HR Functions n Context 2 (2)

7/31/2019 HR Functions n Context 2 (2)

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HRM: Functions &

Context


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Human Resource Management (HRM)

HRM is the process of identification, development and utilization of suitable

personnel in conjunction with strategic objectives of the organisation and withinthe parameters of socio-legal framework of the organisation for achieving its

mission, objectives and goals successfully.

HRM refers to attracting , developing and maintaining an effective workforce.

(Ronald J.Ebert & Ricky.W.Griffin, 2006)

HRM is the integration of all processes, programmes and systems in an

organisation that ensure staff are acquired and used in an effective way.

(Stephen .P.Robbins)

HRM involves all management decisions and practices that directly affect the

people who work for the organisation. ( Robert Krietner)

HRM refers to managing the employment relationship. (Shaun Tyson)

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Difference between HRM &

HRD

HRD is a process in which employees of an organisation are

helped in continous and planned way to sharpen their capabilities

required to perform various roles, developing capabilities for their

own and organisational development purpose, develop an org.culture in which superior subordinate relationship, teamwork,

collaboration among subunits are strong and contribute to

professional wellbeing, motivation and pride of employees.

HRD plays an important role in establishing and maintaining a

healthy and enduring work culture.

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Difference between P.M & HR

1. Focus

2.Belief: People are motivated by

3.Orientation: Maintenance oriented 4.Responsibility

5.Philosophy : Reactive Function

6.Aim : Tries to improve the efficiency of ppl 7.Scope

8.Considers People

9.Structure 4


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1

HumanResource

Management

Safety andHealth

The Human Resource Management

Functions


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Staffing

Job Analysis

Human Resource Planning(HRP)

Recruitment

Selection


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Human Resource Development

Training

Development

Career Planning &Development

Organizational Development


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Compensation and Benefits

Compensation-All rewards that

individuals receivea a result of their

employment


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Employee and Labor Relations

Business required by law to

recognize union and bargain

with it in good faith if firms

employees want unionrepresentation.

Private-sector union membership has

fallen from 39 percent in 1958 to 9

percent today.


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Safety and Health

Employees who

work in a safe

environment and

enjoy good healthare more likely to

be productive and

yield long-termbenefits to the

organization.


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Human Resource Research

Human resource

research is not a

separate function.

It pervades all HR

functional areas.


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Interrelationships of HRM

Functions

All HRM functions

are interrelated.

Each function

affects other areas.


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The Dynamic HumanResource

ManagementEnvironment :The

context of HRM


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Environment of Human Resource Management

EXTERNAL ENVIRONMENT

INTERNAL ENVIRONMENT

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HumanResource

Management

OtherFunctiona

l Areas

OperationsMarketing

Finance

LegalConsidera

tions

TheEcon

omy

Te

chnology

Society

Shareholders

Unions

Customers Competition Labor Force

Safety andHealth


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Four major roles

1. Strategic Partner

2. Employee Champion

3. Change Agent 4. Administrative expert

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New Role for HR Professionals

1.Realigning the expectations of managers and

employees in the organisation

2.Will communicate the need for change and its impacton the organisation

3.Will put in place reward system that takes into account

team effort not individual effort

4.Monitoring how well employees are coping with

employment changes

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Labor Force

Pool of individuals

external to firm

from which

organization

obtains its workers


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Legal Considerations

Federal, state

and local

legislation

Court decisions

Presidentialexecutive orders


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Society

Social responsibility Implied, enforcedor felt obligation of managers to serve or

protect interests of groups other than

themselves

EthicsDiscipline dealing with what isgood and bad, or right and wrong, or with

moral duty and obligation


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Ethics and HR

Management

Discipline dealing

with what is:

good & bad right & wrong

moral duty & obligation


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Unions

Group of employees

who have joined

together for purposeof dealing

collectively with their

employer


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Shareholders

Owners of a corporation

Because they haveinvested money in a firm,

they may at timeschallenge programsconsidered bymanagement to bebeneficial to theorganization


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Customers

Because sales critical

to firms survival,

management mustensure employment

practices do not

antagonize thecustomers they serve


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Competition

In order to

succeed, grow and

prosper, a firm

must be able to

maintain a supply

of competent

employees.


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Technology

As technology changes:

Certain skills no longer required

New skills needed

Necessitates some retraining of current

workforce


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The Economy

In general, when

economy is booming,it is often more difficult

to recruit qualified

workers.


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The Human Resource Function in a

Large Firm

President

and CEO

Vice President,

Marketing

Vice President,

Operations

Vice President,

Finance

Vice President,Human

Resources

Manager,

Training and

Development

Manager,

Compensation

and Benefits

Manager,

Staffing

Manager,

Safety and

Health

Manager,

Labor

Relations

Documents

HR Functions n Context 2 (2)