IFD433 - PROFESSIONAL PRACTICE AND CONTRACT

DOCUMENTS

Lecture Topic - Human resources management

Learning Outcome - Students will learn effective work management

techniques and management of resources.
Human resource management
Human Resources Management involves all management
decisions and practice that directly affect or influence the
people or human resources who work for the organization.
HRM emphasizes on training, as an important area of people
management, which covers the following aspects:
1. Increasing productivity.
2. Improving quality.
3. Improving Organizational climate.
4. Ensuring Personnel growth etc.
Objectives of Human resource
management
● Ensure human resources are employed cost-
effectively.
Pay rates should be competitive but not excessive
Achieve acceptable staff utilisation
Minimise staff turnover
Measure returns on investment in training
● Make effective use of workforce potential
Ensure jobs have suitable, achievable workloads
Avoid too many under-utilised or over-stretched staff
Make best use of employees skills
Objectives of Human resource
management
● Match the workforce to the business needs
● Workforce planning to ensure business has the right number
of staff in the right locations with the right skills
● Effective recruitment to match workforce needs
● Training programmes to cover skills gaps or respond to
changes in technology, processes & market
Objectives of Human resource
management
● Maintain good employer / employee relations
Avoid unnecessary and costly industrial disputes
Timely and honest communication with employees and their
representatives
Sensitive handling or potential problems with employees
major changes in the business
Functions of Human Resource
Management
Procurement
It means hiring right number of people and right kind of
people. Procurement includes following sub activities as job
analysis, manpower planning, recruitment, selection,
placement, induction, promotion, demotion and separation.
Development
It means enhancing knowledge, skills, attitude, abilities of
employees in order to attain organizational objectives. It
includes sub activities like performance appraisal, training of
operations, development, career planning, succession
planning, career counselling.
Integration
It means co-ordination, co-operation interaction and unity
within teams, between employee, employer, organization and
government. In order to maintain harmony and harmonious
relationship between them, It includes sub-activities as
motivation, job satisfaction, grievance redressed, workers
participation in management, collective bargaining and
disciplinary procedures.
Maintenance
HRM is also responsible for maintaining employee welfare
like proper canteens, rest rooms, health of the employee,
safety of the employee, social security and job security of the
employees.
Scope of Human Resource Management
The Welfare aspect
This aspect of HRM includes working conditions and facilities such
as canteens, rest rooms, housing, crèches, lunch rooms, transport,
health, education, medical help and safety, washing facilities and
recreation etc.
Labour and Human resource aspect
It includes man power planning, recruitment, selection,
placement, induction, transfer, promotion, demotion,
termination, training and development.
Industrial Relations aspect
It concerns with organizations relations with their employees, it
includes relations between union and management, collective
bargaining, negotiation, consultation, grievance handling,
disciplinary actions, settlement of industrial disputes etc.
Human Resource Planning
● Determining the numbers to be employed at a new
location
1. What techniques can be used to establish workforce requirements?
2. Have more flexible work arrangements been consider
3. How are the staff you need to be acquired?
Retaining your highly skilled staff
● monitor the extent of resignation
● discover the reasons for it
● establish what it is costing the organisation
● compare loss rates with other similar organisations.
To operate such systems organisations
need:
● appropriate demand models
● good monitoring and corrective action processes
● comprehensive data about current employees and the external
labour market
● an understanding how resourcing works in the organisation.