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INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT


Human Resource Management is the process of acquiring, training, appraising, training, appraising and compensating employees and of attending to their labor relations, health and safety, and fairness concerns. The policies and practices involved in carrying out the people or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.

MANAGEMENT PROCESS
The five basic functions of planning, organizing, staffing, leading and controlling. Planning- Establishing goals and standards; developing rules and procedures; developing plans & forecasting. Organizing- Giving each subordinate a specific task; establishing departments; delegating authority to subordinates; establishing channels of authority & coordinating the work of subordinates. Staffing- Determining what type of people should be hired; recruiting perspective employees; selecting employees; setting performance standards; compensating employees; evaluating performance; counseling employees; training and developing employees.

Leading- Getting others to get the job done; maintaining morale; motivating subordinates.

Controlling Setting standards such as sales quotas, quality standards, or production levels; checking to see how actual performance compares with these standards; taking action as needed.

HRM FUNCTIONS
Planning- Mission, objectives, strategies, internal strength & weakness, structure, culture, technology, leadership. Developing- Posses the knowledge & skills to perform, performance appraisal to identify employees key skills and competencies. Monitoring- Administration of reward, Job evaluation Maintaining- Workplace safety, health, welfare policies Managing relationships Negotiating contracts, employee participation

Managing change- Envision the future, communicating, reallocate resource Evaluating- Procedure & process that measure, evaluate & communicate the value-added component of HR practices & the entire HR system.

THE SEMANTICS
PM is related to routine activity meant to hire new

employees & maintain personnel record. HRD is concerned with training & development, career planning & development, organization development. IR is concerned with employee grievance & their settlement & unionisation HCM refers to the stock of employee skill, knowledge & capabilities that may not show in a balance sheet but have significant impact on a firms balance sheet. HCM recognize that people are investor of their personal capital & this provides value to the organization.

LINE & STAFF ASPECTS OF HRM


Authority is the right to make decisions, to direct the work of others, and to give orders. Line authority gives managers the right(or authority) to issue order to other managers or employees. It creates a superior- subordinate relationship. Staff authority gives the managers the right(authority) to advise other managers or employees. It creates an advisory relationship.

HRM MANAGERS DUTIES


A line function: The HR manager directs the activities of the people in his or her own department and in related service areas, they are likely to exert implied authority. A coordinative function: HR managers also coordinate personnel activities, a duty often referred to as functional authority. Staff (assist & advice) function: Assisting and advising line managers is the heart of the HR managers job. It plays an employee advocacy role, by helping to define how management should be treating employees.

HR SPECIALIST
Recruiters Human resource development specialist Job analysts Compensation managers Training specialists Employment/ industrial relation specialist Employee welfare officers

THE CHANNING ENVIRONMENT OF HRM


1. Globalization Trends 2. Trends in the Nature of Work a. High tech Jobs b. Service jobs c. Knowledge Work & Human Capital d. Nature of Work 3. Workforce Demographic Trends 4. Technology

PROFICIENCY TO MEET TODAYS CHALLENGES


1.

HR proficiencies

2. Business proficiencies 3. Leadership proficiencies 4. Learning proficiencies