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UNIT-V Human Resource Management (HRM) Human Resource Management (HRM)

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Presentation on theme: "UNIT-V Human Resource Management (HRM) Human Resource Management (HRM)"— Presentation transcript:

1 UNIT-V Human Resource Management (HRM) Human Resource Management (HRM)

2 INDEX UNIT 5 PPT SLIDES S.NO. TOPIC LECTURE NO. 1. Human Resources Management HRML1 2. Concepts of HRM, HRD and Personnel ManagementL2 3. Industrial Relation ( PMIR), HRM vs PMIRL3 4. Basic functions of HR Manager: Manpower planningL4 5. Recruitment, Selection, Training and DevelopmentL5 6. Placement, Wage and Salary AdministrationL6 7. Promotion, Transfer, Separation, Performance AppraisalL7 8. Grievance Handling and Welfare AdministrationL8

3 Definition of HRM:- Dale Yoder – The Management of human resources is viewed as a system in which participants seek to attain both individual and group goals. Dale Yoder – The Management of human resources is viewed as a system in which participants seek to attain both individual and group goals. Flippo – HRM is the Planning, organizing, directing and controlling of the procurement, development,compensation, integration, maintenance and reproduction of human resources to the end that individual, organizational and societal objectives are accomplished. Flippo – HRM is the Planning, organizing, directing and controlling of the procurement, development,compensation, integration, maintenance and reproduction of human resources to the end that individual, organizational and societal objectives are accomplished.

4 Concepts of HRM:- Employment Employment Selection and training Selection and training Employee services Employee services Wages Wages Industrial relations Industrial relations Health and safety & Health and safety & Education Education

5 Functions of personnel Mgt:- Operative functions Procurement Procurement Development Development Compensation Compensation Maintaining Maintaining Managerial functions Planning Organizing Co-ordination Directing Motivating Controlling

6 Human Resource Development:- HRD is the process by which the employees of an organization are helped in a continuous and planned way to develop their capabilities. HRD is the process by which the employees of an organization are helped in a continuous and planned way to develop their capabilities.

7 Difference btw HRM & HRD:- HRM is a routine function. HRM is a routine function. Independent one. Independent one. Exclusive responsibility of personnel dept. Exclusive responsibility of personnel dept. It considers salary, economic rewards, job simplification as important motivators. It considers salary, economic rewards, job simplification as important motivators. HRD is a continuous development function. HRD is a sub-system. Aims at developing the capabilities of all its managers. It considers informal work groups, job enrichment, as main motivators.

8 Basic Functions of Manager:- From the stage of identifying the manpower requirements to the stage of ensuring that the employees contribute to the corporate goals, the personnel manager has to look after all the functions. From the stage of identifying the manpower requirements to the stage of ensuring that the employees contribute to the corporate goals, the personnel manager has to look after all the functions. In this process of job analysis, job description and job specification assist the personnel manager at every stage. In this process of job analysis, job description and job specification assist the personnel manager at every stage.

9 Manpower planning:- Definition:- Manpower planning is defined as a rational method of assessing the requirements of human resources at different levels in the organization. It ends with proposals for recruitment, retention, or even dismissed.

10 Recruitment:- Recruitment is often called a positive function because the applications are invited as this stage for further scrutiny and short listing. Recruitment is often called a positive function because the applications are invited as this stage for further scrutiny and short listing. Sources of recruitment include: internet, execuite search agencies (head-hunters), advertisements in the media including TV and radio, employment exchanges, university and college campuses, technical and trade journals…. Sources of recruitment include: internet, execuite search agencies (head-hunters), advertisements in the media including TV and radio, employment exchanges, university and college campuses, technical and trade journals….

11 Selection:- The process of identifying the most suitable persons for the organization is called selection. The process of identifying the most suitable persons for the organization is called selection. Selection is called a negative function because at this stage the applications are screened and short listed on the basis of the selection criteria. Selection is called a negative function because at this stage the applications are screened and short listed on the basis of the selection criteria.

