Human Resource

Management(HRM)

Definition of HRM1. The strategic and coherent

approach to the management of an organization’s most valued assets – “the people”

2. The productive use of peoples in achieving the organization’s strategic business objectives and the satisfaction of the individual

Challenges of Managing HR Changing employee expectations Rapidly changing technology Emphasis on increased productivity New Modalities of Employment –

Outsourcing Flatter OrganizationFall of the command-and-control manager

Changing Employee Expectations

Generations are classified in 4 categories

1.Silent/Veteran Generation (before1946)

2.Baby Boomers (1946 – 1959)3.Generation X (1960 – 1979)4.Generation Y/the Nexters

(1980 – 2008)

Computers has changed jobs Automation has eliminated huge

numbers of jobs in ff:manufacturing, finance, sales and marketing, administration

New technology means to train and develop employee’s skills

Rapidly Changing Technology

Multi-tasking jobs

Most organizations hire applicants with intangible aspects (attitude, values, interpersonal skills)

Emphasis on Increased Productivity

1. Cyclical Demands/Seasonal WorkersEx. Dept Stores (peak season)

2. Temporary/Contractual/Casual Employees

3. Business Outsourcing Process

New Modalities of Employment – Outsourcing

The results of layoffs, retrenchments, redundancy and even transfer of HQ is flattening the organizations(must be let go with dignity)

Restructuring of Organizations Security of tenure for those who

were spared

Flatter Organization

Interpersonal relations must strongly developed so that team work will prevail

Supervisors and Managers must act as coaches or mentors

Fall of the Command-and-Control Manager

Importance of HRM• Policy – helps establish a workplace policy in which

employees understand the rules, regulations and boundaries.

• Talent Management – to keep track of the best workers and make sure that those employees are content and want to stay with the company.

• Outsourcing – A good HRM team can look at the company’s overall picture and suggest how the labor can be best utilized.

• Employee Engagement – refers to the level of enthusiasm, motivation, confidence and satisfaction of employees’ skills and talents to the workplace.

Scope of HRM…

• HRM in Personnel Management – its objectives is to the certain individual growth, development and effectiveness which indirectly contribute to organizational development.

• HRM in Employee Welfare – determining employees’ real needs and fulfilling them with active participation of both management and employees.

• HRM in Industrial Relations – it is the are and science of understanding employment (union-management) relations, joint consultation, disciplinary procedures, solving problems with mutual efforts, understanding human behavior and maintaining work relations.The main aim is to safeguard the interest of employees and management.

Scope of HRM…

Processes in HRM…

• Human Resource Planning- Recruitment

- Selecting- Hiring- Training- Induction- Orientation- Evaluation- Promotion- Layoff

• Employee remuneration and Benefits Administration

• Performance Management• Employee Relations

Processes in HRM…

Human Resource Planning• Recruitment – attracting applicants that

match a certain Job criteria

• Selection – short list candidates that are nearest match of a certain job.

• Hiring – Deciding the final candidate who gets the job

• Training and Development – up gradation of employees on for his skills and abilities.

Employee Remuneration and Benefits• The process involves deciding

upon salaries and wages, incentives, fringe benefits, etc.

• Money is the prime motivator in any job

• Performing employees seek raises, better salaries and bonuses

Performance Management• Help the organization train,

motivate and reward workers• To ensure that the goals

organizational goals are met with efficiency.

Employee Relations

Includes :• Employee Retention• Labor Law and Relations• Working Environment• Employee Health and Safety• Employee-Employee Conflict

Management• Counseling

Wrap-up HRM

Case Study: The Case of the Boss’ DaughterAs head of the Human Resource Department, you received a phone call from your boss who was also the board president and your godfather, asking to determine whether or not you received his daughter’s application for a current job opening. You indicated that it had, indeed, come in, but that the closing date for the paperwork/filing of applications passed.“Oh,” he said, “you are not going to let a qualified candidate be excluded because of a closing date, are you?” but le me not interfere”As you hung up the phone, you replayed the conversation in your mind and pondered the implications.Later that day, your senior manager asked to see you. Despise offering him a chair, he chose to stand by the door that he had just closed and said “I heard that the boss’ daughter has applied for the opening. You are going to consider her, are you? She worked here years ago, and there were problems. The place will be up in arm if you take her back.” He smilingly added, “I just wanted to let you know and to help.” Then he turned on his heel and left.IF YOU WERE FACED WITH THIS SITUATION, HOW ARE YOU GOING TO RESOLVE THE DILEMMA?