Introduction to HRM Unit 1:SSN 1

Part-time Semester III

Topics:ImportanceEvolutionNatureScopeObjectives and FunctionsRolesApproaches and Other SciencesStrategic HRMChallenges

- Prof. Channpreet Kaur. BhatiaIntroduction to HRM

Meaning: Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the businessWhy is important?Hire wrong personExperience high turnover Waste time in interviewLow productivityOccupational safetySalaries not fairLack of trainingULP

Introduction to HRM

At Enterprise Level : attracting & retaining, right attitudeAt Individual Level: team work, growth opportunities, people work with diligenceAt Society Level: Employment, scare talent put to useAt National Level: People with right KSA help to go furtherIntroduction to HRM

Evolution of HRMRoyal Commission, IIPM, NILMSecond World War 1960s expansion, and professionalism1970s welfare efficiency 1980s IIPM and NILM merged, NIPM1990s human values, ASPA - SHRM

Introduction to HRM

Difference between PM and HRM

Introduction to HRM

Points of DifferentiationPersonnelHRMTime and planningShort-term, reactivead hocLong-term, proactive,strategic, integratedPsychological contractComplianceCommitmentEmployee relationsPluralist, low trustUnitarist, high trustStructures and systemsBureaucratic/mechanistic,centralised, formalOrganic, devolved, flexibleRolesSpecialist/professionalLargely integrated into line managementEvaluation criteriaCost minimisationMaximum utilisation(human asset accounting)

Nature :Pervasive- In all organizations and at all levels, all managers are HR managers. Eg. InfosysAction Oriented Not just rules and regulationsIndividual Oriented- Valued assetsPeople Oriented -Individuals and groups, people at assigned jobs, rewardsFuture Oriented Prepares people for futureDevelopment Oriented T&D, use talents fullyIntegrating mechanism & Comprehensive- Cordial relations at all levels, change levels, accommodateAuxiliary Service Staff functionInterdisciplinary Social SciencesContinuous function

Introduction to HRM

Example: Fortune magazine publishes Americas Most Admired Companies 8 criteriaQuality of ManagementQuality of products and servicesInnovationLong-term investment valueFinancial soundnessPeople ManagementSocial responsibilityUse of Corporate assetsSouthwest Airlines No 1 in fewer customer complaints, employees own 8% of companys stock, Profit since 36 years , fun-loving service oriented

Introduction to HRM

Approaches to HRMHard and Soft Approach: Storey (1989) labeled these two approaches hard HRM and soft HRM. The hard approach, rooted in manpower planning is concerned with aligning human resource strategy with business strategy, while the soft approach is rooted in the human relations school, has concern for workers outcomes and encourages commitment to the organization by focusing on workers concerns.Scientific ApproachHuman Relations ApproachSystems Approach Relationship with other Social SciencesTQM Approach

Introduction to HRM

Introduction to HRM

Functions : Managerial and Operative

Introduction to HRM

FunctionsManagerial : PODCOperative:Procurement: JA,HRP,R&S,Placement, Induction,IMDevelopment: T, ED,CPD,HRDMotivation & Compensation: JD,Work Scheduling, compensation, I&Bs, JE, PAMaintenance: HSW, SSIntegration: Gr,Dis,Teams, CB, Employee Participation, TU, IREmerging Issues:Personnel Recors, HRA, HRR,HRIS,HRAc,Stress & Counseling, IHRM

Introduction to HRM

Role of HR Manager (Current and Emerging), Role of HRMHumanitarian: ethicsCounselorMediatorSpokesmanProblem solverChange agentHelps line managerHence, Personnel, Welfare, Administrative and Firefighting (pg 16,47,49 - Mamoria)

Introduction to HRM

HR Manager Qualities ResourcefulnessIntelligence :communicate, articulate, moderateDepth of perceptionEducational skillsDiscriminating skillsExecuting skillsExperience and trainingProfessional AttitudeKnowledge in Organization TheorySocial Justice: comprised of management, men and owners and combineCreative thinkingProblem solving and decision making

Introduction to HRM

LeadershipPersonal IntegrityPersuasionApproachable natureMobility of facial expressionReadiness to co-operateAbility to generate trust in othersInit8iativeFeedback skillsIntroduction to HRM

External Forces Political Legal Labour laws Economic Suppliers , Customers, Competitors industrial labor- committed, legislation, status, employment patterns, trade unions, impact of globalization, economic growth (highly developed), diversity, Bargaining Power Technological job upgraded, dislocates workers, human relations, professionalism, PNS BankCultural - attitude, time dimension-Japan, work ethics achievement effort-reward, confine to certain occupations

Introduction to HRM

Internal Strategy , Task and leadershipUnion -Closed, Union, Agency and OpenOrganization Culture and Conflict goals, ethics, rights (J.R.D Tata-Taj Karambir Kang), FedEx - -overnight delivery, IBM-service, GE innovation, Reliance-competitive (Reliance and Tata)Professional Bodies NIPM academic

Knowing the Environment:HR scanning HR and labor market

Introduction to HRM

SHRMDeveloped in mid-1980s- HR no more soft centered values but can also contribute to business growthPeople-Practices-Planned Pattern(strategy implementation) all towards goal achievementVertical and Horizontal fit

Introduction to HRM

Challenges to HRMSpeed and TechnologyManufacturing rather than service, hence relook r&rWorkforce DiversityStrategic Role contribute valueCostsFlexible, so traditional hierarchies not validRecognize and nurture talentRationalize operation & restructureAttrition levelsKey employee retention

Introduction to HRM

In Indian Scenario:How do we make our organizations dynamic and vibrant?How do we ensure OC for work commitment and involvement of employees?How to motivate to challenging goals?How do we ensure teamwork which produces synergy and collaborative effort?How do we make people productive and result oriented?

Introduction to HRM

ReferencesHuman Resource Management Gary DesslerHRM-K.AshwathappaHRM-V.S.P Rao

Introduction to HRM

THANK YOUIntroduction to HRM