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Human Resource Management
Human Resource Management
What is Management It is a process of efficiently getting activities completed with and through people.
What is HRM?
HRM deals with acquiring, developing, stimulating and keeping outstanding workers who will be both effective (able to achieve their goals) and efficient (expending the least amount of resources necessary).
Nature of HRM
HRM has the following features:It is pervasive in nature. HRM is action oriented. Individually oriented. People oriented. Future oriented. Development oriented.
Integrating mechanism. Comprehensive function. Auxiliary service. Inter disciplinary function. Continuous function.
Functions of HRM
Managerial Functions Planning Organizing Directing Controlling Operative Functions Employment HRD Compensation Human relations Industrial relations Recent trends in HRM
Operative Functions
Employment
HRD Performance appraisal Training and development Management development Career planning and development Internal mobility
Compensation
Job evaluation Wage and salary administration Incentives Bonus Fringe benefits Social security measures
Human Relations Applying OB in the work place Developing leadership skills Grievance handling Counseling Providing comfortable work environment Improving quality of work life Handling disciplinary cases
Industrial relations Indian labor market Trade unionism Collective bargaining Industrial conflicts Workers participation in management Quality circles
Recent trends in HRM Quality of work life Total quality in human resources HR accounting, audit and research Recent techniques of HRM
Importance of training increased. The requirement for human relation and interaction becomes vitally important. Laying down a progressive and modern outlook towards employee motivation. Cultural Forces :Culture creates people along particular lines who become member of an organization.
The attitude of workers towards work comes from their cultural background. Time dimension that influences HRM has its root in culture. Work ethics is associated with moral principles. Achievement need have a behavioral implication(effort-reward expectation has performance implications.
Candidates identification, assessment and selection( in relation to technical and business skills). Key traits to consider for global assignments include: cultural sensitivity, interpersonal skills and flexibility. Cost projections. Assignment letter.
Compensation, benefits and tax programs Relocation assistance Family support Simple transferring home-office HR best practices to a host country facility without accommodating cultural and other differences would be futile.
Following intercountry differences need adaptation. Cultural factors Economic Systems Labor cost factors Legal and IR factors
Today's business environment is characterized by economic liberalization, globalization, removal of tariff barriers, foreign competition and new technology etc. Therefore the key HR values required from the people are: Commitment Acknowledgement of problems Empowerment of achievers Necessary cultural changes.
Strategic HR directions include: Optimum manning. Multi skilling. Broader perspective. Interdepartmental co-operation and team building. Flexible organization. Customer orientation.
Can-do-culture. Empowerment Delayering To move through the above prescribed strategic directions an appropriate organizational culture needs to be developed.
Organizational Culture
Culture projects a set of assumptions, values, attitudes and believes held by members of an organization which creates and reinforces particular norms of thinking, feelings, and actions inside the organization.
Organization should try to develop such a culture:Where there is total customer focus (both internal and external). Which is vibrant, dynamic, modern and aggressive. Where excellence is valued. That recognizes and rewards initiative, risk taking and achievement.
Where people feel proud to be the part of the organization. Which cares for the people i.e. trust, feeling, empathy, recognition and remembrances. Which has a learning attitude at all levels. Where people enjoy working. HR strategies need to be directed towards the above key areas. Unless and until these beliefs are shared by top management, this is unlikely to succeed.