Scribd
Upload
45 views

Human Resource Management

This document discusses key aspects of human resource management (HRM), including its meaning, definition, features, objectives, functions, and policies. Some key points: - HRM aims to meet organizational goals by securing cooperation from employees and bringing people and organizations together. - The functions of HRM include managerial functions like planning and controlling, and operative functions like recruitment, training, performance management, and employee welfare. - HRM policies provide principles to guide decisions and achieve desired outcomes. Good policies are related to objectives, easy to understand, precise, stable yet flexible. - The roles of HR managers include administrative, operational, and strategic roles like change management and strategic partnering. Experience, skills

Uploaded by

ANJUPOONIA
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
45 views

Human Resource Management

This document discusses key aspects of human resource management (HRM), including its meaning, definition, features, objectives, functions, and policies. Some key points: - HRM aims to meet organizational goals by securing cooperation from employees and bringing people and organizations together. - The functions of HRM include managerial functions like planning and controlling, and operative functions like recruitment, training, performance management, and employee welfare. - HRM policies provide principles to guide decisions and achieve desired outcomes. Good policies are related to objectives, easy to understand, precise, stable yet flexible. - The roles of HR managers include administrative, operational, and strategic roles like change management and strategic partnering. Experience, skills

Uploaded by

ANJUPOONIA
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 34

HUMAN RESOURCE

MANAGEMENT
MEANING

• HRM is a process of bringing


people and organization
together so that the goals of
both are met.

• It tries to secure the best


from the people by winning
their wholehearted
cooperation.
DEFINITION
It’s the art of procuring ,developing and
maintaining competent workforce to achieve the
goals of an organization in an effective and
efficient manner
FEATURES OF HRM
• Action oriented
• Individually oriented.
• People oriented.
• Future oriented.
• Development oriented.
• Continuous function.
SCOPE OF HRM
• Personnel aspect.
• Welfare aspect.
• Industrial relation aspect.
OBJECTIVE OF HRM
OBJECTIVES OF HRM
• To help the org. reach its goals.
• To use the skills and abilities of the workforce
efficiently.
• To provide org. with well trained and well
motivated employees
• To increase to the fullest the employees job
satisfaction .
• To develop and maintain quality of work life.
• To communicate HR policies to all employees.
EVOLUTION OF HRM
• The commodity concept –
Labour was regarded as a commodity to be
bought and sold. Wages were based on
demand and supply. Govt. did very little to
protect the workers.

• The factor of production concept –


Labour is like any other factor of prod. like
money, material, land etc. workers are like
machine tools.
• The goodwill concept –
welfare measures like safety , first aid, rest room
, canteen etc will have a positive effect on
workers productivity.

• The paternalistic concept –


Mgmt. must assume a fatherly and protective
attitude towards employees.

• The humanitarian concept –


to improve productivity , physical, social , and
psychological needs of the workers must be met.
• The human resource concept –
employees are most valuable assets of an
org.

• The emerging concept –


employees should be accepted as partners in
the progress of a company. They should have
a feeling that the org. is their own.
FUNCTIONS OF HRM

• MANAGERIAL
FUNCTIONS

• OPERATIVE
FUNCTIONS
MANAGERIAL FUNCTIONS
• PLANNING

• ORGANISING

• DIRECTING

• CONTROLLING
OPERATIVE FUNCTIONS
 PROCUREMENT FUNCTIONS
• Job analysis
• HR planning
• Recruitment
• Selection
• Induction
 DEVELOPMENT
• Training
• Career planning
• HR development

 MOTIVATION & COMPENSATION


• job design
• Motivation
• Job evaluation
• Performance appraisal
• Compensation administration
• Incentives and benefits
 MAINTENANCE
• Health and safety
• Employee welfare

 INTEGRATION FUNCTION
• Grievance redressal
• Discipline
• Team and team work
• Employee participation
• Industrial relations
 EMERGING ISSUES
• Personnel record
• HR research
• Stress and counseling
Difference b/w
Personnel mgmt HRM
• Its more administrative It deals with the
in nature , it basically mgmt of the work
deals with the employees, force & contributes
their payroll and to an org. success.
employment laws.

• It is reactive ,it provides It is proactive , as it


concerns & demands as pertains to the conti-
they are presented. -nuous dev. of policies
& functions for
improving a company’s
work force.
• It is independent It is the integral part
from the org. of a company.

• It motivates through It motivates through


rewards, bonus , effective strategies
compensation . like challenges, job
creativity.
HRM is in a broader sense, it focuses on building
dynamic culture rather than focusing on
administrating people. It develops a team of
employees for an org.
Line & Staff Responsibilities
Line managers-
• Have the final responsibilities for achieving the
org. goals
• Have the authority to direct the work of
subordinates.
Staff managers –
• They help and advise line managers in achieving
the org. goals.
• They assist line managers in areas line recruiting,
selecting , training , and compensating.
Policies
• Its a principle or rule to guide decisions and achieve
desired outcome(s).

Types of policies:

• Originated policies – established by top mgmt.


• Appealed policies – formulated to meet the
requirements of certain peculiar situations which
have not been covered by earlier policies.
(generally suggested by subordinates).
• Imposed policies – formed under pressure from
external agencies like govt. ,unions .
• General policies – reflect the priorities of top
mgmt.
• Specific policies – covers issues like hiring ,
rewarding
• Written / Implied policies –
Implied like dress code , gentle tone while
talking to customers.
Written policies spell out managerial thinking
on paper .
Advantages of policies
• Uniformity
• Better control
• Confidence
• Speedy decisions
• Coordination device
Obstacles
• Managers are reluctant to follow the
guidelines.

• It requires constant revision , modification .


A good policy is -
• Related to objective
• Easy to understand
• Precise
• Stable as well as flexible
• Based on facts
• Fair enough
Formulation of policies
• Identify the need
• Collect data
• Specify alternatives
• Communicate the policy
• Evaluate the policy
Role of Personnel Manager
• Administrative roles –
 policy making
 record keeping
 advisor
 welfare officer
 legal consultant
• Operational roles –

 recruiter
 trainer , motivator
 coordinator / linking pin
 mediator (in case of friction b/w 2
employees)
Strategic roles –
Focuses attention on how to enable ordinary
employees to turn out extraordinary
performance , taking care of their ever changing
expectations

 change agent –
Why to do it ?
Who will do it ?
What it will look like after completion ?
Who else needs to be involved ?
How to measure it ?
How to initiate , develop and sustain it ?
Strategic partner –

Helps in strategy formulation and


implementation.
Qualities of HR manager
• Personal attribute –
 Intelligence.
 Educational skills.
 Discriminating skills ( b/w right n wrong).
 Executing skills ( execute mgmt decisions
with speed , accuracy.)
• Experience and Training.
• Professional Attitude .
Factors influencing HRM
• External factors –
National and international economic changes.
Technological changes.
National culture.
Industry characteristics.
Regulations.
Action of competitors.
Action of unions.
• Internal factors –
Organization’s size.
Org. structure ( flexible or not).
Business strategy.
History and past practices.
Top mgmt influence.
Power n politics.
Evaluating HRM effectiveness
Measuring cost (value > or < cost).
Measuring absenteeism rates.
Measuring turnover rate.
Productivity.
Customer satisfaction.
Early leavers(leaving after a short time with
the company.)

You might also like