HUMEN RESOURCE MANAGEMENT
1. It is the art of procuring, developing and maintaining competent workforce to achieve the goals of the organization in an effective and efficient manner.¢ Human resource management is the process of bringing people and organization so that the goals of each are met. It tries to secure the best from the people by winning their co operation.
MEANING AND DEFINITION
2. Pervasive force Action oriented Individually orientedCompreh Peo ensi ple ve oriefunct Nature of nted ion human resource management FutInter uredisci orieplina nte ry dfunct Continuous Auxiliary service Development ion function oriented
3. People oriented: HRM is all about people at work. It tries to co- ordinate the individual as well as group activities towards attainment of organizational goal. The profits generated through the means of human resource are returned to the employees in form of reward to future motivate them to deliver effective performance.¢ Individually oriented : it not only focuses on enhancement of organization but also pays attention towards individual development through the means of training and development.¢ Action oriented : it is action oriented as it is proactive in nature and focuses on solving existing problems of the employees through implementation of existing HR policies framed to safeguard the employees interest.¢ Pervasive force : HRM is pervasive in nature that means human resource is spread through out the organization. As enterprise or organization is composed existing human asset in the organization.
NATURE OF HRM¢
4. Auxiliary services: apart from performing HR functions HRM also plays role of special advisor in helping other department in accomplishment of their activities.¢ Comprehensive function: HRM covers all the aspects of organization, from levels off management, human relations, utilization of human resource etc¢ Integrating mechanism: it tries to build and maintain cordial relations between people working at different levels in the organization.¢ Development oriented : it focuses on employee development in the organization as it motivates the employees to perform better through the means of timely reward and incentives and also provides required training and development which helps the employees to be flexible in terms of coping up with the changes around.¢ Future oriented : it helps organization to meet its goal in future by providing competent and well motivated employees.¢
5. Personnel aspect Welfare Industrialaspect relations aspect
6. personnel aspect : it is concerned with man power planning, recruitment, selection, placement, training
SCOPE OF HRM¢ & Industrial relation aspect : this covers union management relationship, joint consultations, collective bargaining, settlement of disputes etc.¢ Welfare aspect :it deals with the working conditions, housing, transport, medical assistance, education health etc.¢development, remuneration, productivity etc.
7. Be ethically and socially responsive to the needs of the society.¢ Communicate HR policies to employees in organization.¢ develop and maintain quality of work life.¢ It focuses on increasing level of job satisfaction among the employees and help employees in attaining self actualization.¢ To provide organization with well trained and motivated employees.¢ To efficiently employ present skill and workforce in the organization. http://www.facebook.com/mr.fortyseven¢ Help organization towards its goal attainment
OBJECTIVES OF HRM
8. Attract and retain employees Train people for challenging roles Develop skill and competencies Promote team spiritImportance of Develop loyalty and commitment HRM Increase productivity and profits Improve job satisfaction Enhance standard of living Generate employment opportunities
9. Goodwill concept: it focused on welfare aspect of employees they concentrated on providing the facilities such as safety, lunch room and other basic infrastructure facilities required to enhance employees performance.¢ Factor of production concept: labor is like any other factor of production that is money, material, land etc workers are like machine tools . So they only focused on getting work done from human resource in organization.¢ Commodity concept: in the early years human resource was regarded as the commodity to be bought and sold. Wages were based on demand and supply. It was more of profit centric then human centric approach that was followed in the early years.
