HUMAN RESOURCE MANAGEMENT

MEANINGHRM is a process of bringing people and

organization together so that the goals of

both are met.

It tries to secure the best from the people by

winning their wholehearted cooperation.

DEFINITION

It’s the art of procuring ,developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner

FEATURES OF HRM

• Action oriented

• Individually oriented.

• People oriented.

• Future oriented.

• Development oriented.

• Continuous function.

SCOPE OF HRM• Personnel aspect.

• Welfare aspect.

• Industrial relation aspect.

OBJECTIVE OF HRM

OBJECTIVES OF HRM

• To help the org. reach its goals.

• To use the skills and abilities of the workforce efficiently.

• To provide org. with well trained and well motivated employees

• To increase to the fullest the employees job satisfaction .

• To develop and maintain quality of work life.

• To communicate HR policies to all employees.

EVOLUTION OF HRM• The commodity concept –

Labour was regarded as a commodity to be bought and sold. Wages were based on demand and supply. Govt. did very little to protect the workers.

• The factor of production concept –

Labour is like any other factor of prod. like money, material, land etc. workers are like machine tools.

• The goodwill concept –

welfare measures like safety , first aid, rest room , canteen etc will have a positive effect on workers productivity.

The paternalistic concept –

Mgmt. must assume a fatherly and protective attitude towards employees.

The humanitarian concept – to improve productivity , physical, social , and psychological needs of the workers must be met.

• The human resource concept –

employees are most valuable assets of an org.

• The emerging concept –

employees should be accepted as partners in the progress of a company. They should have a feeling that the org. is their own.

FUNCTIONS OF HRM

• MANAGERIAL FUNCTIONS

• OPERATIVE FUNCTIONS

MANAGERIAL FUNCTIONS

• PLANNING

• ORGANISING

• DIRECTING

• CONTROLLING

OPERATIVE FUNCTIONS

PROCUREMENT FUNCTIONS

• Job analysis

• HR planning

• Recruitment

• Selection

• Induction

DEVELOPMENT

• Training

• Career planning

• HR development

MOTIVATION & COMPENSATION

• job design

• Motivation

• Job evaluation

• Performance appraisal

• Compensation administration

• Incentives and benefits

MAINTENANCE

• Health and safety

• Employee welfare

INTEGRATION FUNCTION

• Grievance redressal

• Discipline

• Team and team work

• Employee participation

• Industrial relations

EMERGING ISSUES

• Personnel record

• HR research

• HR accounting

• Stress and counseling

Difference b/w Personnel mgmt

HRM• Its more administrative It deals

with the in nature , it basically mgmt of the work

deals with the employees, force & contributes

their payroll and to an org. success.

employment laws.

• It is reactive ,it provides It is proactive , as it

concerns & demands as pertains to the conti-

they are presented. -nuous dev. of policies

& functions for

improving a company’s

work force.

• It is independent It is the integral part

from the org. of a company.

• It motivates through It motivates through

rewards, bonus , effective strategies

compensation . like challenges, job

creativity.

HRM is in a broader sense, it focuses on building

dynamic culture rather than focusing on

administrating people. It develops a team of

employees for an org.

Line & Staff Responsibilities Line managers-Have the final responsibilities

for achieving the org. goals. Have the authority to direct the work of subordinates.

• Staff managers –They help and advise line managers in achieving the org. goals.

• They assist line managers in areas line recruiting, selecting , training , and compensating.

Policies • Its a principle or rule to guide decisions and

achieve desired outcome(s).Types of policies:Originated policies – established by top mgmt.

• Appealed policies – formulated to meet the requirements of certain peculiar situations which have not been covered by earlier policies.

(generally suggested by subordinates).

• Imposed policies – formed under pressure from external agencies like govt. ,union

• General policies – reflect the priorities of top mgmt.

• Specific policies – covers issues like hiring , rewarding

• Written / Implied policies –

Implied like dress code , gentle tone while talking to customers.

Written policies spell out managerial thinking on paper .

Advantages of policies

• Uniformity

• Better control

• Confidence

• Speedy decisions

• Coordination device

Obstacles

• Managers are reluctant to follow the guidelines.

• It requires constant revision , modification .

A good policy is -

• Related to objective

• Easy to understand

• Precise

• Stable as well as flexible

• Based on facts

• Fair enough

Formulation of policies

• Identify the need

• Collect data

• Specify alternatives

• Communicate the policy

• Evaluate the policy

Role of Personnel Manager

• Administrative roles –

policy making

record keeping

advisor

welfare officer

legal consultant

• Operational roles –

recruiter

trainer , motivator

coordinator / linking pin

mediator (in case of friction b/w 2 emloyees)

Strategic roles –

Focuses attention on how to enable ordinary employees to turn out extraordinary performance , taking care of their ever changing expectations

change agent –

Why to do it ?

Who will do it ?

What it will look like after completion ?

Who else needs to be involved ?

How to measure it ?

How to initiate , develop and sustain it ?

Strategic partner –

Helps in strategy formulation and implementation.

Qualities of HR managerPersonal attribute –

Intelligence.

Educational skills

.Discriminating skills ( b/w right n wrong). Executing skills ( execute mgmt decisions with speed , accuracy.)

• Experience and Training.

• Professional Attitude .

Factors influencing HRM• External factors –

National and international economic changes.

Technological changes.

National culture.

Industry characteristics.

Regulations.

Action of competitors.

Action of unions.

• Internal factors –

Organization’s size.

Org. structure ( flexible or not).

Business strategy.

History and past practices.

Top mgmt influence.

Power n politics.

Evaluating HRM effectiveness

Measuring cost (value > or < cost).

Measuring absenteeism rates.

Measuring turnover rate.

Productivity.

Customer satisfaction.

Early leavers(leaving after a short time with the company.)