12 Stages in selection process:- Initial screening/ short listing Initial screening/ short listing Comprehensive application/ bio data screening Comprehensive application/ bio data screening Aptitude or written tests Aptitude or written tests Group discussion Group discussion Personal interview Personal interview Medical examination Medical examination Employment offer Employment offer

13 Training and Development:- Training and development are essential for achieving organizational goals. Training and development are essential for achieving organizational goals. Development is an activity aimed at career growth rather than immediate performance Development is an activity aimed at career growth rather than immediate performance Training methods:- 2 types Training methods:- 2 types 1. On the job training 2. Off the job training

14 On the job training:- Learning by physically doing the work Job instruction training Job instruction training Experiential training Experiential training Demonstration Demonstration Apprentice training Apprentice training

15 Off the job training:- Provide a relatively broad idea relating to a given job or task. Lectures/tasks and class room instructions Lectures/tasks and class room instructions Conferences Conferences Seminars Seminars Team discussions Team discussions Case study Case study Role-playing Role-playing Programmed instructions Programmed instructions Simulation exercises Simulation exercises Group decision making Group decision making

16 Placement:- After training, the employee is placed in position under the charge of manager. The new recruit is allowed to exercise full authority and is held responsible for the results. After training, the employee is placed in position under the charge of manager. The new recruit is allowed to exercise full authority and is held responsible for the results.

17 Wage and Salary Administration:- Wage and salary administration is the process of fixing wage/ salary for different jobs in the organization through job evaluation, negotiations with the unions. Wage and salary administration is the process of fixing wage/ salary for different jobs in the organization through job evaluation, negotiations with the unions.

18 Promotion, Transfer, Separation:- Promotion:-refers to the advancement of an employee to a job with a higher authority and responsibility. Transfer:-moves an individual employee from one position to another. Separation:-refers to termination of employment. The employee is separated from his job.

19 Performance appraisal:- Definition:- is the process of measuring and evaluating the performance or accomplishments including individual behavior, of an employee on the job front for a given period. Who will appraise: Who will appraise: supervisors, peers, subordinates, managers by themselves, users of services, consultants. supervisors, peers, subordinates, managers by themselves, users of services, consultants.

20 Grievance Handling:- Grievance is any dissatisfaction or feeling of injustice in connection with ones employment situation that is brought to the attention of management. Grievance is any dissatisfaction or feeling of injustice in connection with ones employment situation that is brought to the attention of management. A grievance is traceable to perceived non- fulfillment of one expectations from the organization. A grievance is traceable to perceived non- fulfillment of one expectations from the organization.

21 Welfare Administration:- The payment of wages act,1936 The payment of wages act,1936 The minimum wages act, 1948 The minimum wages act, 1948 The workmens compensation act, 1923 The workmens compensation act, 1923 The employee state insurance act,1948 The employee state insurance act,1948 The employee provident fund act,1952 The employee provident fund act,1952

22 Job evaluation:- Definition:-Is the technique of assessing systematically the relative worth of each job. Methods of Job evaluation:-2 types 1. Non-quantitative methods Ranking method Ranking method Job classification or Grading method Job classification or Grading method 2. Quantitative methods points rating method points rating method Factors comparison method Factors comparison method

23 Merit rating:- Is the process of evaluating the relative merit of the person on a given job. Is the process of evaluating the relative merit of the person on a given job.Objectives:- To determine salary increments To determine salary increments Decide who has to be transferred, promoted, or demoted. Decide who has to be transferred, promoted, or demoted. To enhance employee morale. To enhance employee morale. To guide and monitor the performance of those who are lagging behind To guide and monitor the performance of those who are lagging behind

24 Methods of Merit Rating Ranking method Ranking method Paired comparison method Paired comparison method Rating scale Rating scale Forced distribution method Forced distribution method Narrative or essay method Narrative or essay method Management by objectives (MBO) Management by objectives (MBO)


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