HRPM PPT 1
HRPM PPT 1
HRPM PPT 1
1.1. Concept of HR
• What is HR?
HRM is:-
The most important or critical elements of an orgns, since people make decision for
resources
c) Selection
• Choosing from applicants that suit the position, important to identify best qualified
d) Orientation
• process of familiarizing new employees with the organization job, and work unit
HRM Elements
• Training is designed to improve present work while development is for future work
f) Compensation Administration
• administration of every type of reward that individuals receive in return for their services
g) Performance Evaluation
• formal system of periodic review and evaluation of an individual's job performance
Schools of Thoughts
i. ScientificManagement
ii. humanRelationsSchool
i) Scientific Management
• it is classical schools of thought in management designed by FrederickW.Taylor
• The aim was maximizing profits and minimizing costs of production by getting the most out of workers,
Taylor disliked wastage and inefficiency
• He formulated piece-rate pay system , one who meet & exceed target would get pay increment, in this way
he introduced differential rate system.
Basic principles of Scientific Management
1) The development of a true scienceof management to get a best method to perform a task
2) The scientific selection of workers to get best suited to the task
• Focuses on the human element in the work place (designed by Elton Mayo)
• The movement started as a reaction against scientific Mgt
• labour is not a commodity to be bought and sold
Human Relations Mov't concludes:
Work is a group activity, recognition, security,and a sense of belonging is more important than
physical rewards
Employees are not only economic units or factors of production, informal r/ship is also
essential
Communicationisthelifebloodofanorganization
information must flow freely, up,down,and horizontally via formal & informal networks
Participative decision making, this increase satisfaction and morale
1.4.2 Historical Development of PM
• PM must have started when the 1st employer employeed the 1st employee.
It is possible to say PM is as old as Mgt
• PM goes from trait- based performamnce appraisal to development based
Trait-based PA system
Behavioral-based PA system (M by O)
Result-oriented PA system and;
Performance management
1.4.2.1. Performance Management Philosophy
• The term used in 1970s but recongnized in the latter half of 1980s.
• Emphasizes the agreement of objectives and development needs and the
importance of self-assessment and self-development
• Positive and forward-looking which regard development as joint duties of a
worker and manager
• Not only measure results but also analyses the behaviors that contributed to
those results
• Provides more opportunities for individuals to discuss their work problems and
aspirations with their managers
1.5. The Environment of HRM
• The external environment determine the values, attitudes, and behavior that
employees bring to their jobs
• The external environment has two layers: General and task environment.
The Environment...
The General Environment: consists of the nonspecific dimensions, these includes the ff.
1. The Economic Environment:
• The economic variables include unemployment, demand and supply, inflation, interest rates, the labour
market, and others
• Organizational Culture: Organizational culture is a system of shared values, beliefs, and habits within an
organization that interacts with the formal structure to produce behavioral norms. These can be:
• The organization's management
• The organization's employees
• What is Performance?
• What is PM?
Performance: the act or process of carrying out a given task. It is
fulfillment of ones duty.
Performance Management : Has different meanings as per various
scholars. It is a systematic approach to performance improvement
through an ongoing process of planning, monitoring, measuring,
appraising and developing organizational as well as individual
performances . It is means of getting better results .
1.6.1. Feature of PM
• Align individual performance with mission, vision & objective of the orgn.
• Its focus is on enabling goal clarity for making people do the right things in the
right time.
• It may be said that the main objective of a performance management system is to
achieve the capacity of the employees to the full potential in favor of both the
employee and the organization, by defining the expectations in terms of roles,
responsibilities and accountabilities, required competencies and the expected
behaviors.
• The main goal of performance management is to ensure that the organization as a
system and its subsystems work together in an integrated fashion for accomplishing
optimum results or outcomes.
Objectives of Performance Management
organizational goals, providing a regular and a transparent feedback for improving employee
performance and continuous coaching.
Objectives...
General Benefits;
• Create linkage
• Known priorities
• People development
1.6.4. Specific Benefits
For employees
• Continuous improvement
Specific Benefits
For Customers