introducton(HRM).ppt

8/9/2019 introducton(HRM).ppt

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HRM ConceptJoginder Grewal

MBA

NCCE


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HRM

Human resource management is concerned with the development and

implementation of people strategies, which are integrated with corporate

strategies, and ensures that the culture, values and structure of the

organization, and the quality, motivation and commitment of its members

contribute fully to the achievement of its goals.

Definition:HRM is the process of acquiring, training, appraising, and

compensating employees, and of attending to their labor relations, health

& safety, and fairness concern.


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Human Resource Management

With the advent of resource centric organizations in recent decades, it has

become imperative to put people first! as well as secure managementob"ectives of ma#imizing the R$% Return on %nvestment' on the resources.

(his has led to the development of the modern HRM function which is

primarily concerned with ensuring the fulfillment of management

ob"ectives and at the same time ensuring that the needs of the resources areta)en care of.

%n this way, HRM differs from personnel management not only in its

broader scope but also in the way in which its mission is defined.

HRM goes beyond the administrative tas)s of personnel management and

encompasses a broad vision of how management would li)e the resources

to contribute to the success of the organization.


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Characteristics of HRM

Human Resources are heterogeneous.*ifferent people, differentpersonalities, different needs, attitudes and values'.

Human resources are dynamic and behave differently.(hey react to

the same situation in quite different ways'.

HR are the most important element in an organization. (he effective

utilization of all other resources depend upon the quality of HR.

(he term HR is wider than the term +ersonnel. HR include alldynamic components of all the people at all levels in the

organization, whereas personnel means the employees wor)ing in

the organization.


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Objectives of HRM (o help organization attain its goals by providing well trained and well

motivated employees. (o employ the s)ills and )nowledge of employees efficiently and

effectively, i.e., to utilize HR effectively.

(o enhance "ob satisfaction of employees by encouraging and assistingevery employee to realize his full potential.

(o establish and maintain productive, selfrespecting and internallysatisfying wor)ing relationship among all the members of theorganization.

(o bring about ma#imum development of individuals by providingopportunities for training and development.

(o maintain high morale and good HR within the organization. (o help maintain ethical policies and behavior inside and outside the

organization.

(o recognize and satisfy individual needs and group goals by offeringappropriate monetary and nonmonetary incentives.


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!mportance of HRM

-s managers none of us would li)e to ma)e the following mista)es

(o hire the wrong person for the "ob.

(o e#perience high turnover .

(o find our people not doing their best.

(o waste time with countless and useless interviews.

(o be quoted under bad e#ample of unsafe practices.

(o have some of your employees thin) their salaries are unfair and

inequitable relative to others in the organization.

(o allow a lac) of training to undermine your department/s effectiveness

(o commit any unfair labor practices .


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History of HRM

&he !ndustrial Revolution

&rade 'nionism

$cientific Management

!ndustrial s(cholog(

HR Movement

Behavioral $cience

Emplo(ee

)elfare


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(he %ndustrial Revolution *evelopment of Machinery, 0in)ing

power to machines, establishing factories etc.

(rade 1nion Wor)ers formed their unions to improve their lots sothat management could be forced to redress grievances.

2cientific Management 3.W. (aylor a' development of a true

science.b' 2cientific selection and training of wor)ers.4'

3riendly cooperation between management and wor)ers.d'

*evelopment of every wor)er to hid fullest potential. %ndustrial +sychology %t stressed on matching of employees s)ills

with "ob. 4ontributions made to analyze the "obs in terms of their

mental and emotional requirement and development of testing

devices.

HR Movement Researches focused on the attitude and feelings of

wor)ers and their influence on productivity. (he role of informal

groups in industry were highlighted. %t was suggested that

interpersonal relationships should be improved.


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5ehavioral 2cience Research in anthropology , sociology,

psychology, etc. has provided the sub"ect matter for HRM.

5ehavioral 2cience era led to the development of new techniquesof motivation and leadership e.g., employee participation, 6 way

communication, management by ob"ectives etc.

7mployee welfare With the dawn of welfare era, scope of HRM

increased. %t is not only concerned now with recruitment,selection, and training of employees. %t manages employee

benefits programmes and industrial relations system in industry.


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EVOLUTION of HRM

(he commodity concept

(he factor of production concept

(he paternalistic concept 3atherly figure'

(he Humanitarian concept7mployees right to be protected by

employer as human being'

(he HR 4oncept 8aluable assets'

(he 7merging 4oncept 7mployees are considered as partners in

the industry'


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Major Functions of the HRM

&raining and "evelopment

$taffing

Motivation

Maintenance


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Functions of HRM

Managerial

#unction

*perative

#unction

lanning

*rgani+ing

"irecting

Controlling

rocurement

"evelopment

Compensation

!ntegration

Maintenances


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Procureent

Jo, Anal(sis

Recruitment

$eparation

!nduction

romotion

&ransfer

HR lanning

$election

lacement


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!eve"o#ent

erformance Appraisal

E-ecutive "evelopment

&raining

Career lanning

"evelopment


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Co#ensation

Jo, Evaluation

Bonus !ncentives

)age $alar( Administration

a(roll


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Inte$ration

Motivation

Grievance Redressal

Jo, $atisfaction

Collective Bargaining

Conflict Management

Emplo(ees/ artiicipation

"iscipline


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Maintenance

Health

$ocial $ecurit(

$afet(

)elfare $chemes

HR Records

HR Research

HR Audit


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E#"oyent % &taffin$

2taffing +rocess through which organization ensures it always has

proper number of employees with appropriate s)ills in right "obs at righttime to achieve organizational ob"ectives.

