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HRM Basics Er. S Sood
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HRM Basics Er. S Sood

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    HRM Basics Er. S Sood HRM Basics Er. S Sood Presentation Transcript

    • HRM Function
      Definition
      Human Resource Management is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns.
    • Functions of HRM
      Identifying and Developing Persons
      Retaining Suitable Persons
      Creating a Work Culture
      Educating Managerial Personnel
      Conducting Research
      Developing a Communication System
    • Importance of HRM
      NEEDED FOR:
      Better Industrial Relations
      Develop Organizational Commitment
      Coping with Changing Environment
      Changes in Political Philosophy
      Increased Pressure on Employees
    • HRM VS HUMAN RESOURCES DEVELOPMENT
      HRM
      Need to develop skills, talents, capabilities, potentialities of people in organization and this task is taken up in human resource management
      HRD
      Strategy is to bring about the changes in
      personnel so that new challenges are met.
    • HRD
      T.V. Rao and Udai Pareek have given six dimensions
      (i)      Performance appraisal
      (ii)    Potential appraisal
      (iii)   Employee counseling
      (iv)  Career development and planning
      (v)    Training
      (vi)  Organizational development
    • The Management Process
      Planning
      Organizing
      Staffing
      Leading
      Controlling
    • Management Process
      Planning
      Goals and standards
      Rules and procedures
      Plans and forecasting.
      Organizing
      Tasks
      Departments
      Delegating
      Authority and communication
      Coordinating
    • Management Process
      Staffing
      Hiring
      Recruiting
      Selecting
      Performance standards
      Compensation
      Evaluating performance
      Counseling
      Training and developing
    • Management Process
      Leading
      Getting the job done
      Morale
      Motivation
      Controlling
      Setting standards
      Comparing actual performance to standards
      Corrective action
    • HRM People Functions Include:
      Performance
      Communicate
      Train and develop
      Employee commitment
      Equal opportunity
      Health and safety
      Grievances/labor relations
      Job analyses
      Labor needs
      Recruit
      Select candidates
      Orient and train
      Wages and salaries
      Incentives and benefits
    • HRM is Important to all Managers.Don’t Let These Happen to You!
      The wrong person
      High turnover
      Poor results
      Useless interviews
      Court actions
      Safety citations
      Salaries appear unfair
      Poor training
      Unfair labor practices
    • HRM – It’s All About Results
      “For many years it has been said that capital is the bottleneck for a developing industry. I don’t think this any longer holds true. I think it’s the work force and a company’s inability to recruit and maintain a good work force that does constitute the bottleneck….” F. K. Foulkes
    • Line and Staff Aspects of HRM
      Definition
      Authority
      Making decisions
      Directing work
      Giving orders
      Line Managers
      Accomplishing goals
      Staff Managers
      Assisting and advising line managers
    • Line Manager’s HRM Jobs
      The right person
      Orientation
      Training
      Performance
      Creativity
      Working relationships
      Policies and procedures
      Labor costs
      Development
      Morale
      Protecting
    • Staff Manager’s HRM Jobs
      Line authority
      Implied authority
      Functional control
      Employee advocacy
    • HR Department Organizational Chart
    • Strategic Planning and Trends
      Definition
      Strategy is the company’s long-term plan for how it will balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage.
    • Strategic Planning 101
      There are three levels of strategic planning as shown below
      Corporate
      Strategy
      Business
      Strategy
      Business
      Strategy
      Business
      Strategy
      Business
      Strategy
      Functional
      Strategies
    • The Strategic Planning Process
      SWOT analysis - Strengths, Weaknesses, Opportunities, and Threats
      Best strategic plans balance a company’s Strengths and Weaknesses with the Opportunities and Threats the firm faces
      Basic strategic trends
      Globalization
      Technological advances
      The nature of work
      The workforce
    • Consequences of these basic trends
      Global expansion
      Companies
      must be Fast,
      Responsive, and
      Cost-effective
      Uncertainty, Turbulence, Rapid Change, Changing power bases
      Technology
      Strengths and Weaknesses
      Improved competition
    • HR’s evolving role
      Protector
      and
      Screener
      Change Agent
      Strategic Partner
    • Strategic HRM
      Definition
      Strategic human resource management: linking HRM with strategic goals and objectives to improve business performance and develop organizational cultures fostering innovation and flexibility.
      Clarify the business
      strategy
      Realign the HR
      functions and key
      people practices
      Create needed competencies
      and behaviors
      Realization of business
      strategies and results
      Evaluate and refine
    • HR’s evolving role as strategic partner
      Corporate strategy
      Corporate strategy
      HR operations
      HR operations
      Corporate strategy
      Corporate strategy
      HR programs
      HR programs
      Corporate strategy
      HR programs
      FedEx
    • How HR helps strategy execution
      Functional strategies should support competitive strategies
      Value chain analysis
      Outsourcing
      Strategy Formulation
    • How HR helps form strategy
      Formation of a company’s strategy = identifying, analyzing and balancing external opportunities and threats with internal strengths and weaknesses
      Environmental scanning
    • The Value Chain Approach
    • Technology can be the Human Resources engine of change
    • HR and technology
      Basic HR systems demand paperwork
      70% of HR’s employees time = paperwork
      Off the shelf forms from Office Depot/Officemax
      Online forms
      Human Resource Information Systems (HRIS)
      HR on the Internet
    • HR portals
      Employees can answer their own questions
      HR moves from
      reactive to proactive
    • HR means performance
      Can HR have a measurable impact on a company’s bottom line?
      Better HRM translates into improved employee attitudes and motivation (e.g., working at home)
      Well run HR programs drive employee commitment
      TOYOTA
    • A Case Study
      Dell’s dual HR roles
      OPERATIONS
      MANAGEMENT
      Deals with management
      - education
      - recruitment
      - planning
      - training
      - personnel needs
      Deals with staff
      - benefits
      - compensation
      - call center
    • Is There a “One Best HR Way”?
      Follow a company’s operating and strategic initiatives
      All companies can benefit from
      Profit sharing programs
      Results oriented appraisals
      Employment security
      Foster informal relationships- promote worldwide communications
      Develop global executives