Managing Human Resource

Dr Swati Agrawal,
Professor & Pan Area chair(HR/OB),
Learning Objectives
 Concept & scope of managing people in
organizations.
 Role of Human Resource Manager.
 Functions of Human Resource Manager
Types of Organizational Assets
Assets

Physical Financial Intangible Human

Why Study Human Resource Management

All typically labeled HRM issues—are as

relevant to line managers as they are to
managers in the HR department like
Staffing the organization, designing jobs and teams,
developing skillful employees, identifying approaches for
improving their performance, and rewarding employee
successes.
Human Resources Management (HRM)

Human resource management is planning, organizing,

staffing, directing and controlling of procurement,
development, integration, maintenance and separation
of employees to the end that individual, organizational
and societal objectives are accomplished.
 Human Resource Specialties
Recruiters

Labor Relations Peformance

Specialists Appraiser
Human
Resource
Specialties
Training
Job Analysts
Specialists

Compensation
Managers
HR as Strategic Business Partner
Partnership and Line Manager &
HR Department
 Strategic Role of Human
Resource Management

 The linking of HRM with strategic goals and

objectives in order to improve business
performance and develop organizational cultures
that foster innovation and flexibility.
 Involves formulating and executing HR systems,
HR policies and activities that produce the
employee competencies and behaviors that the
company needs to achieve its strategic aims.
Learning objectives

 Appreciate the partnership of Line

Managers with HR department.
 Human Resource Management as
Business Partner.
Concept of Line Authority:
Revisit
 Line Authority
Line authority gives managers the right to issue
orders and to direct the work of others. It
creates Superior- Subordinate relationship.

 Staff Authority
Staff authority gives the manager the right to
advise other manager or employees. It creates
an advisory relationship.
 Questions for the session:

--- Why engage Line manager in HR

functions?
--- How HR is significant for organisation.
 Scenario I
HR department along with Corporate office has decided to lay off 10% of employees.

It has been decided that those employees who have C rating in last quarter, will be

considered for lay off. When the suggestive list was communicated to one of the VP

Associate, Mr. Rakesh, he really gets upset as the name of the person, Mr. Pradeep

mentioned is now responsible for pilot test and launch of new product. During an

informal conversation Mr. Rahul, HR manager said that rating is been given by line

managers and if Pradeep is important why he have been rated C. Mr. Rakesh was of

view that its HR dept only which has made A, B C category for performance, also he

was new and joined in mid year, whereas others have to get higher rating as some of

them have their promotion due and hence Pradeep was given C

rating……………………………continues…………………………………----------

……………………………………………………………….…………
Line Manager HR Responsibility

1. Selecting the right person for the job

2. Starting new employees in the organization (orientation)
3. Training employees for jobs new to them
4. Managing Team
5. Workload Management
6. Improving the job performance of each person
7. Gaining creative cooperation and developing smooth working
relationships
8. Interpreting the firm’s policies and procedures
9. Controlling labor costs
10. Developing the abilities of each person
11. Creating and maintaining department morale
12. Protecting Employees Health & Ensuring Work Life Balance
 HR Manager is taking more of business
role and looking for their presence in
critical decision making and in board
room.
Linking Company-Wide and HR Strategies
 Human Resource Cycle

Rewards

Selection Appraisal Performance

Development

Adapted from Fombrum et al, 1982

 HR Cooperation with Operating
Managers
 HR Unit
 Develops legal, effective
interviewing techniques
 Trains managers in
conducting selection
interviews
 Conducts interviews and
testing
 Sends top three applicants to
managers for final review
 Checks references
 Does final interviewing and
hiring for certain job
classifications
 Managers
 Advise HR of job openings
 Decide whether to do own
final interviewing
 Receive interview training
from HR unit
 Do final interviewing and
hiring where appropriate
 Review reference information
 Provide feedback to HR unit
on hiring/rejection decisions
 Competitive Challenges and Human
Resources Management

 The most pressing competitive issues

facing firms:
1. Going global
2. Embracing new technology
3. Outsourcing
4. Managing change
5. Managing talent ( workforce Demographics)
6. Responding to the market
7. Containing costs
To conclude
 HR often provide the structure, the policies and the
procedures.
 Line manager execute the delivery of them in
practice i.e. Performance Management.
 Most Important is BUY IN by Line managers.
 HR today is Business Partner and have strategic Role
in organisation.