EVOLUTION OF HRM
10. Emerging concept : decentralized concept of decision making came into picture. Companies are becoming more of employee centric as welfare of employee is main focus of companies. Organization believe in profit sharing with the employees as it increases sense of belongingness among the employees in the organization.¢ Human resource concept: it treats employees as valuable assets of organization. Conscious efforts were done to realize organizational goals by satisfying needs and aspirations of employees.¢ Humanitarian concept: this concept gave importance on fulfilling and improving productivity, physical, social and psychological needs of workers. It viewed organization as a social system that has both economic and social dimension.¢ Paternalistic concept: management must be protective assume a fatherly and protective attitude towards employees. It focuses on satisfying various needs of the employees as parents meet the requirements of children.¢
11. Points of Personnel function Human resourcedistinction management1. Orientation Maintenance oriented Development oriented2. Structure Independent function Interdependent parts3. Philosophy Reactive function responding to Proactive function , events prefers taking action in advance http://www.facebook.com/mr.fortyseven4. responsibility Responsibility of personnel Responsibility of all department managers in organization Effective utilization of5. Outcomes Improved performance as result human resource leads to of improved satisfaction improved satisfaction it tries to develop the6. AIMS Tries to improve the efficiency of whole organization. people and administration
12. HRM in small scale unit : manager Production Sales Office accountant manager manager manager Personnel assistant
ORGANIZATION OF HRM
13. HRM in large scale unit : Managing director Director Director Director Director Directorproductio finance HRM marketing R¢&D n
14. HR department is composed of personnel manager, administration manager, HRD manager, industrial relation manager etc.¢ As there is huge workforce present in organization separate HR department is required to monitor and control the activities of human resource in companies.¢ LSU have separate HR department for handling HR activities in organization. As process of recruitment is continuous in organization.¢ SSU prefer hiring HR services from outside firms as it is reasonable for organization.¢ SSU do not require division of department as per functions as number of operations and human resources to be handled in organization are limited.¢ Division of organization into department depends upon the size of organization.¢
15. Controlling : it comprises of measuring the employees performance providing them feedback on their performance weaving path for their further development.¢ Directing : it involves supervising and guiding the personnel. Personnel manager must be an effective leader who can create winning teams taking into consideration the expectation of employees at different level.¢ Organizing : is concerned with proper grouping of personnel activities, assigning different group of activities to different individuals and delegation of authority.¢ Planning : personnel manager is expected to determine the personnel programme regarding recruitment, selection and training of employees. http://www.facebook.com/mr.fortyseven
MANAGERIAL FUNCTIONS :¢FUNCTIONS OF HRM
16. OPERATIVE FUNCTIONS :Procurement function Development1. Job analysis 1.Training2. Human resource planning 2. Executive development3. Recruitment 3. Career planning and4. Selection development http://www.facebook.com/mr.fortyseven5. Placement 4. Human resource development6. Induction orientation7. Internal mobilityMotivation and Maintenancecompensation 1. health and safety1. Job design 2. Employee welfare2. Work scheduling 3. Social security measures3. Motivation4. Job evaluation5. Performance appraisal6. Compensation administration¢
17. Induction and orientation : is the process through which new employees get an overview about the company( policies, rules, regulations etc.¢ Placement : is the process of placing right candidate for right job.¢ Selection : is process of making comparison between the skills required for job and asses weather the candidate possess the same abilities in him required to perform by job.¢ Recruitment : process of searching for efficient employees and stimulating them to apply for jobs.¢ Human resource planning: it focuses on providing adequate qualified human resource at time who ensure delivering effective performance towards organization. http://www.facebook.com/mr.fortyseven¢ Job analysis : it is the process of collecting the in formation relating to the operations and responsibilities pertaining to specific job.¢
18. Human resource development: it aims at development of total organization. It creates working environment where employees are required to update their knowledge at regular interval of time to attain organization as well as individual goals.¢ Career planning and development: it is concerned with the task of planning employees career plans by the means of education, training etc.¢ Executive development: process of developing managerial skills and capabilities through appropriate programs.¢ Training : is a continuous process by which employees learn skills, knowledge to achieve further individual as well as organizational goals. http://www.facebook.com/mr.fortyseven¢ Development:¢ Internal mobility : the movement of employees within the organization through the means of transfer, promotion.¢
19. Integration function Emerging issues1. Grievance redressal 1.Personal records2. Discipline 2. Human resource audit3. Teams and teamwork 3. Human resource research4. Collective bargaining 4. Human resource http://www.facebook.com/mr.fortyseven5. Employee participation accounting and empowerment 5. Human resource6. Trade unions and information employees association system7. Industrial relation 6. Stress and counseling 7. International human resource management
20. Performance appraisal: refers to evaluating performance of employee at regular interval to provide feedback to employees on their performance.¢ Job evaluation : it refers to evaluating the value of job so as to fix proper wages to respective jobs performed by the employees.¢ Motivation : is process of winning employees cooperation towards delivering efficient performance by properly administered rewards foe effective and qualitative performance.¢ Work scheduling: it is an attempt to structure the activities incorporating physical, psychological and behavioral aspects of work. http://www.facebook.com/mr.fortyseven¢ Job design : organizing task and responsibilities for making the work flow productive in the organization.¢ Motivation and compensation:¢
21. Social security measures: these are security provided to employees in addition to fringe benefits. workmens compensation act.¢ Employee welfare : includes amenities and facilities offered to within or outside the establishment for their physical, psychological and social well being.¢ Health and safety: it ensures that the employees in the organization are protected from physical hazards, unhealthy conditions and unsafe act of personnel.¢ Maintenance: http://www.facebook.com/mr.fortyseven¢ Compensation administration: is the process of dividing how much an employee should be paid. Main motto of compensation is to ensure effective pay plan which can attract new employees and retain present employees in the organization.¢
22. Collective bargaining: it take place in organization to get collective consent of management as well as employees on certain terms and conditions. Agreement is mostly based on issues related to wages, hours of work, promotion etc.¢ Team and team work: it focuses creating teams, groups in the organization and coordinate their activities towards organization task accomplishment.¢ Discipline : it abides the employees to follow rules and regulation set by organization to monitor and control the activities of workforce.¢ Grievance redressal : it is concern with addressing problems related to wages, hours or condition and of employment. It focuses on sorting issues between trade union and management.¢ Integration function:¢
23. Trade unions and employees association: it is an http://www.facebook.com/mr.for¢ Employee participation and empowerment: refers decentralized system of decision making in the organization. It enhances employees performance as employees get feeling of belonging towards organization.¢ Personal records : refers to maintaining records of various events that take place in organization. Maintained data will serve as reference for future use.¢ Emerging issues:¢ Industrial relations : it main object is to maintain harmony between employees and management.¢tyseven association of employees or employers. It is permanent body working in the organization to protect interest of employees in company.
