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NATURE , SCOPE AND
CHALLENGES IN HRM.
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Definition. Strategic and coherent approach to the
management of an organization most valued
assets-the people who are working
individually /collectively contribute to the
achievement of its objectives.
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Def. Scientific process continuously enabling the
employees to improve their competency and
capability to perform their duties so that the
goals of the org are achieved faster.
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Nature of HRM
HRM is concerned with the people;s dimensions in the
organisation.
It believes that Organization means people. HRM involves application of management principles and
functions. Decisions relating to employees must be integrated and
consistent..
Decisions must influence the effectiveness of theorganization.
HRM functions are not only for business establishmentsbut also for non business organizations.
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SCOPE OF HRM Manpower planning.
Recruitment.
Selection. Training and development..
Salary administration.
Performance appraisal.
Management development.
Job analysis and design.
Employee and executive remuneration.
Motivation and communication.
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Objectives. Obtaining and developing the right personnel.
Providing effective motivation and leadership.
Paying attractive payment schedule. Desirable working relationship among employees.
Recognition and satisfaction of employee s needs.
Maintenance of high morale.
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Characteristics of HRM Diverse.
Strategic with an emphasis on integration.
Commitment oriented.
Belief that people should be treated as
assets.
Management driven activity.
Focused on business values.
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Reservations about HRM Morality of HRM.
Contradictions in the reservations about
HRM.
HRM and personal management.
How HR impacts org. performance.
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Challenges to HRM Globalization.
Profitability through growth.
Technology.
Intellectual capital.
Change, change and more
change.
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THE SEMANTICS.
Personal management and HRM
Differences between HRM and PM.
Dimensions PM HRM
Employment contract Written care fully Aims to go beyond contract
rules important Performance is more
important
Key relations Labour management Customer related.
Management role transactional transformational
pay Fixed grades. Performance related.
Respect to employees. `expandable and
replaceable.
Assets.
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HRM functions and objectives.
PERSONAL OBJECTIVES
FUNCTIONALOBJECTIVES
ORG. OBJECTIVES
SOCIAL OBJECTIVES.
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OBJECTIVES AND FUNCTIONS.
Social- legal,benefits,unions management
relations.
Org. objective.-HR planning.employeerelation.selection.trg. And
develop.appraisal.placement.assessment.
Functional obj.- appraisal. placement assesment.
Personal objective.-Trg. And development
appraisal.placement.compensation.assessment.
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Organization of HR dept.
Owner/manager
Productionmgr.
Sales mgr Office mgr accountant
Personal assistant
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Organization Chart
Chairman&MD
Director R&D
DIRECOTR HRM
Director mktg
DIRECTOR FINANCEDIRECTOR PRODUCTIO
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Outsourcing. Also known as sub contacting.
Activities which are out sourced
Employee hiring.
Training and development.
Pay roll preparation.
Benefits administration.
Statutory records maintenance.
Why? -down sizing.rapid growth.decline of business growingcompetition.restructuring.
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