Human Resource Management

BY GROUP-1 MBA(I.B) SEC-B

WHAT IS HUMAN RESOURCE?
Human Resource (HR) refers to employees that can be motivated, retained, trained, and pressed into action for assigned tasks of managing and developing forest resources.

WHAT IS HUMAN RESOURCE MANAGEMENT?

HR Management (HRM) refers to managing employees, and all matters related to them, effectively for their good, which resultantly can contribute to the larger good of managing forest resources.

CHARACTERISTIC

To harness and manage the potentials in other people that they, seemingly, are unaware of most of the time. To be able to channel the right personnel to the right cause and bring the best out of them. To lead ordinary individuals with ordinary skills to achieve extra-ordinary feats....the people are happy, the human resource manager is happy, and everybody is happy.

Function of human resource

Manpower planning Recruitment and selection of employees Employee motivation Employee evaluation Industrial relations Provision of employee services Employee education, training and development Developing a HRM strategy

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Strategic human resource management

It is the process of linking the human resource with the strategic objective of a organization in order to improve performance. According to Wheelen and hunger “SHRM is that set of managerial actions that determine the long term performance of the corporation”.

Strategy is deciding where to go and the means to get there.

Strategic management is considered to be a continuous process activity that requires a constant adjustment of three major interdependent poles:

1.Values of the senior management 2.The environment 3.The resources available. It defines the organization intention and plans on how its business goals should be achieved through people

Implications of SHRM

Successful SHRM efforts begin with identification of strategic needs. Employee participation is critical to linking strategy and HR practices. Strategic HR depends on a systematic and analytical mindset. Corporate HR departments can have an impact on their organization’s efforts to launch strategic initiatives.

DIFFRENCE BETWEEN PERSONAL MANAGEMENT $ HUMAN RESOURCE MANAGEMENT

GUIDE TO MANAGEMENT ACTION- In Personal Management the rules are clear but in Human Resource Management it is according to need. CONTRACT-In Personal Management the contract is careful delineation of written contracts but in Human Resource Management the aim is beyound contracts KEY RELATIONS –The key relation in personal management is labour management but in human resource management it is customer. SPEED OF DECISION -The speed of decision in personal management is slow but in human resource management it is fast. COMMUNICATION -The communication in personal management is indirect & flow of communication is restricted but in human resource management direct communication takes place & the flow of communication is increased. JOB DESIGN -In personal management division of labour takes place but in human resource management it has to be done in teams means team work takes place

INITIATIVES-in personal management it is piecemeal but in human resource management it is integrated. BEHAVIOUR REFERRENT- The behaviour referrent in personal management are norms/customs & practices but in human resource management are values & mission. PRIZED MANAGEMENT SKILLS- personal management it is negotiation but in human resource management it is facilitation. NATURE OF RELATION- nature of relation in personal management is pluralist but in human resource management it is unitarist. PAY-In personal management the pay ifofs considered by job evaluation but in human resource management the pay is performance related.

Challenges To HRM
Roles of HR Managers

Globalization
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Issues on EXPATRIATION. Cultural changes, communication problems , religon. Sensitivity issues of the culture and the people. Consideration of human resource policies , ethical issues. Compatibility of corporate and local cultures.

Role of HR Managers
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OPERATIONAL PROCESS.Recruitment and selection process redesigned. To test adaptability ,willingness and motivation to live overseas. Tolerance of ambiguity, communication skills. Patience and openness to differences in others.

TRAINING

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TEACH THE LANGUAGE AND BASIC COMMUNICATION SKILLS USED IN THAT COUNTRY. TELL ABOUT THE CULTURE , RELIGION AND PRACTICES. E.g.-society is individualistic or collectivistic, power distance, uncertainty avoidance,etc.

TECHNOLOGY
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TQM MODERNIZATION COMPUTERIZATION AUTOMATION FLEXIBLE MACHINE SYSTEMS.

ROLE OF HR MANAGERS

TRAINING TO UTILIZE NEW TECHNOLOGY. INCREASING EMPLOYEES KNOWLEDGE AND SKILL CONSTANTLY.

WORKFORCE DIVERSITY
COMPOSITION- on the basis of age, gender, religion ,caste ,etc.  Employee’s values and education has resulted in INCREASED EMPLOYEES EXPECTATIONS.  BETTER PAY.  BETTER WORKING CONDITIONS.

Cont….

CONSIDER HUMAN RIGHTS, ISSUES ON CHILD LABOUR .e.g.. Reebok and Nike PROVIDING FLEXIBLE WORKING HOURS,ATTRACTIVE PACKAGES,JOB CONTENTS,GROWTH OPPURTUNITIES SO that they love their job and do not show absenteeism, grievance, or leave their jobs.

Thank you