HUMAN RESOURCE MANAGEMENT

BOOKS FOR REFERENCEC.B MemoriaBishwajeet PatnayakEdward Fillpo

INTRODUCTION TO HRMLesson plan

Definition & concept of HRM History of HRM Functions of HRM Hr policies & procedures Emerging role of HRM Role of HR executives Challenges to HR professionals Strategic HRM Case study on HRM

What is Human Resource

Human resources refer to the total knowledge, skills, creative abilities ,talents and aptitudes of an organizations workforce as well as the values , attitudes and beliefs of the Individuals involved.

HUMAN RESOURCE MANAGEMENT

H.R.M is defined as the process of Planning, Organizing, Directing & Controlling the operative functions of procurement, development, compensation, integration, maintenance,& Separation of human resource to the end that individual, organizational & societal objectives are achieved ………………. Edward Flippo

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FUNCTIONS OF HRM

MANAGERIAL FUNCTIONS Planning Organizing Directing Controlling

OPERATIVE FUNCTIONS Procurement Development Compensation Integration Maintenance & Separation

FUNCTIONS OF HRM

MANAGERIALFUNCTIONS

OPERATIVE FUNCTIONS

HUMAN RESOURCES APPROACH

HR APPROACH Contemporary approach

to HRM Treats individual goals &

organization goals as being mutual & compatible.

Employees are assets of an organization

Policies and programs must cater to the needs of the people and lead to personal development

A conducive work environment is the building block of a successful organization

EMPLOYEEMOTIVATION

EMPLOYEEPERFORMANCE

ORGANISATIONALPERFORMANCE

EMPLOYEEREWARDS

CHANGING ROLE OF H.R MANAGER

Year Designation Role

1920’s Employment Manager

Clerk or Record Keeper

1940’s Industrial Relation Officer

Trouble Shooter

1950’s Manager Maintaining Human Relations

1960’s Personnel Manager Miscellaneous

THE ROLE OF PERSONNEL MANAGER

The Role of personnel manager

Personnel Role

Welfare Role

Clerical RoleFire-Fighting

Role

Advisory

Manpower Planning

Training & Development

Appraiser

Research in personnel & organizational Problems

Managing Services

Group Dynamics

Time Keeping

Maintenance of Records

Human Engineering

Grievance Handling

Settlement of Dispute

Disciplinary Action

Consultation

HR POLICIES & PROCEDURES

• Define the role of the HR department of the Organization.• Are a set of guidelines which guide how employees are to be

treated in the organization• Aim at achieving both individual & organizational satisfaction.• Should be easy to implement and understand.• Enable the management to keep the workforce secure, happy

and motivated.• Based on the organization culture , management philosophy

and market supply and demands.• Aim to • HR procedures help management to implement HR policies.

• They are difficult to establish and maintain

Contents of Personnel Policies for Indian Organization

Recruitment or Hiring of Employees Need for Recruitment is identified How much manpower is required & at what level Selection Procedures Age limits of Employment Pre-Employment Medical Check –up Establishing order of Preferences between relation of

employees, employment exchange Candidates, & outsiders in matter of selection

Induction & Placement

Policy of Manpower Planning & development

Work Study; Job Evaluation

Selection & recruitment techniques

Identifying Training needs & Preparing Programmes

Promotional avenues & orienting the selection & Training activities to such avenues;

Opportunities for self development & advancement in organization

Policy on Terms & Conditions of Employment

Hours of work Overtime Shift working Lay- off Termination of services Welfare Wage policy Payment Method Pay back Period Job Evaluation

Policy on industrial Relations

Whether to recognize Trade unions & conditions of recognition

Collective Bargaining Grievance Handling Procedure Worker’s Participation in

Management

Policy on Communicating with Employees

Suggestion system Formal /informal meetings between

Top management & Juniors

Role of HR Executive

Service provider

Executive

Facilitator

Consultant

Auditor

Challenges to HR

Worker productivity

Quality improvement

Changing attitudes of workforce.

Impact of government

Quality of work life

Technology and training

HR Management Challenges Globalization of Business

Outsourcing and increased competition Stockholder, employee, manager concerns? social responsibility The threat of terrorism- How does this impact ? what we do?

OSHA?

Cont……..

Economic and Technological Changes Occupational shifts from manufacturing and agriculture

to service industries and telecommunications. Pressures of global competition causing firms to adapt by

lowering costs and increasing productivity.

Technological Shifts and the Internet Growth of information technology.

Cont………. Workforce Availability and Quality Concerns

Inadequate supply of workers with needed skills for “knowledge jobs”

80% of manufacturing jobs report shortage of qualified workers

Education of workers in basic skills Not enough specific skills, not enough technology skills

o Growth in Contingent Workforce Represents 20% of the workforce

Increases in temporary workers, independent contractors, leased employees, and part-timers caused by:

Need for flexibility in staffing levels Increased difficulty in firing regular employees. Reduced legal liability from contract employees Boeing Strategy- manage employment cycles in

suppliers and partners

Cont……… Workforce Demographics and

Diversity

Increasing Racial/Ethnic Diversity From the Melting Pot to the Salad Bowl

More Women in the Workforce Single-parent households Dual-career couples Domestic partners Working mothers and

family/childcare

Significantly Aging Workforce Age discrimination

Cont……..

Organizational Cost Pressures and Restructuring Mergers and Acquisitions “Right-sizing”—eliminating of layers of management, closing

facilities, merging with other organizations, and out placing workers

Intended results are flatter organizations, increases in productivity, quality, service and

lower costs. Costs are “survivor mentality”, loss of employee loyalty, and

turnover of valuable employees. HR managers must work toward ensuring cultural compatibility in

mergers.