HUMAN RESOURCE MANAGEMENT- BLOOD FLOWING IN ORGANISATIONS BODY
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Transcript of HUMAN RESOURCE MANAGEMENT- BLOOD FLOWING IN ORGANISATIONS BODY
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HUMAN RESOURCE- BLOOD IN
ORGANISATIONS BODY
PRESENTED BY:
Abhishek - 2ND SEMESTER
ORGANISATIONAL BEHAVIOR
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Human Resource Management
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TRENDS IN HR
Human resource management is a process of bringing
people and organizations together so that the goals ofeach other are met.
Now a days it is not possible to show a good financial
or operating report unless your personnel relations are
in order.
Over the years, highly skilled and knowledge based
obs are increasing while low skilled jobs are
decreasing.Role of HRM is becoming all the more important.
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HR Managers today are focusing attention on the following-
a) Policies- HR policies based on trust, openness, equity.HR
manager has the responsibility to formulate and modify the
policy.
b) Motivation- Create conditions in which people are willing
to work with zeal, initiative and enthusiasm; make peoplefeel like winners.
c) Relations- Fair treatment of people and prompt redress of
grievances would pave the way for healthy work-place
relations.d) Change agent- Prepare workers to accept and face any
technological changes by clarifying doubts.
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Cont.
e) Unity: HR manager always try to bring unity among the
people in the organisation.
f) Competition: HR manager always help the organisation to
compete with the other.
g) Communicate: HR manager communicate to employees and
help them to minimise and overcoming problem if any
Due to the new trends in HR, in a nutshell the HR manager
should treat people as resources, reward them equitably, and
integrate their aspirations with corporate goals through
suitable HR policies.
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FUTURE ROLE OF PERSONNEL MANAGERS
(i). Personnel managers of future will have to stress upon overall
development of human resources in all respects.(ii). The scope of human resource management will be extended to cover
career planning and development, organization development,etc.
(iv). The personnel manager will be required to act as a change agent
through greater involvement in environment and scanning anddevelopment planning. They will have to devote more time to promote
changes.
(v). The personnel function will become more cost-conscious and profit
oriented. Instead of merely administering personnel activities, the
personnel department will have to search out opportunities for profitimprovement and growth.
(vi). Due to increase in technology,more skilled and talented worker is
required.
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E-RECRUITMENT
Many big organisations use Internet as a source of
recruitment.They advertise job vacancies through worldwide
web. The job seekers send their applications or curriculum
vitae i.e. CV through e-mail using the Internet. Alternatively job
seekers place their CVs in worldwide web, which can be drawn
by prospective employers depending upon their requirements.
Eg www.naukri.com,
www.monsterindia.com,
www.mafoi.com etc
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Social Networking For HR- Recruitment
Social networks have risen to such popular heights because they satisfieda basic human need: to be connected to the rest of the world.
Recruiting and brand building is social media's biggest use for human
resources currently. It's common to find companies recruiting through
social media such as Facebook , Twitter etc . HR professionals are
recruiting employees using LinkedIn and applying practically the same
principles that marketing and advertising to attract a particular targeted
audience.
Recruiting employees using LinkedIn is a great idea because the site is
known for having subscribers who are professionals.
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FEATURES OF HRM IN
ORGANISATION
1) ORGANISATIONAL MANAGEMENT: This is the wayto ensure that the organisations strategy really comesto life. That is the goal of Organisational Management
2)PERSONNEL ADMINISTRATION: Personneladministration is more commonly called humanresources(HR) management. People are consideredthe most important resource a business has..
3)MANPOWER MANAGEMENT: Manpowermanagement is also called as Human resoursemanagement, that means employing people,developing their resources, utilising andmaintaining.
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4) INDUSTRIAL MANAGEMNT: Industrial Management is
the branch of management that is concerned with thecreation and management of systems that consist ofpeople, materials and energy in productive ways.
Human Resource Management(HRM) is a techniquethat forces the managers of an enterprise to express theirgoals so that they can be understood and undertaken bythe workforce, so that they successfully accomplish theirassignments.
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VARIOUS SKILLS NEEDED IN HRMThere are specific skills required to work in human resources:
interpersonal, communication and computer knowledge. All three skillsare required for the different types of jobs available in human resources..
y Interpersonal skills refer to the ability to work and relate well withothers. This skill is very important and forms the backbone of everything
that is done in a human resources department.y Conflict management, coaching, and counseling are all skills that fall
under the umbrella of interpersonal skills.
y Interpersonal skills can be improved and enhanced throughout yourlifetime. These skills are called soft skills and improve your relationships
both in and out of the work environment .y Communication is a core skill set for all the positions in human
resources and includes both written and verbal communication skills.
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CURRENT STRATEGIES OF HRM1) An HRM strategy pertains to the means as to how to implement the
specific functions of Human Resourse Management.
2) An organization's HR function may possess recruitment and
selection policies, disciplinary procedures, reward/recognition
policies, all functional areas of HRM need to be correlated, in order
to correspond with the overall business strategy.
3) An HRM strategy typically consists of the following factors:-
"Best fit" and "best practice" - meaning that there is correlationbetween the HRM strategy and the overall corporate strategy.
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CONTD.4) The implementation of an HR strategy is not always required, and may
depend on a number of factors, namely
y the size of the firm,
y the organizational culture within the firm or the industry that the firmoperates in and
y also the people in the firm.
