Concepts and perspectives in HRM

Prepared By: Amit shukla

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What is Management

For the achievement of the business objective
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attitudes and approaches and beliefs of the individuals involved in the affairs of the organization. creative abilities. as well as the values. skills. and aptitudes of an organization s workforce. 3 .What is Human Resource? ‡ Total knowledge. talents. acquired knowledge and skills represented by the talents and aptitudes of the person employed in an organisation. ‡ It is the sum total or aggregate of inherent abilities.

Various terms used in this context ‡ ‡ ‡ ‡ ‡ ‡ ‡ Personnel People at work Manpower Staff Employees Human assets Human capital 4 .

skills and expertise that all members of the organization collectively possess and that owned by the organization including patents. Social capital. 5 .structure. systems or specialized processes of work. Emotional Capital.Elements of Human Capital ‡ Human capital can be classified into following three categories:1. IT based knowledge.Contains both the stock of knowledge . 2. quality and flexibility of human relationship both inside and outside the company. Intellectual Capital. Individuals need self confidence courage and resilience to convert their knowledge and relationships into effective action.both individuals and companies need these. 3.

Intellectual Capital ‡ Specialized Knowledge ‡ Skills and expertise ‡ Cognitive Complexity ‡ Learning capacity Social concept ‡ Network of Relationships ‡ Sociability ‡ Trust-worthiness Emotional concept ‡ Self Confidence ‡ Ambition and Courage ‡ Risk taking ability ‡ Resilience 6 .

Defination ‡ Megginson has defined human resources as follows: From the national point of view. acquired knowledge and skills as exemplified in the talents and aptitudes of its employers 7 . whereas from the viewpoint of the individual enterprise they represent the total of the inherent abilities. creative abilities. talents and attitudes obtained in the population. skills. human resources are knowledge.

development. and separation of human resources to the end. 8 . or say. Organisational and social objectives are accomplished . Personnel Management. maintenance. compensation. integration. organizing. human resources management is the planning.‡ According to Flippo. that individual. directing and controlling of the procurement.

developing their skills. motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization is essential to achieve organsational objectives. regardless of the type of organization government. acquiring their services. This is true. business. 9 . Since every organization is made up of people. health or social action .‡ According to Decenzo and Robbins. education. HRM is concerned with the people dimension in management.

developing and maintaining competent resources in the organization so that goals of an organization are achieved in an effective and efficient manner. 10 . In other words HRM is an art of managing people at work in such a manner that they give best to the organisation.‡ HRM can be defined as a process of procuring.

HRM is all about 11 .

Human Resource Management Functions Human Resource 1 Management Safety and Health 1-12 .

Staffing ‡ Job Analysis ‡ Human Resource Planning ‡ Recruitment ‡ Selection 1-13 .

and knowledge required for performing jobs in organization 1-14 . duties.Staffing (Cont.) ‡ Staffing .Process through which organization ensures it always has proper number of employees with appropriate skills in right jobs at right time to achieve organizational objectives ‡ Job analysis .Systematic process of determining skills.

) ‡ Human resource planning .Staffing (Cont.Systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time . in sufficient numbers. ‡ Recruitment . to apply for jobs with an organization 1-15 . and with appropriate qualifications.Process of attracting individuals on a timely basis.

) ‡ Selection .Staffing (Cont.Process of choosing from a group of applicants the individual best suited for a particular position and the organization 1-16 .

Human Resource Development ‡ Training ‡ Development ‡ Career Planning ‡ Career Development ‡ Organizational Development ‡ Performance Management ‡ Performance Appraisal 1-17 .

it has more long-term focus ‡ Career planning .) ‡ Training .Human Resource Development (Cont.Designed to provide learners with knowledge and skills needed for their present jobs ‡ Development .Involves learning that goes beyond today's job.Ongoing process whereby individual sets career goals and identifies means to achieve them 1-18 .

Formal approach used by organization to ensure that people with proper qualifications and experiences are available when needed ‡ Organization development . systems. and processes to improve effectiveness and achieving desired goals 1-19 .) ‡ Career development .Planned process of improving organization by developing its structures.Human Resource Development (Cont.

the organization ‡ Performance appraisal .Human Resource Development (Cont. teams. and ultimately.) ‡ Performance management .Formal system of review and evaluation of individual or team task performance 1-20 .Goal-oriented process directed toward ensuring organizational processes are in place to maximize productivity of employees.

Compensation Compensation .All rewards that individuals receive as a result of their employment 1-21 .

holidays. bonuses.Compensation ‡ Direct Financial Compensation .All financial rewards not included in direct compensation such as paid vacations. ‡ Indirect Financial Compensation (Benefits) . 1-22 . sick leave. ‡ Nonfinancial Compensation .Satisfaction that person receives from job itself or from psychological and/or physical environment in which person works. and commissions. and medical insurance. salaries.Pay that person receives in form of wages.

Safety and Health Employees who work in safe environment and enjoy good health are more likely to be productive and yield long-term benefits to organization. 1-23 .

Refers to employees' freedom from illness and their general physical and mental well being 1-24 .Involves protecting employees from injuries caused by work-related accidents ‡ Health .Safety and Health ‡ Safety .

8 percent in 2005.Employee and Labor Relations ‡ Private-sector union membership has fallen from 39 percent in 1958 to 7. ‡ Business is required by law to recognize a union and bargain with it in good faith if the firm s employees want the union to represent them ‡ Human resource activity is often referred to as industrial relations ‡ Most firms today would rather have a union-free environment 1-25 .

1-26 .Human Resource Research ‡ Human resource research is not separate function. ‡ It pervades all HR functional areas.

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