Human resource management,


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Human resource management,

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  3. 3. Functions<br />Prof.Sujeesha Rao<br />Functions of HRM include:<br /><ul><li>Facilitating the retention of skilled and competent </li></ul> employees<br /><ul><li> Building the competencies by facilitating continuous </li></ul> learning and development<br /><ul><li> Developing practices that foster team work and flexibility
  4. 4. Making the employees feel that they are valued and </li></ul> rewarded for their contribution<br /><ul><li> Developing management practices that endanger high </li></ul> commitment<br /><ul><li> Facilitating management of work force diversity and </li></ul> availability of equal opportunities to all.<br />
  5. 5. Functions of HR<br />Prof.Sujeesha Rao<br />MANAGERIAL FUNCTIONS<br />Planning<br /> Organising <br />Directing<br /> Controlling<br />OPERATIVE FUNCTIONS<br />Staffing <br />Development<br /> Compensation <br />Motivation <br />Maintenance<br /> Integration <br />Emerging Issues<br />
  6. 6. Operative functions of HR<br />Prof.Sujeesha Rao<br />Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility <br />STAFFING<br />Competency profiling, Training and development, Performance & potential management, Career management, 360 degree feedback<br />DEVELOPMENT<br />Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits<br />COMPENSATION & MOTIVATION<br />
  7. 7. Functions of HRM<br />Managerial functions<br />Planning <br />Organizing<br /> Directing <br />Controlling <br />Operative functions<br />Employment<br />Human resources development <br />Compensation <br />Human relations <br />Industrial relations <br />Emerging issues in HRM <br />
  8. 8. Managerial Functions <br />Planning – This function deals with determination of the future course of action to achieve. Planning of personnel today prevents crisis tomorrow .<br />Organizing –This function is concerned with proper grouping and assigning of personnel activities and delegation of authority.<br />Directing –This function involves supervising and guiding the personnel<br />Controlling – this function is concerned with measuring employee’s performance & correcting deviations<br />
  9. 9. Operative Functions <br />1<br />Staffing<br />Human Resource Management<br /> Development<br />Employee and Labor Relations<br />Compensation and Benefits<br />Maintenance <br />
  10. 10. Staffing or Procurement <br />Job Analysis <br />Human resource planning<br />Recruitment <br />Selection<br />Placement<br />Induction & Orientation <br />Internal Mobility <br />
  11. 11. 2. Development<br />Training <br />Executive Development <br />Career planning and Development <br />Human Resource Development <br />
  12. 12. 3. Compensation <br />Job evaluation<br />Work scheduling<br />Performance appraisal<br />Compensation administration (Wage & salary administration)<br />Incentives & Benefits<br />Bonus<br />
  13. 13. 4.Maintenance<br />Employee Health and Safety<br />Employee Welfare <br />Social security <br />
  14. 14. 5.Employee and Labor relations<br />Grievance redressal<br />Discipline<br />Collective bargaining <br />Employee participation & Empowerment <br />Trade unions <br />Industrial Relations <br />
  15. 15. 6. Emerging Issues <br />HR Audit <br />HR Accounting<br />HRIS <br />Stress and Counseling<br />QWL<br />Human Resource Research<br />IHRM <br />
  16. 16. Role of HR manager <br />Administrative roles <br />Operational roles <br />Strategic roles <br />
  17. 17. Administrative roles <br />Policy maker – formation of policies governing talent acquisition, retention, wage and salary administration, welfare activities, working conditions etc<br />Administrative expert – information processing and record keeping.<br />Advisor- advising ,suggesting, and helping the line managers in discharging the responsibilities . <br />
  18. 18. House keeper – manages the show by recruiting , pre-employment testing , reference checking ,time keeping etc..<br />Counselor – problems related to professional and personal life will be addressed <br />Welfare officer-provides and maintains hospitals , canteens, crèches , educational institutes, clubs, libraries etc…<br />Legal consultant- plays a role of grievance handling, settling of disputes, disciplinary cases , collective bargaining etc.. <br />
  19. 19. Operational roles <br />Recruiter – Talent acquisition <br />Trainer – Helps in enhancing knowledge and skills .<br />Coordinator – linking pin between various departments of an organization.<br />Conflict handler <br />
  20. 20. Strategic roles <br />Change agent – HR manager helps to replace <br />Resistance with resolve <br />Planning with results <br />Fear of change with excitement <br />Strategic partner – Strategy formulation and strategy implementation . <br />
  21. 21. Qualities And Qualification of HR Manager <br />Qualities<br />Personal attributes– initiative, maturity in judgment, analytical ability ,intellectual integrity, knowledge of labour laws , understanding of human behaviour and human needs .<br />Intelligence – skills to communicate , articulate, moderate , command over language , tact in dealing with people etc..<br />
  22. 22. Education skills <br />Discriminating skills <br />Executing skills <br />2. Experience and training <br />3. Professional attitudes – HR manager must be able to combine social justice with a warm personal interest in people which must be secured by commonsense, compassion and integrity. <br />
  23. 23. Qualifications <br />Degree from recognized university .<br />PG Degree / Diploma in HRM ,HRD , Labour welfare, psychology, IR<br />MBA with specialization in HR <br />Knowledge of Local language<br />HR mastery – knowledge and understanding of areas such as staffing, development, appraisal, rewards, team building, communication etc… <br />
  24. 24. Operative functions of HR (contd.)<br />Prof.Sujeesha Rao<br />Health, Safety, Welfare, Social security<br />MAINTENANCE<br />Employment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining<br />INTEGRATION<br />HRIS, HR audit, HR scorecard, International HRM, Workforce Diversity<br />EMERGING ISSUES<br />