Human Resources Management: Unit 1

AIT - MBA / Department of Management Studies
2nd Semester / Feb- 2019 to June 2019

Course Code: 18MBA21 - Human Resource Management
Unit 1
Human Resources Management
Course Teacher
Dr. MM Bagali, PhD
Senior Management Professional
22 years of Benchmark PG Experience
1
HRM
Unit / Module 1
• HRM: Introduction, Meaning, Nature,

Scope
• HRM: evolution and Significance
• HRM: Significance; Functions; Role of HR
• People Management; Impact of HRM
• HRM Policy

Course Format and Formalities !!
Individual / Group - Class Individual / Group - Book Individual / Group - Case Individual / Group - CII /
Presentation Review in HRM Analysis and Presentation FKCCI / NHRD /
NASSCOM Research
Report
Requirements Requirements Requirements Requirements
ppt and Hard copy submission One- Two Hard copy ppt and Hard copy submission Hard copy submission and Oral
submission Presentation

HRM
PREFACE
What springs to mind when you think of
future!!!!!  
 
What is the future going to look like !!!!!
Challenges Facing HR Over the  

Next 10 Years !!!!!
An experience of almost 150 countries

Research work in HRM, of SHRM !!!!!
What are corporate expectations!!!!!!  

 
 

HRM
A01_DESS8217_13_SE_FM.QXD 12/2/11 7:28 PM Page i
HUMAN
THIRTEENTH EDITION
RESOURCE
MANAGEMENT
GARY DESSLER
FLORIDA INTERNATIONAL UNIVERSITY
Case Studies in HRM ( cut and paste in fresh window )
https://www.shrm.org/hr-today/trends-and-forecasting/research-and-
surveys/Documents/SHRMIndiaBestworkplaces.pdf
Boston Columbus Indianapolis New York San Francisco Upper Saddle River
Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto
Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo
https://monizaharie.files.wordpress.com/2017/11/dessler-human-
resource-management-2015.pdf
https://www.conference-board.org/hr-transformation/
https://hcexchange.conference-board.org/attachment/WSR---March14---
Sullivan.pdf

HRM
Old Myths and Misconceptions Old Myths and
Misconceptions
1.HR is just commonsense
of HRM !!
2.Anyone can do HR
3.People go into HR because they like people
4.HR focuses on costs
5.More theory
6. HR’s job is to be policy police and the health-and-happiness patrol
7. HR is stuffed by nice people
8. HR is less in Quantitative, hence enter HR field
9. HR Returns are late, and sometimes, never

HRM
New Realities of HR as a Profession…
HR departments are not designed to provide corporate

therapy or as social or health-and-happiness retreats
HR professionals must create the practices that make

employees more competitive, not more comfortable
HR activities are based on theory and research. HR

professionals must master both theory and practice

HRM
The impact of HR practices on business results can and must

and is be measured. HR professionals must learn how to
translate their work into financial performance
HR practices create value by increasing the intellectual capital

within the firm. HR professionals must add value, not reduce  
costs
HR work is as important to line managers as are

finance, strategy, and other business domains. HR
professionals should join  
with managers in championing HR issues

HRM
HR practices do not exist to make employees

happy but to help them become committed. HR
professionals must help managers commit
employees and administer policies
HR professionals must see their current work as

part of an chain and explain their work with less
jargon and more authority

HRM Realities of Business
Global
Competitive
Uncertainty
Speed
Quality
Realities Contribute to bottom line
of
Globalisation
Business Technology
Today !! Intellectual Capital
Change
et al

HRM Nature of work of HR
• HRD
• HRM
• IR/PM
• Legislation
• Welfare
• Public Relations and corporate affairs
https://hbr.org/2015/07/people-before-strategy-a-new-role-for-the-chro

HRM % of work of HR
• Training
•R/S
• Performance Management
• Others

HRM % of work of HR
• Training 20
•R/S 40
• Performance Management 20
• Others 20
https://searchhrsoftware.techtarget.com/definition/human-resources-HR-generalist

HRM Pioneers in Human Resources Education, Research
2019 WILL BE A ‘YEAR OF CHANGE’

