Human+Resource+Management

8/3/2019 Human+Resource+Management

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Human Resource

Management

Manas Ranjan Tripathy

IBS,Hyderabad


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Human Resource Management is a processof bringing people and organisationstogether so that the goals of each aremet. It may be defined as the art of

procuring, developing and maintainingcompetent workforce to achieve thegoals of an organisation in an effectiveand efficient manner. It is concerned

with the people dimension inmanagement.


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HRM is concerned with the most effective use

of people to achieve organisational andindividual goals. It is the way of managingpeople and work, so that they give their best tothe organisation.(Ivancevich &Glueck)

Human Resource Management can be defined as astrategic and coherent approach to themanagement of the most valued assets of anorganisations,ie., people, who individually andcollectively contribute to the organisationalobjectives.


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Managing Human Resources:Compexities

-- Human Resources are heterogeneous Different Individuals Different personalities Emotional Responses Differing values,attitudes, motives and modes of

thought-- Human beings behave in widely differingand complicated ways.

-- Modern employees are educated, skilledand techno-savvy

-- An individual himself determines what hecontributes.


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Objectives of HRM

Help the organisation reach its goals. Employ the skills &abilities of workforce

efficiently.

Provide the organisation with well trained &well motivated employees. Improve the quality of work-life. Communicate HR policies to employees.

Help in maintaining ethical policies andbehaviour


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Features of HRM

Pervasive force Action oriented Individually oriented- Development of potential. People oriented- Motivation & Reward.

Development oriented- Learning, exp & exposure. Integrating mechanism- Integration of human assets. Comprehensive function. Auxiliary services- Assist and advice Inter-disciplinary Function- Soft discipline

Continuous Function-Constant alertness and awarenessof human relations


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Scope of HRM

Personnel aspects: Manpower planning Recruitment Selection

placement Transfer Promotion Training and Development Lay-off and Retrenchment Remuneration

Incentives Productivity


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Welfare aspects

Working conditions and amenities:Canteens

Crches

Rest and lunch-rooms

HousingTransport

Medical assistance

EducationHealth and safety

Recreational facilities


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Industrial Relations aspects

Union Management Relations

Joint consultation

Collective Bargaining Grievances and Disciplinary

procedures

Settlement of disputes


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Personnel vs. Human Resource Management

Element Personnel HRM

Employee Relations Adversarial Development andCollaborative

Orientation Reactive and Piecemeal Proactive & BusinessFocused

Organisation Separate Function Integrated Function

Values Order, equity&consistency

Client & ProblemFocused

Role of Specialist Regulatory &Recordkeeping

Problem sensing &tailored Solutions

Role of ManagementOverall output Passive OwnershipCompartmentalizedThinking &Acting

Active ownershipLinking Various HRlevers to Business needs


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HRM Practices Recruitment

Anticipating Vacancies Prepare Job Analysis

Prepare Person Specification

Sources of Recruitment

Attracting potential Employees

Investigating References

Arranging Medical Exam, if any

Secretarial Work


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Organisational planning

AnalysingOrganisation Structure Forecasting manpower Requirements Recommending Organisational Changes Analysing key position Requirement

Staffing Preparing Job Description Orienting new employees into job Analysing and reviewing

job description periodically

Transfer and promotion


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Development

Determining Training requirements oforganisation and employees. Development of performance standards

Planning and preparing Training

programmes

Providing Facilities for Future education

and development.

Helping employees through performance

counseling


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RemunerationDetermination and execution of -

wages and salary

perquisites incentives

Rewards

Wage negotiation


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. Control Matters relating to Discipline like:

-establishing rules of conduct-administering disciplinary measures

where necessary. Evaluating performance for future growth

Welfare Recreation Medical services

Co-operatives

Benefits and social security measures


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Role of HR Department/ Manager

Advisory Role

Advising,suggesting,counselling and

helping. Grievance Redressal

Employee Selection

Conflict Resolution

Training and Development


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. Conscience Role Humanitarian, Moral and Ethical obligations

Counselor Role

Discussing and suggesting toemployees relating to:

Work Career

Family Social, Economic ,Developmental and General matters


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.

Problem solving Role

Roles regarding various short rangeand long range problems involving theinterests of Human resources

Decision Making RoleFormulation of-

Objectives Policies

Programmes


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Executive Role

Executing Plans Programmes

Decisions Clerical Roles

Time Keeping

Wage and salary administration Incentives

Maintenance of Records


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Mediator Role

Conflict resolution Solving disputes

Representative roleRepresents organisation and matters related

to workers

Change agent (Facilitator) RolesFacilitating workers and management on-

Changes in Technology,Organisation,productionTargets, Adoption of organisation DevelopmentMethods


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Legal Role Grievance Handling Settlement of Disputes

Disciplinary cases

Collective Bargaining

Joint Consultations Interpretation and implementation of labour

laws Court matters


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Welfare Role

Canteens Hospitals

Crches

Education

Clubs Libraries

Conveyance Facilities

Co-operative societies

Consumer stores


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Thank You

Documents

Human+Resource+Management