Introduction HRM is an approach to management of people, based on 4 fundamental principles – 1. People are most important asset – need to manage them effectively 2. Link personal policies and procedures with corporate objectives and strategic plans 3. Manage culture by changing & reinforcing values, organizational climate and managerial behavior 4. Integration and getting people work together with the sense of common purpose
Concepts of HRM HRM is a specified field to develop programme, policies and activities to promote the satisfaction of both individual and organizational needs, goals and objectives To shape an appropriate corporate culture, introduce programmes (like improve communication systems, involvement, commitment and productivity) to support the core values to ensure success HRM is a proactive approach rather than reactive HRM techniques – manpower planning, selection, performance appraisal, salary administration, training and management development
Concepts of HRM3 meaning attached to the concepts of HRM – 1. People are valuable source – need to invest time and effort in their development 2. Adopt humanistic approach – cannot be treated as material and resources 3. Do not focus only on individuals – but also on social realities, units, processes, teams, inter-teams and overall organization
Concepts of HRM Traditional Personal management is non-strategic, separate from business, reactive, short-term, and unionized related. Attention was on personal administration and management. Major attention of HRM is developing people and their competencies. Personal management is curative, HRM is preventive HRM emphasizes & incorporates on expectation those are not fulfilled through personal management – PMS, Potential, Development, career planning, T&D, OD, Rewards, welfare etc
Objectives of HRM Societal Objectives – Socially and ethically responsible for the needs & challenges of society Organizational Objectives – To bring about organizational effectiveness. HRD exists to serve the rest of the organization. Functional Objectives – To meet /suit organizational needs and demands. Personal Objectives – To assist employees in achieving their personal goal. To align individual contribution to organization. Meet the objectives by maintaining retaining and motivating.
Activity List out the objectives of HR department and their supportingfunctions in your organization or an organization with which you are familiar
Components of HRM Human Resource Organization Human Resource Planning Human Resource Development Human Resource Relationship Human Resource Utilization Human Resource Accounting Human Resource Audit
Components of HRM Human Resource Organization – Every aspect of the organization, employment, motivation and management of people to be integrated with strategic objectives of the business and contribute to the successful achievement of those objectives Human Resource Planning – forecasting of both supply and demand for the future labor. How many people & what type of expertise is needed at present & in future Human Resource Development – process by which the employees of an organization perform a series of organized activities. Helps to ensure that the organization has the people with skills and knowledge it needs to achieve its strategic objectives
Components of HRM Human Resource Relationship – handling employees individually & collectively (especially unionized), increase co-operation, trust & involvement. Human Resource Utilization – Achieve productivity through people by treating them like adults, as partners, with dignity& respect Human Resource Accounting – accounting for people, measurement of cost & value of people to organization – recruiting, selecting, T&D and judging their economic value to the organization. Useful in managerial decision making Human Resource Audit – to access the effectiveness of the HR function and to ensure regularity compliance.
Components of HRM Human Resource Systems – o Recruitment management o Information management – policies & practices to be articulated and effectively communicated o Training management – TNA, Training strategy o Performance management – Performance appraisal, potential appraisal & performance coaching/ counseling o Reward management – Reward v/s contribution o Career management – Career path o Health and safety management – Healthy & safe env o Discipline management – Foster positive behavior o Culture management – Values, attitudes, rituals & sanctions in an organization
DebateGiving regular/futuristic training to employees is an investment