Human Resources Management Part 01 . pdf
- 2. HUMAN RESOURCE MANAGEMENT - is a management function concerned with hiring, training, motivating, developing and maintaining workforce in an organisation. " a strategic approach to acquiring, developing, managing, motivating and gaining the commitment of the organization‘s key resource – the people who work in and for it." ARMSTRONG, 1997 "the management of human resource is viewed as a system in which participants seeks to attain both individual and group goals." DALE YODER "HRM is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resources to the end that individual organizational and societal objectives are accomplished" FLIPPO
- 3. NATURE OF HRM HRM is based on certain principles and policies which helps the organization to achieve its objectives. HRM is a pervasive function HRM is people oriented HRM is continuous activity The HRM is a part of management function. The main aim of HRM is optimum utilization of employees.
- 4. OBJECTIVES OF HRM To help the organization to attain its goals effectively and efficiently by providing competent and motivated employees. 1. 2. To utilize the available human resources effectively. 3. To increase to the fullest the employee‘s job satisfaction and self-actualization. 4. To develop and maintain the quality of work life (QWL) which makes employment in the organization a desirable personal and social situation.
- 5. OBJECTIVES OF HRM 5. To help maintain ethical policies and behavior inside and outside the organization. 6. To establish and maintain cordial relations between employees and management. 7. To reconcile individual/group goals with organizational goals.
- 6. SCOPE OF HUMAN RESOURCE MANAGEMENT Personnel Aspect (Human Resource Planning) - It is the process by which the organisation identifies the number of jobs vacant. 1. Job Analysis and Job Design – Job analysis is the systematic process for gathering, documenting, and analyzing data about the work required for a job. Job analysis is the procedure for identifying those duties or behaviour that defines a job. Recruitment and Selection – Recruitment is the process of preparing advertisements on the basis of information collected from job analysis and publishing it in newspaper. Selection is the process of choosing the best candidate among the candidates applied for the job.
- 7. SCOPE OF HUMAN RESOURCE MANAGEMENT Orientation and Induction – Making the selected candidate informed about the organization‘s background, culture, values, and work ethics. Training and Development – Training is provided to both new and existing employees to improve their performance. Performance Appraisal – Performance check is done of every employee by Human Resource Management. Promotions, transfers, incentives, and salary increments are decided on the basis of employee performance appraisal. Compensation Planning and Remuneration – It is the job of Human Resource Management to plan compensation and remunerate. Motivation – Human Resource Management tries to keep employees motivated so that employees put their maximum efforts in work.
- 8. SCOPE OF HUMAN RESOURCE MANAGEMENT 2. Welfare Aspect – Human Resource Management have to follow certain health and safety regulations for the benefit of employees. It deals with working conditions, and amenities like - canteens, crèches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc. Canteen Lunch room Housing Transport Medical assistance Education Health and safety Recreation facilities etc.
- 9. SCOPE OF HUMAN RESOURCE MANAGEMENT 3. Industrial Relation Aspect – HRM works to maintain coordination with the union members to avoid strikes or lockouts to ensure smooth functioning of the organisation. It also covers - joint consultation, collective bargaining, grievance and disciplinary procedures, and dispute settlement.
- 10. FUNCTIONS OF HRM 1. Managerial Functions: It includes Planning, Organising, Staffing, Directing and controlling (POSDC) Planning is to plan for future or predetermine the course of actions to be taken in future. It is a process of identifying the organisational goals and formulation of policies and programmes for achieving those goals Organising is a process by which the structure and allocation of jobs are determined. Thus organising involves giving each employee a specific task establishing departments, delegating authority to subordinates, establishing channels of authority and communication, coordinating the work of subordinates, and so on.
- 11. FUNCTIONS OF HRM Staffing is a process by which managers select, train, promote and remove their employees. Directing is the process of initiating or activating group efforts to achieve the desired organizational goals, which includes activities like getting subordinates to get the job done, maintaining their morale, motivating subordinates etc, for achieving the organizational goals. Controlling is the process of setting the standards for performance, measuring the actual performance of the employees and then comparing the actual performance with the standards and there by taking corrective actions as needed.
- 12. FUNCTIONS OF HRM 2. Operative Functions: ensuring right people for right jobs at right times. These functions include procurement, development, compensation, and maintenance functions of HRM. Procurement: It involves procuring the right kind of people in the right or rather appropriate number to be placed in the organisation. Development: It includes activities meant to improve the knowledge, skills aptitudes and values of employees so as to enable them to perform their jobs in a better manner in future. Compensation: Compensation function involves determination of wages and salaries which should match with the contribution made by employees towards achieving organisational goals.
- 13. IMPORTANCE OF HRM 1. Social Significance: Proper management of employees/people helps in enhancing their dignity by satisfying their social needs. 2. Professional Significance: By providing healthy working environment it promotes team work in the employees. 3. Significance for Individual Enterprise: It can help the organization in achieving its goals. 4. Nation’s Well-being: A nation might be rich in physical resources will not get its benefit itself, unless human resource make proper use of them. 5. Man vis-à-vis Machine: No industry can be considered efficient, as long as the basic fact remains unrecognized that it is principally human. It is not a mass of machines and technical processes but a body of men.
- 14. ROLE OF HRM Personnel practices Legal compliance forms and paperwork ADMINISTRATIVE Managing employee relationship issues Employee advocate OPERATIONAL Organizational business strategies HR strategic or planning Evaluation of HR Effectiveness STRATEGIC The role of HRM is to plan, develop and administer policies and programs designed to make optimum utilization of the organization‘s human resources.
- 15. ROLE OF HR MANAGER The Conscience Role: The conscience role is that of a role of moral teacher or guru who reminds the management of its morals and obligations which they have towards their employees. - plays various strategic roles at different levels in the organization. The Counsellor : HR manager act as a counsellor for the employees who are not satisfied with the present job approach, beside that employees are facing various other problems like marital, health, etc for that also the HR Manager counsels and consults the employees and offers suggestions to solve/overcome the problems.
- 16. ROLE OF HR MANAGER The Mediator: As a mediator, the HR manager plays the role of a peace- maker and settles the disputes between employees and the management. The Spokesman: HR manager act as a spokesman for or representative of the company as well as for the employees. The Problem-solver: He also acts as a problem solver and solves the issues related to the human resources management and overall long range organizational planning. The Change Agent: He acts as a change agent and brings changes in various existing programmes so as to keep the organisation and employees update as according to the current scenario.