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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