HRM Basics - Presentation Transcript

1. HRM Function
Definition
Human Resource Management is the process of acquiring, training, appraising,
and compensating employees and attending to their labor relations, health and
safety, and fairness concerns.

2. Functions of HRM
Identifying and Developing Persons
Retaining Suitable Persons
Creating a Work Culture
Educating Managerial Personnel
Conducting Research
Developing a Communication System

3. Importance of HRM
NEEDED FOR:
Better Industrial Relations
Develop Organizational Commitment
Coping with Changing Environment
Changes in Political Philosophy
Increased Pressure on Employees

4. HRM VS HUMAN RESOURCES DEVELOPMENT

HRM
Need to develop skills, talents, capabilities, potentialities of people in
organization and this task is taken up in human resource management
HRD
Strategy is to bring about the changes in
personnel so that new challenges are met.
5. HRD
T.V. Rao and Udai Pareek have given six dimensions
(i) Performance appraisal
(ii) Potential appraisal
(iii) Employee counseling
(iv) Career development and planning
 (v) Training
(vi) Organizational development

6. The Management Process

Planning
Organizing
Staffing
Leading
Controlling
7. Management Process

Planning
Goals and standards
Rules and procedures
Plans and forecasting.
Organizing
Tasks
Departments
Delegating
Authority and communication
coordinating

8. Management Process
Staffing
Hiring
Recruiting
Selecting
Performance standards
Compensation
Evaluating performance
Counseling
Training and developing

9. Management Process
Leading
Getting the job done
Morale
Motivation
Controlling
Setting standards
 Comparing actual performance to standards
Corrective action

10. HRM People Functions Include:

Performance
Communicate
Train and develop
Employee commitment
Equal opportunity
Health and safety
Grievances/labor relations
Job analyses
Labor needs
Recruit
Select candidates
Orient and train
Wages and salaries
Incentives and benefits

11. HRM is Important to all Managers. Don’t Let These Happen to You!
The wrong person
High turnover
Poor results
Useless interviews
Court actions
Safety citations
Salaries appear unfair
Poor training
Unfair labor practices
12. HRM – It’s All About Results
“For many years it has been said that capital is the bottleneck for a developing
industry. I don’t think this any longer holds true. I think it’s the work force and a
company’s inability to recruit and maintain a good work force that does constitute
the bottleneck….” F. K. Foulkes
13. Line and Staff Aspects of HRM
Definition
Authority
Making decisions
Directing work
Giving orders
 Line Managers
Accomplishing goals
Staff Managers
Assisting and advising line managers
14. Line Manager’s HRM Jobs
The right person
Orientation
Training
Performance
Creativity
Working relationships
Policies and procedures
Labor costs
Development
Morale
Protecting
15. Staff Manager’s HRM Jobs
Line authority
Implied authority
Functional control
Employee advocacy
16. HR Department Organizational Chart
17. Strategic Planning and Trends
Definition
Strategy is the company’s long-term plan for how it will balance its internal
strengths and weaknesses with its external opportunities and threats to maintain a
competitive advantage.
18. Strategic Planning 101
There are three levels of strategic planning as shown below
Corporate
Strategy
Business
Strategy
Business
Strategy
Business
Strategy
Business
Strategy
Functional
Strategies
19. The Strategic Planning Process
SWOT analysis - Strengths, Weaknesses, Opportunities, and Threats
Best strategic plans balance a company’s Strengths and Weaknesses with the
Opportunities and Threats the firm faces
Basic strategic trends
 Globalization
Technological advances
The nature of work
The workforce
20. Consequences of these basic trends
Global expansion
Companies
must be Fast,
Responsive, and
Cost-effective
Uncertainty, Turbulence, Rapid Change, Changing power bases
Technology
Strengths and Weaknesses
Improved competition
21. HR’s evolving role
Protector
and
Screener
Change Agent
Strategic Partner
22. Strategic HRM
Definition
Strategic human resource management: linking HRM with strategic goals and
objectives to improve business performance and develop organizational cultures
fostering innovation and flexibility.
Clarify the business
strategy
Realign the HR
functions and key
people practices
Create needed competencies
and behaviors
Realization of business
strategies and results
Evaluate and refine
23. HR’s evolving role as strategic partner
Corporate strategy
Corporate strategy
HR operations
HR operations
Corporate strategy
Corporate strategy
HR programs
HR programs
Corporate strategy
 HR programs
FedEx
24. How HR helps strategy execution
Functional strategies should support competitive strategies
Value chain analysis
Outsourcing
Strategy Formulation
25. How HR helps form strategy
Formation of a company’s strategy = identifying, analyzing and balancing
external opportunities and threats with internal strengths and weaknesses
Environmental scanning
26. The Value Chain Approach
27. Technology can be the Human Resources engine of change
28. HR and technology
Basic HR systems demand paperwork
70% of HR’s employees time = paperwork
Off the shelf forms from Office Depot/Officemax
Online forms
Human Resource Information Systems (HRIS)
HR on the Internet
29. HR portals
Employees can answer their own questions
HR moves from
reactive to proactive
30. HR means performance
Can HR have a measurable impact on a company’s bottom line?
Better HRM translates into improved employee attitudes and motivation (e.g.,
working at home)
Well run HR programs drive employee commitment
TOYOTA
31. A Case Study
Dell’s dual HR roles
OPERATIONS
MANAGEMENT
Deals with management
- education
- recruitment
- planning
- training
- personnel needs
Deals with staff
- benefits
- compensation
- call center
32. Is There a “One Best HR Way”?
Follow a company’s operating and strategic initiatives
All companies can benefit from
Profit sharing programs
Results oriented appraisals
Employment security
Foster informal relationships- promote worldwide communications
Develop global executives