hrm intro full
TRANSCRIPT
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11
Management Functions
Management
Functions
Planning Organizing
LeadingControlling
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.
Process of Four function:Acquisition---getting people
Development---preparing them
Motivation----activating themMaintenance --keeping them.
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Management Functions (contd)
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Management Functions (contd)
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Management Functions (contd)
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E X H I B I T 1-1a
Mintzbergs Managerial Roles
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E X H I B I T 1-1b
Mintzbergs Managerial Roles (contd)
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2003 Prentice Hall Inc. Allrights reserved.
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E X H I B I T 1-1c
Mintzbergs Managerial Roles
(contd)
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What Managers Do
Managerial Activities
Make decisions
Allocate resources
Direct activities of others to attaingoals
Why do Managers Fail
Poor Interpersonal SkillsGood people Skill.
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Management Skills
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Managerial Functions1. Planning:
a. future course of action
b. determining required changes
c. assessing required personnel
programs
d. identifying HR requirements
e. forecasting personnel needs
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2. Organizing:
a. establishing structured roles for people
b. structured division of labour
c. assignment of responsibility
d. effective use of human resources
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3. Staffing:
a. Obtain and maintain capable and competent personnel inpositions and levels.
This includes;
> manpower planning
> recruitment
> selections> placement
> induction
> orientation
> transfer
> career progression and
> separation
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4. Directing:
a. Directing all resources towards common organizational
goals
> ensuring maximum employee contribution
> establishing sound industrial/human relations
> coordinating between different departments formaximum utilization of all resources including human
resources.
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5. Controlling:
> measuring and rectifying activities to remain under
planed/designed actions
> measuring performance against goals
> identifying deviations and placing process back on
track that helps accomplishing plans.
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HRM functions also include:
> auditing training program
> analyzing labor turnover record
> directing moral survey
They are different
ways to control
HRM functions
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They are not the same in
every industry.
They relate to:
A. Employment /
Procurement
B. HR Development,
C. Compensation, and
D. Employee relations
Operative Functions
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A. Employment: relates to -
*knowledge * skill * experience * aptitudeIt involves;
a. Job analysis
b. HR Planningc. Recruitment
d. Selections
e. Placement
i. Induction
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a. Job analysis :
skills, abilities, and motive of an employee
it involves:
i. job specification , job requirements,
employee specificationii. Providing guides, plans and basis for job
design
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b. HR Planning: Forecasting present requirements & futuresupply of HR.
i. Present and future requirements are based on org.objectives / long range plan.
ii. Present inventory and minimum requirement at any pointof time based on possible retirement, transfers, attritionetc.
iii. Mould, change, and develop existing employees toenable them to meet organizational requirements
iv. Develop action plans to attract / acquire valuable HRfrom outside.
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c. Recruitment:
> Tapping, existing sources & developing new sources
> Identifying / creating new sources of applicants
> Attracting candidates to apply for jobs.
> Deciding, recruitment procedure
d. Selections:
> Scanning application/CVs.
> Identifying / developing reliable assessment techniques.
> Involving line managers of respective departments.
> Evaluating candidates, fixing salary / benefits.
> Formulating medical exam., fitness policy.
> Informing candidates; selection result (yes / no - why).
> Employing, selected candidates.
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B. HR Development: (HRD)
> Updating employees knowledge / skill
Developing attitude/beliefs as per org. needs.
It includes:
a. Performance Appraisal (PA): Evaluation of performance.
> designing PA system
> developing method PA
> training for knowledge to handle PA system> implementing PA & maintain record
> obtaining feedback, and timely actions on feedback
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b. Training:
> identifying training needs
> designing suitable training programs> conducting training
> evaluating effectiveness of training received.
c. Management Development:
> development to cope with future changes
> development to face future challenges
forecast future demands of HR
d. Career Planning and Development:> Identify employees career goals and provide:
a. education (opportunities for higher responsibilities)
b. work experience (opportunities for multi - skill, change or duel
responsibilities,
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C. Compensation: (employee rewards during
and after the course of job).
They are : 1. base salary
2. incentives
3. benefits
4. bonus
Benefits are based on job evaluation.
Job evaluation involves: designing / identifying evaluation
techniques, evaluating various jobs, and establishing
worth of jobs in various categories.
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C. Compensation: (employee rewards during
and after the course of job).
They are : 1. base salary
2. incentives
3. benefits
4. bonus
Benefits are based on job evaluation.
Job evaluation involves: designing / identifying evaluation
techniques, evaluating various jobs, and establishing
worth of jobs in various categories.
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D. Employee relations:
> Increase in productivity
> keep employees motivated
> develop team building (leadership)
> develop grievance mgmt. system
> discipline/actions to rectify deviation
> support employees / counselling / making them responsible (positive man management)
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Economy; now open to global challenges
Corporate Restructuring
Newer Organisational Designs
Emphasis on TQM
Emphasis on Kaizen
Changing job Profile
Changing workforce profile
Challenges to HR Professionals
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HRM is no more a system to follow norms andmonitor guide lines. HRM now is all about:
> bring new changes,
> diversify process actions
> invent new ideas
> understand future needs
> forecast problems and act> generate trust
> value the deserving
> enhance capabilities
> respect the respectable
Emerging Role of HRM
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Who performs the Human Resource Functions?
Operating Manager: Person who managespeople directly involved with the production
of an organization's product.
Human Resource Generalist: Person whodevotes a majority of working time to human
resource issues, but does not specialize in any
specific areas.
Human Resource Specialist: Person specially
trained in one or more areas of human
Resource management.
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Activities of the major HR functions
Human resource Planning, Recruitment and selection:
Conducting job analyses to establish the specific requirements
of individual jobs within the organisation.
Forecasting the human resource requirements the
organisation needs to achieve its objectives and developing
and implementing its plan.
Recruitment the human resource s the organisation requires
to achieve its objectives.
Selecting and hiring human resource to fill specific jobs within
the organiastion.
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Human Resource Development:
Training employees
Designing and implementing the OD program
Building effective teams within the organization
structure
Assisting employees in developing career plans.
Compensation and Benefits
Designing and implementing compensation and
benefits systems for all employees. Ensuring that compensation and benefits are
fair and consistent.
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Employee and labor Relations.
Designing discipline and grievance handling
systems.
Safety and Health
Designing and implementing programs to
ensure employee health and safety.
Providing assistance to employees with
personal problems that influences workplace.
Human Resource Research.
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current challenges of the new-age
HR executives?
Diversity in the work force.
Different dimensions: Race, Gender, national
origin, religion, age and disability .
Older people vs younger employers and their
differences .
Cultural differences , values and customs
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Regulatory changes: Safety and health; quality of work
life ; equal employment opportunity, Pension reform
etc. Structural Changes to organisation:
Downsizing ; outsourcing; Rightsizing & Reengineering.
Technological and Managerial Changes withinOrganisation.
Use of technology in employee training; compensation;
accounting ; payroll recruitment etc
Empowerment to employees ; Decentralization; selfmanaged work teams
The Changing attitude of workforce