Lets admit that making through the life is difficult.

However if we are willing to give everything we have to life, the life

will also return the best it has, to us.

In front of you is a difficult ascent, which those who

are heavily laden cannot get over

(Hadith Shareef)

HUMAN RESOURCE MANAGEMENT (HRM)

The Human Resource Framework

Human Resource Management (HRM) & its Purpose

The term Human Resources refers to the people in an organization. The HRM refers to the policies & practices involved in carrying out the people or human resource aspect of a management position, including recruiting, screening, training, rewarding and appraising. The focus of Human Resource Management (HRM) is on managing people within the employer-employee relationship. Specifically, it involves the productive use of people in achieving the organizations strategic business objectives and the satisfaction of individual employee needs.

Conti..

 The effective HRM can be a major contributor to the success of an enterprise because it is a key position to affect customer base, business results and ultimately shareholders values. Conversely, ineffective HRM can be a major barrier to employee satisfaction and organization success. HRM is thus either a part of the problem or part of the solution in gaining the productive contribution of people. The HR Manager, like any other functional manager, (marketing, production, finance etc.) is responsible for performance. His or her position exists basically to achieve the strategic business objectives of the organization. If it fails to perform, the position will become redundant.

Objectives of HRM
Objectives
Organizational
1. 2. 3. 4. 5. 6. 7. 1. 2. 3. 1. 2. 3. 1. 2. 3. 4. 5.

Supporting Activities
HR Planning Employee Relations Selection Training & Development Appraisal Placement Assessment Appraisal Placement Assessment Legal Compliance Benefits Union-Management Relations Trg & Development Appraisal Placement Compensation Assessment

Functional Societal Personal

The Central Challenge to HRM

Global Competition Population Growth Unemployment

Central Challenge Workforce Diversity

Better Organization

Social Responsibility

Ethical Challenges Unknown Challenges

Medical, Food, Housing etc.

The HRM Model

I - Framework & Challenges

V Employee Relations & Assessment

OBJECTIVES Societal Organizational Functional Personal

II Preparation & Selection

IV Compensation & Protection

III Development & Evaluation

HR Managers Jobs
The Management Process: It comprises five basic functions of Planning, Organizing, Staffing, Leading and Controlling: Planning Establishing goals & standards; developing rules & procedures; developing plans & forecasting. Organizing Giving each subordinate a specific task; establishing departments; delegating authority to subordinates; establishing channels of authority & communication; coordinating the work of subordinates. Conti

 Staffing Determining what type of people should be hired; recruiting prospective employees & then selecting them; setting performance standards; compensating employees; evaluating performance; counseling; training & developing the employees.
Leading Getting others to get the job done; maintaining morale; motivating the employees. Controlling Checking how actual performance compares with the set standards; taking corrective actions where required.

Myths

Realities

People go into HR HR departments are not designed to because they like provide corporate therapy or asocial or links with people. health and happiness retreats, HR professionals must create the practices to make employers more competitive, not more comfortable. Anyone can do HR. HR practices are based on theory and research. HR professionals must master both i.e. theory and practice.

HR deals with the soft The impact of HR practices on business side of a business results can and must be measured. HR and therefore is not Professionals must learn how to translate accountable. their work into financial performance. HR focuses on costs, HR practices must create value by within the which must be increasing the intellectual capital value, not firm. HR professionals must add controlled. reduce costs. Conti

HRs job is to be the policy police and the health andhappiness patrol. HR is full of fads.

The HR function does not own compliancemanagers do. HR practices do not exist to make employees happy but to help them become committed. HR professionals must help managers commit their employees and administer policies. HR practices have evolved over time. HR professionals must see their current work as part of an evolutionary chain and explain their work with less jargon and more authority.

HR is staffed At times, HR practices should force vigorous by nice people. debates. HR professionals should be confrontative and challenging as well as supportive. HR is HRs job. HR work is as important to lines managers as are finance, strategy, and other business domains. HR professionals should join with managers in championing HR issues.

The New Role of HR Managers

As HRM becomes more business oriented and strategy focused, four key roles for HR managers can be identified: Strategic Partner total participation in all activities including the planning. Administrative Expert possesses enough skills to act as an expert for the administration of HRM activities.

Employee Champion acts as an advocate of the employees & takes care for their growth.
Change Agent - promotes change at all levels.

Line and Staff Aspects of HRM

Authority. The right to make decisions, direct the
others work and give orders.

Line Managers. A manager who is authorized to

direct the work of subordinates and is responsible for accomplishing the organizations tasks.

Staff Manager.

A manger who assists and advises line managers.

Line Versus Staff Authority of HR Manager

Line Authority.
The authority exerted by an HR Manager by directing the activities of people in his or her own department and in service area.

Implied Authority. The authority exerted by an HR

Manager by virtue of others knowledge that he/ she has access to top management.

Functional Control. The authority exerted by an HR

Manager as coordinator of personnel activities.

Strategic Human Resource Planning

The process of formulating HR
strategies and establishing

programs or tactics to implement

them.

The Benefits of Strategic HR Planning

Encouragement of proactive rather than reactive behavior Explicit communication of company goals Stimulation of critical thinking examination of assumption and ongoing

Identification of gaps between current situation and future vision Encouragement of line managers participation Identification of HR constraints and opportunities Creation of common bonds

The Challenges of Strategic HR Planning

Maintaining a Competitive Advantage Reinforcing Overall Business Strategy Avoiding Excessive Concentration on day-to-day Problems Developing HR strategies Organizational Features Coping with the Environment Securing Management Commitment Suited to Unique

Translating the Strategic Plan into Action

Combining Intended and Emergent Strategies Accommodating Change

Challenges to Human Resource Manager

Environmental Challenge

Organizational Challenge
Individual Challenge

Environmental:

Rapid Change Work Force Diversity Globalization

Legislation
Evolving Work and Family Roles Skill Shortages and the rise of the Service Sector

Organizational:

Competitive Position; Cost, Quality, Distinctive

Capabilities

Decentralization Downsizing Organizational Restructuring Self-managed Work Teams Organizational Culture Technology Outsourcing

Individual:

Matching People and Organization Ethical Dilemmas & Social Responsibility Productivity

Empowerment
Brain Drain

Job Insecurity

HR strategy Considerations
The key factors that a firm should consider in determining which HR strategies will have a positive impact on firm performance are: Greater match between HR strategy and the firms overall organizational strategies. HR strategy to be attuned to the environment in which the firm is operating. HR strategy to be molded to unique organizational features. HR strategy should enable the firm to capitalize on its distinctive competencies. HR strategies to be mutually consistent or reinforce one another.

HRM Policies
HRM policies are general statements, which serve to guide decision making. As such, they direct the actions of the HRM function towards achieving its strategic objectives. HRM policies are generally put in writing and communicated to all employees. They typically serve three major purposes: To reassure employees that they will be treated fairly and objectively To help managers make quick and consistent decisions To give managers the confidence to resolve problems and to defend their decisions.

THANK YOU