Hrm-Introduction for Test

8/8/2019 Hrm-Introduction for Test

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INTRODUCTION TO HRM- schedule of lectures

1. What is an Organization and what is Management

2. Understanding Personnel Management & HRM functions

3. Comparison between Personnel Management and HRM

4. Manpower Planning and Job Analysis

5. Recruitment and Induction

6. Performance Appraisal

7. Training and Development

8. Compensation and Reward Management9. Career Planning and Succession Planning

10. Work Motivation

11. Human Resources Information System (HRIS)

12. Quality of Work Life

13. Organizational Development

14. Management of Organizational Change

15. HRM Strategies for long-term growth

16. Productivity and HRM


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Books to be Read for Human Resource Management

1. Human Resource Management- P.Subba Rao

2. Personnel Management- C. B.Mammoria3. Human Resource Management-Dessler (Prentice Hall)

4. Personnel/ Human Resource Management-DeCenzo & Robbins(PHI)

5. Human Resource Management- D.K. Bhattacharya(Excel)

6. Human Resources Management- VSP Rao (Excel)

7. Managing Human Resource-Gomez(PHI)

8. Personnel Management-Edwin Flippo

9. Human Resource Management- Bohlander & Snell

10. Organizational Development- French & Bell (For O.D.only)

11. Managing Human Resources- Monappa


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Human Resource ManagementHuman Resource Management--An OverviewAn Overview

1.WHAT IS AN ORGANIZATION?

(a) What are its features?

(b) Which is its core function?

(c ) How does this core function perform its activities?

(d) What is the essence of the core function?

(e) What resources does the core function utilize?

(f) Which resource is the most important?

(g) Does the Organization have a context? What is it?


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Human Resource Management

Main task of Management is getting things done through and with people

Main job of Management is Economic Performance:

The sub-functions of Management are:

1. Managing the Business

2. Managing Managers

3. Managing Worker and Work

4. Managing Time

Definition of Management:

Management is the process of designing and maintaining an

environment in which individuals, working together in groups,

efficiently accomplish selected aims.


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The various dimensions of Management include:

Managers carry out the functions of Planning, Organizing, Staffing,

Leading, and Controlling.

Management applies to any form of organization It applies to managers at all organizational levels

The aim of all managers is the same: to create a surplus

Managing is concerned with productivity; this implies effectiveness

and efficiency.


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MANAGEMENT FUNCTIONSMANAGEMENT FUNCTIONS

Planning function determine an organizations objectives

and establish the appropriate strategies for achieving thoseobjectives

Organizing function creates a structure of task and authority

relationships that serves this purpose

Controlling function requires three elements

(a) Established standards of performance

(b) Information that indicates deviations between actual and

the established standards

(c )Action to correct performance that does not meet the

standards


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Staffing function is the management of the human resource

including recruiting, appraising, training and developing,motivating and separating.

Leading function is the process that integrates the functions as

planning, organizing, and controlling


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Planning determines whatresults the organization will

achieve

Organizing specifies how the results will be achieved

Controlling determines whether the results are achieved

Through planning,organizing and controlling, managers

exercise leadership


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Human Resource ManagementHuman Resource Management--An OverviewAn Overview

2. A LOOK AT THE PERSONNEL MANAGEMENT

FUNCTION

(a) The definition as described by IPM

(b) The definition as described by Edwin Flippo

3. ANALYSIS OF THE PM FUNCTION

4. UNDERSTANDING HUMAN RESOURCES

FUNCTION


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Human Resource ManagementHuman Resource Management

Definition of PM- Institute of Personnel Management (IPM) 1963

Personnel Management is the responsibility of all those who

manage people, as well as being a description of the work of

those who are employed as specialists.It is that part of

management which is concerned with people at work and with

their relationships within an enterprise. Personnel Management

aims to achieve both efficiency and justice, neither of which can

be achieved without the other. It seeks to bring together and

develop into an effective organization the men and women who

make up an enterprise enabling each one to make his bestcontribution to its success as an individual and as a member of a

working group. It seeks to provide fair terms and conditions of

employment, and satisfying work for those employed.


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Definition OfPersonnel Management

Edwin Flippo

Personnel management is the planning, organizing, directing, andcontrolling of the procurement, development,compensation, integration,

maintenance, and separation of the human resources to the end that

individual, organizational, and societal objectives are accomplished.

Management functions Operative functions ObjectivesPlanning Procurement Individual

Organizing Development Organizational

Directing Compensation SocietalControlling Integration

Maintenance

Separation


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Evolution of the Personnel FunctionEvolution of the Personnel Function

1. RECRUITMENT MAN

- textile and jute mills required unskilled in large numbers- recruitment on daily basis- badli workers

- systematic records

2. LABOUR MAN

- tough person for dealing with unskilled workmen

- also their union leaders

3. INDUSTRIAL RELATIONS MAN

- dealing with union representatives

- manipulating them

- ensuring the organization needs are met


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Evolution of the Personnel functionEvolution of the Personnel function

4. LEGAL MAN

- Plethora of labour legislations

- dealing with Industrial Disputes in the various courts

- liaisoning with legal advisors and court authorities

5. WELFARE MAN

- Section-49 man

- various responsibilities laid down

-fulfilling them and satisfying the various authorities


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Personnel Mans Comprehensive ResponsibilitiesPersonnel Mans Comprehensive Responsibilities

Personnel Manager

Rec.-M Labour-M IR-M Legal-M Wlf.-M Admn.-M


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HRMHRM-- EvolutionEvolution

Period Emphasis Status Roles

1920-30 Welfare management

Paternalistic policies

Clerical Welfare Administrator,

Policeman

1940-60 Expanding the role to

Labour Welfare, I. R., &

Personnel Admn

Administr

ative

Appraiser

Advisor Mediator

Legal Advisor

1970-80 Efficiency, effectiveness

dimensions added

Emphasis on human

values, aspirations dignity,

usefulness

Develop

mental

Change agent,

Integrator

Trainer,

Educator

1990s Incremental productivity,

gains through human

assets

Proactive,

growth-

oriented

Developer, Counselor

Coach,Mentor,Problem

Solver

2000

onwards

Centrality of Role Strategic Partner in Top Mgt.


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Definition OfPersonnel Management

Torrington & Hall98

Personnel Management is workforce- centered, directed mainly at

organizations employees; finding and teaming them, arranging for them

to be paid, explaining managements expectations, justifying

managements actions, satisfying employees work-related needs, dealingwith their problems and seeking to modify management action that could

produce unwelcome employee response. Although indisputably a

management function, personnel management is never totally identified

with management interests, as it becomes ineffective when not able to

understand and articulate the aspirations and views of the workforce.


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Objectives of HRM-

1. To Help The Organization Reach Its Goals

2. To Employ The Skills And Abilities Of The Workplace Efficiently

3. To Provide The Organization With Well-trained And Motivated

Employees

4. To Increase To The Fullest The Employees Job Satisfaction And

Self-actualization

5. To Develop And Maintain A Quality Of Work Life

6. To Communicate HR Policies To All Employees

7. To Help Maintain Ethical Policies And Behavior

Documents

Hrm-Introduction for Test