HRM Function, HRD Concept and Environmental Factors of HRM - Principles of Human Resource Management

HRM Function, HRD Concept and Environmental Factors of HRM - Principles of Human Resource Management

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  HRM function, HRDconcept and Environmental factors of HRM 1
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  Functions of HRM The functions of HRM can be divided into following categories: i. Managerial Functions ii. Operative Functions iii. Advisory functions. 2
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  Managerial Functions The HumanResource Manager is a part of the organizational management. So he must perform the basic managerial functions in relation to his department. i. Planning ii. Organizing iii. Directing iv. Controlling 3
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  Operative Functions  Theoperative functions are those tasks or duties which are specifically entrusted to the human resource or personnel department i. Job Analysis ii. Staffing iii. Training and Development iv. Performance Appraisal v. Career Planning vi. Compensation and benefits vii. Industrial and Labor Relations 4
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  Advisory Functions  Humanresource manager has specialized education and training in managing human resources.  He is an expert in his area and so can give advise on matters relating to human resources of the organization. i. Advised to Top Management ii. Advised to Departmental Heads 5
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  Concept of HRD 6 Human Resource Development is a positive concept. It is based on the belief that an investment in human beings is necessary and will invariably bring in substantial benefits to the organization.  It aims at overall development of the human resource in order to contribute to the well being of the individual, organization and the society at large.
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  Concept of HRD 7 It is rooted in the belief that human beings have the potential to do better.  It places a premium on the dignity and tremendous latent energy of people.  Where balance sheets show people on the debit side, HRD seeks to show them as assets on the credit side.
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  HRD – AHumanistic Concept 8 • People can do better; they can do wonders. • Involve them, trust them, empower them. • Focus on their strengths & help them overcome their weaknesses. • Integrate the needs & aspirations of individuals into the strategic goals of the organization for better results. • Encourage individual initiative.
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  Evolution of theConcept of HRD 9 • The commodity concept – labour to be bought and sold, wages based on demand and supply, no governmental protection to the labour • The factor of production concept – like money, material, land etc. Workers are like tools. • The goodwill concept – welfare measures like safety, lunchroom, first- aid etc. introduced
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  10 • Humanitarian concept– physical, social and psychological needs of the workers are met • The human resource concept – most valuable assets; conscious effort by the organization for their needs and aspirations to be satisfied • The emerging concept – employees must be accepted as partners (decision- making, empowerment); must be provided opportunities for growth & self- fulfillment • Paternalism – management assumes fatherly responsibilities & protective attitude
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  Objectives of HRD 11 1.The capabilities of each employee as an individual 2. The capabilities of each individual in relation to his or her present role 3. The capabilities of each employee in relation to his or her expected future role(s) 4. The dyadic relationship between each employee and his employer. The team spirit and functioning in every unit 5. Collaboration among different units of the organization 6. The organization's overall health and self-renewing capabilities
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  Characteristics of HRD 12 Itis a process by which the employees of an organization are helped to help themselves. 1. HRD is a system with several interdependent parts (procurement, appraisal, development). 2. It is a planned, systematic and continuous process of development. 4. It involves development of competencies at 4 levels – individual, interpersonal, group and organizational levels. 5. HRD is an interdisciplinary concept, borrowing ideas, principles, concepts and practices from psychology, anthropology, political science, sociology, economics etc. 6. HRD improves quality of life by not only giving the employees meaningful and challenging work but also by implementing various employee welfare policies.
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  HRD as aTotal System 13 • Performance appraisal • Potential appraisal • Training & development • Organization development • Career planning • Rewards • Employee welfare & quality of work life • Human resource information system
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  Performance & PotentialAppraisal 14 • Evaluating performance • Performance targets are set. • Actual performance is measured objectively and accurately. • Picture of current and past performance through appropriate methods • Evaluating potential • Latent talents are explored. • Assessment of future roles that can be assigned • Picture of abilities to assume challenging responsibilities through appropriate methods
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  T & Dand OD 15 • Training is a learning experience designed for permanent change in individual that will improve his abilities. • Development is a future-oriented training process focusing on the personal growth of the employee. • OD is a planned change effort on an entire org or on a large subsystem. • Change agent is usually a third party well versed in behavioral sciences. • The change agent studies the psychological climate before charting a course of action.
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  Career Planning &Rewards 16 • A career is a sequence of positions held by a person in the course of a lifetime. • CP does not guarantee success but without it employees are rarely able to encash various opportunities that come their way. • Intrinsic rewards come from the job itself such as feeling of pride and achievement. • Extrinsic rewards are pay, promotions, increments and benefits. • Rewards s • hould have external, internal and individual parity.
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  Environmental Factors ofHRM  Internal and external environmental influences play a major role in HRM. Internal Environment External Environment 17
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  Internal Environment External Environment  Organization Culture Organization Environment  Mission  Policies  Informal Organization  Economic Environment  Labour Market Conditions  Labour Unions  Demographic Trends and Increasing Work-force Diversity  Technology  Government  Globalization 18
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  Thank You!! 19