Management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance, and separation of human resource to the end that individual, organization, and social objectives are accomplished. Industrial relation Scientific Management Trade union Human Relation Movement Human Resource Approach Behavioural science Era
This technique in industry for the first time which included supervisory training programmes, emphasizing support and concern for workers, programmes to strengthen the bonds work and personal and management and counselling programme were encouraged to discuss both work and personal problems with trained counsellors. However, during early 60s the pet milk theory, (advocating that happy workers are productive workers or happy cows give more milk) of human resource religionist had been largely rejects. The Human Resource Approach assumes that the job or the task itself is the primarily source of satisfaction and motivation to employees. Most people can exercise a great more self- direction, self-control creativity than are required in their current jobs. To help in achievement of organizational goals. To Employ skills and abilities of workforce efficiently To provide organization with well trained and well motivated employees. To increase employees job satisfaction and self actualization. To develop and maintain a quality of work life. To communication HR policies to all employees. To be ethically and socially responsive to needs of society.
Inclusive growth refers to the pace and pattern of growth which are interlinked and must be addressed together. It means with equal opportunities. According to Ali and Zhuang, Growth that not only creates new economic opportunities but also one that ensures equal access to the opportunities created for all segment of society. Higher job satisfaction More satisfied with their job. Lower Turnover They will not leave the organization. Higher Productivity - Productivity in individual because they are motivated and know that their work will be appreciate. Higher Employee Morale - Employee are more likely to be happy with their work. Cont Improves Creativity and Innovation. Improved Problem Solving-Two Type of problems are occurring: I) Reapplying a modified solution, II) coming up with a creative solution to fix it. Better Employee - Having problem solving skills,encouraging,constant growth & improvement.
Affirmative Action refers to positive steps taken by an organization to seek qualified employees from under represented groups in the workforce. There are 3 steps an affirmative action plan: Conducting a Utilization Analysis The 1 st
step Workforce relation to the pool of qualified workers in the labor force. Establishing Goals and Time Tables The 2 nd step is setting goals and time tables for correcting under utilization. Determining Action Options The final step developing an affirmative action.
The administrative roles of human resources management include policy formulation andimplementation,houeskeeping,records,maintai- nance,welfare administration,legal compliance,etc., i) Policy maker: The human resource manager helps management in the information of policies governing talent acquisition and retention, wage and salary administration, welfare activities, personnel records, working conditions etc., ii) Administrative expert: The administrative role of an HR manager is heavily oriented to processing and record keeping. For ex:- Employee files,HR related databases, processing employee benefit claims, answering queries regarding leave, transport and medical facilities. iii)Advisor: It is said that personnel management is not a line responsibility but a staff function. Personnel manager performs his functions by advising,suggestion,counselling and helping the line manager in discharging their responsibilities realting to grievance redressal,employee selection and training. iv) Housekeeper: The administrative roles of a personnel manager in managing the show include recruting,pre- employment testing , reference checking,employee surveys,time keeping, wage and salary administration. v)Counselor: The personnel manager discusses various problems of the employees relating to work,career,their supervisors,collagues,health,family,financial,social,et c.,
vi) Welfare Officer: Personnel manager is expected to be the Welfare Officer of the company. As a Welfare Officer he provides and maintains (on behalf of the company)canteens, hospitals, educational, institutes, clubs, libraries, conveyance facility, co-operative credit societies and consumer stores.
Vii)Legal Consultant: Personnel manager plays a role of grievance handling, settling of disputes, handling disciplinary cases, doing collective bargaining, enabling the process of joint consultation, interpretation and implementation of various labor laws, contacting lawyers regarding court cases, filling suits in labor courts, industrial tribunals, civil courts and the like.
Recruiter Winning the war for talent has became an important job of HR managers in recent times in view of the growing competition for the people possessing require knowledge, skills, and experience. Trainer and motivator HR managers have to find skill deficiencies from time to time, offer meaningful training opportunities, and bring out the latent potential of people through intrinsic and extrinsic rewards which are valued by employees. Liaison officer/linking in The HR manager is often deputed to act as a linking pin between various division/departments of an organization. To develop rapport with divisional heads, using public relation an communication skills. Mediator The HR manager acts as a mediator in case of friction between two employees, groups of employees, supervisor and subordinates and employees and management with the sole objectives of maintaining industrial harmony. Employee champion HR manager have traditionally been viewed as company morale officers or employee advocates. Strategic partners Change champion E-recruitment E-Training Electronic Performance Support System(EPSS) E- Payroll E-Benefits E- Self Service Human Resource E- Time and Labour Telecommunicating E- Enterprise Human Resource
E-recruitment E-recruitment maintain profiles, searches for and refers jobs to colleagues and the follows the recruitment process. It uses event driven applicant tracking and manages position on multiple external websites. E-Training E-training provides a complete, scalable and open infrastructure that allows organization to manage, deliver, and track employee training participation in online class room based environment.
