1 HRM - Introduction 2nd Sem

8/2/2019 1 HRM - Introduction 2nd Sem

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HRM - Introduction


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Management is getting things done byothers

Organizations are made up of and are runby people

Business houses are not made or broken

by market or capital, patent or equipmentbut by men

Manager does not deal with men, money

material but money and material throughmen


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CONCEPTS

MANAGEMENT Accomplishment oforganisational objectives by utilizingphysical, & financial resources through the

efforts of human resources.

RESOURCES - factors of productionresults in conversion of raw materials into

useful goods/services.


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Evolution of concept of HR

1. Labour / Manpower denotes physicalabilities & capacities of employeescommodity-wages based on demand &

supply 2. Personnel persons employed in

service employees as a whole

3. HR- denotes resources of all the peoplewho contribute their services to theattainment of organisational goals


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Human Resources

Acc to Leon C. Megission, HR is the total

knowledge, skills, creative abilities, talents

and aptitudes of an organisations workforceas well as the values, attitudes and beliefs ofthe individuals involved.


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Human Resource Management

Defined as the art of procuring, developingand maintaining competent workforce toachieve goals of an organisation in an

effective and efficient manner.


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Characteristics of Human resource HR is a product of their qualities, inheritance

Heterogeneous. They have unique personality,needs, aspirations, values, cultures

Dynamic

They react to situations

They control and utilize other resources

Potential to develop and grow

Have emotions

They themselves determines what they want todeliver

They can think


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Definition HRM is the part of management, primarily concerned

with human resource.

Method of developing potentials of employees so thatthey get maximum satisfaction out of their job and givetheir best efforts to the organization.

HRM is the planning, organizing, directing andcontrolling (management) of the procurement,

development, compensation, integration, maintenanceand separation of human resource to the end that theorganizational, individual and societal goals areachieved

HRM is the process of developing, applying and

evaluating policies, procedures, methods and programsrelating to the individuals in an organization Process of planning, directing and controlling the

application, development and utilization of humanresources


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Characteristics Comprehensive and people oriented

Strategic function Individual oriented and development oriented Pervasive and ongoing Implied authority along with line authority

Coordinative function Innovative function Science as well as art Challenging role

Human objective Treats humans as capital Young discipline and interdisciplinary


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Assumptions

HRM policies stands across the cultures

People are capital capable of development

Unitary philosophy of the objective

Moving to strategic dimensioncontributor to business policies


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Aims and Objectives Organizational effectiveness

Human capital development

Knowledge management

Employee relations and effective conflict resolution

Meeting diverse needs

Procurement, development, utilization of humanresource

To build effective working relationships

To align and achieve individual and organizational goals

Long term creation of high return on investment

High morale of employees

To create conducive environment


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Scope

Training & development

Personnel and organizational development

HR planning, selection and staffing

Personnel research

Compensation and benefits

Assistance and motivation

Conflict management

Union management relations

Separation handling


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functions

managerial Operative

Planning

Organizing

Directing

controlling

Procurement Development Integration Compensation Maintenance

Jobanalysis

HR Planning

Selection

Placement

Induction

Transfer

Separation

PerformanceAppraisal

Training

ExecutiveDevelopement

CareerPlanning

Motivation

JobSatisfaction

GrievanceRedressal

CollectiveBargaining

ConflictManagement

Participation ofEmployees

Discipline

Jobevaluation

Wage and salaryadministration

Bonus andincentives

Payroll

health

safety

SocialSecurity

WelfareSchemes

HR Research

HR Records

HR Audit


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History Industrial revolution

Trade unionism

Scientific management

Industrial psychology

HR movement

Behavioral Sciences

HR specialist and Employee welfare


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Role of HR Manager Counselor

Controller

Change agent and leader

Liaison agent

Welfare agent

Intermediary

Motivator Intellectual and educator

Humanist


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Principles Individual development

Scientific selection High morale and motivation

Fair reward

Dignity of labor Communication

Social and national welfare

Humanitarian treatment Cooperation and coordination


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The Harvard Model of HumanResource Management


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The HR Functions


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Human Resource Development

if you wish to plan for a year, sow seeds

If you wish to plan for ten years, plant trees

If you wish to plan for a lifetime, develop men


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Few definitions Organized learning with an objective of producing

possibility of performance change

Approach to systematic expansion of peoples workrelated abilities focused on attainment of both personaland companys goals

Process of developing and unleashing human expertise

through training and development for the purpose ofimproving performance and to enhance national,economic, cultural and social growth

HRD is process by which the employees are helped to Acquire new and sharpen existing capabilities to perform their present

and future jobs effectively and efficiently Develop their capabilities as individual so that they are able to discover

their own hidden potential and make the best use of those potentials

Create organizational culture where relationships, team work andcollaboration are strong and contribute to organizational wealth,dynamism and pride


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HRD

Emphasizes on discovering and nurturing

capabilities and talents leading topurposeful and systematic development ofthe whole person

Is a development oriented planned effort inpersonnel area, basically concerned withthe improvement of existing anddevelopment of new skills, knowledge,

capabilities, and effectiveness as whole forthe achievement of personal andorganizational goals.


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Nature/Feature/Characteristics Learning and transformational process

Systematic and planned Beneficial to both

Different from organizational development

Dynamic

Holistic approach

Adding value for performance change

Interdisciplinary

Subset of HRM Science as well as art

Improve quality of work life and leads to greatersatisfaction

O G


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Objectives/Goal Increase productivity, quality and overall

effectiveness

Increase organizational effectiveness

Promotes planned individual growth

Increase adaptability and employability

Boosts morale and satisfaction Discovery and full utilization of human resource

and talents, skills and capabilities

To equip employees with new skills and make

them more dynamic To enhance human resource into organizational

and national asset

Overall economic growth

Importance


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Importance

Organizational success and economic

growth Full utilization of human potential

Coping up with change

Higher quality of work life High productivity, quality, relationship,

effectiveness

Competitive edge


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HRM Vs HRD

Point HRM HRD

Dependability Independent function Integrated system

Orientation Reactive and serviceoriented

Proactive anddevelopment oriented

Aim Improving efficiency ofpeople and administration

Development of totalorganization and culture

Incentives used Salary, economic rewards,job simplification

Job challenges, creativity,learning for motivation

Responsibility HR manager All managers

Morale-productivityrelationship

Consider improvedsatisfaction & morale ascause of high performance

Consider improvedperformance as the causeof improved satisfactionand morale

Scope narrow large


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Assumption for HRD HR is most valuable resource capable of development

Intellectual capital

Social capital

Emotional capital

Potential can be increased to an unlimited extent unlikeother resources

Healthy climate of openness, enthusiasm, trust, teamwork, collaboration is required to develop human beings

HRD can be planned and monitored

Employees feel committed to their work with the feelingof belongingness

Employee commitment is increased with opportunity todiscover and use ones abilities at work


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Mechanism/Tools/Techniques/System ofHRD

1. Performance Appraisal2. Potential appraisal3. Career Planning4. Trainings

5. Organizationaldevelopment6. Reward

1. Intrinsic2. Extrinsic

1. External equity2. Internal equity3. Individual equity

7. Welfare

8. Quality of work life9. HRIS10.Role analysis

Defining KPIs & KRAs Objectives & functions Other role partners

11.Learning organization12.Counseling, coaching

and mentoring

13.HR audit and HRaccounting14.Succession Planning15.Focusing quality and

productivity

Documents

1 HRM - Introduction 2nd Sem