1. Chapter 11 Managing Diverse Human Resource

2. HRM at the earlier stages
Up till the mid 1960s, HRM activities were only limited to maintaining files related to employees information and planning company social activities such as picnics, company trips etc.
As the time kept passing and by 1970s companies started focusing much on HR practices in order to gain competitive advantage.
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4. HRM
Human Resource Management is the managing of different activities that are designed to increase and enhance the effectiveness of an organization`s work force in achieving organizational goals. Definition 2: A Management function concerned with the attracting, maintaining and developing people in the relationship.

5. HRM Process Human Resource Planning Staffing Development & Evaluation
Compensation
Maintaining effective work force relations

6. 1-HR Planning
HR planning ensures the right person with the right skills at the right place
Demand and supply issues are also considered.
How Many People required

7. Different Activities in HR Planning
Job Analysis:
Job analysis is the process of getting detailed information about jobs.
Some of the human resource activities that use job analysis information include selection, performance appraisal, training and development, job evaluation, career planning, work redesign, and human resource planning.

8. Job/ Person Specification
Information contained in the Job Analysis is divided in to two parts
Job Analysis
Job Description
Job/ Person Specification

9. Job Description: A job description is a list of the tasks, duties, and responsibilities that the job entails.
Job/Person Specification: A job specification is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform the job.

13. Demand & Supply of Human Resource
A Significant aspect of Human resource planning is the assessment of demand for human resource.
Many factors affect HR demand such as environmental, changing organizational position
Internal work force changes constantly due to death, retirement, resignations etc for which company hire contingent workers

14. Supply of the Human Resource- Internal
Internal Labor Supply Through
Transfers, promotions
HR Departments use Skill Inventory & Replacement Charts
External Labor Supply

15. Reconciling Demand & Supply
Balancing demand and supply is important
Companies give hand shake, early retirements if supply exceeds demand
Additional Information: To secure people from NOT being treated equally, companies use ‘Affirmative actions’ & make ‘Affirmative action plans’

16. Due to Globalization we have to focus on diversity- Diversity management

17. 2- Staffing
Set of activities through which candidates are attracted and selected for jobs/vacancies in order to achieve organizational goals
Staffing includes:
Recruitment
Selection

18. Recruitment has 3 objectives:
Recruitment: process of finding and attracting candidates that are capable of effectively filling the job vacancy
Recruitment has 3 objectives:
1) Ensuring
compliance
by the organisation
with government
regulations
2) Maximising the
pool of applicants
at minimum cost
3) Attracting suitably
qualified and
skilled applicants

19. Internal
Job Posting-bb, intranet, notices
External
Advertising, campus recruitment, employment agencies, online, pamphlets

20. INTERNAL RECRUITMENT ADVANTAGES DISADVANTAGES
- Improves morale - ’Inbreeding’
- Better assessment - Nepotism
- Motivates staff - Infighting/ power struggle
Maintains organization knowledge

21. EXTERNAL RECRUITMENT New knowledge and - Lowers internal
ADVANTAGES DISADVANTAGES
- “Fresh blood” - Harder to assess
New knowledge and - Lowers internal
experience morale
Gain competitive skills Adjustment to different work culture

22. METHODS OF RECRUITMENT
Internal promotion
Executive recruitment
(‘head hunters’)
Advertisements
Campus interviews
Employee referrals
Contractors
These recruitment options are detailed on Page 399.
E-recruitment (use of the internet and intranets for attracting and screening job applicants) is becoming increasingly popular - Pages 399 and 340.
Employment agencies
E-recruitment

23. Selection: Process of Determining which jobs candidates, best suits the organization.
Selection process needs to be transparent and totally based on merit. At times businesses end up discriminating which is not considered to be a positive thing in any society.
Additional: However organizations can discriminate on some basis due to the nature of their job; But for this they have to acquire Bona Fide Occupational Qualification BFOQ

24. Selection Methods:
Application Form
Interviews
Online interviews, Telephonic Interviews
Employment Test
Assessment Centers
Work Sample Tests
Reference Checks

25. 3- Development & Evaluation
Training is a planned effort to facilitate employee learning of job-related behaviors and skills
Development: Broad preparation of employee for future opportunities through acquisition of new skills and attitudes in order to improve employee performance in the long run.
Gap B/W Actual Performance & Expected Performance

26. Phases of Training
1) Assessment Phase: Need Analysis, setting objectives
2) Training Design & Implementation: methods, deciding trainers.
On-The-Job training
Off-The-Job training
3) Training Evaluation: measuring participant reaction & accessing actual learning

27. Types of Training Orientation Training Technical Training
Management Development trainings for further progress

28. Performance Appraisal
Process of job performance of the employees.
Performance appraisal helps in identifying company expectations of performance, improving quality of employees, generates the record of employee performance and builds consistency between organizational goals and individual actions.
Methods include:
GRS- Graphic Rating Scale
Behavior Rating Scale

30. B E H A V I
O R
A L
R A
T I N G
S C A
L E

31. Example 2
B E H A V I
O R
A L
R A
T I N G
S C A
L E

32. Latest Performance Appraisal Method Used 360 Degree Feedback

33. Compensation
Compensation consists of wages paid directly for time worked and the other indirect benefits
Compensation is the cashable amount received in return to the services given or time worked.
Benefits are the form of compensation beyond wages which includes various entities such as, car, petrol allowance, medical insurance, house etc.

34. Fair Compensation System
Equity Concept:
External Equity: What is same in other organization
Internal Equity: Employee`s perception of their responsibilities and work conditions as compared with those of other employees in similar positions in the same organization
Individual Equity: based on individual`s merit and varied skills

35. Maintaining Effective Work Force Relations
Labor-Management relations
Unions
Current Employees Issues

36. The Current Trend
The advancement in the technology and excessive use of IT systems have resulted in the development of HR systems for the purpose of the management of workforce issues.
HRIS: computerized systems that collect, store, maintain and analyze data relating to the organization`s human resources.

37. Contemporary issues in HRM
Managing Diversity
Age-Race-Gender-Physical ability-Gender
Ageing workforce
Skills shortages
Work-life balance

38. And now days we are Talking about Strategic HRM
When we include the word ‘strategy’ to ‘HRM’, it becomes the managing of the organizational activities that are related to the work force for long term success of the organization and the long term achievement of organizational goals; keeping in view its strategic plans etc.

39. CIPD
Strategic human resource management (strategic HRM, or SHRM) may be regarded as an approach to the management of human resources that provides a strategic framework to support long-term business goals and outcomes. The approach is concerned with longer-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future need.