Introduction to Human Resource Management(2)

7/30/2019 Introduction to Human Resource Management(2)

1/31

Introduction

to HumanResourceManagement


2/31

Definition of HRMO It is the process ofplanning, organizing,

directing and controllingof

procurement, development,compensation, integration, maintenance

and separation of human resources to the

end that individual organizational and

societal goals are accomplished.


3/31


4/31

Scope of HRMPERSONNEL

ASPECT

Human ResourcePlanning

Recruitment Selection

Placement

Transfer

Lay-off

Retrenchment

Remuneration

Incentives

Productivity

WELFAREASPECT

Canteens

Crches

Housing

Transport

Medicalassistance

Education

Health &Safety

Recreationfacilities

INDUSTRIALRELATIONS

UnionManagement

Relations Settlement of

Disputes

CollectiveBargaining

Grievance &disciplinaryprocedures

Jointconsultation


5/31

Functions of HRM

MANAGERIAL FUNCTIONS

(a) Planning

(b) Organizing

(c) Directing

(d) Controlling

OPERATING FUNCTIONS

(a) Recruitment & Selection

(b) Training & Development

(c) Compensation

Management

(d) Human Relations(e) Industrial Relations


6/31

BROADER CLASSIFICATION


7/31

Managerial Functions of HRMO Planning - Planning is determination of personnel

programs and changes in advance that willcontribute to the organizational goals. In otherwords, it involves planning of human resourcesrequirement, recruitment, selection, training.

O Organizing - Complex relationships exist between

different departments in an organization. Thus,organizing establishes relationships among theemployees so that they can collectively contributeto the attainment of company goals.


8/31

Managerial Functions of HRMO Directing - The basic function of personnel

management at any level is motivating,

commanding, leading and activating people.

The willing and effective co-operation of

employees for the attainment of organizational

goals ,is possible through proper direction.

Tapping the maximum potentialities of the

people is possible through motivation andcommand. Thus, direction is an important

managerial function


9/31

Managerial Functions of HRMO Controlling - After planning, organizing and

directing; comes controlling. Controlling involves

checking, verifying and comparing the actual

scenario to the plan. Thus, action and operationare adjusted to pre-determined plans and

standard through control . Auditing training

programs, analyzing labor turnover records,

directing morale surveys, conducting separation

interviews are some of the means for controlling

the personnel management function.


10/31

Operating Functions of HRMO Employment - It is the first operative function

of HRM. Employment is concerned withsecuring and employing the people

possessing required kind and level of humanresources necessary to achieve theorganizational objectives. It covers thefunctions such as -

O Job analysis,

O Human resources planning,O Recruitment and selection,

O Placement,

O Compensation management, etc.


11/31

Evolution of HRM


12/31

Objectives of HRMO To attain maximum individual development of

the members of an organization

O To utilize manpower fully and effectively

O To mold human resources effectively

O To establish desirable working relationships

between employer and employees


13/31

Objectives of HRMO To ensure worker satisfaction

O To help organization to achieve its goals

O To maintain high morale and good humanrelations

O To secure the integration of all individuals andgroups with the organization.


14/31

HRM is important because of:O Increased globalization of the economy

O Technological advancement, challengesand opportunities

O Changing business environment

O Changing characteristics of the workforce


15/31

Personnel ManagementO It is concerned with the management of

personnel/ work force/ employees.

O

Some people consider it synonymous withHRM, while others consider the two terms

different


16/31

Difference between PM and

HRMPM HRM

It is simply the management of

people employed

It is management of the people, their

attitudes, abilities etc.

It is narrow in scope as compared toHRM

It is broader in scope

PM views the man as economic

resource who works for money or

salary.

HRM treats the people as human

beings having economic, social and

psychological needs.

It uses latest techniques of training &

development.

It uses outdated methods of training

and development

Speed of decision making is fast Speed of decision making is slow

HRM is the latest development in the

evolution of management of men.

Personnel Management precedes

HRM


17/31

Role of HR Manager :

Administrative RolesO Policy maker- develop personnel policies

O Administrative expert - record keeping, databases, processing

benefits/claims, leave, medical facilities.

O Advisor - to line managers , redress grievances, conflictresolution, selection & training

O Housekeeper- recruiting, testing, ref check, employee

surveys, salary & wage admin

O Counselor- on various personal and professional problems

O Welfare officer- provides & maintains canteens, hospitals,clubs, libraries, transportation, coop societies.

O Legal consultant - settling disputes, handling disciplinary

cases, collective bargaining.


18/31

Operation Roles:O RecruiterO Trainer, developer, motivator

O Coordinator

O Mediator

O Change Agent - translate visionstatements into meaningful format.

O Strategic partner - training center,design center.

Strategic Roles:


19/31

Qualities of HR ManagerPersonal

Attributes

Initiative

resourcefulness,

perception

maturity,

analytical ability

understanding ofhuman behavior,

Patience,

Understanding,

empathy,

Perseverance

Education

Degree of recognizeduniversity

Post-graduate degree/diploma in sociology/social work or HRM

Degree in law is a

desirable qualification

Experience &Training

Training in industrialpsychology, labourlegislation and industrialrelations

Work experience in HRdepartment of an

organization.


