Fundamental Principles of Human Resource Management UNIT 1

Human Resource Management Human Resources : It comprises of the total skills, knowledge, creative ability, aptitude of the work force as well as the attitudes, values, beliefs of individuals involved Management: The art of getting things done through people, it includes the functions of planning, organizing, directing and controlling the resources in an organization. Human Resource Management : HRM is managig(planning, organising, directing and controlling)the functions of Employing, Developing and Compensating Human Resources to achieve organisational and individual goals

Objectives of HRM: Personal Functional Organizational Societal

…..cont. Societal:- to be ethically and socially responsible, ensure that the organization contributes back to society through CSR and Corporate Governance Organizational:- maintain inter department relations, ensure organizational effectiveness, handle the trade unions and maintain industrial peace. Functional:- Ensure there is the right person for the job, provide function specific training, evaluate the performance of the department Personal:- assist employees in achieving their personal goals, provide a career path.

Functions:- Managerial Functions Planning:- It is the determination of personnel programmes and changes that will contribute to the organisational goals, it involves planning of Human Resources, requirements, recruitment, selection, training,etc Organising:- It is essential to carry out the determined course of action, it establishes relationships among the employees so that they can collectively contribute to the attainment of company goals

…contd - Directing:-it deals with motivating, commanding, leading and activating people - Controlling:- It involves checking, verifying and comparing the actuals with the plans, identification of deviations and correcting identified deviations

2. Operative Functions Employment :-Job Analysis, Human Resource Planning, Recruitment, Selection Human Resource Development:- Training, Performance Appraisal, Career Planning Compensation:- Job Evaluation, Wage and Salary Administration, Incentive,Bonus Human Relations:- Discipline, Industrial Peace and democracy

Evolution Of HRM Personnel Administration Personnel Management Human Resource Management Human Capital Management 18th Century 19th Century End of 19th Century 21st Century

Difference Between Personnel Management and Human resource Management Particular PM HRM Nature Administrative Wider Scope Structure Functions Independently Aligned with Organization Approach Pluralist Unitarist Power Distribution Centralized Decentralized Leadership Style Transactional Transformational Communication Indirect Direct Conflict Handling Manage Temporary Issues Find out root cause

Challenges of HR Manager Employee Retention Work Life balance problems Recruiting the “Right Person for the Right Job” Trade unions Maintain a balance between Employees and Management Managing a Diverse Work Force Employee Engagement Activities Change Management Conflict Management Succession Planning

….contd Developing work ethics Managing fast changing technological trends Training and Development Aligning the HR department with the Strategic Goals of the Company

HR Policy A set of proposals and actions that act as a reference point for managers in their dealings with employees. They furnish the general standards or basis on which decisions are reached.

Format Company’s Name: Policy Name: Prepared By: Approved By: Objectives: Contents of Policy:-