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Human Resource

Management
Human resource management (HRM) is the management of various activities
designed to enhance the effectiveness of an organisation’s workforce in
achieving organisational goals.

Identifying HR needs

Attracting human resources

Maintaining human resources

Terminating the relationship


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International Human
Resource Management (IHRM)
 Process of procuring, allocating and
effectively utilizing human resources in a
multinational corporation while balancing the
integration and differentiation of HR
activities in foreign locations.

 Approaches to IHRM:
 Ethnocentric Approach
 Polycentric Approach
 Geocentric Approach
HR Outsourcing

 Contracting with other company or


person to do a particular function.

 Reasons For Outsourcing:


 Organizationally driven reason
 Improvement driven reason
 Financially driven reasons
 Revenue driven reasons
 Employee driven reasons
Human Resource Information
System (HRIS)
 System present at the intersection point of Human
Resources and Information Technology

 Barriers to the success of an HRIS:


 Lack of management commitment
 No or poorly done needs analysis
 Failure to include key people
 Failure to keep project team intact
 Politics / hidden agendas
 Lack of communication
SIX SIGMA in HRM

 Six Sigma is a logical and methodical approach to


achieving continuous improvements in areas
critical to the success of any manufacturing or
service-oriented business.

 SIX SIGMA Methodology:


• DMAIC
CONCLUSION
 IHRM is used to improve workforce skills and abilities in order to exploit
environmental opportunities and neutralize threats.
 Indulge in continuous quality improvement through TQM and HR contributions.
 Outsourcing results into cost effective Human Resource activities and utilization
of people with distinctive capabilities to create unsurpassed competence in an
area.
 HRIS is used to decentralize operations and rely on self-managed teams to deliver
goods in difficult times .
 Lay off and retrenchment of workers in a smooth way explaining facts to unions,
workers and other affected groups.
 The most important skills for 21st century HR managers are conceptual and
interpersonal.
Thank
You