WELCOME

NATURE & SCOPE

OF

HUMAN RESOURCE MANAGEMENT

Presented By ROHAN KULKARNI

ROLL NO: 16

Learning Objectives…

Why Study HR Management?

Nature Of HR Management

Scope Of HR Management

Differences Between HRM & PM

HRM : Functions & Objectives

Organisation in HR Department

Paradoxes in HRM

Personnel Policies & Principles

HRM Models

Evolution of HRM

Why Study HR Management?

It’s the people who run organizations.

Need to manage their skills, abilities &

aptitude.

HRM is study about people i.e. how they

are hired, trained, compensated, motivated

& maintained.

NATURE OF HR MANAGEMENT

HRM involves the application of management

function & principles

• It helps in acquisitioning, developing, maintaining & remunerating employees in the organizations.

Decisions related to employees must be

integrated

• The decisions of HR must be consistent on the different aspect of Human Resources.

HR decisions must influence the

effectiveness of the organisation

• It should influence in the betterment of services to customers.

HRM functions are not confined to

business establishment only.

• It is also applicable to non-business organisations.

SCOPE OF HR MANAGEMENT

Nature of HRM

Employee Hiring

Employee & Executive Remuneration

Employee Motivation

Employee Maintenance

Industrial Relations

Prospects of HRM

DimensionPersonnel

ManagementHuman Resource

Management1. Employee Contract Careful delineation

of written contracts.Aim to go beyond contract.

2. Key Relations Labour Management Customers

3. Speed of decision Slow Fast

4. Management Role Transactional Transformational Leadership

5. Communication Indirect Direct

6. Prized Management Skills

Negotiation Facilitation

7. Conditions Separately Negotiated

Harmonization

8. Conflict Handling Reach Temporary truce

Manage climate & culture

9. Job Design Division Of Labour Team Work

10. Shared Interests Interest of the organisation are uppermost

Mutuality of Interest

HRM: OBJECTIVES & FUNCTIONS

Objectives:

Societal Objectives

Organisational Objectives

Functional Objectives

Personal Objectives

FUNCTIONS:HRM Objectives Supporting Functions

1. Societal Objectives a. Legal Complianceb. Benefitsc. Union-Management relations

2. Organisational Objectives a. HR Planningb. Employee relationsc. Selectiond. Training & Developmente. Appraisalf. Placementg. Assessment

3. Functional Objectives a. Appraisalsb. Placementc. Assessment

4. Personal Objectives a. Training & developmentb. Appraisalc. Placement, Compensation &

Assessment

ORGANISATION OF HR DEPT

HR in Small-Scale Unit:

Owner/Manager

Prod Manager

Sales Manager

Office Manager Accounts

Personnel Assistant

HR in Large-Scale Units:

Chairman & Managing Director

Director Production

Director

Finance

Director Personnel/HRM

Director Marketing

Director R & D

Outsourcing

Activities that are Outsourced

(subcontracted)

Employee Hiring & Training

Payroll Preparation

Statutory Record Maintenance.

Paradoxes in HRM

Any individual can become a HR Manager?

Any of the HR practices can be outsourced?

Can any organization function without a HR

department?

The Silver Lining…

HR Manager creates an infrastructure.

HR practices align with firm’s strategies,

organizational goals are met & sustained.

HR Manager values people & works to

create compassionate organization.

Personnel Policies & Principles

Policies:

Policies are plans of Action.

They help motivate & build loyalty

Policies become benchmarks to compare &

evaluate performance.

A Policy does not spell out the detailed

procedure by which it has to be implemented

Why Adopt Policies?

Policies addresses the needs of the

organisation & it’s employees.

Established policies ensures consistent &

fair treatment of all the employees

throughout the organisation.

Continuity of action is assured in case of

change of top management.

Policies serves as standard of performance.

It helps in building motivation & loyalty

Sound policies help in conflict resolution

Principles:

Principles are Universal truths generally

applicable to all the organisations.

They have been established through

practice, experience & observation.

For E.g.,

1. Principle of Individual Development.

2. Principle of Scientific Selection.

3. Principle of free flow of communication.

4. Principle of dignity of Labor.

HRM MODELS

The Fombrun, Tichy & Devanna Model

Human Resource Development

Appraisal

Rewards

SelectionOrganisational Effectiveness

The Harvard ModelStakeholder

InterestShareholders Management Government Community Unions

Situational FactorsWorkforce CharacterBusiness Strategy & ConditionsUnionsLabour MarketLaws & Societal values

Human Resource Management

Human Resource outcomesCommitmentCompetenceCongruence

Long-Term ConsequencesIndividual well-beingOrganisationalSocietal well-being

The Guest Model

HRM Strategy

HRM PracticesHiringTrainingAppraisalCompensationRelations

HR OutcomesCommitmentQualityFlexibility

Behavioral OutcomesMotivationCo-OperationOrganisational Citizenship

Performa-nce OutcomesPositiveProductivityInnovationQualityNegativeTurnover

Financial OutcomesProfitsROI

The Warwick Model of HRM

CultureStructurePolitics/LeadersTask-TechnologyBusiness Outputs

RoleDefinitionOrganisationHR Outputs

HR FlowsWork SystemsReward SystemsEmployee-Relations

ObjectivesProduct MarketStrategy & Tactics

Socio-EconomicTechnicalPolitical-LegalCompetitive

Outer Context

Inner Context

HRM Context

HRM Content

Business Strategy Content

Evolution Of HR Management

Period Development Status Outlook Emphasis Status

1920-1930 BeginningPragmatis

m of Capitalists

Statutory, welfare,

paternalismClerical

1940-1960Struggling

for recognition

Technical Legalists

Introduction of Techniques

Administ-rative

1970-1980Achieving

Sophistication

Professional, legalists, impersonal

Regulatory, conforming, imposition of

standards

Managerial

1990 Promising Philosophical

Human Values,

productivity through people

Executive

THANK YOU