Is HR geared to combat an unforeseeable future?
Will technology futureproof organisations in the face of such change?
What’s the plan on diversity, gig economy, innovation labs, automation, #MeToo and more?
Top 30 HR leaders of the country predict what the new year holds for the function.
Powered by

HRM
People B
efore Str
Ram Cha ategy: A
ranDomin New Role
ic Barton for the C
FROM TH Dennis C HRO
E JULY–A arey
UGUST 2
015 ISSU
Challenges Facing HR Over the E
Next 10 Years https://hbr.org/2015/07/people-before-strategy-a-new-role-for-the-chro

HRM Key Findings from SHRM Survey Research
• What will be the three biggest challenges facing HR executives

over the next 10 years?
• Retaining and rewarding the best employees (59%),

• Developing the next generation of corporate leaders (52%), and
• creating a corporate culture that attracts the best employees to
organizations (36%).

HRM Key Findings
• What will be the biggest investment challenge for organizations

over the next 10 years?
• obtaining human capital and optimizing human capital

investments will be the biggest investment challenge.

HRM Key Findings
• Which tactics will be the most effective in attracting, retaining and

rewarding the best employees over the next 10 years?
• flexible work arrangements (40%);

• creating an organizational culture where trust, open
communication and fairness are emphasized and demonstrated
by leaders (37%);
• providing employees with opportunities for career advancement
(26%);
• offering a higher total rewards package than organizations that
compete for the same talent (26%).

HRM Key Findings
• Which HR competencies will be most critical 10 years from now?

• HR professionals think that the four most critical competencies in
10 years will be:
• business acumen (42%),

• organizational leadership and navigation (40%),
• relationship management (37%), and
• communication (35%).

HRM Key Findings
• What components (subcompetencies) of business acumen

will be most critical in 10 years?
• HR professionals expect the top three components to be

HR and organizational metrics/analytics/business indicators
(45%),
• knowledge of business operations and logistics (41%), and
• strategic agility (41%).

HRM Key Findings
• What bodies of knowledge do HR professionals rate as

being the most important in 10 years?
• The four bodies of knowledge that were rated as most

important were
• strategic business management,
• talent management,
• change management, and
• workforce planning and employment.

HRM
• Early labor:
The Evolving
Role of Human
Resource
Management
– No human resource management.

• Onset of industry:
– Manage factors of production.
• Unions:
– Industrial relations professional.
• End of WWII:
– Peacetime industry and prosperity.
– Personnel administrator.
• Civil Rights and Litigation:
– Human resource manager / compliance
• Global Business:
– Strategic human resource management
http://www.businessmanagementideas.com/essays/evolution-of-human-resource-management-in-india/2471

THE HISTORY
OF HR
Tracing HR’s 150-year journey from
workplace enforcer to employee advocate.
© 2018 Namely, Inc.
https://hrdictionaryblog.com/2012/10/28/evolution-of-human-resource-management/
HRM 7 Biggest Challenges for HR Chief
Sources: Economic Times, 3rd September, 2011, p: 4. Deloitte Compensation Survey, 2011

HRM
Which of the HR issues represent your
biggest challenges
• Talent Acquisition
• Succession Planning
• Change Management
• Compensation and Benefits
• Training and Development
• Talent Retention
• Health Care
• Legal issues
• Technology
• Layoffs/ Hiring freezes
• M/A
HRM
Toyota HR Chief, Interview in 2013
➢Right kind of Talent

➢Expectations
➢Retention
➢T and D
➢Engagement activities
➢Competency and Skills
➢Morale issues

HRM
LinkedIn survey, 2012 study
➢ Managing Knowledge Workers

➢ Managing Technological Changes
➢ Developing leadership
➢ Workplace diversity
➢ IR
➢ Career growth
➢ People Management
➢ Smart Hiring

HRM
HR Management
Functions

HRM
• Man-power Planning
• Employee and labor relations
• Employment law
Functions- Role of HRM
• Total rewards (compensation, benefits)

