1 Introduction - HRM

Introduction to HRM
The Manager’s Human Resource Management Job
Management process
The five basic functions of planning, organizing,
staffing, leading, and controlling.
Human resource management (HRM)
The policies and practices involved in carrying out the
“people” or human resource aspects of a management
position, including recruiting, screening, training,
rewarding, and appraising.
Basic aim of HR department
Getting results
The bottom line of managing
HR creates value by engaging in

activities that produce employee
behavior needed by the company to
achieve its strategic goals.
Line and Staff Aspects of HRM
Line manager
A manager who is authorized to direct the work of
subordinates and is responsible for accomplishing the
organization’s tasks.
Staff manager
A manager who assists and advises line managers.
Line Managers’ HRM Responsibilities
1. Placing the right person on the right job
2. Training new employees in the organization (orientation)
3. Training employees for jobs new to them
4. Improving the job performance of each person
5. Gaining creative cooperation and developing smooth working relationships
6. Implementing the firm’s policies and procedures
7. Controlling labor costs
8. Developing the abilities of each person
9. Creating and maintaining department morale
10. Protecting employees’ health and physical condition
Functions of the HR Manager
A line function
The HR manager directs the activities of the people in his or her
own department and in related service areas (like the plant cafeteria)
A coordinative function
HR managers also coordinate personnel activities, a duty often
referred to as functional control
Staff (assist and advise) functions

Assisting and advising line managers is the heart of the HR
manager’s job
A Changing HR Environment
Globalization
Technological Advances
Exporting Jobs
The Nature of Work
Workforce Demographics
Measuring HR’s Contribution
Strategy
The company’s long-term plan for how it will balance its
SWOT Analysis to maintain a competitive advantage.
Top management wants to see, precisely, how the HR

manager’s plans will make the company more valuable.
The New HR Manager
New Proficiencies
HR proficiencies
Business proficiencies
Leadership proficiencies
Learning proficiencies
PM Vs HRM
Basis of Personnel Management Human Resource Management
Difference
Meaning It is traditional approach of It is modern approach of

managing people managing people
Nature It is a routine function. It is a strategic function.
Focus Efficient management is given Human values and individual

priority. needs are given priority.
Function Personnel administration, Acquisition, development,

labor relation and employee utilization and maintenance of
welfare are major functions of human resource are major
personnel management. functions of human resource
management.
Objective It manages people in accordance It determines human resource
with organization’s goal. needs and formulate policies by
matching individual’s needs with
organization’s needs.
Perspective It regards people as basic input to It regards people as strategic and

make desired output. valuable resource to make desired
output.
Interest Organization’s interest is valued Interest of organization and

the most. interest of employee is
harmonized.
Orientation It is discipline, direction and It is development oriented. It

control oriented. provides space for employee
involvement, performance and
growth.
Communica Communication is limited, or Communication is open.

tion even restricted.
Benefits •Disciplined employees •Committed human resource
•Increased production •Readiness to change
•Increased production
•Increased profit
•Quality of work life
Result Organizational goal is Organizational goal is achieved

achieved and employers are and both employers and
satisfied. employees are satisfied.
HRM Defined
It is Planning, Organizing, Directing, Controlling the

Procurement, development, compensation, integration,
maintenance and separation of HR so that Individual,
organizational and social objectives are achieved.
HR Functions
Human resource planning
Staffing
 Recruitment
 Selection
 Placement
Performance appraisal
Training and development
Compensation and benefits
Industrial relations
Importance of HRM functions
As managers none of us would like to make the following mistakes.
 To hire the wrong person for the job
 To experience high turnover
 To find our people not doing their best
 To waste time with countless and useless interviews
 To have our company sued for our discriminatory actions.

Importance of HRM functions (Cont.)
To be quoted under bad example of unsafe practices
To have some of your employees think their salaries are

unfair and inequitable relative to others in the organization
To allow a lack of training to undermine your department's

effectiveness
To commit any unfair labor practices

HR’s Role in Fostering Ethics and Fair Treatment
Why treat employees fairly?

