2HRM 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.yjhvjhvjkhvjkvjkv
4HRMHuman 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.
5HRM Process Human Resource Planning Staffing Development & Evaluation CompensationMaintaining effective work force relations
61-HR PlanningHR planning ensures the right person with the right skills at the right placeDemand and supply issues are also considered.How Many People required
7Different 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.
8Job/ Person Specification Information contained in the Job Analysis is divided in to two partsJob AnalysisJob DescriptionJob/ Person Specification
9Job 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.
13Demand & 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 positionInternal work force changes constantly due to death, retirement, resignations etc for which company hire contingent workers
14Supply of the Human Resource- Internal Internal Labor Supply ThroughTransfers, promotionsHR Departments use Skill Inventory & Replacement ChartsExternal Labor Supply
15Reconciling Demand & Supply Balancing demand and supply is importantCompanies give hand shake, early retirements if supply exceeds demandAdditional Information: To secure people from NOT being treated equally, companies use ‘Affirmative actions’ & make ‘Affirmative action plans’
16Due to Globalization we have to focus on diversity- Diversity management
172- StaffingSet of activities through which candidates are attracted and selected for jobs/vacancies in order to achieve organizational goalsStaffing includes:RecruitmentSelection
18Recruitment has 3 objectives: Recruitment: process of finding and attracting candidates that are capable of effectively filling the job vacancyRecruitment has 3 objectives:1) Ensuringcomplianceby the organisationwith governmentregulations2) Maximising thepool of applicantsat minimum cost3) Attracting suitablyqualified andskilled applicants
21EXTERNAL RECRUITMENT New knowledge and - Lowers internal ADVANTAGES DISADVANTAGES- “Fresh blood” - Harder to assessNew knowledge and - Lowers internalexperience moraleGain competitive skills Adjustment to different work culture
22METHODS OF RECRUITMENT Internal promotionExecutive recruitment(‘head hunters’)AdvertisementsCampus interviewsEmployee referralsContractorsThese 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 agenciesE-recruitment
23Selection: 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
253- Development & Evaluation Training is a planned effort to facilitate employee learning of job-related behaviors and skillsDevelopment: 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
26Phases of Training1) Assessment Phase: Need Analysis, setting objectives2) Training Design & Implementation: methods, deciding trainers.On-The-Job trainingOff-The-Job training3) Training Evaluation: measuring participant reaction & accessing actual learning
27Types of Training Orientation Training Technical Training Management Development trainings for further progress
28Performance 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 ScaleBehavior Rating Scale
32Latest Performance Appraisal Method Used 360 Degree Feedback
33CompensationCompensation consists of wages paid directly for time worked and the other indirect benefitsCompensation 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.
34Fair Compensation System Equity Concept:External Equity: What is same in other organizationInternal Equity: Employee`s perception of their responsibilities and work conditions as compared with those of other employees in similar positions in the same organizationIndividual Equity: based on individual`s merit and varied skills
35Maintaining Effective Work Force Relations Labor-Management relationsUnionsCurrent Employees Issues
36The Current TrendThe 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.
37Contemporary issues in HRM Managing DiversityAge-Race-Gender-Physical ability-GenderAgeing workforceSkills shortagesWork-life balance
38And 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.
39CIPDStrategic 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.