HRM PPT Suveer.pptx
- 2. Meaning: Human resource is defined as the total knowledge, skills, creative abilities, talents and aptitude of persons working in an organisation . It is the sum total of inherent abilities, acquired knowledge and skill represented by the talents and aptitude of the persons employed in an organization.
- 3. Human Resource Management is concerned with the management of people at work. It is concerned with human beings in an organization. It refers to the systematic approach to the problem of selecting, training, motivating and retaining personnel in any organization.
- 4. Human Resource Management is process of bringing people and organisation together so that the goals of each are met Human Resource Management is a management function concerned with hiring, motivating, and maintaining workforce in an organisation.
- 5. Human resource management deals with issues related to employees such as hiring, training, development, compensation, motivation, communication, and administration. Human resource management ensures satisfaction of employees and maximum contribution of employees to the achievement of organisational objectives.
- 6. Definitions: Edwin B Flippo, Human Resource Management is the Planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance, and separation of human resources to the end that individual, organizational, and social objectives are accomplished.
- 7. The National Institute of Personnel Management (NIPM) of India: Human Resource Management as “that part of management which is concerned with people at work and with their relationship within an enterprise. Its aim is to bring together and develop into an effective organisation of the men and women who make up an enterprise and having regard for the well-being of the individuals and of working groups, to enable them to make their best contribution to its success”.
- 8. Nature of HRM: 1. Inherent part of management- selecting people, training, motivating, appraising their performance for improving their quality. 2. Pervasive function-present in all levels of mg in an organization 3. Action oriented-solve problem through rational(balanced) policies rather than record keeping 4. People oriented-HRM is all about people at work. Assign jobs, produce results, reward, motivate them towards improvements in productivity 5. Future oriented- Effective HRM helps organization meet its goals 6. Development oriented-HRM develops full potential of employees through reward, training, job rotation.
- 9. 7. Integrating mechanism: HRM maintains cordial relationship between people working at various levels in organization. 8. Comprehensive function: Workforce signifies people working at all levels, HRM differs with form & shape but the basic objective of effective utilization of human resource remains the same. 9. Continuous function: HRM is not a one shot deal it requires constant awareness and alertness of human relations in every day operation. 10. Based on human relation: Every person has different need, perception and expectations. The manger should give due attention to these factors.
- 10. The scope of HRM : Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc. Welfare aspect-It deals with working conditions and amenities such as canteens, cruches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc. Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
- 11. Objectives of HRM 1. To help the organization reach its goal 2. To employ the skills and abilities of the workforce efficiently 3. To provide the organization with well trained & well motivated employees 4. To increase employees job satisfaction and self actualization (stimulate employees to realize their potential) 5. To develop & maintain a quality of work life.
- 12. 6. To communicate HR policies to all employees. 7. To be ethically & socially responsive to the needs of the society(ensuring compliance with legal & ethical standards) 8. To provide an opportunity for expression & voice in management 9. To provide fair, acceptable & efficient leadership 10. To establish sound organizational structure & desirable working relationships.
- 13. Functions of HRM MANAGERIAL FUNCTON • PLANNING • ORGANISING • DIRECTING • CONTROLLING OPERATIVE FUNCTION • EMPLOYMENT • HUMAN RESOURCE MGT • COMPENSATION • HUMAN RELATIONS • EFFECTIVENESS OF HRM
- 14. MANAGERIAL FUNCTION PLANNING: • It is the process of making decisions. • It is the process of deciding in advance what is to be done, when and where it is to be done, how it is to be done and by whom. • This deals with the determination of the future course of action to achieve the desired results. • HR Manager is expected to determine the HRM Programme regarding recruitment, selection, training, compensation, of the employee of the organisation.
- 15. ORGANISING: • Organising is concerned with the arrangements of resources. • This function is primarily concerned with proper grouping of the human resource activities. • Assignment of different groups of activities to different individuals and delegation of authority.
- 16. DIRECTING: • This involves supervising and guiding the Human Resources of the enterprise. • To execute plans, direction is essential: without direction there is no destination. • The success of the organisation depends on the direction of the things rather than their design. • It consists of Motivation and leadership.
- 17. CONTROLLING: • It is process of measuring the employee’s performance. • It is concerned with monitoring employees activities, keeping the organisation on track toward its goals. • Performances are observed, measured and compared with what had been planned. • It is the process of correcting negative deviations and assuring the accomplishment of plans efficiently.
