Professional Documents
Culture Documents
Human-Resource-Management 1.ppsx
Human-Resource-Management 1.ppsx
Management
Shubhpreet Kaur
Gulzar Group of
Institutes
Financial
Resource
s
Physical
Resources
Human
Resourc
es
Organization
al Goals
WHAT
IS
HR?????
Human resources is the set of
individuals who make up the
workforce of an organization,
business sector or an economy.
Other terms sometimes used
include "manpower", "talent",
"labor" or simply "people".
What
is
HRM?
The process of acquiring, training, appraising,
and compensating employees, and of attending
to their labor relations, health and safety, and
fairness concerns.
A management function that helps managers
recruit, select, train and develop members for
an organization.
HRM may be defined as a set of policies,
practices and programmes designed to
maximize both personal and organizational
goals.
Some eminent
personalities
Dr. Udai
Pareek
Dr. T V
Rao
King
Hammurabi
Frederick
Winslow
Taylor
Evolution of HRM
Procure,
develop
and
motivate
Procure and develop
assets
Nature of HRM
Integral part of process of management.
Comprehensive Function
Pervasive Function
People Oriented
Based on human relations
Continuous process
Science as well as art
Recent origin
Interdisciplinary
Basic to all functional areas.
Introduc
tion to
HRM
Prospec
ts of
HRM
Employ
ee
Hiring
Scope
of
HRM
Industri
al
Relation
s
Employ
ee
Mainte
-nance
Employ
ee
Remune
-ration
Employ
ee
motivat
ion
Objectives of HRM
Functions
Functions
Functions (cntd)
Importance of HRM
Importance for organization
Importance for employees
Importance for society.
HRD
Entire management
process
Subset of HRM
Scope is wider
Narrow scope
Emphasis on
employee as a whole
Training and
Development of
employees
Takes decisions
Depends on decisions
of HRM
Limitations of HRM
Systems approach to
HRM
An enterprise cannot work in isolation.
Has to adjust its working to suit the
environment.
Subsystems: Departments that are created
in an organization to carry out its business
effectively.
Each subsystem has a number of further
subsystems.
Important Subsystems
HR system
Production System
Finance System
Marketing System
Research and development System
Productive Human
Resource
subsystems.
Quality of people in all subsystems depends
upon policies of HRM System
Organizational Design
Place
Of
HR
Department
Size Matters!!!!
In case of a small unit
Small unit
Large Unit
Composition
Director HRM
Manager Personnel
HR
P
Hirin
g
Grievance
handling
Compensati
on
Manager
Admin
Manager - HRD
PR
Manager - IR
Apprais
al
Canteen
Medical
Welfare
Transport
Legal
Training
And
Developm
ent
HRM Environment
Proactive not Reactive
Factors affecting HRM Environment
External Environment
Internal Environment
External Environment
Economic Factors
SUPPLIER
S
CUSTOME
RS
COMPETITORS GLOBALIZATION
Internal Environment
Human Resource
Planning
HRP
Objectives of HRP
Process of HRP
Preparing manpower
inventory
Manpower inventory: refers to assessment of
present and potential qualifications of present
employees.
Avoid situation of over/under staffing.
Analysis of current manpower supply. By
Department By Function By Occupation
By Qualification
Helps to find out gaps
Manpower Forecasting
Manpower Forecasting
Manpower Plans
old ones.
Tapping of talent required.
The organization has no choice whether to
provide training or not..but the only choice
is to decide the method/ technique of training.
time
Reveal deficiencies and helps to take
corrective action on time
Serves as a base for future manpower
planning.
Types of HRP
Short Term HRP - to match the individuals
Benefits of HRP
Job Analysis
Definitions
Job analysis involves identification and precisely
identifying the required tasks, the knowledge and
skills necessary for performing them and the
conditions under which they can be performed.
Richard
Henderson
A systematic exploration of activities within a job.
It is a basic technical procedure. One that is used
to define the duties, responsibilities and
accountabilities of a job.
S P Robbins
Process
Techniques
Job
Descriptio
n
Job
Analysis
Job
Specificatio
n
Job Description
The first and immediate product of job
Contents of JD
Job Specification
A statement of minimum
What it includes???
Job Evaluation
A systematic way of determining the
JOB EVALUATION
PERFORMANCE APPRAISAL
DEFINE
AIM
DETERMINE INCENTIVES
AND REWARDS
SHOWS
Methods of Job
Evaluation
Ranking Method
All jobs are ranked in order of their
Rank
Monthly salary
Accounts Officer
-------
Accountant
------
-----
Accounts clerk
-----
Computer operator
-----
Purchase Assistant
-----
Office Boy
-----
Peon
-----
Grade
Description
Factor Comparison
Method
Each job is rated according to series of factors
Steps involved
Select key jobs
Find factors for evaluation
Rank selected jobs under each factor
Assign value to each factor
Determine wage rates for each job
All other jobs are compared with the list of
key jobs.
Point Method
Most frequently used.
Process:
Select key jobs and identify factors common to
all the identical jobs.
Divide each major factor into number of sub
factors. Assign point values to degrees after
fixing relative value for each key factor.
Degree
Define