Electronic Performance Support System(EPSS) EPSS will provide online coaching and mentoring services. Managers and employees can access organization knowledge through an EPSS application. E- Payroll E-payroll models automatically collect data regarding employee attendance and work record for the purpose of evaluating work performance. E- Benefits Employee benefit programme which may involve transpiration medical and healthcare, insurance, pension, profit sharing, and stock option benefits. E- Self Service Human Resource E-Self services HR models collect process and manage all other kinds of data and information. Ex: Employee democracy profile and addresses recruitment, selection, and training development etc., E- Time and Labour E- Time and Labour automates entire and attendance records keeping process and operations through an automatically virtual time card. E- Enterprise Human Resource E- Enterprise Human Resource series provides a comprehensive solution for managing applicant and employee information, paying employees, and a tracking information that is as easy to implement and to use as it powerful.
According to Ricbell, HR policies are a set of proposal and action that as a reference point for managers in their dealing with employees. Policies are statement of the organizations overall purpose and its objectives in the various areas with which its operations are concerned with personnel, finance, production, marketing and so on. Types of HR policies Originated policies Appealed policies Imposed policies General policies Specific policies Implied policies Written policies Originated policies Originated policies are established by top management deliberately so as to guide executive thinking at various levels. Appealed policies Appealed policies are formulated to meet the requirements of certain peculiar situation which have not been covered by the earlier policies. Such requests usually came from subordinates who fail to handle the cases based on guidance offered by existing policies. Imposed policies Imposed policies are formed under pressure from external agencies such as government, trade association and unions. General policies General policies reflect the basic philosophy and priorities of the top management in formulating the board plan for mapping out the organizations growth chat. Specified policies Specified policies cover specific issue such as hiring, rewarding and bargaining. Such policies, however should be in line with the while at work etc.,
Implied policies Implied policies are those policies which have not been formulated by a competent authority and have no formal sanction. Such as dress code, gentle tone while talking customers etc., Written policies Written policies are explicitly stated formal statement of managements intention. In other words, written policies spell out managerial thinking on paper so that there is very little room for loose interpretation. Identifying Need Gathering Information Examining policy Alteration Putting the policy in writing Getting Approval Communicating the policy Evaluating the policy Identifying Need If an organization des not have an appropriate personal organization policy. Policy are require in various areas of personnel management such as hiring, training, competition, industrial relation, etc., Gathering Information A committee or a specialist may be assigned the task of collecting the require information from inside and outside the organization. 1. Past practise in the organization 2. The attitude and philosophy of the top, middle and lower lever management. 3. The knowledge and experience gained from handling countless problems on a day to day basis. Examining policy alternatives On the basis of date collection alternatives are appraised in terms of their contribution to organizational objectives. It is necessary to secure active participation of those who are to use and live with the policies. Putting the policy in writing the HR department can begin the actual work of formulating the written expressions of the company HR policy. while written the policy, emotional phrases should be avoided.
Getting Approval The HR department should sent the policy draft to the top management for its approval. It is the top management which has the final authority to decide whether a policy adequately represents the organizations objectives or not. Communicating the policy Getting approval, the policy should be communicated throughout the organization. Evaluating the policy Any serious difficult with a policy along with suggestions should be reported to the top management. The management to decide whether there is a need to re- state or re-formulate the policy. Laws of the country Social values and customs Management philosophy and values Stages of development Financial position of the organization Union objectives and practices Type of workforce According to Flamholtz, Human Resource Accounting is the measurement of costs and value of the people for the organization. According to American Association Committee, Human Resource Accounting is the process of identification and measuring data about human resource, and communicating this information to interested parties. Monetary measurement Non-Monetary measurement
Monetary Measurement Replacement Cost Method Historical Cost Method Capitalization of salary Method Opportunity Cost Method Return on efforts Employee Method Economic Valuation Method Reward Valuation Method Adjusted Discounted Future Wages Method Historical cost Method The actual cost incurred on recruiting, selecting. training., placing and developing the human resource enterprise are capitalised and written off over the expected useful life o human resource. This method is simple to understand and easy to work out. Replacement Cost method the human resource of a company are to be valued on the assumption as to what it will cost the concern if existing human resource are required to be replaced with other persons of equivalent experience and talent.
