Upload
karthik-rajesh
View
222
Download
0
Embed Size (px)
Citation preview
8/6/2019 Hr Policy and Functions 1
1/21
HR POLICY AND
FUNCTIONS
Chapter 1
8/6/2019 Hr Policy and Functions 1
2/21
DEFINITION
Human resource management is the art of managing human workforce in an organization
in an optimum manner which is beneficial to the
employee as well as the organization in achievingthe organizational goal.
8/6/2019 Hr Policy and Functions 1
3/21
EVOLUTION OF HRM
8/6/2019 Hr Policy and Functions 1
4/21
8/6/2019 Hr Policy and Functions 1
5/21
HISTORY (Cont)
Industrial Disputes Act (1946) and Factories Act (1947)
added policies of leave, wages, bonus & retirement (WO)
During 60s & 70s, growth in business, competition & increasingsize attracting and retaining people formulating policies on
Human Resource Planning, Recruitment and Selection, Training
and Development, Performance and potential appraisal, internal
mobility & compensation management (added to WOs function).
Welfare Officer Personnel Manager HR Manager
8/6/2019 Hr Policy and Functions 1
6/21
Reason for transition
(PM HR Manager)
Increasing labour cost
Periodic stoppage of work (strike)
Government legislation (law)
Changes in production and distribution methodologies
Information technology Strategic use of employees contribution
8/6/2019 Hr Policy and Functions 1
7/21
DIFFERENCE BETWEEN
PM & HRMPERSONNEL MANAGEMENT HUMAN RESOURCE MANAGEMENT
Management of people Management of employees knowledge,
attitudes, abilities, talents, creative abilities
and skills/competencies
Traditional, routine, maintenance-oriented,
administrative function
Continuous, on-going development function
aimed at improving human processes
Less important auxiliary function
(independent function with independent
sub-functions) cost centre
Strategic management function (systems
thinking approach) Profit centre
Reactive, responding to demands as andwhen they arise
Proactive, anticipating, planning andadvancing continuously
Responsibility of the personnel department Concern for all managers in the organization
and aims at developing the capabilities of all
line managers to carry out the human
resource related functions
8/6/2019 Hr Policy and Functions 1
8/21
DIFFERENCE BETWEEN
PM & HRMPERSONNEL MANAGEMENT HUMAN RESOURCE MANAGEMENT
Scope is narrow with a focus on
administering people
Views the organization as a whole and lays
emphasis on building a dynamic culture
Recruitment, selection and administration of
manpower
Satisfy the human needs of the people at
work that helps to motivate people to maketheir best contribution
Motivators in PM are compensation,
rewards, job simplification and so on
Work groups, challenges and creativity on
the job as motivators
Employee is treated as an economic unit as
his services are exchanged for wages/salary
Employee in HRM is treated not only as
economic unit but also a social andpsychological entity
Treats employee as a commodity or a tool or
like equipment that can be bought and used
Employee is treated as a resource and as a
human being
Preserves information and maintains its
secrecy
Communication is one of its main tasks
(vertical, lateral and feedback type
communication)
8/6/2019 Hr Policy and Functions 1
9/21
DIFFERENCE BETWEEN
HRM & HRDHUMAN RESOURCE MANAGEMENT HUMAN RESOURCE DEVELOPMENT
Subset of the entire management processes
of an organization
Subset of HRM
Scope of HRM is wider Scope of HRD as compared to HRM is
narrower
Emphasizes that employees, their abilities
and their attitudes -used effectively and
efficiently to achieve organizational as well
as employees' goals.
HRD emphasizes mainly on training and
development , career development,
counseling, updating latest technology,
mentorship and thus its employee skilldevelopment
Takes care of all the human - to motivate to
achieve organizational goals
Focuses on upgrading the skills and
competencies -performance of the
employees on the job
8/6/2019 Hr Policy and Functions 1
10/21
Objectives of HRM To help the organization reach its goals (through reconciliation of individual
goal with the Organisation)
To ensure effective utilization and maximum development of human
resources by respecting and satisfying their needs.
To achieve and maintain high morale among employees.
To provide the organization with well-trained and well-motivated employees
to increase their performance .
To increase to the fullest the employee's job satisfaction and self-actualization. To develop and maintain a quality of work life.
