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Nature and Scope of HRM
Prof.Sujeesha Rao
Prof.Sujeesha Rao
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IntroductionMeaning & Definition of HRMScope of
HRMDifferences between PM & HRMThe Nature of employment
relationshipHRM-Functions & ObjectivesEvolution of HRM in
IndiaWhy Study HRM?
Prof.Sujeesha Rao
Prof.Sujeesha Rao
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Introduction
Challenges faced by organizationsGlobal competitiveness
implications on HRWork force diversityEthical issuesAdvances in
technology and communicationSensitive approach to environmentShift
in employees need for meaningful work Prof.Sujeesha Rao
Prof.Sujeesha Rao
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What is HRM?HRM is concerned with the peoples dimension in the
organizationFacilitating the competencies and retention of skilled
force Developing management systems that promote commitment
Developing practices that foster team work Making employees feel
valued and rewarded.Prof.Sujeesha Rao
Prof.Sujeesha Rao
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Definition
HRM refers to acquisition, retention, motivation and maintenance
of Human Resources in an organization.
HRM is the planning, organising, directing & controlling of
the procurement, development, compensation integration, maintenance
and separation of human resources to the end that individual,
organizational and social objectives are accomplished.Prof.Sujeesha
Rao
Prof.Sujeesha Rao
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Scope of HRMVery Vast Covers all major activities in the working
life of a worker-from time an individual enters into an
organization until he or she leaves comes under the purview of
HRM
Prospects of HRMHRMNature of HRMIndustrial RelationsEmployee
MaintenanceEmployee HiringEmployee & Executive
RemunerationEmployee Motivation
Prof.Sujeesha Rao
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Differences between PM & HRMProf.Sujeesha Rao
DimensionPersonnel ManagementHuman Resources
ManagementEmployment ContractCareful delineation of written
contractsAim to go beyond contractRulesImportance of guiding clear
rulesCan do outlook, impatience with rule3. Behaviour
referentNorms/customs/practicesValues/mission4. Managerial
taskMonitoringNurturing5. Management
RoleTransactionalTransformational
leadershipCommunicationIndirectDirect7. Conflict handlingReach
temporary truceManage climate & culture8. T&D Controlled
access to coursesLearning organization9. Focus of attention for
interventionsPersonnel proceduresWide ranging cultural, structural
& personnel strategies10. Shared interestsInterests of the org.
are uppermostMutuality of interests
Prof.Sujeesha Rao
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The Nature of the Employment RelationshipProf.Sujeesha Rao
Prof.Sujeesha Rao
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FunctionsFunctions of HRM include: Facilitating the retention of
skilled and competent employees Building the competencies by
facilitating continuous learning and development Developing
practices that foster team work and flexibility Making the
employees feel that they are valued and rewarded for their
contribution Developing management practices that endanger high
commitment Facilitating management of work force diversity and
availability of equal opportunities to all.Prof.Sujeesha Rao
Prof.Sujeesha Rao
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Functions of HRMANAGERIAL FUNCTIONSPlanning Organising Directing
ControllingOPERATIVE FUNCTIONSStaffing Development Compensation
Motivation Maintenance Integration Emerging IssuesProf.Sujeesha
Rao
Prof.Sujeesha Rao
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Operative functions of HRSTAFFINGJob analysis, HRP, Recruitment,
Selection, Placement, Induction, Internal Mobility
DEVELOPMENTCompetency profiling, Training and development,
Performance & potential management, Career management, 360
degree feedbackCOMPENSATION & MOTIVATIONJob design, Work
scheduling, Job evaluation, Compensation administration, Incentives
and benefitsProf.Sujeesha Rao
Prof.Sujeesha Rao
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Operative functions of HR (contd.)MAINTENANCEHealth, Safety,
Welfare, Social securityINTEGRATIONEmployment relations, Grievance,
Discipline, Trade unions, Participation, Collective
bargainingEMERGING ISSUESHRIS, HR audit, HR scorecard,
International HRM, Workforce DiversityProf.Sujeesha Rao
Prof.Sujeesha Rao
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Objectives of HRMSocietal objectivesTo be ethically &
socially responsible to the needs of the society while minimizing
the negative impact of such demands upon the
organizationOrganizational objectivesTo recognize the role of HRM
in bringing about organizational effectivenessFunctional
objectivesTo maintain the departments contribution at a level
appropriate to the organizations needsPersonal objectivesTo assist
employees in achieving their personal goals in a manner that their
personal goals enhance the individuals contribution to the
organization
Prof.Sujeesha Rao
Prof.Sujeesha Rao
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HRM and 3 Ps People core strength of an organizationAny resource
can be replaced but not HR Processes evolve over a period of timeIT
enabled environment facilitates engineering effortlessly
Performance the pillars of performance are people and
ITOrganizational performance in terms of value creation and return
on investmentProf.Sujeesha Rao
Prof.Sujeesha Rao
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Evolution of HRM in IndiaWelfare (1920s-1930s)
Administration (1930s- 1940s)
Employee relations (1940-1960s)
Functional expertise (1970s-1980s)
Business partner / player(1990s)
Prof.Sujeesha Rao
Prof.Sujeesha Rao
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Why Study HRM?Taking a look at people is a rewarding
experiencePeople possess skills, abilities and aptitudes that offer
competitive advantage to any firmNo computer can substitute human
brain, no machines can run without human intervention & no
organization can exist if it cannot serve peoples needs.HRM is a
study about the people in the organization-how they are hired,
trained, compensated, motivated & maintained.
Prof.Sujeesha Rao
Prof.Sujeesha Rao
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THANK YOUProf.Sujeesha Rao
Prof.Sujeesha Rao
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