Human Capital Management:
Personal Management is the part of
management concerned with people at work
and relationship with an enterprise.
Human resources management is to obtain
the greatest Benefit from the employees
ability and the employees obtain material &
psychological rewards from their work.
Human Resources Planning.
Is the process of Identifying, Quantifying
current & future people resources needs.
It should also reveal deficiencies and
limitations in an organization's human
resources competencies and capacity.
of Existing staff.
of HR future needs over a defined
forecasts of actual staffing needs to achieve
organisational ambitions ‘’The Demand Forecast”
meet supply & demand, an integrated action
plan is prepared.
HRIS (Human Resources Information
System) provides insight of internal supply of
Job Analysis & Design.
Importance: It becomes a basis for –Performance
Appraisal, Training, Reward Systems, Staff
Development, work design.
Skills needed to perform.
Physical & Social environment, contact inside and
outside the organization.
• Minimum wage=
pressure on the
• Economic Growth
Recruitment & Selection.
Is the process of getting new people to the
Selection: Identifying a particular person to fill a
particular post from either within or outside the
Benefits of Recruiting from Inside organisation:
Captialises on past investments in current
employees, rewards the employee, ease of
communication at all levels.
HRIS and Use of Intranet.
Cost of Recruitment per employee (RC)
RC = AC + AF + RB + NS + SI + IM + TC + S&B + OPT
Consider Country specific recruitment and the law.
Contracts of Employment. (Implied terms).
Selection: Validity + Reliability + Acceptability.
x Time to fill
Use of GRAPHOLOGY. (Used mostly in France, UK
and US) analyzing candidates character by his
Use of METAPHYSICS (Used mostly in China)
analyzing candidates character by his appearance.
Training & Development.
To foster learning among its members
Development is the effort oriented towards
broadening an individuals knowledge and skills.
Compensation & Benefits.
Pay – Pay Structure = Pay level + Job Structure.
A person ratio = (Perceived outcomes like pay,
benefits etc) against (Perceived inputs like
Education, effort, experience).
Linking pay to performance: The Rationale
Employee benefits = Mandated benefits (social
security, medical treatment, unemployment
Non Mandated benefits (health plans, private pension
plans, Training and development etc.)
Adversarial, Traditional, Partnership, Power Sharing.
It is between employer & employee concerns the
assumptions, expectations, promises and mutual
obligations between an organization and its
Happy Staff = Happy client/customers,
Happy Customers/Client = Happy Shareholders/
Influencing motivation = Great Company (brand),
Great Job, Compensation & lifestyle.
* Maslow –Hierarchy of Needs.
* Herzberg – Hygiene Factors.
‘’Adam’’ Theory of needing to avoid physical
‘’ Abraham” Theory – the need for man to realise his
human potential for perfection.
Psychological & Personality Traits.
Organisational based behavior in the work place.
Results against Key Performance Indicators.
Self evaluation, Peer Evaluation, Subordinate
Evaluation, Superior evaluation, customer
Combination of all these is called – 360 degree
LEWIN 3 step approach to change.
Unfreezing – preparing for the needed change.
Changing - Moving to a new level by introducing planned
Refreezing – Making the change permanent, re-stabilise the
The change may be influenced by External / Internal.
Breaking through the Change is called G & C effect –
Glass & Ceiling effect.
Influence of Japanese Management on HR thinking
to many areas
oyalty Slow P___________
Walfare benefits Many