Human resource management1st unit

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Human resource management1st unit

  1. 1. Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />Human Resource Management<br />
  2. 2. Unit I <br />The human factor at work<br />Challenges faced by organizations<br />Global competitiveness – implications on HR<br />Work force diversity<br />Ethical issues<br />Advances in technology and communication<br />Sensitive approach to environment<br />Shift in employees need for meaningful work <br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  3. 3. What is HRM?<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br /><ul><li>HRM is concerned with the people’s dimension in the organization
  4. 4. Facilitating the competencies and retention of skilled force
  5. 5. Developing management systems that promote commitment
  6. 6. Developing practices that foster team work
  7. 7. Making employees feel valued and rewarded.</li></li></ul><li>Concept of human resource <br />A sum of Total knowledge, skills, creative abilities, talents and aptitudes, values, attitudes, approaches and beliefs of an organization’s workforce.<br />Elements of Human Capital:-<br />Intellectual Capital:- specialized knowledge, skills and expertise, learning capacity<br />Social capital:- network of relationships, trust worthiness<br />Emotional capital:- self confidence, ambition and courage, risk taking ability, resilience<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  8. 8. Definition<br /><ul><li>HRM refers to acquisition, retention, motivation and </li></ul> maintenance of Human Resources in an organization.<br /><ul><li>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.</li></ul>Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  9. 9. Scope of HRM<br /><ul><li>Very Vast
  10. 10. Covers all major activities in the working life of a worker</li></ul>-from time an individual enters into an organization until he or she leaves<br />comes under the purview of HRM<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />Prospects of HRM<br />Employee <br />Hiring<br />Industrial Relations<br />HRM<br />Employee Maintenance<br />Employee & Executive Remuneration<br />Employee Motivation<br />
  11. 11. Personnel management:- traditional approach, concerned with the human resources of the organization<br />Concerned with getting better results with the collaboration of people.<br />Personnel management is the planning, organizing, directing, and controlling of the procurement, development, compensation, integration, and maintenance and separation of human resources to the end that individual and societal objectives are accomplished.<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  12. 12. HRM<br /><ul><li>Is the process of acquiring, training, appraising and compensating employees and attending to their labor relations, health, safety and fairness concerns.
  13. 13. In 1970 changes took in many countries which led to the emergence of HRM, these were
  14. 14. Technological changes
  15. 15. Declining importance of trade unionism
  16. 16. Shift from industrial employment to service sector employment
  17. 17. Growing competition, globalization of economies
  18. 18. Old wine in a new bottle</li></ul>Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  19. 19. Difference between HRM and personnel Management personnel management HRM<br /><ul><li>Focus:- on organizations interest like profit maximizations
  20. 20. Philosophy:- managing personnel
  21. 21. Pervasiveness:- concern of only personnel manager
  22. 22. Motivation:- concerned with selection, recruitment, and appraisal
  23. 23. Team work:- orderly way of administration of personnel policies
  24. 24. Techniques:-pressure tactics, cohesive measures, threats of pressure
  25. 25. On development of individuals in accordance to their needs, aspirations.
  26. 26. Humanization of management
  27. 27. Common concern for all managers from top to bottom
  28. 28. Concentrates on motivation, morale boosting, and job satisfaction
  29. 29. Is more interested in people working in team building and team works
  30. 30. Work through cooperation and team management, mutual understanding and motivation</li></ul>Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  31. 31. Functions<br />Functions of HRM include:<br /><ul><li>Facilitating the retention of skilled and competent </li></ul> employees<br /><ul><li> Building the competencies by facilitating continuous </li></ul> learning and development<br /><ul><li> Developing practices that foster team work and flexibility
  32. 32. Making the employees feel that they are valued and </li></ul> rewarded for their contribution<br /><ul><li>Facilitating management of work force diversity and </li></ul> availability of equal opportunities to all.<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  33. 33. Functions of HR<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />MANAGERIAL FUNCTIONS<br />Planning<br /> Organising <br />Directing<br /> Controlling<br />OPERATIVE FUNCTIONS<br />Staffing <br />Development<br /> Compensation <br />Motivation <br />Maintenance<br /> Integration <br />Emerging Issues<br />
