Professional Documents
Culture Documents
PM to HRM
PM Vs. HRM
A number of people from students to managers to academicians, mistakenly think that PM and HRM are synonymous concepts. There are some others who treat the two concepts as different. Goss gave three distinguishing features between the two.
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PM Vs HRM
Dimensions Employee Contract Rules Philosophy Communication Managerial Dimension Key Relations Decision-making Approach Level of Trust Pay Conflict handling PM Careful following of written contract Devising clear rules Employees are made for rules and regulations Slow and downward Monitoring Labor Management Slow Work oriented Low HRM Aim to go beyond contract Impatience with rules Rules and regulations are made for employees Fast and both downward and upward Nurturing Customer Fast People oriented High
Job Evaluation (fixed grades) Performance related Reach temporary settlement Manage climate and culture
PM to HRM
PM Vs HRM contd..
Dimensions Respect for employee PM Labor is treated as tools which is expendable & reachable Interests of the organization are uppermost HRM Employees are treated as assets of the organization Mutuality of Interests
Shared Interests
Evolution
Precedes HRM
PM to HRM
Definition
According to Edwin B. Flippo, Personnel Management is the planning, organizing and controlling of the procurement, development, compensation, integration and maintenance and separation of human resources to the end that individual, organizational and societal objectives are accomplished.
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Definition
According to Milkovich and Boudreau: Human Resource Management is a series of integrated decisions that form the employment relationship; their quality contributes to the ability of the organization and the employees to achieve their objectives.
PM to HRM
HRD
Harbinson and Myers have aptly defined human resources development as the process of increasing the knowledge, skills and capacities of all the people in a country.
HRM = HRD + OD
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PM Vs HRD
Dimensions Function System Responsibility Scope PM Routine, maintenance oriented, administrative Independent function with sub-functions HRD Continuous development Sub-system of a large system
Exclusive responsibility of the Aims at developing the personnel department capabilities of all line managers Narrow view Wider view
PM to HRM
Concept
HRM is concerned with managing all levels of personnel, including blue-collared and white-collared employees. a function aiding & directing individual in maximizing their personal contribution. concerned with helping employees to develop their potentialities and capacities to the maximum possible extent.
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Nature
Concerned with Human Element Integral part of Management Wide Range of Activities Motivation of Human Resources Development of Human Resources A pervasive function Continuous nature Multidisciplinary Approach Staff function
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Human resources help in transforming the lifeless factors of production into useful products. Human resources are capable of enlargement, i.e. capable of producing an output that is greater than the sum of inputs. Human resources help an organization achieve results quickly, efficiently and effectively.
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Functions
Managerial Operative
Procurement Training & Development Compensation Integration Working Environment Welfare Activities Human Relations Records and Statistics Separation
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HRM Philosophy
Human beings are the most important assets in an organization. Human beings can be developed to an unlimited extent. Employee commitment can be attained by developing a feeling of belonging in them. Employees develop a feeling of belonging if the organization cares for the satisfaction of their needs.
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Evolution of HRM
INDUSTRIAL REVOLUTION ERA PATERNALISTIC ERA SCIENTIFIC MANAGEMENT ERA
WELFARE ERA
Scope of HRM
The HUMAN RESOURCE MANAGEMENT MODEL developed by the American Society for Training and Development (ASTD) integrates the nine areas or sub-systems of HRM.
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Qualities of HR Manager
Intelligence Educational Skills Discrimination Skills Executing Skills Experience and Training Professional Attitude Fairness and Firmness Tact and Resourcefulness Empathy and Consideration
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Qualifications of HR Manager
NIPM (National Institute of Personnel Management) is silent about the qualifications of HR/Personnel Managers. The question of prescribing a set of qualifications for a personnel manager, in view of the expanding list of tasks, makes the search for a suitable candidate rather challenging.
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Qualifications of HR Manager contd.. The following educational qualifications may be necessary to achieve success, in addition to the qualities already mentioned:
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Roles of HR Manager
Headship or Figurehead Role Advisory Role Counsellor and Mediator Compliance Role Initiator Role Linking Pin and Human Relations Role Researchers Role Change Agent Role
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Is HRM a profession?
To be called a profession, HRM must fulfill the following criteria or features of a profession: Knowledge Competent Application Social Responsibility Self-Control Community Sanction
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Is HRM a profession?
Knowledge: There exists a rapid expanding body of knowledge underlying the management field. Competent Application: Several consultancy firms offer advice to business concerns, thus there is application too. Social Responsibility: HR Managers recognize their social responsibilities.
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Is HRM a profession?
Community Sanction: The community approves HRM as a profession. Self-Control: But HRM does not fulfill the self-control criterion since there is no central control mechanism.
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Assignment No. 1
Q.1 Write a detailed note on the growth of personnel management in India. Q.2 What are the various approaches to Human Resource Management? Q.3 Write a short note on the famous Hawthorne Experiments. For any clarifications, feel free to mail at nehash@rediffmail.com
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