HUMAN RESOURCE MANAGEMENT

CHAPTER NO 1
INTRODUCTION TO HRM AND HUMAN
RESOURCE PLANNING
 INTRODUCTION TO HRM

• “ HRM is the function performed in organizations that

facilitates the most effective use of people to achieve
organizational and individual goals.”
- Ivancevich and Glueck
DETAILED OPERATIVE FUNCTIONS OF HRM

A – Procurement :
•HR Planning
•Job Analysis
•Recruitment
•Selection
•Placement
•Internal mobility
B – Development :
•Human resources development strategies
•Training
•Succession planning
C – Motivation And Compensation :
•Motivation
•Job design
•Work scheduling
•Job evaluation
•Performance and potential appraisal
•Compensation administration
•Incentives, benefits and services
D – Maintenance :
•Health
•Safety
•Welfare
•Social Security
E – Integration :
•Discipline and Grievances
•Teams and team work
•Collective bargaining
•Participation
•Empowerment
•Trade unions
•Employers’ association
•Industrial relations
F – Emerging Issues :
•Personal records checking
•HR accounting
•Human Resource Information System ( HRIS )
•Job stress
•Counselling
•Mentoring
•International HR
 COST OF HUMAN RESOURCE MANAGEMENT
MISTAKES
A few statistics compiled by SHRM
•Negligent Hiring—$2,500,000. Judgement against an employer for an
attack on a customer by the company’s delivery man who had a record of
assault.
•National Origin Discrimination—$18,000,000. Awarded to four former
managers of a convenience store chain found to have discriminated on
the basis of national origin.
• Disability Discrimination—$7,100,000. Total of compensatory and
punitive damages awarded to an executive fired one day before he was
scheduled to be released from an alcohol rehabilitation program.
• Equal Employment Opportunity Commission (EEOC)—$775,000.
Settlement of a claim against a retail chain for creating a “racially
hostile” work environment in one of their stores.
 LETS BEGIN WITH …

• Human Resource Planning

 HUMAN RESOURCE PLANNING

• Process by which an organization ensures that it has the right number

and kind of people at the right place and at the right time,
• Capable of effectively and efficiently completing those tasks that
help the organization achieve its overall objectives
HRP ensures that the organization has:
•– Right Number
•– Right Kind
•– Right Place
• – Right Time
 NEEDS OF HRP

• Employment – Unemployment situation

• Technological change
• Organizational change
• Demographic change
• Skill shortage
 NEEDS OF HRP

• Government influence
• Legislative control
• Impact of the pressure group
• Systems approach
• Lead time
 HR DEMAND FORECAST

• Demand forecasting is the process of estimating the future quantity and

quality of people required.
• The basis of the forecast must be the annual budget and long-term
corporate plan, translated into activity levels for each function and
department
 HR DEMAND FORECAST

• Managerial judgement
• Trend analysis
• Replacement chart
• Delphi technique
• Flow models
• Other technique, Specific to organizations
TREND ANALYSIS
TREND ANALYSIS
REPLACEMENT CHART
HRP FLOW CHART
 HR SUPPLY FORECAST

Supply Analysis
•Existing human resources
•Internal sources of supply
•External sources of supply
 COLLECTION OF DATA

• Who Collects ?? - On-the-job Employees, Supervisors, Consultants / trade

job analyst
• What to Collect ?? - Physical & Mental activity involved - Each task
essential to achieve overall result - Skill / Educational factor needed for the
job
• How to Collect ?? - Checklist, Interview, Observation, Participation,
Technical Conference, Diary Method, Quantitative techniques
 AREAS IN WHICH INFORMATION MAY BE
GATHERED
• Job title
• Work performed
• Equipment, Tools & Materials used
• Reports & records made
• Relation of the job to other jobs
• Education & experience required
• Physical, Mental& Visual effort required
• Responsibility (for equipment, reports,, performance) & duties performance) & duties
• supervision given & received
• Hazards, Discomfort & Safety
 HUMAN INVENTORY ASSESSMENT

Job Analysis
An assessment that defines a job and the behaviors necessary to
perform the job
• Job Description
A written statement of what the job holder does, how it is done, and
why it is done.
• Job Specification
A written statement of the minimum qualifications that a person
must possess to perform a given job successfully.
-Knowledge, skills, and abilities (KSAs)
 EXAMPLE: JOB DESCRIPTION OF A
PILOT

• Create a flight plan, considering aircraft performance, altitude and weather conditions
• Check the aircraft before every flight (engines, radars, navigation systems, etc.)
• Ensure cargo weight doesn’t exceed aircraft limits
• Communicate with air traffic control to ensure safe takeoff and landing
• Ensure the aircraft has adequate fuel supplies
• Monitor cockpit instruments like altimeters and speed indicators and report any malfunctions
• Check the airplane’s position, weather conditions and air traffic regularly during the flight and
determine change of path when needed
• Work closely with flight attendants to ensure all passengers follow safety rules while being
onboard
• Fill out reports about the flight and the status of the aircraft after landing
 EXAMPLE:JOB SPECIFICATION OF A
PILOT

• Commercial Pilot’s Licence (CPL) and Airline Transport

Pilot’s License (ATPL)
• At least 2,000 hours of flight time
• Excellent knowledge of Federal Aviation regulations and safety
procedures
• 20/20 vision (or correctable to 20/20)
• Good judgment with the ability to react quickly to hazards
• Communication and collaboration skills
• Attention to detail
• Degree in aircraft engineering, or similar field, is a plus
OVERALL…