Intro to HUMAN RESOURCE MANAGEMENT
Objectives What is HRM? Its need / importance Its scope / functions Its evolution Diverse HR Practices in India
What is Management The creation of a technical & human environment that supports optimum utilisation of resources and competencies for achieving organisational goals.
What is Human Resource Management The people’s dimension of management The management function which aims at ensuring the availability of a competent & committed workforce i.e the right people at the right place & time. It helps recruit, select, train & develop members for an organisation.
Definition of HRM Edwin Flippo : HRM is the : Planning, organising , directing & controlling the Procurement, development, compensation, integration , maintenance and separation of human resources to meet Individual, organisational and social objectives.
The Scope : An overview Competence building HR Planning Managing corporate Culture Recruitment & Selection Leadership & Teambuilding Compensation / remuneration / Wages & Salary admn. Performance Management
The Functions HR Planning Job Anaysis & Design Recruitment & Selection Induction & Placement Training & Development Performance Appraisal Job Evalutation Remuneration Communication Negotiation with Trade Unions Industrial Relations Motivation Welfare Safety Health Employee Procurement Employee Development, motivation & maintenance
Functions of HR MANAGERIAL FUNCTIONS Planning Organising Directing Controlling OPERATIVE FUNCTIONS Staffing Development Compensation Motivation Maintenance Integration
Operative functions of HR Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility STAFFING Competency profiling, Training and development, Performance & potential management, Career management, 360 degree feedback DEVELOPMENT Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits COMPENSATION & MOTIVATION
Operative functions of HR (contd.) Health, Safety, Welfare, Social security MAINTENANCE Employment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining INTEGRATION
The 4 aspects of HRM Personnel aspect – Recruitment, Selection, Transfer, Promotion etc. Development aspect – Training, areer Planning, quality of work life , employee participation schemes. Welfare aspect – Housing, Lunch room, Health and Safety, Transport, education etc. Industrial relations aspect – Union Management relations, Negotiation, Grievance handling etc.
Evolution of HRM Influenced by : Taylor’s Scientific management Hawthorne Studies Behavioural School (Maslow, Herzberg, Mc.Gregor) IT sector boom Upto 1930’s : Personnel Mgt. Contemporary : HRM , HRD, HCM India : Pioneered by Udai Pareek & T.V Rao Early adopters : BHEL , SBI, SAIL, ONGC
Personnel Mgt. Vs. HRM Is it simply the old wine in a new bottle? No… its different in philosophy, scope & orientation.
The diff. Parameter PM HRM The Employee tool asset Aims organisational uppermost ind, org & societal Employment carefully dilineated aim to go beyond Contract written contract contract Rules V. Imp. Clear rules Impatience with rules Guide to Procedure Business needs Managerial Action Managerial Monitoring Nurturing Task
The diff. Parameter PM HRM Key Relations Labour – Mgt Customer Speed of Decisions Slow Fast Communication Indirect Direct Employee selection Separate task Integrated key task Basis of Payment Job evaluation Performance Job Categories Many A few Job Design Division of labour Team work
Diverse HR Practices in India Name ….. your dream companies TCS : 30000 software enfineers frm 32 countries Unique system of hiring Develops a strong network with academic inst. Wipro : EXIT intervies Toyota : Suggestion schemes : 2 lakh suggestions p.a i.e 33 per employee / year – 95 % are implemented i.e 5000 improvements per day.
British Airways : employee suggestions have helped cut costs by 4 British Airways : employee suggestions have helped cut costs by 4.5 million puonds HSBC : saved upto Rs. 50 Lac p.a through a single suggestion.
On the negative side : Child Labour Sexual harrasment Exploitation of contract labour Unduly low wages in the unorganised sector Unhealthy working conditions & occupational diseases Bureaucracy & corruption