Introduction to HRM ManagementIntroduction to HRM Management

Learning ObjectivesLearning Objectives

Understand what is HRM/PMScope, Feature’s, Objectives,

Function’s of HRMWhat is Personnel Management Image & Qualities of a Personnel

ManagerHRD Department & HRD PolicyFuture of HRM

Understand what is HRM/PMScope, Feature’s, Objectives,

Function’s of HRMWhat is Personnel Management Image & Qualities of a Personnel

ManagerHRD Department & HRD PolicyFuture of HRM

What should you expect from us..

What should you expect from us..

Concept clearing with Examples.Case StudiesRole Plays & Skit.HR Games.Q&A Session. Interview’s.

Concept clearing with Examples.Case StudiesRole Plays & Skit.HR Games.Q&A Session. Interview’s.

“a complete interactive session”

What we expect from you..

What we expect from you..

Complete attention.Maximum participation.Share your information.Your point of view should be

raised.Clear Doubts.

Complete attention.Maximum participation.Share your information.Your point of view should be

raised.Clear Doubts.

Reference: Matter, Case, Examples

Reference: Matter, Case, Examples

HRM (Kale Ahmed). HRM (Ashwathapa). HRM ( Barry Cushway). HRM ( P.Jyothi & D.N. Venkatesh) HRM 10e - Mathis and Jackson

HRM (Kale Ahmed). HRM (Ashwathapa). HRM ( Barry Cushway). HRM ( P.Jyothi & D.N. Venkatesh) HRM 10e - Mathis and Jackson

Video Interview Source• University of California, BERKLEY

--- Students Resources

Meaning of HRM Meaning of HRM

HRM is a management function that helps organisation to recruit, select, train, develop and manage its members. Simply stated, HRM is all about management of people in the organisation from Recruitment to Retirement. HRM refers to set of programs, functions, and activities designed and carried out in order to maximise both employee as well as organisational effectiveness

HRM is a management function that helps organisation to recruit, select, train, develop and manage its members. Simply stated, HRM is all about management of people in the organisation from Recruitment to Retirement. HRM refers to set of programs, functions, and activities designed and carried out in order to maximise both employee as well as organisational effectiveness

Definition of HRM/PM (1)Definition of HRM/PM (1)

“HRM is planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.”

“HRM is planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.”

Definition of HRM/PM (2)Definition of HRM/PM (2)

“HRM is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true, regardless of the type of the organization – government, business, education, health, recreational, or social action.”

“HRM is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true, regardless of the type of the organization – government, business, education, health, recreational, or social action.”

Evolution of HRMIndustrialization

Evolution of HRMIndustrialization

From 1833 Factory Laws and Inspectors 1890’s companies - Cadbury and Rowntree ‘Industrial Welfare’ (For H+ S Issues)

• Continued throughout WWI & WWII – personnel departments and ‘welfare workers’ in munitions factories to train and educate to improve productivity

• Under post war labour government growth of Companies, Trade Unions and collective negotiation

From 1833 Factory Laws and Inspectors 1890’s companies - Cadbury and Rowntree ‘Industrial Welfare’ (For H+ S Issues)

• Continued throughout WWI & WWII – personnel departments and ‘welfare workers’ in munitions factories to train and educate to improve productivity

• Under post war labour government growth of Companies, Trade Unions and collective negotiation

1970’s Personnel Management/ IR1970’s Personnel Management/ IR

• A number of laws passed affecting the treatment of employees e.g. Equal Pay Act (1970); Sex Discrimination Act (1975)

• Strike action• Key objectives were employee

welfare, protection and influence• Use of social science research

• A number of laws passed affecting the treatment of employees e.g. Equal Pay Act (1970); Sex Discrimination Act (1975)

• Strike action• Key objectives were employee

welfare, protection and influence• Use of social science research

Evolution of HR – 1990’sEvolution of HR – 1990’s

Emergence of academic and practitioner HR-orientated journals

Surge of University course specializing in HRM

Professional body received Royal Charter Status.

