Role of Human Resource Manager

 Personnel Role
 Welfare & Counsellor’s Role
 Administrative Role
 Fire-fighting and Legal Role
Personnel Role

 Advisory –effective use

 Manpower planning, recruitment,

selection etc.
 Training & development
 Measurement & Assessment of

individual and group behaviour

Welfare & Counsellor’s Role
 Managing services –canteen,
transport co.op., crèches etc.
 Group Dynamics, counselling,

motivation, leadership,
communication
 Research in personnel and org.

problems
Administrative Role
 Salary & wage administration –
incentives
 Maintenance of records
 Human-engineering, Man-

machine relations
 Effective utilization of human

resources
Fire-fighting and Legal Role
 Grievance handling
 Settlement of disputes
 Handling of disciplinary & legal

matters
 Collective bargaining
 Joint consultation and

participation
 Qualities of Human Resource
Manager
 Sense of vocation
 Capacity of leadership
 Personal Integrity
 Sense of Social Responsibility
 Dynamic personality
◦ Spontaneity of speech
◦ Facial expressions
◦ Courtesy and social awareness
◦ Personal dignity
 A Brief History of HRM
 Personnel departments were created to deal
with:
◦ Drastic changes in technology
◦ Organizational growth
◦ The rise of unions
◦ Government intervention
concerning working people
 Around the 1920s, more organizations
noticed and acted on employee-
management conflict
Stages of evolution of HRM
Industrial Revolution :
 Technology made progress
 Specialization increased
 Workers job dull, boring
 workers treated as like glorified machine

tools
Scientific management

 Systematic analysis and breakdown of work

 Individual selected to perform jobs which

matched them physically and mentally

 Training regarding jobs given to employees
 More incentives to workers who produced

better results.
Trade unionism

 Workers joined hands to protect against

exploitation by owners
 Improve welfare of workers by collective

bargaining
 Working conditions , pay and benefits, etc.
 Human relations
movement
 The Hawthorne studies (1924 to 1933):
◦ Were to determine the effects of
illumination on workers and their output
◦ Rather, it pointed out the importance of
social interaction on output and satisfaction.
◦ Employee productivity depends not only on job and money
but on certain social and psychological factors also
◦ Implementation of behavioural science approach for
support and concern for employees, bond between labour
and management and keep them happy
Human resource approach
 Happy workers may or may not be better
workers
 Each employee is different what motivates

one may not motivate other

 Employees as assets, job itself source of

satisfaction
 Most people have self direction ,will do well if

given proper environment

 Managers basic job is to unleash the hidden
potential of employees
 Their participation is required for growth of

org
 Manager should create work climate where

everybody contributes to their best.

 Evolution of the HRM function

concept Description

•The commodity Labor as a commodity to

concept be bought and sold
•Factor of Like money , material,
production land
•Paternalistic Protective attitude
concept towards employees
To improve output
•Humanitarian psychological needs
concept Description

Human resource Most valuable asset ,org

concept goals will be met if they
are satisfied
Emerging concept Employees as partners in
growth of org. ,they
should have a feeling
that it is their org.,
managers should
Personnel vs. Human Resource Management

 Personnel  Human Resource

Management Management

 HRM is the management

 Personnel means persons of employees’ skills,
employed. PM is the knowledge, abilities,
management of people talents, aptitudes,
employed. creative abilities etc.
 Personnel vs. Human Resource
Management
 Personnel  Human

Management Resource
Management
 Employee is treated as  Employee is treated not
an economic man as only as economic man
his services are but also as social and
exchanged for psychological man.
wage/salary Thus the complete man
is viewed.
 Personnel vs. Human Resource
Management
 Personnel  Human
Management Resource
Management
 Employee is viewed  Employee is treated as a
as a commodity or resource.
tool or equipment,
which can be
purchased or used.  Employees are treated as
 Employees are a profit centre and
treated as cost centre therefore, invests capital
and therefore for human resource
management controls development and future
the cost of labour. utility.
 Personnel vs. Human Resource
Management
 Personnel  Human

Management Resource
Management
 Employees are used  Employees are used for
mostly for the multiple mutual
organizational benefit of the
benefits. organization, employees
and their family
members.
 Personnel function is
treated as only an
 HRM is a strategic
auxiliary. management function.
Management of HR function
 Two issues are important here
 A)place of HR department in the overall set-

up
 2) composition of HR department itself
 Status of HR deptt in org depends on whether

the unit is small or big

 In a small unit there is no separate HR deptt
 Either services of a outsider who can handle
 Records and accounts related to provident
fund,pension etc.
 Or a low placed emlpoyee may be entrusted

with the task of HR manager

 In case of large scale unit there would be a

manager heading HR deptt

 In case company has offices in different

countries ,a centralised deptt HQ and each

plant will have a separate deptt
Routine activites to be handled by the local
deptt where as the central deptt,will make
broad policies concerning all employees
The HR deptt composition will depend on the
scale of operations and attitude of top mgmt
Headed by a Director ,under whom are
Manager(personnel),admn,IR,HRD
Outsourcing
 It is the process by which employers transfer
routine work to other org that specializes in
that area and can perform it more efficiently.
 The reason for doing so could be downsizing,

rapid growth, globalization or growing

competition.
 It leads to less costs,flexibility and

specialised expertise.
Organization of HR Department