Nature and scope of hrm

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Nature and scope of hrm

  1. 1. Nature and Scope of HRM Prof.Sujeesha Rao
  2. 2. Introduction  Meaning & Definition of HRM  Scope of HRM  Differences between PM & HRM  The Nature of employment relationship  HRM-Functions & Objectives  Evolution of HRM in India  Why Study HRM?  Prof.Sujeesha Rao
  3. 3. Introduction        Challenges faced by organizations Global competitiveness – implications on HR Work force diversity Ethical issues Advances in technology and communication Sensitive approach to environment Shift in employees need for meaningful work Prof.Sujeesha Rao
  4. 4. What is HRM? •HRM is concerned with the people’s dimension in the organization •Facilitating the competencies and retention of skilled force • Developing management systems that promote commitment • Developing practices that foster team work • Making employees feel valued and rewarded. Prof.Sujeesha Rao
  5. 5. Definition •HRM refers to acquisition, retention, motivation and maintenance of Human Resources in an organization. •HRM is the planning, organising, directing & controlling of the procurement, development, compensation integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished. Prof.Sujeesha Rao
  6. 6. Scope of HRM Prospects of HRM Industrial Relations HRM Employee Hiring Employee & Executive Remuner ation Employee Maintenance Employee Motivation Very Vast Covers all major activities in the working life of a worker -from time an individual enters into an organization until he or she leaves comes under the purview of HRM   Nature of HRM
  7. 7. Differences between PM & HRM Dimension 1. Employment Contract Personnel Management Human Resources Management 3. Behaviour referent Careful delineation of written Aim to go beyond contract contracts Importance of guiding clear rules Can do outlook, impatience with rule Norms/customs/practices Values/mission 4. Managerial task Monitoring Nurturing 5. Management Role Transactional Transformational leadership 6. Communication Indirect Direct 7. Conflict handling Reach temporary truce Manage climate & culture 8. T&D Controlled access to courses Learning organization Personnel procedures Wide ranging cultural, structural & personnel strategies Mutuality of interests 2. Rules 9. Focus of attention for interventions 10. Shared interests Interests of the org. are uppermost Prof.Sujeesha Rao
  8. 8. The Nature of the Employment Relationship Prof.Sujeesha Rao
  9. 9. Functions Functions of HRM include: • Facilitating the retention of skilled and competent employees • Building the competencies by facilitating continuous learning and development • Developing practices that foster team work and flexibility • Making the employees feel that they are valued and rewarded for their contribution • Developing management practices that endanger high commitment • Facilitating management of work force diversity and availability of equal opportunities to all. Prof.Sujeesha Rao
  10. 10. Functions of HR MANAGERIAL FUNCTIONS OPERATIVE FUNCTIONS Planning Staffing Development Organising Compensation Directing Motivation Controlling Maintenance Integration Emerging Issues Prof.Sujeesha Rao
  11. 11. Operative functions of HR STAFFING DEVELOPMENT COMPENSATION & MOTIVATION Job analysis, HRP, Recruitment, Selecti on, Placement, Induction, Internal Mobility Competency profiling, Training and development, Performance & potential management, Career management, 360 degree feedback Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits Prof.Sujeesha Rao
  12. 12. Operative functions of HR (contd.) MAINTENANCE INTEGRATION EMERGING ISSUES Health, Safety, Welfare, Soci al security Employment relations, Grievance, Discipline, T rade unions, Participation, Collective bargaining HRIS, HR audit, HR scorecard, International HRM, Workforce Diversity Prof.Sujeesha Rao
  13. 13. Objectives of HRM     Societal objectives To be ethically & socially responsible to the needs of the society while minimizing the negative impact of such demands upon the organization Organizational objectives To recognize the role of HRM in bringing about organizational effectiveness Functional objectives To maintain the department’s contribution at a level appropriate to the organization’s needs Personal objectives To assist employees in achieving their personal goals in a manner that their personal goals enhance the individual’s contribution to the organization Prof.Sujeesha Rao
  14. 14. HRM and 3 P’s • People – core strength of an organization Any resource can be replaced but not HR • Processes – evolve over a period of time IT enabled environment facilitates engineering effortlessly • Performance – the pillars of performance are people and IT Organizational performance in terms of value creation and return on investment Prof.Sujeesha Rao
  15. 15. Evolution of HRM in India  Welfare (1920s-1930s)  Administration (1930s1940s)  Employee relations (19401960s)  Functional expertise (1970s1980s)  Business partner / player (1990s) Prof.Sujeesha Rao
  16. 16. Why Study HRM? Taking a look at people is a rewarding experience  People possess skills, abilities and aptitudes that offer competitive advantage to any firm  No computer can substitute human brain, no machines can run without human intervention & no organization can exist if it cannot serve people’s needs.  HRM is a study about the people in the organization-how they are hired, trained, compensated, motivated & maintained.  Prof.Sujeesha Rao
  17. 17. THANK YOU Prof.Sujeesha Rao

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