Prof. DEBASISH DUTTA

Human Resource Management

HRM Meaning and Definition

Human Resource Management is also a function of management, concerned with hiring, motivating and maintaining people in an organization.

It focuses on people in the organization.

HRM Meaning and Definition

Organizations does not only consist of building, machines or inventories. It is people they manage and staff the organization

HRM applies management principles in procuring, developing, maintaining people in the organization.

Aims at integrated decision making and decisions on different aspects of employees are consistent with other HR decisions

HR Decisions must influence effectiveness of the organization leading to better service to customer and high quality product and services at reasonable price.

It is not confined to business establishment only, HRM is applicable also to the non business organization, like government department, education, health care etc.

Definition

Human Resource Management is a series of integrated decisions that form the employment relationship; their quality contributes to the ability of the organizations and the employees to achieve their objectives.

- Milkovich and Boudreau

Definition

Human Resource Management is concerned with the people dimension in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true regardless of the type of organization – government, business, education, health, recreation or social action.

- David A. Decenzo and Stephen P. Robbins

Importance of HRM

COMPETITVE ADVANTAGE

ORGANIZATIONAL STRATEGIES

ORAGANIZATIONAL PERFORMANCE

Provide edge by creating superior shareholder value

Manager must work with people and treat them as partner

Work performance increase both individual and org. performance

HRM PROCESS

HUMAN RESOURCE PLANNING

Human Resource Planning

Human Resource Planning is the process of forecasting a firm’s future demand for, and supply of, the right type of people in the right number.

Definition

Human Resource planning includes the estimation of how many qualified people are necessary to carry out the assigned activities, how many people will be available, and what, if anything, must be done to ensure that personnel supply equals personnel demand at the appropriate point in the future.

Definition Specifically, human resource planning is the

process by which an organization ensures that it has the right number and kind of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. Human resource planning translates the organization's objectives and plans into the number of worker needed to meet those objectives. Without a clear cut planning, estimation of an organization's human resource need is reduced to mere guesswork.

David A. Decenzo and Stephen P. Robbins

HR PLANNING STEPS 1

ASSESSING CURRENT HR Begin by taken inventory of the current employees Inventory include info of employees for e.g. Name ,Education, training ,language spoken, specialized skills etc

JOB ANALYSIS

Job Job may be defined as “collection or

aggregation of tasks, duties and responsibilities which as a whole, are regarded as a regular assignment to individual employees.”

Job Analysis

Job Analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job description and job specification.

Job analysis involves following steps:

Collecting and recording job information

Checking the job information for accuracy

Writing job description based on information

Using the information to determine the skill, abilities and knowledge

Updating the information from time to time

Job Description

A list of job’s duties, responsibilities, reporting relationship, working conditions, and supervisory responsibilities.

Job Specification

A list of job’s “human requirements” that is, the requisite education, skills, personality and so on.

JOB ANALYSISA process of obtaining all pertinent job facts

Job Description• Job Title• Location• Job summary• Duties• Machine tools etc• Material etc• Supervision• Working condition• Hazards

Job Specification• Education• Experience• Training• Initiative• Physical effort• Responsibilities• Communication skills• Emotional characteristics• Unusual sensory sight etc.

MEETING FUTURE HR NEEDS

Future HR needs are determined by the organizations

• Mission• Goals• Strategieso Demand for employees result from

demand for the o products and services

o Estimate areas of under and over staff

RECRUITMENT

Recruitment

It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is pool of applicants from which new employees are selected.

DIFFERENT APPROACHES

Managers uses different approach to find potential job candidate

a) Internet b) Employee referralc) College recruitingd) Professional recruiting organization

SELECTION

Selection

Selection is the process of differentiating between applicants in order to identify those with a greater likelihood of success in a job.

Determined the best qualified for the job

Prediction

Basic Testing Concepts

Generally tests are administered to determine the applicant’s – Ability Aptitude Personality Interest

Interviews

Formal, in depth conversation conducted to evaluate the applicant’s acceptability.

Two-way exchange of information, the interviewers learn about the applicant, and the applicant learns about the organization

TYPES OF INTERVIEW

1. One to one interview2. Sequential Interview

3. Panel Interview

Interview may be

One to one Interview

Only two participants –1. Interviewer2. Candidate

Sequential Interview

1 2 3

Involves series of interviewsCandidates moves from room to room

Panel Interview

Two or more interviewers

Formal

Objectives of Interview

Helps obtain additional information from applicant

Facilitates giving general information to applicant

Help build image of the organization

4. ORIENTATION

Introduces a new employee to his or her job and the org.

Reduces surprise resignation

5. TRAINING

To meet international standards Manager is responsible for deciding what type of

training employees need And when they need it Continuous training beat turn over by 20-25% Most companies train their employees through E-

learning Training mostly needed by IT CO.

6. PERFORMANCE MANAGEMENT

PERFORMANCE MANAGEMENT SYSTEM

A system that establishes performance standards that are used to evaluate employee performance

METHOD OF PERFORMANCE APPRAISAL

1. MBO evaluate how well they accomplish specific goals

+ Focus on goals ;result-oriented

- time consuming

2. 360 DEGREE APPRAISAL Utilize feedback from superior, employees and co-workers

+Through

- Time consuming

3. WRITTEN ESSAY Evaluator writes a description of employee’s strength and

weaknesses, past performance and potentials Provide suggestin for improvement + simple to use - maybe better measure of evaluator’s writing ability that of employees actual performance

4. MULTIPERSON COMPARISION Employees are rated in comparison to other

+ compare employees with one another - difficult with large number of employees

7. Compensation and benefit

Reward for services one performe paid according to performance wages ..motivating factor help to attract and retain competent and talented

individuals who help the org. to accomplish goals and mission

8. Career development

Career Development is the process by which employees’ progress through a series of stage, each characterized by a different set of development tasks, activities and relationship.

Career Development is a formal approach used by organization to ensure employees have the desired qualifications and skills when required. Also soon as a continuous process that involves the  progress of an individual through many stages of life and every stage has its own issues terms and tasks