To develop overall personality of each employee in its multidimensional
aspect.
To inculcate the sense of team spirit, team work and inter-team collaboration.
8/6/2019 Hr Policy and Functions 1
11/21
Scope of HRM
1. Personnel aspect - This is concerned with manpower
planning, recruitment, selection, placement, transfer, promotion, training
and development, layoff and retrenchment, remuneration, incentives,
productivity etc.
2. Welfare aspect - It deals with working conditions and amenities such as
canteens, creches, rest and lunch rooms, housing, transport, medical
assistance, education, health and safety, recreation facilities, etc.3. Industrial relations aspect - This covers union-management relations,
joint consultation, collective bargaining, grievance and disciplinary
procedures, settlement of disputes, etc.
8/6/2019 Hr Policy and Functions 1
12/21
HRM Functions
Organizational
Behaviour
Personnel
Management
Industrial
relations &
Labour
Legislations
8/6/2019 Hr Policy and Functions 1
13/21
Organizational Behaviour
Focus on the behaviour of the employees (individual,group and total organisation).
Motivation
Job satisfaction
Communication
Supervision
Inter and Intra group behaviour
Organisational Development
Structures and Designs
8/6/2019 Hr Policy and Functions 1
14/21
Personnel Management
Policy Formulation and Implementation on
Human Resource Planning
Recruitment and Selection Training and Development
Performance and Potential Appraisal
Promotions
Transfers
Quality of Work Life
Compensation Management
8/6/2019 Hr Policy and Functions 1
15/21
Industrial Relations and Labour
Legislations
Union-Management Relationship
Union Structure
Collective Bargaining
Grievance Handling
Discipline Management
Implementaion of various Labour Legislations.
8/6/2019 Hr Policy and Functions 1
16/21
Categories of HR FunctionsLine Functions Staff Functions
(advisory Functions)
HR Department activities Assisting other Managers in performing their
(hiring and retaining employees) duties without creating human problems
HR Planning
Job Analysis Recruitment and Selection
Induction training Performance and Potential Appraisal
Internal mobility
Training and development
Compensation Management
Union Management
Motivational Schemes, etc.
Educate Managers on issues such as
Harassment
Conducing surveys on various issues
Employment of special group employees
helping in setting up compensation
packages dealing with indiscipline
Others problems of managing Human
Resources
(ensures smooth flow of activities in the Orgn)
8/6/2019 Hr Policy and Functions 1
17/21
Hall Mark of HR Policies
Policies are designed Management of the people in the Orgn, ensure parityand justice to all employees.
HR Policies are governed by Labour Laws.
Indian Constitution Promises social, economical and political justice and
equality to status and opportunity.
Articles of Indian Constitution that influence HR activities are
Article 16 (equality in education and employment)
Article 24 (Prohibition of Child Labour) Article 39 (equal pay for equal work)
Article 43 (to provide living wages)
Article 43a (participation of workers in Management)
8/6/2019 Hr Policy and Functions 1
18/21
Roles of HR Manager
Business and Strategic Partner
Employee Advocate
Change Champion
8/6/2019 Hr Policy and Functions 1
19/21
Assessment Centre (Procedure not a location)
Employees are not contended by just having a job, but growth and individualdevelopment is required.
It uses variety of techniques to evaluate the employees (promotions /supervisory positions)
Use situational test to observe specific job behavior. (assessors do SWOTanalysis)
Elements required for an Assessment Centre: (IPMA InternationalPersonnel Management Association)
Job analysis to determine attributes, skills, abilities, etc.
Multiple Assessment Technique must be used Job related Simulations
Multiple Assessors (thoroughly trained) must be used for each assessee
Systematic Procedure should be used to record observations
Assessors must prepare report (as discussion / using statistical techniques)
8/6/2019 Hr Policy and Functions 1
20/21
Benefits of Assessment Centre
Helps to identify supervisory / managerial potential early, provide
lead time for training before occupying new position
Identify T&D needs
Training to assessor, helps to know Organisation little better
Opportunity for the Orgn to review HRM Policies.
GSK started its assessment centre recently: (3 functions)
Selection of candidate and confirming their potential Assist in Target development
Guides in career development
8/6/2019 Hr Policy and Functions 1
21/21
Assessment Tools (used by GSK)
Simulation
Structured interview
Presentation