Presentation on theme: "HUMAN RESOURCE MANAGEMENT Paper code: 2.23/5.83/3.23"— Presentation transcript:
1HUMAN RESOURCE MANAGEMENT Paper code: 2.23/5.83/3.23 Preeti NigamFaculty, Rai University
2AcknowledgementsThese notes have been prepared from the books written by the following authors:V.S.P RaoSchwind, Das, Werther, Davis
3Unit-I Concepts & Perspectives of HRM; HRM in changing environment, HRM functions, Role of HR Practitioners;HR Policies, Corporate objectives and Human Resource Planning.
4People are Different Heterogeneous Different reactions Educated (New Technology)Motivation level
5DefinitionHuman resource may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner.
6Features Pervasive Force Action Oriented Individually oriented People orientedDevelopment orientedIntegrating mechanismComprehensive FunctionAuxiliary ServiceInter-disciplinary functionContinuous function
7Scope of HRM Personnel aspect Welfare aspect Industrial relations aspect
8Misconceptions Lack of expertise Alienation from the mainstream Fascination with latest fadsLack of respect
9Objectives of HRM To contribute to organizational effectiveness To be efficient and cost effectiveTo be responsive to lager societal concernsTo meet personal needs of its employees
10Objectives of HRM To help the organization reach its goals To employ the skills and abilities of the workforce efficientlyTo provide the organization with well trained and well motivated employeesTo increase to the fullest the employee’s job satisfaction and self-actualizationTo develop and maintain a quality of work lifeTo communicate HR policies to all employeesTo help maintain ethical policies and behavior
11Importance of HRM Enterprise Level Individual Level Society Level Retain best people in the organizationIndividual LevelPromotes team work and spiritExcellent growth opportunitiesWork with diligence and commitmentSociety LevelEmployment opportunitiesScarce talents are put to best use
12New Management Practices Boundary less organizationEmployee empowermentDiminished corporate layersChanged power baseNew Manager a sponsor, a team leaderCommitment building
13Role of HR ManagerChanging from protector and screener to the planner and change agentPlanning and implementing downsizing, restructuring and other cost cutting activities
15History of HRM Industrial Revolution Scientific Management Fragmented and Dull jobs, workers did portion of the job, workers were glorified machine tools, interests of workers not protectedScientific ManagementTaylor advocated, work is broken down into smallest mechanical elements and rearranging them into efficient combination. Individuals should be matched physically and mentally to the requirements of the task. Piece rate system.
16History of HRM Trade Unionism Human Relations Movement Collective bargaining, unfair labor practices, grievance handling, disciplinary procedures, pay and benefitsHuman Relations MovementHawthorne experiments by Elton Mayo demonstrated that employee productivity was affected not only by the way the job was designed and employee economically rewarded but also by certain social and psychological factors. Includes supervisory training programs, strengthen bonds between labor and management and counseling programs
17History of HRM Human Resources Approach Pet Milk theory that happy workers are productive workers or happy cows give more milk was rejected. Workers are unique with their own needs and motivation levels. This Approach assumes that job is the primary source of satisfaction and motivation to the employees. Emphasis on individual involvement in the decisions made in the organization.
18Human Resources Approach People do not dislike work if they have helped establish objectivesTheory Y- Most people can exercise a great deal more self-direction, self-control and creativity than are required in their current jobsManager’s job is to use untapped human potentialManager should create a healthy, safe and convenient environmentManager should provide self-direction to the subordinatesExpanding subordinates influenceWork satisfaction
19Terminology Management HRM Empowerment HRD Job Analysis Employee Development
22Economic and Societal Challenges Economic ChallengesGlobal Trade ChallengeChallenge of Productivity ImprovementTechnological ChallengesComputerizationAutomationDemographic ChallengesIncreasing number of women in the workforceShift from Primary to Service jobsEducational attainment of workersEmployment of older workersMore part time workersUnemploymentCultural ChallengesProfessional Challenges
23Steps in Dealing with Environmental Challenges Monitor the environmentEvaluate the impactTake proactive measuresObtain and analyze feedback
26Functions of Personnel Management Managerial FunctionsPlanningOrganizingDirectingControllingOperative FunctionsEmploymentJob AnalysisHR PlanningRecruitmentSelectionPlacementInduction and Orientation
27Functions of Personnel Management Human Resource DevelopmentPerformance AppraisalTrainingManagement DevelopmentCareer Planning and DevelopmentOrganization DevelopmentCompensationJob EvaluationWage and salary administrationIncentivesBonusFringe benefitsSocial security measures
28Functions of Personnel Management Human relationsEffectiveness of Human resource ManagementOrganization healthHuman resource auditing, audit and research
29Personnel PolicyBrewster and Richbell defined Personnel policies as “a set of proposals and actions that act as a reference point for managers in their dealings with employees. Personnel policies constitute guides to action. They furnish the general standards or bases on which decisions are reached. Their genesis lies in an organization's values, philosophy, concepts and principles”.E.g. equal employment opportunity to minorities
30ProceduresProcedures are action guidelines. They are derived from policies.
