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Nature and Scope of HRM
Prof.Sujeesha Rao
Introduction Meaning & Definition of HRM Scope of HRM Differences between PM & HRM The Nature of employment relationship HRM-Functions & Objectives Evolution of HRM in India Why Study HRM?
Prof.Sujeesha Rao
Introduction Challenges faced by organizations Global competitiveness – implications on HR Work force diversity Ethical issues Advances in technology and communication Sensitive approach to environment Shift in employees need for meaningful work
Prof.Sujeesha Rao
What is HRM?•HRM is concerned with the people’s dimension in the organization•Facilitating 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
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
Scope of HRM Very 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 HRM
HRM
Nature of HRM
Industrial Relations
Employee Maintenance
Employee Hiring
Employee &
Executive Remuner
ationEmployee Motivation
Differences between PM & HRM
Dimension Personnel Management Human Resources Management
1. Employment Contract Careful delineation of written contracts
Aim to go beyond contract
2. Rules Importance of guiding clear rules Can do outlook, impatience with rule
3. Behaviour referent Norms/customs/practices Values/mission
4. Managerial task Monitoring Nurturing
5. Management Role Transactional Transformational leadership
6. Communication Indirect Direct
7. Conflict handling Reach temporary truce Manage climate & culture
8. T&D Controlled access to courses Learning organization
9. Focus of attention for interventions
Personnel procedures Wide ranging cultural, structural & personnel strategies
10. Shared interests Interests of the org. are uppermost
Mutuality of interests
Prof.Sujeesha Rao
The Nature of the Employment Relationship
Prof.Sujeesha Rao
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
Functions of HR
MANAGERIAL FUNCTIONS
Planning Organising
Directing Controlling
OPERATIVE FUNCTIONS
Staffing Development
Compensation Motivation
Maintenance Integration
Emerging IssuesProf.Sujeesha Rao
Operative functions of HR
STAFFING Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility
DEVELOPMENT Competency profiling, Training and development, Performance & potential management, Career management, 360 degree feedback
COMPENSATION & MOTIVATION
Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits
Prof.Sujeesha Rao
Operative functions of HR (contd.)
MAINTENANCE Health, Safety, Welfare, Social security
INTEGRATION Employment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining
EMERGING ISSUES
HRIS, HR audit, HR scorecard, International HRM, Workforce Diversity
Prof.Sujeesha Rao
Objectives of HRM Societal objectives
To be ethically & socially responsible to the needs of the society while minimizing the negative impact of such demands upon the organization
Organizational objectivesTo recognize the role of HRM in bringing about organizational effectiveness
Functional objectivesTo maintain the department’s contribution at a level appropriate to the organization’s needs
Personal objectivesTo assist employees in achieving their personal goals in a manner that their personal goals enhance the individual’s contribution to the organization
Prof.Sujeesha Rao
HRM and 3 P’s• People – core strength of an organization
Any resource can be replaced but not HR
• Processes – evolve over a period of time
IT enabled environment facilitates engineering effortlessly
• Performance – the pillars of performance are people and IT
Organizational performance in terms of value creation and return on investment
Prof.Sujeesha Rao
Evolution of HRM in India Welfare (1920s-1930s)
Administration (1930s- 1940s)
Employee relations (1940-1960s)
Functional expertise (1970s-1980s)
Business partner / player(1990s)
Prof.Sujeesha Rao
Why Study HRM? Taking a look at people is a rewarding
experience People possess skills, abilities and aptitudes
that offer competitive advantage to any firm No computer can substitute human brain, no
machines can run without human intervention & no organization can exist if it cannot serve people’s needs.
HRM is a study about the people in the organization-how they are hired, trained, compensated, motivated & maintained.
Prof.Sujeesha Rao
THANK YOU
Prof.Sujeesha Rao