Better educated workforces and technology

Emergence of academic and practitioner HR-orientated journals

Surge of University course specializing in HRM

Professional body received Royal Charter Status.

Better educated workforces and technology

HR- A new philosophyHR- A new philosophy

Originated from US in 1980’s Looking for long term approach to

people management Employees seen as companies most

important resource to competitive advantage

Mgt and employees have common goal to contribute to overall organizational success

Numerous ‘examples of excellence’

Originated from US in 1980’s Looking for long term approach to

people management Employees seen as companies most

important resource to competitive advantage

Mgt and employees have common goal to contribute to overall organizational success

Numerous ‘examples of excellence’

HRM and its Evolution in INDIA

HRM and its Evolution in INDIA

It started in early 1980’s Mr. Udai Pareek & Mr. T.V Rao started

the HRM movement in India.(Public Sector)

E.g.:- BHEL, SBI. Initial only IR, latter modified to PM/IR Then all the PSU followed the HRM

movement Parallel to this all the Private sector also

joined this movement.

It started in early 1980’s Mr. Udai Pareek & Mr. T.V Rao started

the HRM movement in India.(Public Sector)

E.g.:- BHEL, SBI. Initial only IR, latter modified to PM/IR Then all the PSU followed the HRM

movement Parallel to this all the Private sector also

joined this movement.

What does Human ResourceManagement cover?

What does Human ResourceManagement cover?

Co-ordination and responsibility for… Recruitment Team working Participation & Involvement Promotion Culture change Retention Development Support Equal Opportunities training Discipline Employee Disputes

Co-ordination and responsibility for… Recruitment Team working Participation & Involvement Promotion Culture change Retention Development Support Equal Opportunities training Discipline Employee Disputes

Competent and willing workforce

Organizational Goals

But is HRM any different toPersonnel Management??

Well, in theory, yes….

But is HRM any different toPersonnel Management??

Well, in theory, yes….

PM precedes HRM.HRM is broad term and includes PM.American society for Personnel Administration was later named as SHRM.

PM precedes HRM.HRM is broad term and includes PM.American society for Personnel Administration was later named as SHRM.

HRM It is the latest development

in the evolution of Management of men.

All round development of Employees.

Integrated initiative. Decision making is fast. Performance based

remuneration Individualist Direct negotiation from

organization to employee All functions integrated

into unified strategy Strategic Role Resource Maximization

HRM It is the latest development

in the evolution of Management of men.

All round development of Employees.

Integrated initiative. Decision making is fast. Performance based

remuneration Individualist Direct negotiation from

organization to employee All functions integrated

into unified strategy Strategic Role Resource Maximization

PERSONNEL• It precedes HRM.

• Contractual Employment.

• Piecemeal initiative.• Decision making is

slow.• Fixed Remuneration• Collectivist• Collective negotiation• People mgt activities

viewed as separate functions

• Administrative Role• Cost Minimization

Features of HRMFeatures of HRM

Managing People. People oriented process. Develops employees potentialities. Integral part. Continuous activity. Secures Co-operation. Future Oriented. Challenging function/activity.

Managing People. People oriented process. Develops employees potentialities. Integral part. Continuous activity. Secures Co-operation. Future Oriented. Challenging function/activity.

Objectives of HRMObjectives of HRMObjectives of HRMObjectives of HRM

1. Societal Objectives: To be responsive to the needs and challenges of the society while minimizing the negative impact, if any, of such demands upon the organization.

2. Organizational Objectives: To assist the organization to achieve its primary objectives, whether it is profit making or charity or social agenda.

1. Societal Objectives: To be responsive to the needs and challenges of the society while minimizing the negative impact, if any, of such demands upon the organization.

2. Organizational Objectives: To assist the organization to achieve its primary objectives, whether it is profit making or charity or social agenda.

