Human Resources:

Total knowledge skills creative abilities Talents Aptitudes

ACQUISITIONS

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DEVELOPMENT
MOTIVATION

MAINTENANCE

Human Resources Management definition

The scope of HRM

Manpower planning Recruitment Selection Placement Transfer Promotion T&D layoff &Retrenchment Remuneration Incentives Productivity

Canteens Rest and lunch rooms Housing Transport Medical assistance Education Health and safety Recreation facilities

Union-management relations Collective bargaining Grievance Disciplinary procedures Settlement of disputes

Human Resources Development

It is the process of improving, moulding and changing the skills,

knowledge, aptitude, values etc. based on the present and future value
Employees are Motivated Acquire Develop skills and Knowledge

Scope of HRD: Performance Appraisal Training Management Development Career Planning and Development Internal Mobility Transfer

Current and Future Job

Evolution of HRM
Concept
1. Commodity concept
2. Factor of production concept 3. Goodwill concept

Explanation
Labors was regarded as the commodity to be bought and sold. Wages were based on demand and supply.
Labor is like any other factor of production that is money, material, land etc workers are like machine tools Welfare aspect such as safety, lunch room and other facilities ---performance.

4. Paternalistic concept
5. Humanitarian concept 6. Human resource concept 7. Emerging concept

It focuses on satisfying various needs of the employees as parents meet the requirements of children.
To improve productivity, physical, social & Psychological needs must be met It treats employees as valuable assets of organization. Employee commitment, Exploit full potential of employees and Focus on HRD

Difference Between HRM and PM

Sl. No

Dimension

PM

HRM Aim to go beyond contract

Employment contract Careful dimension of written contract

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3 4 5 6 7 8 9 10

Guide to management action

Behaviour referent Managerial task Key relations Speed of decision Management role Communication Management skill Selection

Procedures
Norms/ customs & practices Monitoring Labour Slow Transactional Indirect Negotiation Separate

Business need
Values/mission Nurturing Customer Fast Transformational Direct Facilitation Integrated

Difference Between HRM and PM

S.No 11 12 Pay Labour management Dimension PM Job evaluation Collective bargaining contracts Many Division of labour Temporary HRM Performance related Individual contracts

13 14

Job categories and grades Job design

Few Team work

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Conflict handling Training & Development Focus for attention for interventions Respect for employees

Climate & culture Learning Organization Cultural & structural strategies People are assets & to be used for benefit of organization

Controlled courses Personnel procedures Labour a tool expendable & replaceable

Features of HRM
Concerne d with People Concerned with Development of HR Concerned with Behaviour and attitude of the people Concerned with Goals of the organization

Concerned with Performance of People

Concerned with maintaining the relationship

Concerned with Compensation

Universal existence.

HRM Objectives

Personal Objectives Functional Objectives Organisational Objectives Societal Objectives

Policies: A policy is a plan of action A Set of proposals and actions that acts as a reference point for managers in their dealing with employees Features of Policy:
Related To Objectives Guidelines For take decision Easy. Fair and Equitable

Sources of content for formulating HRM policies. Past experience Existing practices and experiences in other organization Attitudes, philosophies of the management at the various levels, employees and trade unions. The knowledge, experience gained by all managers.

Types Of Policies
Source s Scope

Originated Appealed Imposed

Form

General Specific

Written

Steps in Formulating Policies

Identify The Needs Collecting Data

Specifying Alternatives Communicate the Policy

Evaluating the Policy

Procedures and programmes

HRM Procedures: Policies are general instructions whereas procedures are specific applications. A procedure is a well thought out course of action. It prescribes the specific manner in which a piece of work is to be done. Procedures are called action guidelines. They derived from policies. HRM Programmes: Personnel programmes are complex sets of goals, policies, procedures, rules, steps to be taken necessary to carry out given course of action. It can be said that rules and programmes are aids to policy.

Organization of A systematic arrangement of people brought together to HRM

accomplish some specific purpose; applies to all organizationsfor-profit as well as not-for-profit organizations. Where managers work (manage).

Common Characteristics of Organizations

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Organisation Structure
Organisation structure is a basic framework within

which the mangers decision making behaviour takes place. Organization structure is the pattern of relationships among various components or parts of the organization.

Line and Staff Aspects of HRM

Line manager: A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organizations tasks. Staff manager: A manager who assists and advises line managers.

Line and Staff responsibility Role of PM and HR Manager

Administrativ e Role

Operation al Role

Strategic Role

Policy Maker Administrative expert Advisor Housekeeper Counselor Welfare Officer Legal Advisor

Recruiter Trainer Mediator Employee champion

Change agent Strategic partner

Intelligence Educational Skills Discriminating Skills Executive Skills Leadership Skills

Experience Training in: Psychological aspects Labor Legislations

Patience Listening skills Knowledge Interest Common Sense

Futuristic Vision (Opportunities and Challenges in HRM)

Globalization Technology Managing Change Human Capital Size of workforce Composition of workforce Employee expectations Change in technology Life style change Environmental challenges Personnel function in future Changes in 21st century impacting HRM.

Where did these challenges come from???

Competition in Industries

Challenges
Employees choose Employers

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Thank You!!!!