Human resource management and development ppt

HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT

IMPORTANCE

DEFINITION

SCOPE

The Importance of Human Resources

• Important and vital factor in organization’s success and failure

• The quality and utilization of other m’s- money, machine, materials, methods and markets are almost always affected by decision about and by human resource

• Man does or undoes what exists Man creates or bypasses opportunities

Definition of Human Resource Management

• Deals with management of people

• The art and science of acquiring, motivating, maintaining and developing people in their jobs in light of their personal, professional and technical knowledge, skills, potentialities, needs and values and in synchronization with the achievement of individual, organization and society’s goals

A Paradigm of Human Resource Management

Development

Maintenance

Acquisition

Job Organization and Information

Research on Human Resource

JOBS

PEOPLEPEOPLE

-Knowledge-skills-attitudes-potentialities-needs-values

General Management

General Management, Personnel Management and Human Resources Management:

A Distinction in Scope

HUMAN RESOURCE MGT.

MONEY

METHODS

MINUTES

MARKET

MACHINES

MATERIALSMAN

Personnel Management

SCOPE: PEOPLE INVOLVED

Personnel Management• Mostly rank and file

Human Resource Management

• All people working for and with the organization including the Board, top management, consultants or resource persons, middle management, rank and file

HOURS OF WORK

Personnel Management

• Full-time Work

Human Resource Management

• Full-time, part-time, flex-time

PLACE OF WORK

Personnel Management• Formal Setting: office,

factory/plant

Human Resource Management

• Formal and Informal Settings

Type of Service/Function

Personnel Management• Few and Simple: personnel

information, recruitment, ad screening social activities, management-labor relationships

Human Resource Management

• Varied and Complex: Job Organization and Information, Acquisition of Human Resources, Maintenance, development,

Department Head or Officer-in-Charge

Personnel Management• Administrative Officer or

Chief Executive Officer

Human Resource Management

• Separate Human Resource Department manned by human resource specialist

Department Staff: Qualifications

Personnel Management• Lawyer• Records Clerk

Human Resource Management

• Behavioral Scientist• Social Science Researcher

Level of Reporting

Personnel Management• Lower level to Line

Managers

Human Resource Management

• Higher Level to General Manager or Chief Executive Officer

Goals

Personnel Management• Accomplishments of

organization goals being emphasized

Human Resource Management

• Accomplishment of organization and individual goals

Technology

Personnel Management• Mechanistic: reactive,

structural, inflexible, technical, control-oriented and organization-oriented

Human Resource Management

• Developmental: proactive, socio-technical orientation, flexible, participatory, creative and innovative

Strategies

Personnel Management• Personally subjective based

on management’s needs and values compartmentalized approach

Human Resource Management

• Objective and scientific based on individual and organization culture total systems approach

Philosophy

Personnel Management• Traditional work orientation

with priorities on organization and management welfare mainly for profit

• People: an expense and factor of production

Human Resource Management

• Humane with emphasis on respect for individual and society’s well-being

• People: an investment and resource

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