Human resource management

HR is sum total of skills,experience,

knowledge, creative
abilities,talents,attitude & aptitude.
Hrm involves all mgmt decision & practice
that directly affect or influence the people
or hr-fisher,schoendfelt & shaw.
How people is managed is hrm-bernarid &
russell
Nature of Human Resource Management cont .
Who Is an HR Manager?
In the course carrying
out their duties, every
operating manager is, in
essence, an HR
manager.
HR specialists design
processes and systems
that operating
managers help
implement.
Nature & scope of HRM
People oriented:-right person at right time
At all level:-includes workers, managers,
professional ,technical & non technical staff.
Applicable to all organization
Continuous function
Science & art
Focus on goals:-survival or growth & individual like
job satisfaction, status, development, promotion etc
Nature of Human Resource Management
Human Resource (HR) Management
The design of formal systems in an organization to
ensure effective and efficient use of human talent to
accomplish organizational goals.
Source: HR Department
Benchmarks and Analysis Survey
2004 (Washington, DC: Bureau of
Characteristics of HRM
Related with “people” dimension-perform task(new
machine).
Linked with corporate strategy
Commitment of employees
Recognition of common interest & needs:-HR Policy
Response to influence of social,economic,political &
cultural contexts:- training & development
Ownwed by line managers & not by personnel specialist
Employee are seen as assets or human capital
Objective of HRM
Achieving high productivity:- effectively utilization of
human resource.
Increasing the quality of work life:- adequate
responsibility & opportunity in career.
Increasing workforce commitment:-motivation
through promotion & rewards
Management of organisation culture:- refers to
belief,values ,norms
Providing supportive environment for employess
creativity.
P M & HRM
PM deals with control while HRM is based on
foundation of behavioural science knowledge.
Pm is reactive approach while HRM is proactive
approach.
Pm follows Theory x approach-people don’t like to
work & need to be driven.
HRM follows Theory y –people like to work & don’t
prefer to be supervised.
 Personal HRM
management
Time & planning Short term Long term
investment People as variable Social capital
cost
Main concern Rules & regulation Involvement &
participation
communication As source of power As trust
Aims Specialists-to Career
increase skills development
outcome Concerned With Development of
job satisfaction orgz. culture
function Forecasting & Linkage betwwn
succession Hrp & orgn
planning strategy
Role of Rated As individual As team
individual
employee
The human factor refers to a whole consisting of
inter related ,interdependent & inter-acting
physiological, psychological, sociological & ethical
component-julius

Physiological
Psychological aspects-emotion & impulses
Sociological –family,social class & status
Ethical-perception about right & wrong.
Evolution of HRM
The Craft system-13th century
The Scientific Mgmt approach-19th century employees
concern for efficency & money.
The Human Relations approach-study by Elton mayo
& Fritz Roethlisberder in Hawthrone plant
Hawthrone studies-2 groups to determine the effects
of different levels of illumination.
The Organizational Sciences approach-focus to
scientific process within the organization that can
impact employee experience.
Human relations concept
Human relations are systematic,developing body of
knowledge devoted to explaining the behavior of
individuals in the working organisation-huneryager &
heckmann
Human relations is the study & practice of utilizing
human resouce through knowledge & understanding of
activities,attiudes, sentiments of people at work-Mcfarland
Human relations in mgmt is a process that brings
employee into contact with & causes them to be
influenced by their leader,jobs & other aspects of
organisation.
Functions of HRM
HRP:-short or long term
Job analysis
Acquisition of HR:-right skills at right time
Training & development:-soft skills & upgrading
knowledge & skills
Building performance management system
Reward systems:-establishing appropriate
compensation system
Hr information systems:-takes care of operational
transaction from the time of joining to exit.
Employee relations:-handling grievances, feedback,
labor management meeting. Collective bargaining
Why rising interest in HRM
To have a competitive advantage:- example-japan
Globalization:-cross culture & cross country
Workforce diversity
Changing skills requirement & avoiding skill
deficiencies:- information technology
The contingent workforce:-downsizing, corporate
restructuring & TQM has lead to contingent
workforce(part time & contract)
Continuous improvement programme & work process
engineering- TQM(involvement of stake holder)
Decentralized work sites:- no 9 -5 jobs because of
computer linkage.
Employee involvement:- assign power & resource at a
lower level.
Minimizes the complexities of the organization:- too
much department creates problem
Changes in technology:-innovation in technology
To provide opportunities for educated workforce
Components of HRM
environment
Internal environment:-
1) corporate strategy:- 3 orders of strategy, 1st order –
long term direction,2nd- organization structure &
system of control, 3rd – hr policy & practices . Aim is to
have competitive advantage.
2)organization culture:-Culture is sum total of belief,
ideology, religion, caste, attitude of human beings. Culture
also include people respect for each other, work ethics,
individualistic vs participative managerial appraoch,
decisiveness of manager, open communication system.
3)organization structure:- comprised of functions,
relationship, responsibility, authority &
communication of individual within each
departement. Organization follows functional
structure, divisional structure or matrix structure.
External environment
Physical location:- language barrier, knowledge of
area culture & tradition
Technology:-internet has lead to multiple
opportunities
Socio culture
Political environment
Labor market
Economic condition:- china & india
Legal
Ethical issue in HRM
 ETHICS COMMONLY REFLECTS TO SETS OF RULES OR PRINCIPLES
THAT DEFINES RIGHT & WRONG.
 FEELING OF RIGHT & WRONG BEHAVIOR.
 SOMETHINGS”ILLEGAL” IS ALSO UNETHICAL.
 ETHICS ARE THE EXPRESSION AND EXIBITION OF STANDARD
MORAL CONDUCTS.
 SO, IN SHORT- IT IS,
 ENFORCEABLE MORALITY,
 JUSTICE & FAIRNESS OF CONDUCTS,
 RIGHT CONDUCTS.
 LEGAL ACTIVITIES.
 ACTION & GOVERNANCE BY INDIVIDUAL, INSTITUTION, SOCIETY,
GOVERNMENT ETC.
WHY ETHICS IN HRM
ETHICS SATISFY BASIS HUMAN NEEDS,
CREATES CREDIBILITY WITH PUBLIC,
MANAGEMENT CREDIBILITY WITH
EMPLOYEES,
HELPS TO MAKE BETTER DECISION.
ETHICS AND PROFIT GO TOGETHER, AND
LAW CAN NOT PROTECT THE SOCIETY BUT
ETHIC CAN,
AREA OF HR ETHICAL ISSUES
CASH AND INCENTIVE ISSUES.
PERFORMANCE APPRAISAL ISSUES,
RACE, GENDER,AGE AND DISABILITY ISSUE.
EMPLOYMENT ISSUES.
PRIVACY ISSUES.
SAFETY AND HEALTH ISSUE.
TERMINATION ISSUES. AND
EMPLOYEES RESPONCIBILITY ISSUES.