Objectives of HRMObjectives of HRMObjectives of HRMObjectives of HRM

3.Functional Objectives: To maintain department’s contribution and level of services at a level appropriate to the organization’s needs.

4.Personal Objectives: To assist employees in

achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organization. This is necessary to maintain employee performance and satisfaction for the purpose of maintaining, retaining and motivating the employees in the organization.

3.Functional Objectives: To maintain department’s contribution and level of services at a level appropriate to the organization’s needs.

4.Personal Objectives: To assist employees in

achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organization. This is necessary to maintain employee performance and satisfaction for the purpose of maintaining, retaining and motivating the employees in the organization.

u u HR Management Activities/Functions

HR Management Activities/Functions

Functions of HRM (match the following) (RIGHT)Functions of HRM (match the following) (RIGHT)

HRM Objectives Supporting HRM Functions

Social Objectives (3) (a)            Legal Compliance(b)            Benefits(c)            Union Management Relations

Organizational Objectives (7) (a)            Human Resource Planning(b)            Employee Relations(c)            Recruitment & Selection(d)            Training & Development(e)            Performance Appraisals(f)              Placement & Orientation(g)            Employee Assessment

Functional Objectives (3) (a)            Performance Appraisals(b)            Placement & Orientation(c)            Employee Assessment

Personal Objectives (5) (a)            Training & Development(b)            Performance Appraisals(c)            Placement & Orientation(d)            Compensation(e)            Employee Assessment

1

2

3

4

c

d

b

a

Who Is an HR Manager?Who Is an HR Manager?

In the course carrying out their duties, every operating manager is, in essence, an HR manager.

HR specialists design processes and systems that operating managers help implement.

In the course carrying out their duties, every operating manager is, in essence, an HR manager.

HR specialists design processes and systems that operating managers help implement.

Qualities of HR/Personnel manager

Qualities of HR/Personnel manager

Fairness & Firmness Tact & resourcefulness Sympathy & Consideration Knowledge of labour and other terms Broad social outlook Others Academic qualification

Fairness & Firmness Tact & resourcefulness Sympathy & Consideration Knowledge of labour and other terms Broad social outlook Others Academic qualification

ROLE OF HR MANAGERS ROLE OF HR MANAGERS 1.Humanitarian Role: Reminding moral and ethical obligations

to employees. 2.Counsellor: Consultations to employees about marital,

health, mental, physical and career problems. 3.Mediator: Playing the role of a peacemaker during disputes,

conflicts between individuals and groups or management. 4.Spokesman: To represent the company in Media and other

forums because he has better overall picture of his company’s operations.

5.Problem Solver: Solving problems of overall human resource management and long-term organizational planning.

6.Change Agent: Introducing and implementing institutional changes and installing organizational development programs

7.Management of Manpower Resources: Broadly concerned with leadership both in the group and individual relationships and labour-management relations.

1.Humanitarian Role: Reminding moral and ethical obligations to employees.

2.Counsellor: Consultations to employees about marital, health, mental, physical and career problems.

3.Mediator: Playing the role of a peacemaker during disputes, conflicts between individuals and groups or management.

4.Spokesman: To represent the company in Media and other forums because he has better overall picture of his company’s operations.

5.Problem Solver: Solving problems of overall human resource management and long-term organizational planning.

6.Change Agent: Introducing and implementing institutional changes and installing organizational development programs

7.Management of Manpower Resources: Broadly concerned with leadership both in the group and individual relationships and labour-management relations.

Managerial Functions of HR

Manager Managerial Functions of HR

Manager 1. Planning: Research and plan about

wage trends, labour market conditions, union demands and other personnel benefits. Forecasting manpower needs etc.

2. Organizing: Organizing manpower for the achievement of organizational goals and objectives.

3.Staffing: Recruitment & Selection

1. Planning: Research and plan about wage trends, labour market conditions, union demands and other personnel benefits. Forecasting manpower needs etc.