24. International human resource management: it give an brief overview¢ Human resource information system: it is designed to maintain HR information as serves as reference to top management to obtain employee detail.¢ Human resource accounting: measurement of cost and value of human resource to the organization.¢ Human resource research: evaluating the effectiveness of existing HR policies. http://www.facebook.com/mr.fortyseven¢ Human resource audit: refers to examination and evaluation of policies, procedures and practices to determine the effectiveness of HRM in company.¢
25. Imposed policies :formed under the pressure from external agencies such as government, trade associations and unions.¢ Appealed policies : these are types of policies framed depending upon the demand of situation and are also framed as existing policies are unable to provide solution for the same.¢ Originated policies : these are the policies framed by the top management to guide and control executive thinking at various levels of management.¢ Types of personnel policies : http://www.facebook.com/mr.fortyseven¢ personal policies guide actions. They offer general standards or parameters which serves as road map for the managers in the process of decision making.
¢POLICIES¢
26. Written or implied policies : implied policies are inferred from the behavior of members( dress code), written policies spell out the managerial thinking on papers so that there is very little room for loose interpretation.¢ Specific policies :they cover specific issues such as hiring, rewarding and bargaining. These should be in line with the basic frame work offered by general policies. http://www.facebook.com/mr.fortyseven¢ General policies : reflect the basic philosophy and priorities of the top management in formulating the broad plan for mapping out the organizations growth chart.¢
27. DISADVANTAGES.
Delegation 1. Reluctant in following2. Uniformity policy 2. Leads to conflict3. Better control 3. Requires constant revision 4. Standards of efficiency , modification and5. Confidence restructuring6. Speedy decisions 4. Difficult to communicate7. Coordinating devices 5. Managers take undue advantage
28. Standards of efficiency : standards serve in execution of work. They enable the management to see if they have been translated into actions by various group in the organization.¢ Better control : as policy framed in organization should be uniformly implemented it acts as monitor or standard in controlling the performance of employees in organization.¢ Uniformity : they try bringing in consistency in terms of performance among the employees in organization and employees are treated equally in terms of human dignity in organization.¢ Delegation : they help managers operating at different levels to act with confidence without the need for consulting superiors every time.
ADVANTAGES¢
29. policies will be framed in organization during stable conditions as to which it will not do well during unstable condition ( strike )¢ Policies may lead to conflict in organization as policies framed in organization may be favorable to some employees in organization as cost of other employees. E.g. promotion on basis of seniority.¢ Managers are reluctant in following the policy as they restrict the powers of managers in organization.¢ DISADVANTAGES¢ Coordinating devices : personal policies help in achieving coordination. If organization members are guided by the same policies, they can predict more accurately the actions and decisions of others.¢ Confidence : policies make the employees aware of where they stand in the organization. They reduce chance of misinterpretation.¢
30. Programmes are set of goals, policies, procedures, rules that are necessary to carry out given course of action.¢ Procedures are called as action guidelines which are derived from policies. Policies give broader perspective on contrary procedure show a sequence of required actions within that area.¢
31. Educational skills : HR manager should posses learning and teaching s¢ Intelligence : it includes skills to communicate, moderate, understand, command and tact in dealing with people intelligently.¢ Personal attributes
¢QUALITIES OF HR MANAGER
Experience and training : experience is one of the important quality for HR manager as past experience serve as reference for present decision making. Training is necessary for HR manager as it will enhance his interpersonal communication which will help manager to easily communicate policies of management to employees.¢ Executing skills : HR manager is required to execute management regarding personal issues with accuracy and objective. He should be able to set standard for performance while coordinating and controlling the activities of employees.¢ Discriminating skills : HR manager should have the intelligence to discriminate between right and wrong, merit and demerit etc.¢kills as he has to learn and teach the employees about the organizational growth.
