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HUMAN RESOURCE MANAGEMENT

SEMESTER II - MMS B (2011-13)

Lesson 1
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GUESS WHAT THE TOPIC IS..????? What is HRM? Why HRM? Objectives of HRM Functions of HRM HRM Model Scope of HRM HR & Its Environment

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What is Human Resource?


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Lean C. Megginson The term human resource can be thought of as, the total knowledge, skills, creative abilities, talents and aptitude of an organization's workforce, as well as the value, attitudes and beliefs of the individual involved.

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What is Management?
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Human resource management means employing people, developing them, utilizing, maintaining and compensating their service in tune with the job and organsational requirements.

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HRM Defined
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Human Resource Management can be defined as the field of Management which has to do with Planning, Organizing, Directing and Controlling the functions of procuring, developing, maintaining and utilizing human resource.

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HUMAN RESOURCE MANAGEMENT


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HRM is concerned with employees both as individuals and as a

group in attaining goals. It is concerned with development of human resources i.e knowledge, capability and skills. HRM covers all levels ( low, middle and top) and categories (unskilled, skilled, technical, professional, clerical and managerial) of employees. It applies to the employees in all types of organizations in the world.( industry, trade, service, commerce) Human resource management is a continuous and never ending process. It aims at attaining the goals of the organization
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WHY STUDY HRM?


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All management is centered around HRM People are responsible for the success and failure of

an activity or an organization Managers should understand human behaviour as they manage people in the process of managing their basic activity of department

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OBJECTIVE OF HRM
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Societal Functional Organizational

Personal

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OBJECTIVE OF HRM
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Personal Objectives: Personal objective of employees must be met if

employees are to be maintained, retained and motivated.


Organizational Objectives: HRM is continuous process. It is not an

end in itself but to assist the organization with is primary objectives.


Functional Objectives: To utilize the scare human resources to full

fill the organizational demand. It facilitates the organization to accomplish the mission and vision.
Societal Objectives: HRM ensures ethically healthy working culture

where there is no discrimination with anybody and equal employment opportunity, safety and quality of work life.
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FUNCTIONS OF HRM
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FUNCTIONS OF HRM
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Managerial- Managerial functions include

planning, organizing, directing and controlling. All these functions influence operative functions. Operative- The operative functions of human resource management are related to specific activities of personnel management viz employment, development, compensation and relation
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FUNCTIONS OF HRM
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Operative functions

1) Employment -Job Analysis -Human Resource Planning - Recruitment -Selection -Induction and Orientation 2) Human Resource Development - Performance Appraisal - Training and Development -Career planning and Development
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3) Compensation - Job Evaluation - Wage and Salary Administration - Incentives -Bonus -Fringe Benefits 4) Employee relation
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SCOPE OF HRM
Stress Management Cross culture Management

Emotions Management

HRM

Change Management

Performance Management Expatriate Management

Potential Development

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HRM MODEL
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HR professional become strategic partners

when they participate in the process of defining business strategies, when they help in converting strategy to action, and when they design HR practices that align with the overall business strategy. By fulfilling this role, HR professional increase the capacity of a business to execute its strategies.

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HRM MODEL
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HR planning is very much align to the overall

business strategy of the organization. HR strategy needs to be in sync with the business objectives, and the systems and process incorporated must also support the required results.

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HRM MODEL
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The three Ps make the sense of all about the

HRM. These are: People, Process and Performance. People, are the common factor while process involves the organizational process and performance is linked with the return on investment.

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THE GUEST MODEL


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HRM STRATEGY

HR Outcomes Hiring Training Appraisal Compensatio n Relations HRM Practices Commitment Quality Flexibility Motivation Co-operation Organization al Citizenship Behavioral Outcomes

Performance Outcomes Productivity Innovation Quality

Profits ROI

Final Outcomes

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THE HARVARD MODEL


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Stakeholders Interests Shareholders Management Employee Groups Community Unions Situational Factors Workforce Characteristics Business Strategy and conditions Management Philosophy Labour Market Task Technology Law and Societal Values
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HRM policy choices Employee influence HR flow Reward systems Work systems

HR Outcomes Commitment Competence Congruence Cost-effectiveness

Long term consequences Individual well-being Organizational wellbeing Societal well-being

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HR DEPATRMENT
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HR DIVISION VP HR

EMPLOYMENT MANAGER

COMPENSATION AND BENEFITS MANAGER

TRAINING MANAGER

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LINE AND STAFF ASPECTS OF HRM


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Line manager

A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organizations tasks. Staff manager A manager who assists and advises line managers.

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FUNCTIONS OF HR MANAGER
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A line function

The HR manager directs the activities of the people in his or her own department and in related service areas (like the plant cafeteria). A coordinative function HR managers also coordinate personnel activities, a duty often referred to as functional control. Staff (assist and advise) functions Assisting and advising line managers is the heart of the HR managers job.

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CHALLENGES IN HRM
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Managing Knowledge workers Global Village-Businesses currently operate around the world. Competitive environment Corporate re- organizations Changed employee expectations Renewed focus on people Workforce Diversity Shortage of skilled workforce Contingent workers ( Part-time, temporary, contract workers) and Protect the interests of weaker sections
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