Nature and Scope of HRM

Prof.Sujeesha Rao

Introduction Meaning & Definition of HRM Scope of HRM Differences between PM & HRM The Nature of employment relationship HRM-Functions & Objectives Evolution of HRM in India Why Study HRM?

Prof.Sujeesha Rao

Introduction

Challenges faced by organizations Global competitiveness implications on HR Work force diversity Ethical issues Advances in technology and communication Sensitive approach to environment Shift in employees need for meaningful work

Prof.Sujeesha Rao

What is HRM?
HRM is concerned with the peoples dimension in the organization

Facilitating the competencies and retention of skilled force

Developing management systems that promote commitment Developing practices that foster team work Making employees feel valued and rewarded.

Prof.Sujeesha Rao

Definition
HRM refers to acquisition, retention, motivation and maintenance of Human Resources in an organization.

HRM is the planning, organising, directing & controlling of the procurement, development, compensation integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.

Prof.Sujeesha Rao

Scope of HRM
Prospects of HRM Nature of HRM

Industrial Relations

HRM

Employee Hiring

Employee Maintenance

Employee & Executive Remuner ation Employee Motivation

Very Vast Covers all major activities in the working life of a worker -from time an individual enters into an organization until he or she leaves comes under the purview of HRM

Differences between PM & HRM

Dimension Personnel Management 1. Employment Contract 2. Rules 3. 4. 5. Behaviour referent Managerial task Management Role

Human Resources Management

Careful delineation of written Aim to go beyond contract contracts Importance of guiding clear rules Can do outlook, impatience with rule Norms/customs/practices Values/mission Monitoring Transactional Indirect Reach temporary truce Controlled access to courses Personnel procedures Interests of the org. are uppermost
Prof.Sujeesha Rao

Nurturing Transformational leadership Direct Manage climate & culture Learning organization Wide ranging cultural, structural & personnel strategies Mutuality of interests

6. Communication 7. 8. 9. Conflict handling T&D

Focus of attention for interventions 10. Shared interests

The Nature of the Employment Relationship

Prof.Sujeesha Rao

Functions
Functions of HRM include:
Facilitating the retention of skilled and competent

employees Building the competencies by facilitating continuous learning and development Developing practices that foster team work and flexibility Making the employees feel that they are valued and rewarded for their contribution Developing management practices that endanger high commitment Facilitating management of work force diversity and availability of equal opportunities to all.
Prof.Sujeesha Rao

Functions of HR
MANAGERIAL FUNCTIONS Planning Organising Directing Controlling OPERATIVE FUNCTIONS Staffing Development Compensation Motivation

Maintenance
Integration Emerging Issues
Prof.Sujeesha Rao

Operative functions of HR
STAFFING
Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility Competency profiling, Training and development, Performance & potential management, Career management, 360 degree feedback Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits
Prof.Sujeesha Rao

DEVELOPMENT

COMPENSATION & MOTIVATION

Operative functions of HR (contd.)

MAINTENANCE
Health, Safety, Welfare, Social security Employment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining HRIS, HR audit, HR scorecard, International HRM, Workforce Diversity
Prof.Sujeesha Rao

INTEGRATION

EMERGING ISSUES

Objectives of HRM

Societal objectives To be ethically & socially responsible to the needs of the society while minimizing the negative impact of such demands upon the organization Organizational objectives To recognize the role of HRM in bringing about organizational effectiveness Functional objectives To maintain the departments contribution at a level appropriate to the organizations needs Personal objectives To assist employees in achieving their personal goals in a manner that their personal goals enhance the individuals contribution to the organization
Prof.Sujeesha Rao

HRM and 3 Ps
People

core strength of an organization

Any resource can be replaced but not HR

Processes evolve over a period of time

IT enabled environment facilitates engineering effortlessly Performance the pillars of performance are people and IT

Organizational performance in terms of value creation and return on investment

Prof.Sujeesha Rao

Evolution of HRM in India

Welfare (1920s-1930s) Administration (1930s1940s) Employee relations (19401960s) Functional expertise (1970s1980s) Business partner / player (1990s)
Prof.Sujeesha Rao

Why Study HRM?

Taking a look at people is a rewarding experience People possess skills, abilities and aptitudes that offer competitive advantage to any firm No computer can substitute human brain, no machines can run without human intervention & no organization can exist if it cannot serve peoples needs. HRM is a study about the people in the organization-how they are hired, trained, compensated, motivated & maintained.

Prof.Sujeesha Rao

THANK YOU

Prof.Sujeesha Rao