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IntroductionHRM is the strategic and coherent approach to the

management of an organization to managing people in

organization.

HRM means employing people, developing their resources,utilizing, maintaining and compensating their services in tune

with the job and organizational requirement.

"HR Department" as playing a major role in staffing, training

and helping to manage people so that people and theorganization are performing at maximum capability in a

highly fulfilling manner.

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Features Organizational management

Personnel administration

Manpower management

Industrial management

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Human Resource PlanningENSURE

that organization has the right number and kind of people in the

right places and at the right time.

employees are capable of effectively and efficiently performing

their assigned tasks.

SHOULD

- review of organizations human resource status.

- sophisticated databases contain background information on each

employee.

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Human Resource Planning (cont.) job analysisdefines jobs and the behaviors necessary to perform them.Information developed in job analysis reported in:

job description

statement of what job holder does, how it is done, and why itis done?

focus is job content, environment, and conditions of

employment.

job specificationstatement of the minimum qualifications that a person must

possess to perform a given job.

focus is employee knowledge, skills, and attitudes.

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HRM Process Necessary for staffing the organization and

sustaining high employee performance.

identify and select competent employees

provide up-to-date knowledge and skills

retain competent, high performing employees labor union- represents workers and protects their

interests through collective bargaining HRM decisions regulated by the terms of collective

agreements

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HRM PROCESS

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Human Resource Planning (cont.)Meeting Future Human Resource Needs

determined by the organizations goals and strategies

demand for employees is a result of demand for theorganizations products and services

comparison of current HR capabilities and futureneeds permits:

estimation of employee shortages, both in number and

type. determination of areas in which the organization is

overstaffed.

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Recruitment And DerecruitmentRecruitment:

process of locating, identifying, and attracting capableapplicants.

choice of recruiting source determined by:

local labor market.

type or level of position.

size of the organization.

employee referrals typically produce the best applicants

applicants are prescreened by current employees.

current employees reputation is at stake.

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Recruitment And Derecruitment (cont.)Derecruitment :

process of reducing the size of the organizations workforceused to meet the demands of a dynamic environment.

firing- permanent involuntary separation.layoff- temporary involuntary termination.

attrition - workers who voluntarily resign are not replaced.

transfer- lateral or downward job change.

reduced workweek- fewer hours/week or part-time work.

early retirement- incentives offered to resign.

job sharing- more than one employee shares one fulltimeposition.

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Selection DevicesInterviewing GK, technical Knowledge, interpersonal skills, listening skillscommunication skills, conflict management skills

Written tests

measure intelligence, ability, and interestPerformance simulation tests

made up of actual job behaviors to measure practical work

Work sampling

presents a miniature model of a jobAssessment center

used to evaluate managerial potential by simulating problemsconfronted on the job.

NOTE : Each device has strengths and weaknesses.

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OrientationWork Unit Orientation:

Familiarizes new employee with goals of the work

unit. clarifies how job contributes to work units goals

introduces her/him to new coworkers

Organization Orientation:

Informs new employee about the organizations

objectives, history, procedure, and rules.

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Employee TrainingSkill Categories:As jobs change, employee skills have to be updated. Technical skills - basic and job-specific competencies.

Interpersonal skills - ability to interact effectively. listening skills.

communication skills.

conflict management skills. Problem-solving skills - useful in nonroutine jobs.

sharpening logic, reasoning, and problem definition.

assessing causation and developing alternatives.

analyzing alternatives and selecting solutions.

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Training Methods Sample On-the-Job

Understudy assignment

Classroom lectures

interpersonal, and problem-solving skills

Films and videos

Simulation exercises

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Some Suggestions for a Successful Management Career

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