1. HUMAN RESOURCES IMPLICATIONS OF ORGANIZATIONAL BEHAVIOUR
Chapter 13 :
HUMAN RESOURCES IMPLICATIONS OF ORGANIZATIONAL BEHAVIOUR

2. CONTENT:
RELATIONSHIP BETWEEN ORGANIZATIONAL BEHAVIOUR AND HUMAN RESOURCE MANAGEMENT
SYSTEM APPROACH TO HUMAN RESOURCE MANAGEMENT

3. RELATIONSHIP BETWEEN ORGANIZATIONAL BEHAVIOUR AND HUMAN RESOURCE MANAGEMENT

4. Organizational Behaviour is a field of study that investigates on individuals, groups and structures impact behaviour in organizations.
The knowledge of OB can be applied back in organization as we try to EXPLAIN,CLARIFY and CONTROL the behaviours that happen within an organization as envidenced in the case.
The interaction between the manager, subordinates, there was direct applications of OB.

5. OB concept readily applicable is the field of (HRM)
Issues that involved the HR Department will fall under the jurisdiction of the department and director.
OB concept readily applicable is the field of (HRM)
The are different (HRM) practices :
- Recuitment and Selection
- Training and Development
- Performance Management
- Compensation and Benefits
- Employee / Industrial Relations
- Organizational Safety Health
- International Human Resource Management (HRM)
OB and HRM interwine in many business or management program, would schedule OB prerequisite for the HRM course.

6. HUMAN RESOURCE MANAGEMENT

7. Human resource management involves the development and implementation of system in an organization designed to attract, develop and retain a high performing workforce.
Main object of HRM are to help the organization actualize its goals by making them work effectively and efficiently.

8. Objectives of HRM NO. Objective of HRM 1.
To help the organizational reach its goals 2.
To utilize knowledge, skills and abilities (KSA) of its employees efficiently. 3.
To motivate and train its employees for personal and organizational growth 4.
To enhance employee job satisfaction and self-actualization. 5.
Ensure quality of work life (QWL) 6.
To inculcate the values of individual and corporate social responsibilities.

9. SYSTEMS APPROACH TO HUMAN RESOURCES MANAGEMENT (HRM)

10. System is defined as a set of interrelated elements or part working together to achieve a common goal.
System approach to HRM ensures that all the element of HRM are interrelated to other subsystem of the organization to achieve the organizational goal.

11. The link between HRM and other organizational subsystem.
Product/ Service Subsystem
HR Subsystems e.g: Recuitment and Selection , Training and Development
Technical Subsystem, e.g : Technology and Equipment
Functional Subsystems, eg: Marketing and Finance

12. Strategic human resource management (SHRM) is a planned human resource management and development approach intended to enable an organization to achieve its goal and gain competitive advantage.
ex: microsoft focuses on cost-based affordable personal computer whereas Apple Incoporation stresses on its technical superiority and usability.
This approach accepted human resource functions as a strategic partner in the formulation and implementation organizational and growth.

14. HRM shares many similarities with OB in terms of history stemming from the industrial revolution to the evolution of management thoughts and theories such as human relation movement and modern management approach.
Much of the principls and practice in HRM are drawn from disciplines adapted into practice.
In some case, HRM also drawn from theories and concepts in OB which then became integrated into the practices.

15. FIN…….
TQ .