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Lecture 1

Lecture 1


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Introduction to HRM
Introduction to HRM

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Published by: api-3728497 on Oct 19, 2008
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 What

is HRM?  Its need / importance  Its scope / functions  Its evolution  Diverse HR Practices in India

What is Management
 The

creation of a technical & human environment that supports optimum utilisation of resources and competencies for achieving organisational goals.

What is Human Resource Management
 The

people’s dimension of management  The management function which aims at ensuring the availability of a competent & committed workforce i.e the right people at the right place & time.  It helps recruit, select, train & develop members for an organisation.

Definition of HRM
Edwin Flippo : HRM is the :  Planning, organising , directing & controlling the  Procurement, development, compensation, integration , maintenance and separation of human resources to meet  Individual, organisational and social objectives.

The Scope : An overview

Competence building

HR Planning

Managing corporate Culture

Recruitment & Selection

Leadership & Teambuilding

Compensation / remuneration / Wages & Salary admn.

Performance Management

              

HR Planning Job Anaysis & Design Recruitment & Selection Induction & Placement

The Functions
Employee Procurement

Training & Development Performance Appraisal Job Evalutation Remuneration Communication Negotiation with Trade Unions Industrial Relations Motivation Welfare Safety Health

Employee Development, motivation & maintenance

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

Operative functions of HR
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



Operative functions of HR (contd.)
Health, Safety, Welfare, Social security Employment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining


The 4 aspects of HRM
 Personnel

aspect – Recruitment, Selection, Transfer, Promotion etc.  Development aspect – Training, areer Planning, quality of work life , employee participation schemes.  Welfare aspect – Housing, Lunch room, Health and Safety, Transport, education etc.  Industrial relations aspect – Union Management relations, Negotiation, Grievance handling etc.

Evolution of HRM
 Influenced

by :  Taylor’s Scientific management  Hawthorne Studies  Behavioural School (Maslow, Herzberg, Mc.Gregor)  IT sector boom  Upto 1930’s : Personnel Mgt.  Contemporary : HRM , HRD, HCM  India : Pioneered by Udai Pareek & T.V Rao  Early adopters : BHEL , SBI, SAIL, ONGC

Personnel Mgt. Vs. HRM
 Is

it simply the old wine in a new bottle?

 No…

its different in philosophy, scope & orientation.

The diff. Parameter The Employee Aims Employment Contract Rules Guide to Managerial Action Managerial Task

PM tool organisational uppermost carefully dilineated written contract V. Imp. Clear rules Procedure

HRM asset ind, org & societal aim to go beyond contract Impatience with rules Business needs



The diff. Parameter Key Relations Speed of Decisions Communication Employee selection Basis of Payment Job Categories Job Design

PM Labour – Mgt Slow Indirect Separate task Job evaluation Many Division of labour

HRM Customer Fast Direct Integrated key task Performance A few Team work

Diverse HR Practices in India
 Name  TCS

….. your dream companies

: 30000 software enfineers frm 32 countries  Unique system of hiring  Develops a strong network with academic inst. Wipro : EXIT intervies Toyota : Suggestion schemes : 2 lakh suggestions p.a i.e 33 per employee / year – 95 % are implemented i.e 5000 improvements per day.

 British

Airways : employee suggestions have helped cut costs by 4.5 million puonds  HSBC : saved upto Rs. 50 Lac p.a through a single suggestion.

 On

the negative side :  Child Labour  Sexual harrasment  Exploitation of contract labour  Unduly low wages in the unorganised sector  Unhealthy working conditions & occupational diseases  Bureaucracy & corruption

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