2. Organizing: Organizing manpower for the achievement of organizational goals and objectives.

3.Staffing: Recruitment & Selection

Managerial Functions of HR Manager

Managerial Functions of HR Manager

4.Directing: Issuance of orders and instructions, providing guidance and motivation to managers and employees.

5.Controlling: Regulating personnel activities and policies according to plans. Observations and comparisons of deviations

4.Directing: Issuance of orders and instructions, providing guidance and motivation to managers and employees.

5.Controlling: Regulating personnel activities and policies according to plans. Observations and comparisons of deviations

Operational Functions of HR Manager

Operational Functions of HR Manager

1.Procurement: Planning, Recruitment and Selection, Induction and Placement

2.Development: Training, Development, Career planning and counselling.

3.Compensation: Wage and Salary determination and administration

4. Integration: Integration of human resources with organization.

5.Maintenance: Sustaining and improving working conditions, retentions, employee communication

6.Separations: Managing separations caused by resignations, terminations, lay offs, death, medical sickness etc.

1.Procurement: Planning, Recruitment and Selection, Induction and Placement

2.Development: Training, Development, Career planning and counselling.

3.Compensation: Wage and Salary determination and administration

4. Integration: Integration of human resources with organization.

5.Maintenance: Sustaining and improving working conditions, retentions, employee communication

6.Separations: Managing separations caused by resignations, terminations, lay offs, death, medical sickness etc.

Challenges of a HR Manager

Challenges of a HR Manager

Challenges relating to Recruitment, Selection and Development of Manpower

Challenges related to industrial relations. Challenges related to welfare facilities Challenges related to Manpower

management. Challenges relating information

collection, storage and ready availability when required.

Challenges relating to Recruitment, Selection and Development of Manpower

Challenges related to industrial relations. Challenges related to welfare facilities Challenges related to Manpower

management. Challenges relating information

collection, storage and ready availability when required.

Challenges of a HR Manager

Challenges of a HR Manager

Challenges relating to research on personnel management.

Challenges related to expansion, Modernization, and automation.

Challenges related to collective bargaining.

Challenges related to execution of personnel policies.

Challenges related to trade union activities.

Challenges relating to research on personnel management.

Challenges related to expansion, Modernization, and automation.

Challenges related to collective bargaining.

Challenges related to execution of personnel policies.

Challenges related to trade union activities.

HUMAN RESOURCE DEVELOPMENT HUMAN RESOURCE DEVELOPMENT

Meaning:Human Resource Development is a process to help

people to acquire competencies and to increase their knowledge, skills and capabilities for better performance and higher productivity.

Definition 1:“HRD is a process of enhancing the physical, mental and

emotional capacities of individuals for productive work” Definition 2: “HRD means to bring about the possibility of performance

improvement and individual growth”

Meaning:Human Resource Development is a process to help

people to acquire competencies and to increase their knowledge, skills and capabilities for better performance and higher productivity.

Definition 1:“HRD is a process of enhancing the physical, mental and

emotional capacities of individuals for productive work” Definition 2: “HRD means to bring about the possibility of performance

improvement and individual growth”

Features of HRDFeatures of HRD

HRD is a System.HRD is a planned process.HRD is an inter-disciplinary

process.HRD basically involves

development of competencies.

HRD is a System.HRD is a planned process.HRD is an inter-disciplinary

process.HRD basically involves

development of competencies.

Role & Responsibility of HRD

Role & Responsibility of HRD

Strengthens executive skills. Career planning. Effective use of Manpower. Practices two way communication. It is action oriented. Facilitates HRP(Human Resource Planning). It teaches employees to accept change. Create a a atmosphere of Mutual trust. Maintains transparency in administration. It encourages employees to show

innovation.

Strengthens executive skills. Career planning. Effective use of Manpower. Practices two way communication. It is action oriented. Facilitates HRP(Human Resource Planning). It teaches employees to accept change. Create a a atmosphere of Mutual trust. Maintains transparency in administration. It encourages employees to show

innovation.