In replacement cost method the cost of recruiting, selecting, training, developing, etc., Replacement cost is analysed of either a personnel or a position in an organization. Opportunity cost method The value of an employee is based on his opportunity cost the price other division are willing to pay for the service of an working in another division of an organization. Thus, the value of an employee would be high if he has several alternative uses for employment in the various division of a enterprise.
Capitalization of salary method It is also known as the present value of the future earning model. Division of employees into homogenous groups. The basic employees division include their age, designation, skill and task. Determination of average annual earnings for each group of employees. Economic Valuation Method Economic Valuation Method considers the present worth of the employees future services expected to be derived during their stay with the a organization as he value of firms human resource.
Return on efforts employed method This method measures the value of the firms human resource on the basis of efforts made by the individual for the organization benefits. Adjusted discounted future wages model This model related the value of human resource on the basis of relative efficiency of an organization in the industry expectation. Reward valuation method The method seeks to measure the value of human resource on the basis of an employees value to an organization at various service state that he is expected to occupy during the span of his working life with the organization. Non-Monetary measurement
Non-Monetary measurement Performance Evaluation Method Skills Inventory Attitude Measurement Assessment of Potential Subjective Expected Utility Skills inventory One of the most basic technique for the evaluating a firms human resource is the capability or skills inventory. It may identify education, knowledge, and experience in addition to skills. Performance evaluation method there are several technique to facilitate performance evaluation. 1. Rating 2. Ranking 3. Simple ranking 4. Alternation ranking 5. Paired comparison
Assessment of potential Potential assessments are designed to determine a persons capacity for development an promotion. Attitude Measurement Technique for the measurement of attitude are designed primarily to obtain information about the tendencies of people. By means of attitude survey, organization may assess the attitudes of people towards their job, pay, working condition. The responses may be scaled: 1. Strongly agree 2. Agree 3. Undecided 4. Disagree and 5. Strongly disagree
Subjective expected Utility The concept of subjective expected utility combines two more fundamental notions: utility and subjective probability. These methods involve procedures for scaling subjective magnitudes. They include paired comparison. Rating methods and magnitude estimation. An Audit is an examination and verification of accounts and records. Human Resource Audit is an important approach to human resource planning. It is because if correctly conducted , it can increase the effectiveness of the design and implementation of human resource policies, planning, and programme. According to Storey and sisson, Hr audit is concerned with the gathering, anglicising, information, and then deciding what action need to be improve performance.
HR Audit is a tool to measure an employers compliance with its legal obligation in managing its workforce and chart any correction action that might be needed. HR Audit is an examination of the human resource policies, practices, and systems of a firm to eliminate deficiencies and improve ways to achieve goals. Time period The Audits may first be divided into adhoc as against periodic audits. In most organization there are occasional audits but the modern trend a is towards regularly schedule audits that is periodic audits. Conduct 1. Internal audit- company's own staff as a part of their control activities. 2. External Audit Outsiders specifically employed for this purpose .
Purpose 1. Compliance Audit - How well the organization is complying with the relevant laws and regulations. 2. Best practices audit In this audit an organization compare its HR practices to those of best practices companies. 3. Strategic Audit An organization checks whether its HR practices are helpful in achieving organizational strategic goals by fostering the required employee behaviour. 4. Function specific Audit- Audits here concentrate on one or more specific human resource management areas, such as compensation, training, and development. Methods of collecting HR audit
Interviews Observation Workshop Questionnaires
Analysis of records and Workshop method Task forces Method Secondary data method Interviews method Interviews allow the trainer to meet employees face-to-face to discuss impressions of performance. Observation method The observation is workers performance is evaluate through first hand observation and analysis. Questionnaires method Questionnaires may be used for opinions of the employee on topics like communication, satisfaction, job characteristics, attitude, promotion, policies etc.,
Analysis of records and secondary data method Various secondary sources of HR development data such as training development programme conducted, frequency of the programme, their duration, number of participants evaluation and feedback of training, profile of human resource. Workshop method The human resource development such as performance appraisal, potential appraisal, counselling, coaching, and mentoring programme etc., small and large groups are conducted in SWOT analysis. Taskforce method A task force can be constituted to identify, evaluate and recommend an appropriate solution to the identified HR development issue, problem, strategies and concern.