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Introduction to
HRMChapter-1
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Chapter Outline
A brief History
Strategic Importance of HRM
HRM and Organizational Effectiveness Objectives of the HRM Function
Who perform HRM Activities
HR department Operations
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A Brief History
History of HRM can be traced to England.
Where masons, carpenters, leather
workers and other craftspeople organizedthemselves into guilds.
They used their unity to improve their work
conditions.
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Indian Scenario and HRM
In the 50s,
There were strong belief that employees were
recruited not to question why but only to do-and-die.
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In the 60s,
Terms like manpower, staff and personnel came
to be used and instead of controlling the
employees ,it became more and more
acceptable to manage personnel as studies
revealed that productivity of the workers could be
improved if they were organized for the work.
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In the 70s,
People realized that beyond a point ,productivity
depended on people.
Worker started demanding whatever they
expected from the employers over and above
their salaries.
Personnel came to be calledHuman
Resources
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At the same time,
Experts observed that there were some strategic
challenges of current times such as accelerating
rates of change in all aspects of business
Increasing competition
Globalization
Technological change Changing work culture and so on.
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Now we are visualizing the possibility of a
global village.
But , are we prepared for ensuing
challenge?
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Hierarchy, Status, authority, responsibility
and accountability are structural concepts.
But in the Indiancontext,emotions,feelings,empathetic
perceptions, impressions and the affective
components have influenced people more
than anything else.
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On 0ther hand Mangers feel they only
should Think and let workers do.
The idea that boss is always right stillpersists.
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A good HRM environment ensures
harmony between the boss and the
subordinates. However, a healthy corporatephilosophy ensuring uniform policies at all
levels of an organization is necessary for
good HRM.
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In the 21st centaury,
The HRM strategies in India has to focus on
better individual-organization interface and
greater emphasis on organizational effectiveness
than on personal success.
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Therefore,
We can conclude that HRM is more crucial today
for the success of any organization than ever
before.
Since then Workers must no longer be seen as
liability, but as a key resource which needs to be
carefully nurtured and constantly developedthrough Training and Development (T & D),
transformational learning and so on..
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Strategic Importance of HRM
HRM Strategies are integrated within heorganization, HRM plays a major role in clarifyingthe firms human resource problems and develops
solutions to them. It is oriented towards action, the individual,
worldwide interdependence, and the future.
The main responsibility for managing human
resources in a traditional arrangement rests withspecialists in a division ( large companies) orteam.
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Traditional HRM and Strategic HRMcharacteristics
Responsibility
for human Resources
and Management
Objective
Role of HRM area
Time Focus
Traditional HRM
Specialists
Better Performance
Responds to needs
Short-term results
Strategic HRM
Line managers
Improvedunderstanding and
strategic use of
human assets
Lead,Inspire,Underst
and
Short, intermediate,
long term
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HRM and OrganizationalEffectiveness
Three Crucial elements are needed for
firms to be effective:
Mission and Strategy Organizational Structure, and
HRM
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Objectives of the HRM Function
Helping the organization reach its goals
Employing the skills ad abilities of the workforce efficiently.
Providing the organization with well-trained and well-motivated employees.
Increasing the fullest the employees job satisfaction and self-actualization. Developing and maintaining a quality of worklife that makes employment in the organization desirable.
Communicating HRM policies to all employees.
Helping to maintain ethical policies and socially responsible
behavior. Managing change to the mutual advantage of
individuals,groups,the enterprise, and the public.
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To be a strategic business contributor, HR
management must enhance organizational
performance, expend human capital andbe cost effective. Why?
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