31Advantages of Personnel Policies DelegationUniformityBetter controlStandards of efficiencyConfidenceSpeedy decisionsCoordinating devices
32Obstacles in Administering Personnel Policies Reluctant managersConflicts in policy specially employmentDifficult to review and updateFreedom to managers dangerous
33Characteristics of Personnel Policy Related to objectivesEasy to understandPreciseStable and flexibleBased on factsAppropriate numberJust, fair and equitableReasonableReview
34Coverage of Personnel Policies- Michael Armstrong Social responsibilityEquityConsiderationQuality of Work LifeEmployment policiesPromotion policiesDevelopment policiesRelations policies
35Line and Staff Relationships Line Relationships exists between superior and subordinate. Line refers to those positions of an organization which have responsibility, authority and are accountable for accomplishment of primary objectives.
36Line and Staff Relationships When positions are created to secure advice, guidance, information, help or assistance, counseling etc. in the process of attaining organizational goalsStaff authority is advisory. A staff manager helps serve, investigate, plan, solve special problems, supports line effort, provides ideas and has special expertise.
37Personnel Management- Line or Staff The personnel management is a line management responsibility but a staff function. Personnel managers perform the various functions of personnel management viz. employment, training, development, wage and salary administration, motivation, grievance redressal, workers’ participation in management, collective bargaining etc.Also personnel managers perform certain staff functions relating to management of personnel like advising, assisting, guiding, suggesting, counseling and providing information to line managers.
38Human Resource Planning The process of getting the right number of qualified people into the right job at the right time.
39Objectives Forecast personnel requirements Cope with changes Use existing manpower productivelyPromote employees in a systematic manner
40Benefits Reservoir of Talent Prepare people for future Expand or contractCut costsSuccession Planning
41HRM at Different Levels National levelSectoral LevelIndustry LevelUnit levelDepartmental levelJob Level
42The Process Of HRP Forecasting the demand for Human resources Preparing Manpower InventoryDetermining Manpower GapsFormulating Manpower Plans
43Human Resource Planning (cont’d) Small Business and HR Planning IssuesAttracting and retaining qualified outsidersManagement succession between generations of ownersEvolution of HR activities as business growsFamily relationships and HR policies
46Benefits of HR Planning Better view of the HR dimensions of business decisionsLower HR costs through better HR management.More timely recruitment for anticipate HR needsMore inclusion of protected groups through planned increases in workforce diversity.Better development of managerial talent
47Responsibility for HRP Prof. Geisler outlined the responsibilities-Assist and counsel operating managers to plan and set objectivesCollect and summarize manpower data keeping long run objectives and organizational interests in mindMonitor and measure performance against the plan and keep top management informedProvide proper research base for effective manpower and organizational planning
49Indian Organizations Inadequate records Improper retrieval systems Non-computerized personnel informationCurrent technologies and knowledge not put to use optimallyChanges in labor marketDifficulties in forecasting resignations, deaths, turnovers etc.
50Guidelines Objectives Top Management Support Manpower Inventory Human Resource Information SystemCoordination
51Suggested Readings:Dessler, Gary, Human Resource Management, Pearson Education Asia, New Delhi.Rao, V.S.P., Human Resource Management-Text & Cases, Excel Books, New Delhi.Ramaswamy, E; Managing Human Resources, Oxford University Press, New DelhiIrancevich, John, Human Resource Management, Irwin/McGraw Hill.Casio, Wayne F; Managing Human Resources, McGraw Hill Inc.Subba Rao, P; Essentials of Human Resource Management & Industrial Relations, Text, Cases & Games, Mimbai, Himalaya Publishing House.Mondy R.W; Noe, R.M., Premeaux, S.r. and Mondy J.B; Human Resource Management, Prentice Hall Inc.Saiyodain, Human Resource Management, TMH, N.Delhi.Aswthappa, Human Resource Management, TMH, N.Delhi.