Professional Documents
Culture Documents
No
CO1 Understand basic HRM principles – how an organization acquires, rewards,
motivates, leverages, and manages its talent effectively
CO2 Review, analysis and discussion of various compensation systems including pay
for performance and merit based systems.
CO3 Overview of key human resource related laws and legal considerations.
CO4 Introduction to the history of and basic rationale for labor unions.
CO5 Review of some of the current health and safety problems facing employees and
employers and discussion of the strategic choices available to managers.
Text Book Aswathappa K., Human Resource Management- Text and Cases, Tata McGraw
Hill, 2nd Edition, 2013.
2. Quiz / Assignment
4. Class Interactions
Category Grading
Comprehensive Exam
45%
1. Willingness to learn
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
People lend competitive advantage
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
‘Best fit’ approach to HRM
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
Nature of HRM
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
HRM Functions
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
HRM – Functions and Objectives
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
HRM - Organization
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
HRM – Composition of Team
Composition of HR Department
Can the HR function be outsourced?
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
HRM Paradoxes
1. Supporters of HRM claim that the field has grown from IR to PM to HRM
to HCM, claiming that HR manager now plays a strategic role in a firm
unlike in the past when it was purely an administrative function
2. Supporters of HRM claim that the HR manager is a change agent and a
transformational leader, and his or her function is panacea for all
organisational ills and societal evils
3. An Arthur Andersen survey showed that Human Resources (HR)
executives were missing two things that could improve their
effectiveness—support from top management and sufficient financial
resources
4. HRM is not much sought after course in academics. At top IIMs, less than
2 per cent of the students opt for HR subject
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
Personnel Policies
Policies
It is a statement of intention committing the management to a general course of action
without spelling out the detailed procedure by which it has to be implemented. Example are :
– Policy of hiring people with due respect to factors like reservation, sex, marital status, and the
like
– Policy with regard to medical assistance
There are five principal sources for determining the content and meaning of policies:
– past practice in the organization
– prevailing practice in rival companies
– attitudes and philosophy of founders of the company as also its directors and the top
management
– attitudes and philosophy of middle and lower management
– the knowledge and experience gained from handling countless personnel problems on a day-to-
day basis
– Policies must be stable. Stability creates a climate of security and removes uncertainty from the
minds of employees
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
Personnel Principles
Principles
– If policy is a guide for managerial decisions and actions, principle is the
fundamental truth established by research, investigation and analysis
– Some of the personnel principles are:
• Principle of individual development
• Principle of scientific selection
• Principle of free flow of communication
• Principle of participation
• Principle of fair remuneration
• Principle of incentive
• Principle of dignity of labour
• Principle of labour management co-operation
• Principle of team spirit
• Principle of contribution to national prosperity
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HR Competency Model
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
Evolution of HRM
Development
Period Outlook Emphasis Status
Status
Statutory,
Pragmatism of
1920s–1930s Beginning welfare, Clerical
capitalists
paternalism
Struggling for Technical, Introduction of
1940s–1960s Administrative
recognition legalistic techniques
Regulatory,
Professional, conforming,
Achieving
1970s–1980s legalistic, imposition of Managerial
sophistication
impersonal standards on
other functions
Human values,
1990s Promising Philosophical productivity Executive
through people
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
From PM to HRM to HCM
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
Imperatives for HCM
• Not all organisations are ripe to implement HCM. It works best where:
– The organisation is a people-oriented relatively large business
– The environment is not simple and stable
– The bsuiness has investors or stakeholders who are interested in the medium to
longer term
– The organisation is focused on growth through differentiation rather than cost
leadership
– The organisation is managed strategically
– Planning is bottom-up as well as top-down
– The organisation acknowledges complexity and is based on networks and
relationships rather than structures and hierarchies
– Managers take responsibility for people management
– The culture is relatively sophisticated
– The organisation uses technology effectively
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus
Context of HRM
Discussion : Do you think any factor been left out? Any one (out of
those included) is non-contextual?
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HR and Technology
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POMCL ZC441Human Resource Management BITS Pilani, Pilani Campus