5) An HRM strategy can be divided, in general, into two facets
y The people strategy :The careful correlation of HRM policies/actions toattain the goals laid down in the corporate strategy.
y The HR functional strategy : relates to the policies employed within the
HR functional area itself, regarding the management of persons internalto it, to ensure its own departmental goals are met.
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FUNCTIONS OF HRM IN AN
ORGANISATIONy The Human Resources Management (HRM) function includes a variety
of activities, and key among them is
1) Deciding the staffing needs of an organization and hire employees tofill these needs, recruiting and training the best employees, ensuringthey are high performers, dealing with performance issues, andensuring your personnel and management practices conform to various
regulations.2) Activities also include employee benefits and compensation, employee
records and personnel policies..
3) The HRM function and HRD profession have undergone major changes
over the past 2030 years. Many years ago, large organizations looked tothe "Personnel Department," mostly to manage the paperwork aroundhiring and paying people.
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NATURE OF HRM IN A FIRM
Human Resource Management is a process of bringing peopleand organizations together so that the goals of each are met.
The nature of HRM includes: It is pervasive in nature as it is present in all enterprises. It tries to help employees develop their potential fully. It encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce goodresults. It helps an organization meet its goals in the future byproviding for competent and well-motivated employees.
It tries to build and maintain cordial relations between peopleworking at various levels in the organization.
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SCOPE OF HRMThe scope of HRM is very wide:
1. Personnel aspect-This is concerned with manpowerplanning, recruitment, selection, placement, transfer,promotion, training and development, layoffs and
retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions andamenities such as canteens, creches, rest and lunch rooms,housing, transport, medical assistance, education, health
and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management relations, joint consultation, collectivebargaining, grievance and disciplinary procedures,settlement of disputes, etc.
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OBJECTIVES OF HRM IN
ORGANISATION To ensure effective utilization and maximum development ofhuman resources. To ensure respect for human beings. To identify and satisfy the
needs of individuals. To ensure reconciliation of individual goals with those of theorganization. To achieve and maintain high morale among employees. To provide the organization with well-trained and well-motivated employees.
To increase to the fullest the employee's job satisfaction andself-actualization. To develop overall personality of each employee in itsmultidimensional aspect.
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FACTORS INFLUENCING HRM
SUCCESSIn the 21st century HRM will be influenced byfollowing factors, which will work as various issues
affecting its strategy:
Size of the workforce. Rising employees' expectations
Drastic changes in the technology as well as Life-stylechanges. Composition of workforce. New skills required. Environmental challenges. Culture prevailing in the organization etc.
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FUTURISTIC VISION FOR HRMOn the basis of the various issues and challenges the following
suggestions will be of much help to the philosophy of HRM withregard to its futuristic vision:1. There should be a properly defined recruitment policy in theorganization that should give its focus on professional aspectand merit based selection.
2. In every decision-making process there should be given properweightage to the aspect that employees are involved whereverpossible. It will ultimately lead to sense of team spirit, team-work and inter-team collaboration.
3. Networking skills of the organizations should be developed
internally and externally as well as horizontally and vertically.
4. For performance appraisal of the employees emphasis shouldbe given to 360 degree feedback which is based on the review bysuperiors, peers, subordinates as well as self-review.
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4. 360 degree feedback will further lead to creating of highly involved
workforce, decreased hierarchies, avoiding discrimination and biases
5. More emphasis should be given to Total Quality Management. TQM willcover all employees at all levels; it will conform to customer's needs andexpectations; it will ensure effective utilization of resources and willlead towards continuous improvement in all spheres and activities of
the organization.
6. There should be focus on job rotation so that vision and knowledge ofthe employees are broadened as well as potentialities of the employeesare increased for future job prospects.
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1 Generation X: Generation X is the generation of people who are
born in between 1960 to 1975 and most of today's senior HRprofessionals and CEO's in the country belong to this group. Thisgroup is characterized by collectivism and conformity. They have
strong family values and do not question authority. They haverelatively less trust in others and are cynics by nature and also lackempowerment
Generation Y: Generation Y or the group of people born between1975 and 1990 are the people who are already in organizations and
are undergoing a transition which will make them the nextcorporate citizens of the country. They are characterized by high
confidence and have an urge to develop their career fast.
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CONTD.
y Generation E: Generation E is the group of peoplewho are born after 1990 who are yet to come in theorganization.
They are quite aware of the world and areenvironmentally conscious. They are highly literatein technology and are multi-taskers and have anurge to grow up very fast. They have a high sense of
self-confidence and are optimistic by nature. Asopposed to Generation "X" .
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1)Several trends you will notice in the coming years will be theHR Professional who takes the Entrepreneurial approach to
their jobs and careers.
2)The top professionals will posses the latest business
management principles, technical abilities, interpersonalskills, and will intuitively understand the needs of thecompany.
3)Education and training will have to be lifelong and virtual.Virtual education on the rise today.
4)HR Professionals will be extremely good at team buildingskills. Building teams that will become critical to the teams
success and ultimately the companys success.
5)There will be less face-to-face contact, remember your teamis remote and virtual. Companies will want and demand this
trait and will highly value this skill
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CONCLUSION
To conclude Human Resource Management should belinked with strategic goals and objectives in order toimprove business performance and developorganizational cultures that foster innovation andflexibility. All the above futuristic visions coupled withstrategic goals and objectives should be based on 3 H'sof Heart, Head and Hand i.e., we should feel by Heart,think by Head and implement by Hand.
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THANK YOU