1. HUMAN RESOURCES MANAGEMENT
Presentation
by
Prof.M.S.S.Varadan
Chairman
Om Consultants (India) Pvt. Ltd.
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2. TRAINING & DEVELOPMENT
Focus: Identifying, assessing
and – through planned
learning – helping develop the
ORGANIZATION
key competencies which
UNION/LABOR RELATIONS DEVELOPMENT
enable individuals to perform
Focus: assuring healthy current or future jobs. Focus: assuring healthy
union / organization inter-and intra-urlit
relationships relationships and helping
groups initiate and manage
change
ORGANIZATION / JOB
DESIGN
EMPLOYEE ASSISTANCE Focus: defining how tasks,
HUMAN RESOURCE AREAS
Focus: providing personal authority and systems will
Outputs :
problem solving, be organized and integrated
counseling to individual • Quality work life
across organization units
employees. • Productivity and in individual jobs.
• Readiness for Change
HUMAN RESOURCE
PLANNING
COMPENSATION / BENEFITS Focus: determining the
Focus: assuring organization’s major Human
compensation and benefits Resource needs, strategies
fairness and consistency and philosophies
PERSONNEL RESEARCH & SELECTION & STAFFING
INFORMATION SYSTEMS
Focus: matching people
Focus: assuring a personnel and their career needs and
information base. capabilities with jobs and
career paths.

3. HRM ACQUISITION
* Human resource
COMPONENTS Planning
* Recruiting
- Internal
- External
* Employee
Socialization
MAINTENANCE DEVELOPMENT
* Safety and Health * Employee Training
* Employee/Labor * Management
EXTERNAL Development
Relations INFLUENCES * Career
Development
MOTIVATION
* Job Design
* Performance Evaluations
* Rewards
* Job Evaluation
* Compensation/Benefits
* Discipline
C O N S U L T A N T S
U N L O C K IN G P EO P L E P O T E N T I A L

4. ASTD NINE HUMAN RESOURCE AREAS
1. Training and Development
2. Organization and Development
3. Organization / Job design
4. Human Resources Planning
5. Selection and staffing
6. Personnel Research and Information Systems
7. Compensation/Benefits
8. Employee Assistance
9. Union / Labor Relations
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5. STRATEGIC HUMAN RESOURCES
MANAGEMENT
• Performance Management
– Improve the human performance of the
organization
– Develop the strategy and the success
measurements for performance management in
order to meet, the organization’s changing
business demands.
– Serve on the executive team and contribute to
business strategies.
– Educate senior management about the value of
the human performance improvement measures
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6. • Change Management
– Improve productivity through periods of
significant change
– Design and monitor systems for managing
productive change
– Assist in the internal staffing of change
management projects
– Assist in the selection of external advisors for
change management projects
– Identify and adjust to changing customer needs
– Educate line managers as to the value of change
management
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7. • Designing of performance levers (These levers are
compensation and benefits, performance management
systems, leadership style, strategic communications,
training and development and organizational
structure)
– Improve the productivity of the organization
– Create, monitor and revise the performance levers
– Assist in the internal staffing of projects to improve
human performance
Help select external advisors to improve human
performance
– Identify and adjust to changing customer needs
– Educate line managers as to the value of the
performance levers.
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8. • Systems and Compliance
– Assure that systems and compliance efforts are
efficient and cost effective
– Determine and adjust system’s needs
– Assist in the selection of external vendors for
outsourcing
– Assist in the selection of technology-related
solutions
– Measure the success of vendor’s and technology-
related solutions
– Manage outside vendor relationship
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9. PERFORMANCE INDICATORS FOR HUMAN
ASSET MANAGEMENT
• Attrition rate
• Number of training days per employee
• Training expenses per employee
• Sales per employee
• Number of quality applicants vs positions
• Capital investment per employee
• Training expense vs salary
• Number of passengers serviced per employee
• Number of products per employee
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10. Innovative HR practices
CORE PERFORMANCE TRAINING & APPRAISAL ORGANIZATION
COMPETENCE RECRUITMENT MANAGEMENT DEVELOPMENT & REWARD EXIT
Competitive
Edge
* Shortlist Campuses * Job content * For TQM
* Pay smartly * Appraising
* General core * Team building * Induction teams
- Stock Ownership * Stress Training * Trimming the
competencies - Risk-free benefits * Appraising Work force
* Competency Management * Cross- Potential
for start- * Employee cultural * VRS
Modelling up ventures, ertc. * 360 degree * Out placement
Involvement Training Appraisal
* Behavioural profiles * Exit interview
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