- 18. OPERATIVE FUNCTION: EMPLOYMENT: The first operative function of HRM is Employment. It is concerned with procuring and employing the people possessing necessary skill, knowledge, aptitude. Etc 1. Job Analysis: It is the process of collecting information relating to the operations and responsibilities of a specific job. 2. Human Resource Planning: It is process of determining and assuring that the organisation will have an adequate number of persons, available at right times, performing right jobs. 3. Recruitment: It is the process of searching for prospective employees and stimulating them to apply for the job.
- 19. EMPLOYMENT: 4. Selection: It is the process of ascertaining the qualifications, experience, skill, knowledge etc.. of an applicant with a view to appraise his suitability to a job. 5. Placement: It is the process of assigning the selected candidate to the most suitable job. It is matching of employee specification with job requirements. 6. Induction: it is the technique by which a new employee is rehabilitated in the changed surroundings and introduced to the practices, policies, purposes and people of the organisation
- 20. HUMAN RESOURCE DEVELOPMENT HRD: It is the process of improving, moulding, changing and developing skills, knowledge, creative ability, aptitude, attitude, values, commitment, etc. 1. Performance appraisal: It is the systematic evaluation of individuals with respect to their performance on the job and potential for development. 2. Training: Training is a systematic process by which employees learn skills, knowledge, abilities or attitudes to further organisational and personal goals.
- 21. HRD: 3. Management Development: it is the process of designing and conducting suitable executive development programmes so as to develop the managerial and human relations skill of employees. 4. Career Planning and Development: it is the planning of ones career and implementation of career plans by means of Education, training, Job search and acquisition of work experiences. It includes internal and external mobility. 5. Organisation development: Organisation development is an organisation-wide, planned effort, managed from the top, with a goal of increasing oganisational performance through planned interventions. OD looks in depth at the human side of the organisations. Its seeks to change attitudes, Values, organisation structure and managerial practices.
- 22. COMPENSATION It is process of providing equitable and fair remuneration to employees. It includes job evaluation, wage and salary administration, incentives, bonus, fringe benefits, social security measures, etc Job evaluation: It is the process of determining relating value or worth of job in relation to other jobs in organisation. It tries to make a systematic comparison between jobs to asses their relative worth for the purpose of establishing a rational pay structure.
- 23. Incentives: It is the process of formulating, administering and reviewing the schemes of financial incentives in addition to regular payment of wages and salary. It refer to rewards given to employees in monetary on non- monetary form in order to motivate them to work efficiently. It also known as Payment By Results (PBR). Bonus: It includes payment of statutory bonus according to Payment of Bonus Act, 1965. it is to increase the Morale and Productivity. Fringe Benefits: In addition to compensating employees fairly and adequately, for their contributions in the performances of their jobs, organisations these days typically pay for a wide variety of supplementary benefits- often called Fringe benefits.
- 24. Social Security Measures: Managements provide social security to their employees in addition to the fringe benefits. These includes: Workmen’s Compensation to those workers (or their dependents) who are involved in accidents: Maternity benefits to women employees. It aims to regulate the employment of women in certain periods before and after childbirth. will provide maternity benefits including maternity leave, wages, bonus, nursing breaks etc ESI: Sickness Benefit, Medical Benefit, Maternity, Disablement, Dependents Benefits, Funeral Benefit and Other Benefit Gratuity: Terminal Benefit Provident Fund: Retirement benefit.
- 25. Human Relations: It is the process of interaction among human beings. Human relations is an area of management practice that leads in integrating people into work situation in a way that motivates them to work together productively, cooperatively and with economic, psychological and social satisfaction. Effectiveness of Human Resource Management: Effectiveness of various HR Programmes and practices can be measured and evaluated by means of Organizational Health and Human Resource Accounting (HRA) Organisation Health: Organisational health may be studiesby looking into employees contribution to organisational goals and the employee job satisfaction. Employee satisfaction could be understood by labour turnover, absenteeism, commitment and the like.
- 26. Human Resource Accounting (HRA): It is a measurement of the cost and value of human resources to the organisation. HRM is said to be effective if the value and contribution of human resources to the organisation is more than the cost of human resources. Human Resource Audit: HR Audit refers to an examination and evaluation of policies, procedures and practices to determine the effectiveness of HRM. Human Resource Research: It is the process of Evaluating the effectiveness of human resources policies and practices and developing more appropriate ones.