best contribution to its success both as an individual and as member of working group. It seeks to provide fair terms and conditions of employment and satisfying work for the employed.

Three basic traditions. Personnel Administration. Labor Relations. Organizational Development.Changes in basic values of society.Fundamental shift in ideology to the concern for the whole and not a part of community.Concern with the rights of the managed not just the managers.A shift towards greater concern for the systems of the organization.Contd..EMERGING TRENDS IN HRM

Employee involvement and union-management collaboration.To identify problems and develop processes.Increased emphasis on training and development activities, performance appraisal and improvement processes.Competence and commitment issues given attention.Traditional control on information flow giving way to more opennes to employees.Shift from short term perspective to long term perspective to problems and their solutions.Contd..

A concern for the outcomes not just the role and policiesFlexibility in application of HR policies to individuals and the businessFlexibility in control at the top to a more participative and collaborative managementWillingness to talk about the problems in organizationChange in attitudes towards conflictsHRM concerned with the groups of shareholders, employees, the union and the government

Difference between Personnel Management V/S HRM

Personnel ManagementHRM1. Management has a short-term focus and therefore deals with certain simple problems only with piece meal solution. 1. HRM is proactive in nature and makes system wide intervention before any problem or change takes place the integration of HRM. It is long-term approach.2. Personal management regards investment in people as variable cost.2. HRM regards investment in people as social capital.

Increased education of the work force.More concern with career and life satisfaction.Changing values of the work force.Change in workforce demography.CURRENT PRESSURES AND DEMANDS ON HRM

CURRENT PRESSURES AND DEMANDS ON HRMIncreased international competition.Increasing complexity of size of organizations.Slower growth, and receding advancement opportunity to employees.Greater involvement of governments in human resource practices.

HUMAN RESOURCES PHILOSOPHYOr(HR Contribution in Company growth & SuccessA firms HR philosophy is generally a broad statement about how it regards its people, the role they play in the overall success of a business, and how they are to be treated and managed.Empowering people to drive to business from the closest point to the market.Developing the skills to be the best in the business.Building career opportunities.Building teamwork.Helping people succeed by the building an environment with high integrity, strong and consistent values, and continuous improvement.Changing environment towards effective time management, cost consciousness and improving interaction for increasing productivity by proactive support to line managers.

ORGANIZATIONAL STRATEGYInitiates the process of identifying strategic business needs and provides specific opportunities to themSTRATEGIC BUSINESS NEEDSExpressed in mission or vision statements and translated into strategic business objectivesINTERNAL CHARACTERISTICSEXTERNAL CHARACTERISTICSSTRATEGIC HUMAN RESOURCES MANAGEMENT ACTIVITIES

Human Resources Philosophy expressed in statements defining business values and culture.Human Resources Policies expressed as shared values (guidelines).Human Resources Programs articulated as Human Resources strategic.Human Resources Practices for leadership, managerial and operational roles.Human Resources processes for the formulation and implementation of other activities.Express how to treat and value people.

Establishes guidelines for action on people related business issues and HR program.Coordinates efforts to facilitate change to address major people related business issues.Motivates needed role behaviors.

Defines how these activities are carried out

STRATEGIC HRM ACTIVITIESHR PhilosophyHR Policies.HR Programs.HR Practices.HR Processes.Responsibilities:Staffing.Retention.Development.Adjustment.Managing Change.

OBJECTIVES OF HRM DEPARTMENTBROAD OBJECTIVE TO OPTIMIZE THE USEFULNESS OF ALL WORKERS IN AN ORGANISATION

SPECIAL OBJECTIVE TO HELP LINE MANAGERS MANAGE THOSE WORKERS MORE EFFECIVELY.The HR Department accomplishes this special objective through policy initiation and formulation, advice, service and control in resonance with line managers. THUS THE HR RESPONSIBILITIES ARE SHARED BY THE HR DEPARTMENT AND LINE MANAGERS.

CRITICAL HR PROCESSESTraining and Development Policies ImplementationSystems Update and Procedures ImprovementPractices and Processes Development Knowledge, Skills and Abilities DevelopmentIdentification of Future Hr RequirementLeadership Development

HRM IN Nepal HRM in Nepali Environment.Current Trends Of HRM in Nepal

Phase ILabor OfficersLabor Welfare OfficersResponsibilitiesDay To Day AdministrationProtection Against ViolationsLabor LegislationSecurityPhase IIAdministration OfficersEx Army Personnel OrPhysically Robust PersonalitiesHRM IN NEPALI ENVIRONMENT

Phase IIIMultinationalsBrought Knowledge, Skills And Philosophy Of Personnel's FunctionsPersonnel OfficersPersonnel AdministrationPersonnel ManagementEmployee RelationsLabor RelationsPhase IVPersonnel & Industrial Relations ManagerPhase VHuman Resources Management.HRM IN NEPALI ENVIRONMENT

CURRENT TRENDS OF HRMIN NEPALMultinationals.Public Limited Companies.Government and Semi Government.Private Industry.

ROLES OF HR MANAGERBusiness Person.Shaper Of Change.Consultant to the Organization and Partner to Line Managers.Strategy Formulator and ImplementersTalent Manager (ie.,Network With Professional Colleagues, Including Recruiters,line Managers, and Other Hr Professionals)Asset Manager and Cost Controller (Based on Understanding Financial and Accounting Procedures.)

CHALLENGES FACED BY HR MANAGERSChanging Mix of Work Force.Changing Personal Values.Expectations of Employees.Levels Of Productivity.Demands and Government Regulation.

HRM & PHILOSOPHY OF HINDUAuthority and Responsibility.Participative Management.Rewards and Performance.Equal Opportunities Concept.Leadership.Evaluation and Improvement.Commitment and Motivation.Balanced Approval.

HR CONTRIBUTION IN COMPANY GROWTH & SUCESSEmpowering people to drive business to the market.Developing the skills to be the best in business. Building career opportunities. Building team work.Helping people to succeed by building an environment with high integrity, strong and consistent values and continuous improvement.Changing environment towards effective time management, cost consciousness and improving interaction for increasing productivity by proactive support to line managers.