  34. 34. Operative functions of HR<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility <br />STAFFING<br />Training and development, Performance & potential management, Career management, 360 degree feedback<br />DEVELOPMENT<br />Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits<br />COMPENSATION & MOTIVATION<br />
  35. 35. Operative functions of HR (contd.)<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />Health, Safety, Welfare, Social security<br />MAINTENANCE<br />Employment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining<br />INTEGRATION<br />HRIS, HR audit, HR scorecard, International HRM, Workforce Diversity<br />EMERGING ISSUES<br />
  36. 36. Objectives of HRM<br /><ul><li>Societal objectives</li></ul> To be ethically & socially responsible to the needs of the society<br /><ul><li>Organizational objectives</li></ul>To recognize the role of HRM in bringing about organizational effectiveness<br /><ul><li>Functional objectives</li></ul> To maintain the department’s contribution at a level appropriate to the organization’s needs<br /><ul><li>Personal objectives</li></ul> To assist employees in achieving their personal goals in a manner that their personal goals enhance the individual’s contribution to the organization<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  37. 37. Nature of HRM <br />Inherent part of management or Pervasive function<br />Basic to all functions<br />People centered<br />Personnel activities or functions<br />Continuous process<br />Based on human relations<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  38. 38. Significance of HRM/role of HR manager<br />Policy formulation<br />Advisory role<br />Liking pin role<br />Representation role<br />Decision making role<br />Mediator role<br />Leadership role<br />Welfare role<br />Research role<br />Auditor<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  39. 39. Challenges to HR professionals<br />Worker productivity<br />Quality improvement<br />Changing attitude of workforce<br />Impact of government<br />Quality of work life<br />Technology and training<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  40. 40. Qualities of an HR manager<br />Physical health <br />Mental ability to understand and learn, judgment<br />Educational,general acquaintance with all the areas of management<br />Technical:- peculiar to the function<br />Experience:- arising from the work<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  41. 41. Systems approach to HRM<br />assembling of or combination of things or parts.<br />The elements are known as the sub systems<br />Features of organization system<br />The system is goal oriented<br />The whole is more than the sum of all the parts<br />Components are inter related and inter dependent<br />System acts upon environment and is also acted upon by its environment<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  42. 42. environment<br />Organisation Employees<br />Managerial process<br />inputs<br />outputs<br />Human resource<br />Raw material<br />Capital<br />Technology<br />information<br />Goods<br />An d<br />services<br />feedback<br />environment<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  43. 43. Model of HRM system<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br /> & <br />Training & development<br />Union labour relations<br />OD<br />Human Resource areas<br />Quality of work life<br />Productivity<br />Readiness to change <br />Human Resource Planning<br />Employee assistance<br />Compensation/ benefits<br />Organization design<br />Personnel research & information systems<br />Selection & staffing<br />
  44. 44. HRM and 3 P’s<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br /><ul><li>People – core strength of an organization</li></ul> Any resource can be replaced but not HR<br /><ul><li>Processes – evolve over a period of time</li></ul> IT enabled environment facilitates engineering effortlessly<br /><ul><li>Performance – the pillars of performance are people and IT</li></li></ul><li>Human Resource Management Process<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />
  45. 45. Why Study HRM?<br />Taking a look at people is a rewarding experience<br />People possess skills, abilities and aptitudes that offer competitive advantage to any firm<br />No computer can substitute human brain, no machines can run without human intervention & no organization can exist if it cannot serve people’s needs.<br />HRM is a study about the people in the organization-how they are hired, trained, compensated, motivated & maintained.<br />Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com<br />

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