- 1.Human Resources Management
- Introduction to Human Resources Management
- Wages & Salary Administration
2. Introduction to Human Resource Management By Dr. Jacob CherianM.Com., M.S.W., M.Phil., Ph.D. Chairman, Marketing Dept., College of Business Administration, Jeddah. 3. Human Resource Management Human Resource Management is a management function involving procurement of suitable humanresources, train and develops their competencies,motivate them, reward them effectively and create in them an urge to be part of the management team whose aim should be rendered, dedicated, committedservice for the success and growth of the organisation. 4. Personnel vs Human Resource Management ( (5) Employees are utilized for mutual benefit both for organisation and employees own (5)Employees are utilized for organizational benefit (4) Employee is treated as a resource. Employees are utilized for organizational benefit (4) Employee is viewed as a tool or equipment which can the purchased and used (3) Employees are treated as profit centre and hence they invest in Human Resources Development -and future accrues from this resources (3) Employee is treated as cost centre and hence controls cost of Personnel in the organisation (2) HRM views man not only as economic person but looks at him as a full person taking social and psychological factors in views. (2) Personnel Management views man as economic person (1) HRM is management of employees skills, knowledge, abilities, talents, aptitude, and creative abilities.1) Personnel Management is management of people 5. NEED AND IMPORTANCE OF HUMAN RESOURCE PLANNING
- 1. Personnel Requirements:
- 2. Recruitment and Selection:
- 3. Placement of Personnel
- 5. Performance Appraisal:
- 8. Career Planning and Development:
- 9. Organizational Development:
- 10 Motivation of Personnel
- 11. Potential Appraisal and Development
- 14. Quality of Work Life:
- 15. Human Resource information:
6. FUNCTIONS OF HUMAN RESOURCE MANAGEMENT 7. Limitations of Human Resource Management 1. Future is uncertain: 2. Conservative attitude of management: 3. Problem of discarding surplus staff: 4. Time Consuming and Paper Work: 5. Problem of recognizing change: 7. Expensive: 6. Shortages of highly skilled personnel: 8. HUMAN RESOURCE PLANNING
- HRR sometimes called as manpower planning, involves identifying staffing needs, ana1ysing available personnel, and determining what additions and / or replacements are required to maintain a staff of the desired size and quality.
- It may be defined as a strategy for the acquisition, utilization, improvement and preservation of an organizations human resources.
- In simple words, HRP is a process of identifying human resource requirements in terms of quality and quantity It is not Just the quantity of manpower that matters, but more so the quality of manpower.
9. 10. PROCESS OF HUMAN RESOURCE PLANNING
- 1. Review of Organizational Objectives
- 2. Personnel Requirements Forecast
- 3. Personnel Supply Forecast
- 6. If there are Differences
- 7. Motivating the Manpower:
- 8 . Monitoring Personnel Requirements
11. Job Analysis
- Job analysis is the starting point of recruitment and selection. It is the systematic process of collecting and studying information about the various jobs in the organization.
- In the words of Edwin Flippo Job analysis is the process of studying and collecting information relating to the operations and responsibility of a specific job
12. Job Analysis Job Description Job Specification Job title Duties & responsibilities Working conditions Salary & incentives Qualification Qualities Experience Family background Machines to be used Training Inter-personal skills 13.
- Job analysis consists of two broad areas
- Job descriptiongive details of the job in respect of duties, responsibilities and other aspects.
- Job specificationgives details relating to the candidate who is supposed to do the job, such as qualification, experience etc.
14. Purpose of Job Analysis
- 1.Recruitment and selection
- Acceptance of the job offer
15. It gives a clear idea about he requirments of the candidates 6. Use to Candidate It gives a clear information about the job to be done It contains details of candidate 5. ContentsIt contains details of the job It is more simple in nature 4. Nature It is in more complex in nature It focuses on candidate 3. Job / Candidate Focus It focuses on job It follows job description
- It precedes job specification
Job specification give details relating to the candidate who is expected to do the job such as qualities and qualifications
- Job description gives details of the job in respect of duties, responsibilities, salary and incentives etc.
Job Specification Job Description 16. Recruitment and Selection
- Recruitment and selection are two of the most important functions of Human resource Management.
- Recruitment precedes selection and helps in selecting a right candidate.
- It is a process to discover the sources of man-power to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel.
- In simple words, it is a process of attracting people to apply for jobs available in the company.
- It is a process of selecting right person for the right job.
- Today professionally managed companies seek to find the right job for the right person.
19. Sources of Recruitment of Personnel
20. Advantages of Internal Sources
- Time saving and economical
- No need of induction training
- Reduces executive turnover
- Develops loyalty and sense of responsibility
- Well versed with companys policies, rules and regulations
- Improves morale of the company personnel
21. Demerits of Internal Sources
- Prevents new blood from outside with innovative ideas, fresh thinking and dynamism from entering the company
- Possibility of not finding the required executive within the company.
- Position of the person who was promoted or transferred falls vacant.
- Bias or partiality in promoting or transferring personnel
- Generate a feeling of discontent among those who are not promoted.
- Requires well maintained confidential reports of employees so that the right employee is promoted or transferred.
22. External Sources
23. Advantages of External Sources
- It encourages new blood with innovative ideas
- It offers wider scope in selection
- There are less chances of partiality
- It does not require well maintained confidential records.
24. Demerits of External Sources
- There are chances of existing executive turnover, as outsiders are given a chance.
- It may not develop loyalty among the existing executives.