1. An organisation is made up of 4 resources Men Material Money
Non Living Machinery It is the human that make use of non human
resources. Basic concept of HR
2. People can move mountains! Of all the resources available to
man, only man can grow and develop. If the skill and the will are
properly applied, wonderful things can happen
3. Therefore, an organisation must provide a healthy work
climate where they can exploit their talents fully while realising
goals assigned to them. Above all, to get the best out of people,
they must be managed well and requires leadership.
4. HRM and Organizational Effectiveness It is important to
remember that the people who do the work and create the ideas allow
the organization to survive.
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Competitive Advantage through People Sustained competitive
advantage through people is achieved if these human resources: Have
value. Are rare and unavailable to competitors. Are difficult to
imitate. Are organized for synergy.
6. HRM is process of making the efficient and effective use of
human resources so that the set goals are achieved. Acc to Flippo.:
HRM is the planning, organizing, directing & controlling of the
procurement, development, compensation, integration, maintenance
& separation of HR to the end that individual, orgnl &
social objectives are achieved. Meaning & Definition of
HRM
7. Characteristics of HRM Human Resources are heterogeneous
(Different people, different personalities, different needs,
attitudes and values). Human resources are dynamic and behave
differently (They react to the same situation in quite different
ways). HR are the most important element in an organization. The
effective utilization of all other resources depend upon the
quality of HR. The term HR is wider than the term Personnel. HR
include all dynamic components of all the people at all levels in
the organization, whereas personnel means the employees working in
the organization.
8. Authority- right to make decisions and give orders Line
Authority- It creates a superior subordinate relationship Staff
Authority- It creates an advisory relationship HR managers are
usually considered as staff managers, since they assist and advise
the line managers in areas like recruiting, hiring and
compensation. Line And Staff Aspect Of HRM
9. HRM as a central department Product deptt. HR deptt.
Procurement Training Compensation Appraisal Rewards Marketing
deptt. Finance deptt. Technical deptt. ORGANISATION
10. WHY HRM? As managers none of us would like to make the
following mistakes: To hire the wrong person for the job. To
experience high turnover . To find our people not doing their best.
To waste time with countless and useless interviews. To be quoted
under bad example of unsafe practices. To have employees think
their salaries are unfair and inequitable To allow a lack of
training To commit any unfair labor practices .
11. 1. Line function: He directs the activities of the people
in his /her own departments 2. Co-ordinate function :Ensures that
the line managers are implementing the firms HR policies and
practices 3. Staff Function :Assists in hiring, training,
evaluating, rewarding, counseling, promoting, and firing employees.
Administers various benefit programmes HR managers Duties
12. Objectives of HRM attract and retain talent train people
for challenging roles develop skills and competencies promote team
spirit develop loyalty and commitment increase productivity and
profits improve job satisfaction enhance standard of living
communicate HR policies to all ethically and socially responsible
help managers in faster cycle times (customer service, product
changes, adaptation) Manage in shorter cycle times (in training,
recruitment)
13. At the enterprise level: attracting and retaining the
required talent developing skills and right attitude towards job
& co. dedicated and motivated employees ensuring a positive
image inside and outside At the individual level: provides ample
opportunities healthy relationships among individuals and team
allocating work properly At the society level: employment
opportunities multiply employee welfare Importance of HRM
14. The scope of HRM is Very wide Personnel Aspect: It is
concerned with manpower planning, recruitment, selection,
placement, transfer, promotion, t&d, retrenchment,
remuneration, incentives, productivity etc. Welfare Aspect: It
deals with working conditions and amenities such as canteens,
crches, rest and lunch rooms, housing, transport, medical
assistance, education, health and safety, recreation facilities
etc. Industrial Relations Aspect : This deals with co. relations
with employees. Covers union management relations, joint
consultation, collective bargaining, grievance and disciplinary
procedures, settlement of disputes etc. Scope
15. Functions of HRM Planning Organizing Directing Controlling
Operative Functions HRM Managerial functions: Procurement Job
Analysis HR planning Recruitment Selection Placement Induction
Internal mobility Development: Performance appraisal Training
Executive development Career planning Compensation: Job evaluation
Wage and salary administration Bonus and incentives Maintenance:
Health Safety Welfare Social security HR records HR audit HR
research Integration: Motivation Job satisfaction Grievances
redressal Discipline Collective bargaining Participation Conflict
management
16. Industrial Revolution: Machines based production, rapid
progress in technology, jobs specialization increased, but left
workers with monotonous jobs. Govt. did very little to protect the
interest of the workers Scientific management: To improve
efficiency and speed F W Taylor advocated scientific management.
Scientific management is nothing but systematic analysis and
breakdown of work into its smallest mechanical elements and
rearranging into most efficient combination. Importance of training
was also identified. History of HRM
17. Trade Unionism: Workers joined hands to protect against the
exploitive tendency of employers and unfair labor practices. TU
tried to improve work conditions, pay and benefits, disciplinary
actions etc. Personnel management: Fire fighting stage- Employee
disputes, trade unions, decisions taken by top management. Human
relations movement: After Hawthorne experiments conducted by Elton
Mayo, productivity not only depends on rewards, and the job design
but also on certain social and psychological factors also.. Human
relations movement led to the implementation of behavioural science
techniques in industry.
18. Evolution of HRM 1920-1930 Scientific management 1940-1960
HRM 1970-1980 Development phase 1991- ownwards Personnel management
Welfare management
19. The Changing Environment of HRM
20. Changes experienced by organizations Going global, increase
in size and complexity Facing competition Embracing technology like
automation and computerisation Increased demand for individual and
organizational competencies Faster cycle times Increasing legal and
compliance scrutiny Higher customer, employee and society
expectations Developing human capital Responding to the market
Containing costs The mechanized, routine-oriented workforce is
giving way to a knowledge-based workforce
21. Globalization Trend Companies dealing across the nation :
Sony, Apple, Nike, Mercedes Benz, Infosys, TCS etc.
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Influence of Technology in HRM Human Resources Information System
(HRIS) Computerized system that provides current and accurate data
for purposes of control and decision making. Benefits: Store and
retrieve of large quantities of data. Combine and reconfigure data
to create new information. Institutionalization of organizational
knowledge. Easier communications. Lower administrative costs,
increase productivity, and response times.
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Major Uses For HR Information Systems Source: HR and Technology
Survey, Deloitte & Touche and Lawson Software, 1998. HRM 1
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Demographic and Employee Concerns The Diversity Challenge Age
distribution HRM 4
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Gender Distribution Rising levels of edu
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Cultural Changes Employee Rights Concern for Privacy Changing
Attitudes Towards Work Balancing Work and Family
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Top Issues for Managers in Balancing Work and Home Executive
recruiters say 80% of senior and mid management candidates raised
concerns about balancing work and home. Top issues: Source:
Association of Executive Search Consultants (member survey). Used
with permission of the Association of Executive Search Consultants,
http://www.aesc.org. Figure 1.8
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Overall Framework for HRM Presentation Slide 11 COMPETITIVE
CHALLENGES Globalization Technology Managing change Human capital
Responsiveness Cost containment HR policy choices Procurement
Development Compensation Integration Maintenance STAKE HOLDERS
INTEREST share holders employees mgt Govt & community Union
Figure 1.1 CONSEQUENCES Individual well being Org. well being
Societal well being