• Training and development
• Recruitment • Job analysis and job design
• Workforce planning and talent
• Selection • Organizational development
management
• Training / Development • Performance management
• Workplace health, safety and security
• Staffing: recruitment and selection,
• Performance Management • Human resource information systems (HRIS)
including organization entry
• Rewards and Appraisal • Socialization • Internal consulting
• Employee Relations • Managing a diverse workforce • Mergers and acquisitions
• Wellness • Downsizing/rightsizing • Sustainability/corporate social
• Career planning responsibility
file:///Users/sagar/Downloads/Korn-Ferry-Institute_Why-CHROs-really-are-CEOs.pdf

HRM Designations
•HR officer
•HR Executive
•CHRO
•Peoples Officer
•Deployment Officer
•HR Strategist
•Leadership Solutions
•HR and Admin / HR and Law- Legal
•HR and Corporate initiatives
•HR, IR and Admin.
•HR- L and D
https://workology.com/hr-recruiting-job-titles/
https://www.shrm.org/membership/student-resources/pages/careersinhrm.aspx
HRM
What is Strategic HRM Planning
A strategic plan is a road map to lead an organization from

where it is now to where it would like to be.
Strategy formation is a set of processes involved in

creating or determining the organization’s strategies.
Strategy implementation are the methods by which

strategies are operationalized or executed.

HRM
Strategic Planning
✓ Clarify or develop a vision, mission and values.

✓ Conduct a SWOT analysis.
✓ Identify four to six key focus areas.
✓ Develop strategic goals.
✓ Create action plans.
✓ Develop a follow-up process and communication
plan.

HRM
Business Mission and Its Vision
➢ Vision
– A general statement of its intended direction that evokes
emotional feelings in organization members.
➢ Mission
– Spells out who the company is, what it does, and where it’s
headed.
Why does your organization exist?

HRM
A Mission Statement
• Defines the organization’s purpose.

• Tells why the organization exists.
• Tells what the organization hopes to achieve in the future.
• Resonates with employees and focuses energy.
• Shapes organizational culture and values.
• Adds focus, direction and a sense of purpose to daily
decisions.
1.What is the organization’s purpose?

2.What is the organization’s business?
3.What are the organization’s values?

HRM The Role of HR in the
Organization’s Mission
Human resource functional areas:
>Strategic management and planning.

>Staffing.
>Human resource development.
>Compensation.
>Employee relations.
>Safety and health/risk management.

HRM HR Skills and Competencies
for HR Executive
https://www.shrm.org/LearningAndCareer/competency-model/Documents/Full%20Competency%20Model%2011%202_10%201%202014.pdf

HRM HR Competencies: The Foundation
Upon Which to Build Today's and
Tomorrow's HR Business Leader
https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/pages/kari-strobel.aspx

HRM The must Reference
Dave Ulrich, Speaker,
Author, Professor, HR &
Leadership Guru – The
2017 HR Competency Study
& What It Means For You
https://tucana-global.com/2017/10/27/dave-ulrich-the-2017-hr-competency-study-what-it-means-for-you/

HRM
Leadership Skills
• Innovation & Creative Thinking.
• Collaboration / Trust.
Competencies required
What are the skills

• Execution Excellence. students will need in the
• Business Acumen.
• Leading and Managing Diversity. 21st century?
• Social Skills.
Personal Effectiveness
• Morals and Values Building
• Leadership Skills
• Business Mannerism and Etiquettes
• Attending Interviews Effectively
Business Acumen Skills

• Business Communication &
Presentation skills
• Business Writing skills
• Building Relationships
http://www.au.af.mil/au/awc/awcgate/opm/transapp.pdf
• Prepare, Attend and Excel in Group https://www.bloomberg.com/graphics/2015-job-skills-report/
Discussion
HRM What do CEOs Want From HR?
Committed to the success of the organization

Understand overall corporate mission
Capable to instill & nurture trust
Recruits/selects high-quality professionals
Up-to-dated legislative/ regulatory issues
Contribution of education and development programmes to
future requirements of business
Develops HR plans linked to business mission & strategy
Works effectively with other line managers
https://hbr.org/2014/12/why-chief-human-resources-officers-make-great-ceos
HRM What skills are future HR leaders
going to need !!!!!
Business Acumen Business Knowledge