20/31

Challenges faced by HR

ManagerHR Manager has to face challenges relating to

the following :

1. Recruitment, selection and development of

manpower

2. Industrial relations

3. Provision of welfare activities4. Information collection, storage and ready

availability when required


21/31

Challenges faced by HR

Manager (cont.)5. Research on personnel management

6. Expansion, modernization and

automation7. Collective bargaining and other

techniques of labour participation in

management

8. Execution of personnel policies9. Trade union activities


22/31

Personnel PhilosophyO Personnel philosophy of the management

is reflected in how the company operates.

O Managements attitude towards

employees is one major area which

relates to the personnel philosophy of the

company.

O It is also reflected in the policies that the

company makes.


23/31

Factors influencing Personnel

Philosophy

1. Top Management philosophy

2. Motivation of employees

3. Basic assumption about people

4. Change in environment


24/31

Personnel ManualO A personnel manual is a compilation of the

policies, procedures, working conditions, and

behavioral expectations that guide employee

actions in a particular workplace.

O It is also called as an employee handbook

O It generally also includes information about the

company, employee compensation and benefits,

and additional terms and conditions of employment


25/31

This is the

index of a

Sample

Personnel

Manual


26/31

Purpose of Personnel ManualO Providing fair opportunities to all employees.

O Providing guidelines for consistent application

of personnel policies.

O Avoiding difficulties due to misunderstandings

of personnel policies.

O Providing fundamental communication tool to

supervisory staff.

O Providing systematic approach to policies andpractices.


27/31

Benefits of Personnel ManualO Acts as a communication device.

O Avoids unfair employment practices.

O Avoids indecision on personnel matters.O Enables managers to maintain cordial

personnel relations.

O Training manual for supervisory staff.

O Acts as a readymade guide to personnelpolicies and procedures


28/31

Benefits of Personnel ManualO Acts as a document of companys faith on

fair personnel policies.

O Acts as a reference book.O Useful tool in supervisory training.

O Gives clear explanation of existing

policies.


29/31

A Few HR Tips:O Listen & respect

O Know the business

O Know what is confidentialO Master technology

O Be a leader

O Remember that reward takes many forms

in additional to financial gain.


30/31

Bibliography1. Human Resource Management, Vipul Prakashan by

N.G. Kale & M. Ahmed

2. http://www.authorstream.com/Presentation/aSGuest131

531-1380343-introduction-to-hrm/3. http://www.citeman.com/343-operative-functions-of-

hrm.html

4. http://www.citeman.com/343-operative-functions-of-hrm.html

5. http://en.wikipedia.org/wiki/Employee_handbook6. http://www.citehr.com/357550-hr-tips-

day.html#axzz1Vn9UmIBS
http://www.authorstream.com/Presentation/aSGuest131531-1380343-introduction-to-hrm/http://www.authorstream.com/Presentation/aSGuest131531-1380343-introduction-to-hrm/http://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://en.wikipedia.org/wiki/Employee_handbookhttp://www.citehr.com/357550-hr-tips-day.htmlhttp://www.citehr.com/357550-hr-tips-day.htmlhttp://www.citehr.com/357550-hr-tips-day.htmlhttp://www.citehr.com/357550-hr-tips-day.htmlhttp://www.citehr.com/357550-hr-tips-day.htmlhttp://www.citehr.com/357550-hr-tips-day.htmlhttp://www.citehr.com/357550-hr-tips-day.htmlhttp://www.citehr.com/357550-hr-tips-day.htmlhttp://www.citehr.com/357550-hr-tips-day.htmlhttp://www.citehr.com/357550-hr-tips-day.htmlhttp://en.wikipedia.org/wiki/Employee_handbookhttp://en.wikipedia.org/wiki/Employee_handbookhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.citeman.com/343-operative-functions-of-hrm.htmlhttp://www.authorstream.com/Presentation/aSGuest131531-1380343-introduction-to-hrm/http://www.authorstream.com/Presentation/aSGuest131531-1380343-introduction-to-hrm/http://www.authorstream.com/Presentation/aSGuest131531-1380343-introduction-to-hrm/http://www.authorstream.com/Presentation/aSGuest131531-1380343-introduction-to-hrm/http://www.authorstream.com/Presentation/aSGuest131531-1380343-introduction-to-hrm/http://www.authorstream.com/Presentation/aSGuest131531-1380343-introduction-to-hrm/http://www.authorstream.com/Presentation/aSGuest131531-1380343-introduction-to-hrm/http://www.authorstream.com/Presentation/aSGuest131531-1380343-introduction-to-hrm/http://www.authorstream.com/Presentation/aSGuest131531-1380343-introduction-to-hrm/http://www.authorstream.com/Presentation/aSGuest131531-1380343-introduction-to-hrm/http://www.authorstream.com/Presentation/aSGuest131531-1380343-introduction-to-hrm/


31/31

THANK YOU

Documents

Introduction to Human Resource Management(2)