“They’re not employees, they’re people”
Avoidance of employee litigation

Enhanced employee commitment
Enhanced satisfaction with the organization, with jobs,
and with leaders
Increased organizational citizenship behaviors
Grievances
 Sources of Grievances
 Grievance  Discipline
 Any factor involving  Seniority
wages, hours, or conditions  Performance evaluations
of employment that is used
as a complaint against the  Work assignments
employer.  Overtime
 Vacations
 Incentive plans
 Holiday pay
 Problem employees
We are only as strong as our human
resource
https://www.ted.com/talks/
we_are_only_as_strong_as_our_human_resource
 Harsha and Franklin both of them are postgraduates in management under
different streams from the same B-School. Both of them are close to each
other from the college days itself and the same friendship is continuing in the
organization too as they are placed in the same company, Hy-tech
technology solutions. Harsha placed in the HR department as employee
counsellor and Franklin in the finance department as a key finance
executive. As per the grade is concerned both are at the same level but
when responsibility is concerned Franklin is holding more responsibility being
in core finance.
 By nature, Harsha is friendly in nature and ready to help the needy. Franklin
is silent in nature ready to help if approached personally and always a bit
egoistic in nature. They have successfully completed 4 years in the
organization. And management is very much satisfied with both of them as
they are equally talented and constant performers.
 Harsha felt that now a day’s Franklin is not like as he uses to be in the
past. She noticed some behavioural changes with him. During general
conversations, she feels that Franklin is taunting her that she is famous
among the employees in the organization, on the other hand, he is not
even recognized by fellow employees.
 One morning Mr. Mehta General Manager Hy-tech technology solutions
shocked while going through the mail received from Franklin about his
resignation. Mr. Mehta called Harsha immediately and discussed the same
as she is close to Franklin. By hearing the news Harsha got stunned and
said that she does not know this before she also revealed here current
experience with him. Mr. Mehta who does not want to lose both of them
promised her that he will handle this and he won’t allow Franklin to resign.

 In the afternoon Mr. Metha took Franklin to Canteen to make him comfortable after
some general discussion he starts on the issue. Franklin, after some hesitation,
opened his thinking in front of Mr. Mehta. The problem of Franklin is
 1) when he comes alone to canteen the people from others don’t even recognize
him but if he accompanied by Harsha he gets well treated by others.
 2) one day Both of them entered the company together the security in the gate
wished them but the next day when he came alone the same security did not do so.
 3) Even in meetings held in the office, the points raised by Harsha will get more
value so many times he keeps silent in the meeting.
 It happens to Franklin that he has to face such degradation in each day of work
which totally disturbs him. Franklin also questioned that ” Harsha and myself have
the same qualification, from the same institute, passed out in the same year both
with first class. We have the same number of experiences in this organization.
Moreover, the responsibilities with me are more valuable than those of Harsha.
After all these things if I am been ignored or unrecognized by the fellow employees
my ego does not allow me to continue here”.
 By listening to this statement Mr.Metha felt that it is not going to be
very difficult to stop his resignation. Mr. Mehta explained Franklin the
reasons for such partial behaviour of the employees.
After listening to Mr. Mehta Franklin said sorry for his reaction and
ready to take back his resignation. And he called Harsha and spoke
with like before.

1 Introduction - HRM

Uploaded by

Copyright:

Available Formats

1 Introduction - HRM

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

1 Introduction - HRM

Uploaded by

Copyright:

Available Formats

Introduction to HRM

The Manager’s Human Resource Management Job

HR creates value by engaging in

Staff (assist and advise) functions

Top management wants to see, precisely, how the HR

Meaning It is traditional approach of It is modern approach of

Nature It is a routine function. It is a strategic function.

Focus Efficient management is given Human values and individual

Function Personnel administration, Acquisition, development,

Perspective It regards people as basic input to It regards people as strategic and

Interest Organization’s interest is valued Interest of organization and

Orientation It is discipline, direction and It is development oriented. It

Communica Communication is limited, or Communication is open.

•Increased production •Readiness to change

•Quality of work life

Result Organizational goal is Organizational goal is achieved

It is Planning, Organizing, Directing, Controlling the

 To hire the wrong person for the job

 To experience high turnover

 To find our people not doing their best

 To waste time with countless and useless interviews

 To have our company sued for our discriminatory actions.

To have some of your employees think their salaries are

To allow a lack of training to undermine your department's

To commit any unfair labor practices

Why treat employees fairly?

Avoidance of employee litigation

You might also like