Economic Awareness
Knowledge of Finance and Accounting
Knowledge of Sales and Marketing
Knowledge of Technology
Knowledge of Business Operations/Logistics
Knowledge of Government and Regulatory
HR and Organizational Metrics/Analytics/
Business Indicators

HRM Ten years from now, which of the following competencies being most critical
for the HR professional?
Business Acumen 42%
Organizational Leadership and Navigation 40%
Relationship Management 37%
Communication 35%
Critical Evaluation 30%
HR Technical Expertise and Practice 26%
Consultation 25%
Ethical Practice 21%
Global and Cultural Effectiveness 17%

HRM Ten years from now, which of the following competencies being most
critical for the HR professional?
Business Acumen 42%
Communication 35%
Consultation 25%

HRM Ten years from now, which of the following competencies being most
critical for the HR professional?
Business Acumen 42%
Communication 35%
Consultation 25%

HRM Ten years from now, which of the following competencies being most critical for the
HR professional?
Business Acumen 42%
Communication 35%
Consultation 25%

HRM Ten years from now, when considering Business Acumen for HR professionals,
which of the following components (i.e., subcompetencies) will be most critical?
HR and Organizational Metrics/Analytics/Business Indicators 45%

Knowledge of Business Operations/Logistics 41%
Strategic Agility 41%
Business Knowledge 28%
Knowledge of Government and Regulatory Guidelines 25%
Knowledge of Finance and Accounting 18%
Economic Awareness 17%
Knowledge of Labor Markets 17%
Knowledge of Technology 16%
Systems Thinking 14%
Effective Administration 11%
Knowledge of Sales and Marketing 6%
Other 1%


Other 1%


Other 1%


Other 1%

HRM
Trends Reshaping the Future of HR
https://www2.deloitte.com/content/dam/Deloitte/de/Documents/strategy/Future-of-Human-Resources-2030-Deloitte-Glimpse-Paper.PDF
https://assets.kpmg/content/dam/kpmg/xx/pdf/2018/11/future-of-hr-survey.pdf
http://www.thehrworld.co.uk/Media/HRWorld-HRin2020.pdf
50

HRM Trends Reshaping the Future of HR
51

HRM The importance of these bodies of knowledge for
HR professionals 10 years from now.
Body of Knowledge
Strategic Business Management
Talent Management
Change Management
Workforce Planning and Employment
Compensation and Benefits
Human Resource Development
Employee and Labor Relations
HR Technology
Risk Management
Global and International Human Resources

HRM
HR Survey !!
Understanding the
Five Questions That matter
for HR’s future

HRM
1st Question:
HR Survey !!
Alignment : Why does any HR

program matter to the business, and is
HR truly aligned to the business to
provide value

