HUMAN RESOURCE MANAGEMENT 

Presenting by

Shamshiya Tabassum

Usha k

Nihal Ismail Zabiulla

Abdul Salaam

Sheena Fathima &

Mohammed Azam

Contents MEANING OF HRM DEFINITIONS OBJECTIVES of HRM NATURE OF HRM FEATURES OF HUMAN RESOURCE MANAGEMENT IMPORTANCE OF HRM PROCESS OF HRM RECENT TRENDS IN HRM ROLE OF HUMAN RESOURCE MANAGER DUTIES & RESPONSIBILITIES of HRM SCOPE OF HRM FUNCTIONS OF HRM OPERATIVE FUNCTION QUALIFICATIONS OF HUMAN RESOURCE MANAGER

MEANING OF HRMIt is the process of accomplishing organizational objectives by

acquiring, retaining, terminating, developing and properly using human resource in the organization. This means human resources adopted to work should remain in the organization for fairly a long time. Developing involves education training and makes the human resource to accept any type of current or future work.DEFINITION

“It is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power”.

OBJECTIVES of HRMTo make the organization people acquire power to perform the different types of workTo develop the inner hidden talent of individual workersTo develop team work among the workers of any organization cultureto grow and strengthen management and professional teams in all the areas of the organization.To train new employee to their level required by the organization to perform their task effectively.To make existing employee to be trained to take up more responsibilities.The main objectives of HRM are training and development of employees of an organization at all the levels of work.To increase co-operation and trust and to involve employees actively in the company’s affairs.To make the organization dynamic and vibrant so that it will adjust to competitive and fast changing environment. Other subsidiary objectives are:a)Manpower planning.b)Recruitment.c)Promotion.d)Career planning.

 NATURE OF HRMIt is pervasive in nature as it is present in all enterprises.Its focus is on results rather than on rules.It tries to help employees develop their potential fully.It encourages employees to give their best to the organization.It is all about people at work, both as individual and groups.It tries to put people on assigned jobs in order to produce good results.It helps an organization to meet its goal in future by providing for competent and well- motivated employees.It tries to build and maintain cordial relations between people working at various levels in the organization.

FEATURES OF HUMAN RESOURCE MANAGEMENTHuman Resource PlanningJob analysisRecruitment and selectionOrientation and placementTraining and DevelopmentPerformance appraisalEmployee and Executive RemunerationMotivation and CommunicationWelfare, Safety and Healthy MeasuresBetter Industrial Relations

IMPORTANCE OF HRMObjectiveFacilities Professional GrowthBetter relations between union and management Helps an individual to work in a team/groupIdentifies person for the futureAllocating the jobs to the right personImproves the economy

Recruitment

Goal setting

Training and development

Compensation and benefit

Leadership development

Career management

Performance management

PROCESS OF HRMProcess refers to identifying flow of inter-related events and goals.Recruitment Goal setting Training and development Compensation and benefits performance managementCareer management Leadership management

RECENT TRENDS IN HRMGlobalization and its implicationsWork force diversityEmployee involvementChanging skill requirementsDecentralized work sites

ROLE OF HUMAN RESOURCE MANAGER The conscience roleThe counselorThe mediatorThe spokesmanThe problem solverThe change agent

DUTIES & RESPONSIBILITIES of HRM Preparing, modifying and updating job analysis, including job description and job specification as desired by various line managers. Advising the line managers regarding the latest development in Job analysis like role analysis broad jobs, de-jobbing and the like.Helping the lie managers in planning for human resource and finalizing the human resource plans submitted by various line mangers. Helping the line managers in identifying the training needs of employees and placing the employees in right jobs.Administering employee benefit programs.

SCOPE OF HRMHuman resource planningJob analysis designRecruitment and selectionOrientation and inductionTraining and developmentPerformance appraisal

Beliefs and assumption

Personnel manager HRM

Contracts Careful destination of written contract

It aims at beyond the contract

Rule Important and clear rules

Rules based on business needs

Nature of relation Monitoring Nurturing Strategic aspects    Key relation Labour management Customer relation Speed of decision Marginal or slow Fast Line management    Management role It is transactional Transformational

relationCommunication Indirect DirectLabour management Collective bargaining

contract Towards individual contract

Job category Many FewCommunication flow Restricted IncreasedJob design Diversion of labour Team work

HRM Personnel managementIt is the management of employee’s skill, knowledge abilities and talents.

It is the management of people employed

Employee in HRM is treated not only as economic man but also a social and psychological man

Employee in personnel management is treated as an economic man as his services are exchanged for wage and salaries.

Employees are treated as a profit center therefore invests capital for human resource and future utility.

Employees are treated cost center therefore management controls cost of labour.

Employees are used for the multiple mutual benefits of the organization employee and their family members

Employees are used mostly for organizational benefit.

FUNCTIONS OF HRMMANAGERIAL FUNCTIONPlanningOrganizingDirectingCoordinatingControllingOPERATIVE FUNCTIONProcurement FunctionsCompensation Function Maintenance FunctionDevelopment FunctionIntegration Function

QUALIFICATIONS OF HUMAN RESOURCE MANAGERIntelligenceEducational SkillsDiscriminating SkillsExecuting SkillsExperiences and TrainingProfessional AttitudesQualification

Thank you…