1 Nature,Scope ,Challenges 1

8/8/2019 1 Nature,Scope ,Challenges 1

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NATURE , SCOPE AND

CHALLENGES IN HRM.


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Definition. Strategic and coherent approach to the

management of an organization most valued

assets-the people who are working

individually /collectively contribute to the

achievement of its objectives.


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Def. Scientific process continuously enabling the

employees to improve their competency and

capability to perform their duties so that the

goals of the org are achieved faster.


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Nature of HRM

HRM is concerned with the people;s dimensions in the

organisation.

It believes that Organization means people. HRM involves application of management principles and

functions. Decisions relating to employees must be integrated and

consistent..

Decisions must influence the effectiveness of theorganization.

HRM functions are not only for business establishmentsbut also for non business organizations.


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SCOPE OF HRM Manpower planning.

Recruitment.

Selection. Training and development..

Salary administration.

Performance appraisal.

Management development.

Job analysis and design.

Employee and executive remuneration.

Motivation and communication.


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Objectives. Obtaining and developing the right personnel.

Providing effective motivation and leadership.

Paying attractive payment schedule. Desirable working relationship among employees.

Recognition and satisfaction of employee s needs.

Maintenance of high morale.


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Characteristics of HRM Diverse.

Strategic with an emphasis on integration.

Commitment oriented.

Belief that people should be treated as

assets.

Management driven activity.

Focused on business values.


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Reservations about HRM Morality of HRM.

Contradictions in the reservations about

HRM.

HRM and personal management.

How HR impacts org. performance.


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Challenges to HRM Globalization.

Profitability through growth.

Technology.

Intellectual capital.

Change, change and more

change.


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THE SEMANTICS.

Personal management and HRM

Differences between HRM and PM.

Dimensions PM HRM

Employment contract Written care fully Aims to go beyond contract

rules important Performance is more

important

Key relations Labour management Customer related.

Management role transactional transformational

pay Fixed grades. Performance related.

Respect to employees. `expandable and

replaceable.

Assets.


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HRM functions and objectives.

PERSONAL OBJECTIVES

FUNCTIONALOBJECTIVES

ORG. OBJECTIVES

SOCIAL OBJECTIVES.


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OBJECTIVES AND FUNCTIONS.

Social- legal,benefits,unions management

relations.

Org. objective.-HR planning.employeerelation.selection.trg. And

develop.appraisal.placement.assessment.

Functional obj.- appraisal. placement assesment.

Personal objective.-Trg. And development

appraisal.placement.compensation.assessment.


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Organization of HR dept.

Owner/manager

Productionmgr.

Sales mgr Office mgr accountant

Personal assistant


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Organization Chart

Chairman&MD

Director R&D

DIRECOTR HRM

Director mktg

DIRECTOR FINANCEDIRECTOR PRODUCTIO


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Outsourcing. Also known as sub contacting.

Activities which are out sourced

Employee hiring.

Training and development.

Pay roll preparation.

Benefits administration.

Statutory records maintenance.

Why? -down sizing.rapid growth.decline of business growingcompetition.restructuring.

Documents

1 Nature,Scope ,Challenges 1