HUMAN RESOURCE MANAGEMENT

BOOKS FOR REFERENCE C.B Memoria Bishwajeet Patnayak Edward Fillpo

INTRODUCTION TO HRM Lesson plan

Definition & concept of HRM History of HRM Functions of HRM Hr policies & procedures Emerging role of HRM Role of HR executives Challenges to HR professionals Strategic HRM Case study on HRM

What is Human Resource

Human resources refer to the total knowledge, skills, creative abilities ,talents and aptitudes of an organizations workforce as well as the values , attitudes and beliefs of the Individuals involved.

HUMAN

RESOURCE

MANAGEMENT

H.R.M is defined as the process of Planning, Organizing, Directing & Controlling the operative functions of procurement, development, compensation, integration, maintenance,& Separation of human resource to the end that individual, organizational & societal objectives are achieved . Edward Flippo

FUNCTIONS OF HRM
FUNCTIONS OF HRM MANAGERIAL FUNCTIONS OPERATIVE FUNCTIONS

MANAGERIAL FUNCTIONS Planning Organizing Directing Controlling

OPERATIVE FUNCTIONS

Procurement Development Compensation Integration Maintenance & Separation

HUMAN RESOURCES APPROACH

HR APPROACH

Contemporary approach to HRM Treats individual goals & organization goals as being mutual & compatible. Employees are assets of an organization Policies and programs must cater to the needs of the people and lead to personal development A conducive work environment is the building block of a successful organization

EMPLOYEE REWARDS

EMPLOYEE MOTIVATION

ORGANISATIONAL PERFORMANCE

EMPLOYEE PERFORMANCE

CHANGING ROLE OF H.R MANAGER

Year 1920s 1940s 1950s 1960s Designation Employment Manager Industrial Relation Officer Manager Personnel Manager Role Clerk or Record Keeper Trouble Shooter Maintaining Human Relations Miscellaneous

THE ROLE OF PERSONNEL MANAGER

The Role of personnel manager Personnel Role Advisory Welfare Role
Research in personnel & organizational Problems

Clerical Role Time Keeping Maintenance of Records Human Engineering

Fire-Fighting Role Grievance Handling Settlement of Dispute Disciplinary Action Consultation

Manpower Planning

Managing Services

Training & Development

Appraiser

Group Dynamics

HR POLICIES & PROCEDURES

Define the role of the HR department of the Organization. Are a set of guidelines which guide how employees are to be

treated in the organization Aim at achieving both individual & organizational satisfaction. Should be easy to implement and understand. Enable the management to keep the workforce secure, happy and motivated. Based on the organization culture , management philosophy and market supply and demands. Aim to HR procedures help management to implement HR policies.

They are difficult to establish and maintain

Contents of Personnel Policies for Indian Organization

Recruitment or Hiring of Employees

Need for Recruitment is identified How much manpower is required & at what level Selection Procedures Age limits of Employment Pre-Employment Medical Check up Establishing order of Preferences between relation of employees, employment exchange Candidates, & outsiders in matter of selection Induction & Placement

Policy of Manpower Planning & development

Work Study; Job Evaluation
Selection & recruitment techniques Identifying Training needs & Preparing Programmes Promotional avenues & orienting the selection & Training activities to such avenues; Opportunities for self development & advancement in organization

Policy on Terms & Conditions of Employment

Hours of work Overtime Shift working Lay- off Termination of services Welfare Wage policy Payment Method Pay back Period Job Evaluation

Policy on industrial Relations

Whether to recognize Trade unions & conditions of recognition Collective Bargaining Grievance Handling Procedure Workers Participation in Management

Policy on Communicating with Employees

Suggestion system Formal /informal meetings between Top management & Juniors

Role of HR Executive

Challenges to HR Worker productivity Quality improvement Changing attitudes of workforce. Impact of government Quality of work life Technology and training

Service provider Executive Facilitator

Consultant
Auditor

HR Management Challenges

Globalization of Business

Outsourcing and increased competition Stockholder, employee, manager concerns? social responsibility The threat of terrorism- How does this impact ? what we do? OSHA?

Cont..

Economic and Technological Changes

Occupational shifts from manufacturing and agriculture to service industries and telecommunications. Pressures of global competition causing firms to adapt by lowering costs and increasing productivity.

Technological Shifts and the Internet

Growth of information technology.

Cont.

Workforce Availability and Quality Concerns

Inadequate supply of workers with needed skills for knowledge jobs 80% of manufacturing jobs report shortage of qualified workers Education of workers in basic skills Not enough specific skills, not enough technology skills

Growth in Contingent Workforce

Represents 20% of the workforce

Increases in temporary workers, independent contractors, leased employees, and part-timers caused by: Need for flexibility in staffing levels Increased difficulty in firing regular employees. Reduced legal liability from contract employees Boeing Strategy- manage employment cycles in suppliers and partners

Cont

Workforce Demographics and Diversity

Increasing Racial/Ethnic Diversity From the Melting Pot to the Salad Bowl
More Women in the Workforce

Single-parent households Dual-career couples Domestic partners Working mothers and family/childcare

Significantly Aging Workforce

Age discrimination

Cont..

Organizational Cost Pressures and Restructuring

Mergers and Acquisitions Right-sizingeliminating of layers of management, closing facilities, merging with other organizations, and out placing workers Intended results are flatter organizations, increases in productivity, quality, service and lower costs. Costs are survivor mentality, loss of employee loyalty, and turnover of valuable employees. HR managers must work toward ensuring cultural compatibility in mergers.