human resource management1st unit

Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com

HUMAN RESOURCE MANAGEMENT

Unit I The human factor at work Challenges faced by organizations Global competitiveness – implications on HR Work force diversity Ethical issues Advances in technology and communication Sensitive approach to environment Shift in employees need for meaningful work


What is HRM?


•HRM is concerned with the people’s dimension in the organization•Facilitating the competencies and retention of skilled force• Developing management systems that promote commitment• Developing practices that foster team work• Making employees feel valued and rewarded.

Concept of human resource A sum of Total knowledge, skills, creative abilities,

talents and aptitudes, values, attitudes, approaches and beliefs of an organization’s workforce.

Elements of Human Capital:- Intellectual Capital:- specialized knowledge, skills and

expertise, learning capacity Social capital:- network of relationships, trust

worthiness Emotional capital:- self confidence, ambition and

courage, risk taking ability, resilience


Definition


•HRM refers to acquisition, retention, motivation and

maintenance of Human Resources in an organization.

•HRM is the planning, organising, directing &

controlling of the procurement, development,

compensation integration, maintenance and

separation of human resources to the end that

individual, organizational and social objectives

are accomplished.

Scope of HRM

Very Vast Covers all major

activities in the working life of a worker

-from time an individual enters into an organization until he or she leaves

comes under the purview of HRM


Prospects of HRM

HRM

Industrial

Relations

Employee Maintenance

Employee Hiring

Employee & Executive

Remuneration

Employee Motivation

Personnel management:- traditional approach, concerned with the human resources of the organization

Concerned with getting better results with the collaboration of people.

Personnel management is the planning, organizing, directing, and controlling of the procurement, development, compensation, integration, and maintenance and separation of human resources to the end that individual and societal objectives are accomplished.


HRM Is the process of acquiring, training, appraising

and compensating employees and attending to their labor relations, health, safety and fairness concerns.

In 1970 changes took in many countries which led to the emergence of HRM, these were

Technological changes Declining importance of trade unionism Shift from industrial employment to service

sector employment Growing competition, globalization of economies Old wine in a new bottle


Difference between HRM and personnel Management personnel management HRM Focus:- on organizations interest

like profit maximizations Philosophy:- managing

personnel Pervasiveness:- concern of only

personnel manager Motivation:- concerned with

selection, recruitment, and appraisal

Team work:- orderly way of administration of personnel policies

Techniques:-pressure tactics, cohesive measures, threats of pressure

On development of individuals in accordance to their needs, aspirations.

Humanization of management Common concern for all

managers from top to bottom Concentrates on motivation,

morale boosting, and job satisfaction

Is more interested in people working in team building and team works

Work through cooperation and team management, mutual understanding and motivation


Functions


Functions of HRM include:• Facilitating the retention of skilled and competent employees• Building the competencies by facilitating continuous learning and development• Developing practices that foster team work and flexibility• Making the employees feel that they are valued and rewarded for their contribution•Facilitating management of work force diversity and availability of equal opportunities to all.

Functions of HR


MANAGERIAL FUNCTIONS

Planning

Organising

Directing

Controlling

OPERATIVE FUNCTIONS

Staffing Development

Compensation Motivation

Maintenance Integration

Emerging Issues

Operative functions of HR


STAFFING Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility

DEVELOPMENTTraining and development, Performance & potential management, Career management, 360 degree feedback

COMPENSATION & MOTIVATION

Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits

Operative functions of HR (contd.)


MAINTENANCE Health, Safety, Welfare, Social security

INTEGRATIONEmployment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining

EMERGING ISSUES

HRIS, HR audit, HR scorecard, International HRM, Workforce Diversity

Objectives of HRM Societal objectives

To be ethically & socially responsible to the needs of the society

Organizational objectivesTo recognize the role of HRM in bringing about organizational effectiveness

Functional objectivesTo maintain the department’s contribution at a level appropriate to the organization’s needs

Personal objectivesTo assist employees in achieving their personal goals in a manner that their personal goals enhance the individual’s contribution to the organizationPooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com

Nature of HRM

Inherent part of management or Pervasive function

Basic to all functions People centered Personnel activities or functions Continuous process Based on human relations


Significance of HRM/role of HR manager

Policy formulation Advisory role Liking pin role Representation role Decision making role Mediator role Leadership role Welfare role Research role Auditor


Challenges to HR professionals

Worker productivity Quality improvement Changing attitude of workforce Impact of government Quality of work life Technology and training


Qualities of an HR manager

Physical health Mental ability to understand and learn,

judgment Educational,general acquaintance with

all the areas of management Technical:- peculiar to the function Experience:- arising from the work


Systems approach to HRM

assembling of or combination of things or parts. The elements are known as the sub systems Features of organization system The system is goal oriented The whole is more than the sum of all the parts Components are inter related and inter dependent System acts upon environment and is also acted upon

by its environment


inputs

environment

outputs

Human resourceRaw materialCapitalTechnologyinformation

Organisation EmployeesManagerial process

GoodsAn dservices

feedback

environment


Model of HRM system


&

Human Resource

areasQuality of work life

ProductivityReadiness to change

Training & development

OD

Human Resource Planning

Organization design

Selection & staffing

Personnel research & information systems

Compensation/ benefits

Employee assistance

Union labour relations

HRM and 3 P’s


• People – core strength of an organization

Any resource can be replaced but not HR

• Processes – evolve over a period of time

IT enabled environment facilitates engineering effortlessly

• Performance – the pillars of performance are people and IT

Human Resource Management Process


Why Study HRM? Taking a look at people is a rewarding

experience People possess skills, abilities and

aptitudes that offer competitive advantage to any firm

No computer can substitute human brain, no machines can run without human intervention & no organization can exist if it cannot serve people’s needs.

HRM is a study about the people in the organization-how they are hired, trained, compensated, motivated & maintained.


human resource management1st unit

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