HRM
2nd Question:
HR Survey !!
Leaders: Why must HR foster leadership within

the organisation to drive success

HRM
3rd Question:
HR Survey !!
Talent: Why does HR need to look

at future talent / skills necessary

HRM
4th Question:
HR Survey !!
Reward: Why-How must HR provide

incentives that are meaningful to
employees

HRM
5th Question:
HR Survey !!
Agility: Why HR must adopt cloud

technology

The regular Journal to refer for latest Research
and Academic updates for HRM
Academy of Management
Teaching Human
Resource Managem
With Experiential ent Concepts
Exercises
Melissa Gruys
Wright State Univers
ity
Susan Stewart
University of Puget
Sound
OVERVIEW
This manuscript pro
developed for our vides a series of situ
undergraduate leve ation-based homewo
assignments are con l Human Resource rk assignments that
structed in such a Management (HR we have
Professional might way that they mim M) course. These
have to complete. ic some of the job
being hired as an HR On the first day of tasks that an HR
Manager at a fictitio class, students are
assignments. Thr us organization 1 and congratulated for
oughout the course, are then provided
as brief HR case students complete with a packet of
s/scenarios and ans the assigned tasks
limitations, we are wer several questio whi ch are presented
providing only thre ns related to each
three questions for e of the ten exercis . Due to space
each exercise. The e assignments we
use by instructors. three assignments require along with
Fol have been provide
objectives, and sam lowing the exercise assignments, we d intact for ease of
ple answers/respo provide teaching
interested readers nses for each of notes, teaching
to contact us for the the three exercises.
all ten assignments additional informa We encourage
, along with the tion (Appendix A
assignments presente complete list of contains a synopsis
d below cover the required questions of
Compliance, Sele topics of Equal Em for each). The
ction, and Perform ployment Opportu
organization across ance Management. nity and Legal
the term, all of the Since students “wo
appreciate the con scenarios weave toge rk” for the same
tinuity. Overall, we ther and the students
student understand beli seem to greatly
ing, interest, and abil eve that these experiential exercises
think other educato ity to apply the mat have heightened
rs might be interest erial covered in our
ed in using them in HR courses. We
their courses as wel
l.
Journal of Human Resource Education

38 Vol. 1, No. 1, Summer 2007, 38-57
1
We make reference
to “Stewart Incorpor
names); however, ated” in the homewo
instructors could cust rk assignments prov
omize the name of ided here (this is one
the fictitious organiza of our last
Journal of Human tion to suit their need
Resource Educatio s.
n
38
Vol. 1, No. 1, Sum
mer 2007, 38-57
http://aom.org/Publications/AMJ/Welcome-to-AMJ.aspx
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Ideal Tea B e s t Teacher A
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Skills a n d C ontributio
20 years
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Thanks !!!  
Teaching
14 years
Research
14 years
 
Coaching
16 years
Training
Consulta
ncy 08 y
ears
rs
Lets move forward next time !!!
g 16 yea
Mentorin
n
hod-mba@acharya.ac.in
a r c h C ontributio
Rese ork Aw arded
12 PhD w awarded
14 M.Phil guided Human Resources Management
mm er projects ed
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AIT - MBA / Department of Management Studies

2nd Semester / Feb- 2019 to June 2019

• HRM: Introduction, Meaning, Nature,

Human Resources Management

Human Resources Management

Challenges Facing HR Over the

An experience of almost 150 countries

What are corporate expectations!!!!!!

Human Resources Management

Case Studies in HRM ( cut and paste in fresh window )

Human Resources Management

Human Resources Management

HR departments are not designed to provide corporate

HR professionals must create the practices that make

HR activities are based on theory and research. HR

Human Resources Management

The impact of HR practices on business results can and must

HR practices create value by increasing the intellectual capital

HR work is as important to line managers as are

Human Resources Management

HR practices do not exist to make employees

HR professionals must see their current work as

Human Resources Management

Human Resources Management

Human Resources Management

Human Resources Management

Human Resources Management

2019 WILL BE A ‘YEAR OF CHANGE’

Human Resources Management

Next 10 Years https://hbr.org/2015/07/people-before-strategy-a-new-role-for-the-chro

Human Resources Management

• What will be the three biggest challenges facing HR executives

• Retaining and rewarding the best employees (59%),

Human Resources Management

• What will be the biggest investment challenge for organizations

• obtaining human capital and optimizing human capital

Human Resources Management

• Which tactics will be the most effective in attracting, retaining and

• flexible work arrangements (40%);

Human Resources Management

• Which HR competencies will be most critical 10 years from now?

• business acumen (42%),

Human Resources Management

• What components (subcompetencies) of business acumen

• HR professionals expect the top three components to be

Human Resources Management

• What bodies of knowledge do HR professionals rate as

• The four bodies of knowledge that were rated as most

Human Resources Management

– No human resource management.

Human Resources Management

© 2018 Namely, Inc.

Human Resources Management

➢Right kind of Talent

Human Resources Management

➢ Managing Knowledge Workers

Human Resources Management

Human Resources Management

• Total rewards (compensation, benefits)

Human Resources Management

A strategic plan is a road map to lead an organization from

Strategy formation is a set of processes involved in

Strategy implementation are the methods by which

Challenges Facing HR Over the  

What are corporate expectations!!!!!!  