Professional Documents
Culture Documents
Essentials of HCM
• The success of any organization depends upon how it manages its resources. While
several resources are non human resource such as land, capital and equipment, it is the
human resource and its management which is at the heart of an organization’s success.
• Human Resource (HR) refers to all the people who work in an organization called
personnel.
B)Operative Functions-The operative functions are those tasks or duties or functions which a company entrusts to the human
resource or personnel department.
1.Recruitment and selection of employees
2.Job Design
3.Performance Appraisal
4.Training and Development-
5.Maintenance
6.Labor Welfare
C)Advisory Functions- Advisory functions means providing advice to top level management in formulation of plan, job analysis
and recruitment , selection of employees also it provides advises to various heads of department regarding training and
development of its employees.
(a)Personnel Policies
(b) Personnel Procedures
contemporary issues in HRM
Note:A contemporary issue is any event, idea, opinion or topic for any subject that relates to the present
day. They can be found in almost any matter known to human being.
The Gig Economy
• Many talented people have decided to leave the traditional workforce in
exchange for freelance work in their area of expertise. This gives them
desired flexibility in their lifestyle, and is a great selling point for potential
clients, because overhead is less when you are a contract employee.
• Although this is great system for the talent, working with a different
system is a challenge for human resources managers. If the best talent is no
longer available for an in-house position, human resource managers must
find ways to either create long-term contracts or to develop other suitable
talents.
Innovation and Automation
• Human resources departments are often tasked with training and
developing employees. This means that when a new company rollout
includes technological advances, the human resources department needs to
prepare itself to train people.
• In some instances, this means coordinating with technology developers to
create programming that is easily rolled out to employees. In other cases,
the human resources department must help roll out the program and help
run the training programs internally.
Changing Regulatory Issues
• Compliance with regulatory issues is a primary duty of human resources
managers. While this job duty hasn't changed over the years, what it covers
evolves constantly. This means that human resource managers need to be
on top of all changes. An example of changes is new laws regarding
healthcare benefits.
• Privacy laws are constantly requiring updated disclosures and employee
training and acknowledgments. If the human resources manager is not
current on new regulations and laws, the company is exposed to lawsuits,
penalties and potential public scrutiny.
Recruiting and Retaining TopTalent
• Finding and keeping great talent is difficult, especially for small businesses
that don't have the resources to offer huge compensation and benefits
packages.
• This means that human resources managers are always looking to find
talented, loyal prospects for the company. It is important for human
resources managers to look for talent internally and externally, as it is not
enough to just go to job fairs or to reach out to people on LinkedIn.
• HR managers must not only cultivate these relationships, they must also
cultivate internal employees that are suitable for development and
promotion.
Diversity and Harmony Issues
• Business owners know that a diverse workforce that's working together in
harmony will build stronger teams, yield better ideas and offer broader
customer satisfaction. However, without the harmony, that diverse
workforce has low morale, and therefore, low productivity. This isn't
solely a company culture and productivity issue, either. Diversity is a
serious legal liability if employees or customers are feeling harassed in
some way.
• Human resource managers must understand diversity laws, and must
ensure that the company has the protocol to deal appropriately with
complaints, and also to focus on harmonizing the diversity. This is done
with training and workshops that build cohesiveness and embrace the
differences in each other.
Practices in HRM:
• 1.Providing security to employees
• 2.Selective hiring: Hiring the right people
• 3.Self-managed and effective teams
• 4.Fair and performance-based compensation/li
• 5.Training in relevant skills
• 6.Creating a flat and egalitarian organization
• 7.Making information easily accessible to those who need it
The changing concept of HRM in
India and in Globe
• Changing Role of Human Resource in India
• They are the change agents, counselors, motivators, trainers and the
spokeman of the employees.
The changing concept of HRM in
India and in Globe
• HRM Challenges in India
• Upgrading Skill Set
• Changing Business
• Managing Technology
• Developing Accountability
• Managing Workforce Stress and Employment Relations
• Managing Inter-functional Conflict
• Managing Workplace Diversity
HRM challenges in Globe:
• Trends in the nature of work : technological and globalization are producing change in the nature
of jobs. Following are a few trends:
• Increase use of part-time employees
• IT and computers have allowed organizations to relocate work to
locations with lower wages
• A Service Society :
• A shift from manufacturing jobs to service jobs.
• new types of knowledge workers and new HRM methods to manage them
• Knowledge Work and Human Capital :
• Growing emphasis on human capital, their training and development
• Companies are relying more on employees creativity and skills.