9ob analysis 2ystematic process of determining s)ills, duties, and)nowledge required for performing "obs in organization.

Human resource planning- Systematic process of matching the internaland e#ternal supply of people with "ob openings anticipated in theorganization over a specified period of time .

Recruitment +rocess of attracting individuals on a timely basis, insufficient numbers, and with appropriate qualifications, to apply for "obswith an organization.

2election +rocess of choosing from a group of applicants the individual

best suited for a particular position and the organization .


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'ob (na"ysis &he process where,( 0o,s are investigated in sufficient detail to

ena,le1a2recruitment of people 1,2assessment of theperformance of people who are alread( wor3ing.

'ob ana"ysis i)entifies the fo""o*in$ inforation+

"etailed ,rea3down of the duties involved in a position.

$3ills4 3nowledge4 attitudes and e-perience a person should

,ring to the position.

Environment condition of the 0o,.


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'ob (na"ysis is of t*o fors+

'ob !escri#tion Critical s3ills re5uired for the 0o,

&as3s or performance standard4

Responsi,ilities and disciplinar( procedures

$ervice condition of the 0o, a( rates

'ob ecifications "escri,es the re5uirements of the person for the 0o,

A,ilities Educational 5ualifications

$pecial ph(sical and mental s3ills

&raining

E-perience and others


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Recruitent !nitial attraction screening of applicants.

Interna" &ources

Jo, osting

$uccession lans

Referrals

E,terna" &ources

Ads

Jo, lacement Agencies !nternet

lacement through Colleges and 'niversities


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&e"ection

Application Evaluation Methods of $election6 !nterviews

&ests Bac3ground !nvestigations

Medical &ests

Hiring

&his is the process of appointing the person selected for a particular 0o,.

!nduction

7!ntroducing the emplo(ee to the organi+ation and the organi+ation/s culture.

7!ntroducing the emplo(ee to his8her 0o,.


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Trainin$ - !eve"o#entEmployee training

*esigned to assist employees in acquiring better s)ills for their current

"obs.

7mployee development

*esigned to help organization to ensure that it has the necessary talent

internally for meeting the future human resource needed.Organization Development

*eals with facilitating system:wide change in the organization.

4areer development

*esigned to assist employees in advancing their wor) lives. However, it

is a responsibility of the individual, not of the organization employee

centered'.


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Training and Development (raining *esigned to provide learners with )nowledge and s)ills

needed for their present "obs

*evelopment %nvolves learning that goes beyond today/s "ob; it hasmore longterm focus

4areer development 3ormal approach used by organization to ensure

that people with proper qualifications and e#periences are availablewhen needed

$rganization development +lanned process of improving organizationby developing its structures, systems, and processes to improve

effectiveness and achieving desired goals

+erformance management


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Motivation -n employee=s intrinsic enthusiasm about and drive to accomplish wor).

Maintenance-retention of productive employees

Welfare -dministration

Medical facilities

4anteen facilities Housing facilities

(ransport facilities

Recreation facilities

0oan facilities 7ducational facilities

8arious %ncentive schemes>clear view of retirement benefit


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Hea"th an) &afety ()inistration 7mployees who wor) in safe environment and en"oy good health are

more li)ely to be productive and yield longterm benefits toorganization.

2afety %nvolves protecting employees from in"uries caused by wor)related accidents.

Health Refers to employees/ freedom from illness and their generalphysical and mental well being.

Emplo(ee assistance programs

Medical "ental

Accidental

Educational

Retirement


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Co#ensation

*irect 3inancial 4ompensation +ay that person receives in form of

wages, salaries, bonuses, and commissions.

%ndirect 3inancial 4ompensation 5enefits' -ll financial rewards notincluded in direct compensation such as paid vacations, sic) leave,holidays, and medical insurance.

?onfinancial 4ompensation 2atisfaction that person receives from"ob itself or from psychological and>or physical environment in whichperson wor)s.


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Maintenance %t is concerned with protecting and promoting the physical and

mental health of employees. 3or this , several types of fringe

benefits such as housing, medical aid, educational facilities,

conveyance facilities etc. are provided.

2ocial security measures are provided such as; +3, +ension plans,

gratuity, maternity benefits disablement allowances, groupinsurance etc.


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introducton(HRM).ppt