HUMAN RESOURCE

MANAGEMENT

BOOKS FOR REFERENCE

C.B Memoria
Bishwajeet Patnayak
Edward Fillpo
 INTRODUCTION TO HRM
Lesson plan
 Definition & concept of HRM
 History of HRM
 Functions of HRM
 Hr policies & procedures
 Emerging role of HRM
 Role of HR executives
 Challenges to HR professionals
 Strategic HRM
 Case study on HRM
 What is Human Resource

 Human resources refer to the total

knowledge, skills, creative abilities ,talents
and aptitudes of an organizations workforce
as well as the values , attitudes and beliefs
of the Individuals involved.
 HUMAN RESOURCE MANAGEMENT

H.R.M is defined as the process of Planning,

Organizing, Directing & Controlling the
operative functions of procurement,
development, compensation, integration,
. maintenance,& Separation of human resource
to the end that individual, organizational &
societal objectives are achieved
………………. Edward Flippo
 FUNCTIONS OF HRM
FUNCTIONS OF HRM

MANAGERIAL OPERATIVE
FUNCTIONS FUNCTIONS

 MANAGERIAL  OPERATIVE FUNCTIONS

FUNCTIONS  Procurement
 Planning

 Organizing
 Development
 Directing
 Compensation
 Controlling  Integration
 Maintenance &
 Separation
 HUMAN RESOURCES APPROACH

 HR APPROACH
 Contemporary approach
to HRM
 Treats individual goals &
organization goals as EMPLOYEE
REWARDS
EMPLOYEE
MOTIVATION
being mutual &
compatible.
 Employees are assets of
an organization
 Policies and programs
must cater to the needs ORGANISATIONAL EMPLOYEE
of the people and lead to PERFORMANCE PERFORMANCE

personal development
 A conducive work
environment is the
building block of a
successful organization
CHANGING ROLE OF H.R MANAGER

Year Designation Role

1920’s Employment Clerk or Record Keeper
Manager
1940’s Industrial Relation Trouble Shooter
Officer
1950’s Manager Maintaining Human
Relations
1960’s Personnel Manager Miscellaneous
 THE ROLE OF PERSONNEL
MANAGER
The Role of personnel manager

Personnel Welfare Fire-Fighting

Clerical Role
Role Role Role

Advisory Research in personnel & Time Grievance

organizational Problems
Keeping Handling

Manpower Managing Services Maintenance Settlement of

Planning of Records Dispute

Training & Group Human Disciplinary

Development Dynamics Engineering Action

Appraiser Consultation
 HR POLICIES & PROCEDURES

• Define the role of the HR department of the Organization.

• Are a set of guidelines which guide how employees are to be
treated in the organization
• Aim at achieving both individual & organizational satisfaction.
• Should be easy to implement and understand.
• Enable the management to keep the workforce secure, happy
and motivated.
• Based on the organization culture , management philosophy
and market supply and demands.
• Aim to
• HR procedures help management to implement HR policies.

• They are difficult to establish and maintain

 Contents of Personnel Policies for
Indian Organization

 Recruitment or Hiring of Employees

 Need for Recruitment is identified
 How much manpower is required & at what level
 Selection Procedures
 Age limits of Employment
 Pre-Employment Medical Check –up
 Establishing order of Preferences between relation of
employees, employment exchange Candidates, &
outsiders in matter of selection
 Induction & Placement
Policy of Manpower Planning & development

Work Study; Job Evaluation

Selection & recruitment techniques

Identifying Training needs & Preparing Programmes

Promotional avenues & orienting the selection &

Training activities to such avenues;

Opportunities for self development & advancement in

organization
Policy on Terms & Conditions of
Employment
 Hours of work
 Overtime
 Shift working
 Lay- off
 Termination of services
 Welfare
 Wage policy
 Payment Method
 Pay back Period
 Job Evaluation
Policy on industrial Relations
 Whether to recognize Trade unions &
conditions of recognition
 Collective Bargaining
 Grievance Handling Procedure
 Worker’s Participation in
Management
Policy on Communicating with
Employees

 Suggestion system
 Formal /informal meetings between
Top management & Juniors
Role of HR Executive  Challenges to HR

 Service provider  Worker productivity

 Executive  Quality improvement

 Facilitator  Changing attitudes of

workforce.
 Consultant  Impact of government

 Auditor  Quality of work life

 Technology and training

 HR Management Challenges
 Globalization of Business
 Outsourcing and increased competition
 Stockholder, employee, manager concerns?
 social responsibility
 The threat of terrorism- How does this impact ? what we do?
OSHA?
 Cont……..

 Economic and Technological Changes

 Occupational shifts from manufacturing and agriculture
to service industries and telecommunications.
 Pressures of global competition causing firms to adapt by
lowering costs and increasing productivity.

 Technological Shifts and the Internet

 Growth of information technology.
 Cont……….
 Workforce Availability and Quality Concerns

 Inadequate supply of workers with needed skills for

“knowledge jobs”
 80% of manufacturing jobs report shortage of qualified
workers
 Education of workers in basic skills
 Not enough specific skills, not enough technology skills

o Growth in Contingent Workforce

Represents 20% of the workforce
 Increases in temporary workers, independent contractors,
leased employees, and part-timers caused by:
 Need for flexibility in staffing levels
 Increased difficulty in firing regular employees.
 Reduced legal liability from contract employees
 Boeing Strategy- manage employment cycles in
suppliers and partners
 Cont………
 Workforce Demographics and
Diversity

 Increasing Racial/Ethnic Diversity

 From the Melting Pot to the Salad Bowl

 More Women in the Workforce

 Single-parent households
 Dual-career couples
 Domestic partners
 Working mothers and
family/childcare

 Significantly Aging Workforce

 Age discrimination
 Cont……..
 Organizational Cost Pressures and
Restructuring
 Mergers and Acquisitions
 “Right-sizing”—eliminating of layers of management, closing
facilities, merging with other organizations, and out placing
workers
Intended results are
 flatter organizations, increases in productivity, quality, service and
lower costs.
 Costs are “survivor mentality”, loss of employee loyalty, and
turnover of valuable employees.
 HR managers must work toward ensuring cultural compatibility in
mergers.