32. Dynamism and flexibility¢ Transparency¢ Loyalty¢ Change mastery : HR manager should be able to influence others and guide changes in the organization.¢ Business mastery : HR manager is required to know the business of their organization for which he is required to have knowledge of all the process carried on in the organization.¢ Professional attitudes : some of the professional attitudes to be possessed by HR manager are understanding, ability to listen to people this will help in maintaining friendly relationship among the employees in organization.¢
33. Legal consultant champion§Employee§Welfare officer §Mediator§Counsellor §Coordinator§House keeper §Advisor motivator§ strategic expert developer, partner§Trainer §Administrative §Change agent§Recruiter §Policy maker
§ROLES OF HR MANAGER
Administrative Operational Strategic role.
34. House keeper: HR manager is know as house keeper as he is in charge of maintaining all the HR related records of organization and ensure effective utilization of available resources in organization.¢ Advisor: HR managers acts as advisor for various departments. He guides departments on preparation of reports, providing information regarding labor laws etc.¢ Administrative expert : refers to HR manager is required to maintain database about the employees relating to their pay scale, position held by employee in organization, details about the facilities provided to employees in organization.¢ Policy maker: HR manager helps management in formulation that governs the human resource in the organization that is policies relating to talent acquisition, employee retention, medical facilities etc.¢ Administrative roles¢
35. HR manager is vested with the responsibility of hiring efficient employees for organization and should be able to provide effective career opportunities for employees in company.¢ Operational roles:¢ Legal consultant: HR manager plays the role of grievance handling, settling of disputes, enable the process of joint consultation etc.¢ Welfare officer: as welfare officer it is the duty of the HR manager to address to quires of employees and try to fulfill their basic expectation from organization.E.g ( infrastructure facilities)¢ Counsellor: HR manager discusses various problems of employees relating to work, career, health, family and advices them on minimizing and overcoming problems.¢
36. Employee champion: changing face of business has also led to changes in role of HR manager. He is not only required to perform the basic functions of HRM but also try to attract and retain employees by regular up gradation of HR practices and making job profile which give scope for career development of employees.¢ Mediator : HR manager acts as mediator in situation of conflict between employees, employer and employees, trade union and management in companies.¢ Coordinator : HR manager should try to build cordial relation between different department in company through the means of enhancing personal relation and ensure smooth flow of information among departments.¢ Trainer developer, motivator: HR manager are required to design effective training program for employees to increase their level of flexibility to adjust to changes and motivate employees through attractive wage policy to retain potential employees in company.¢
37. Strategic partner: HR manager should be able to build an effective workforce that must deliver efficient performance catering to the needs of consumers or potential customers.¢ Change agent: HR manager is required to update employees at regular interval of time, it creates flexibility among the employees to adjust to changes. He is held with the responsibility of taking initiative that focus on creating high performance teams, reducing cycle time for innovation.¢ Strategic roles:¢
38. Composition of workforce : workforce composition refers to ratio of male and female emp¢ Size of work force : increased demand for efficient workforce and continuous expansion of business has increased the size of workforce in organization throwing up additional challenges for HR manager to satisfy the needs of diversified workforce such as better pay, working conditions etc.¢FACTORS INFLUENCING HRM Changes in technology : increased automation, modernization and computerization have changed the way the traditional jobs are handled. To update employees with latest information HR manger is required to provide continuous T¢ Employee expectation : employees in present corporate world are much more composed which proves to be strength to employees to bargain for their rights. Current scenario employees expectation are not only confined to increase in salary but they also focus on their career advancement.¢loyees working in organization. Demand for equal pay for equal work, putting end to gender inequality has become one of the major challenge for HR manager. & Environmental challenges :it refers to various external environment that is demographic, legal, political environment and their influence on companies and worforce present in market .
39. Recruitment¢ Productivity : it is the responsibility of HR manager to generate qualitative output with minimum resources available for accomplishment of given task.¢ Career opportunities: personal growth and self development is on of the major aspect which employees focus on. It becomes a challenging task for HR manager to restructure nature of job at regular interval to make task interesting for employees. http://www.facebook.com/mr.fortyseven¢ Job redesign : refers to making the job flexible, job sharing and alternative work arrangements.¢ Personnel functions in future:¢ & Rewards : in present scenario employees rewards will be tied to their performance leading to increase in competition at workplace.¢ Training and development : as increased flexibility in environment makes present technology obsolete it is important for employees to update their knowledge to match with changing pace of technological and process advancement in corporate world.¢selection : effective selection devices should be used which helps organization to hire efficient employees who have ability to match skills required by job.
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