ppt

1. CASE OF JACK NELSON’S
PROBLEM
 In this case jack nelson was selected as
Board of Director for local bank.
 Nelson was being introduced to every
existing employees in the Home Office.
 When He Was Introduced to Ruth Johnson,
that time Nelson was Curious about her
work & he asked to Johnson about work &
machine.
 But johnson replied that she was unaware
about function of machine.
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2.  She also added that she was working there
since last two months & just know to
operate it only.
 Though these much problems in this bank,
supervisor was accepting Johnson as
Excellent employees.
 In this Bank, there was serious problem of
Employee Turnover & even bank was not
able to recruit and select new candidate to
fill-up vacancy in home office and Branch.
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3.  In this bank, supervisors were hiring new
candidate without any communication
means without Interview, testing, medical
examination etc..
 Nelson had visited 22 branches of that
bank & found similar situation at every
branch.
 Finally, he came to know that what should
do and which action should take to make
this bank well-run institution.
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4.  Nelson was becoming more puzzled by
more thinking about the situation.
 He could not able to solve problem easily
and He didn’t know that should he report
his findings to the President or not?
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5. QUESTIONS
(1) What do you think is causing some of the
problems in the bank’s home office and
branches?
 Lacking of co-ordination.
 Lack of training & development.
 Absence of Human Resource Planning.
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6. QUESTIONS
(2) Do you think setting up an HR unit in the
main office would help?
Yes
Better HRP.
Right person at right place.
To Evaluate Performance.
Presence of Better co-ordination.
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7. 7
QUESTIONS
(3) What specific functions should an HR unit
carry out? What HR function would be carried
out by supervisors and line managers? What role
should the internet play in the new HR
organization?
 FUNCTIONS:
Hiring, Recruitment, Selection, Training &
Development, Performance Appraisal, Industrial
Relation(IR),etc..

8. FUNCTION OF LINE & STAFF MANAGERS
Recruitment, Training & Development,
Performance Appraisal.
ROLE OF INTERNET IN HRM:
 Easy to collect Job application Form.
 Helpful to spread Information.
 Easy to analyze all the data of candidate.
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9. MEANING OF HRM
 • Human – people, us
 • Resource – assets/costs for
organizations
 • Management – co-ordination and
control to achieve set goals.
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10. WHAT IS HUMAN RESOURCE
MANAGEMENT?
 Human resource (HR) management refers
to the practices and policies you need to
carry out the personnel aspects of your
management job, specifically, acquiring,
training, appraising, rewarding, and
providing a safe and fair environment for
your company’s employees
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11. “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.”
Definition of HRM
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12. OBJECTIVES OF HRM
personal societal
functional organizational
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13. NATURE OF HRM
 Organizations are not just constitute of bricks, mortar,
machineries, or inventories. They are people who staff
and manage organization.
 HRM involves application of management functions and
principles.
 Decisions relating to employees must be integrated.
 Decisions made must focus on the effectiveness of an
organization, Better customer services, and qualitative
products at reasonable price.
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14. SCOPE OF HRM
NATURE OF
HRM
EMPLOYEE
HIRING
EMPLOYEE &
EXECUTIVE
REMUNERATION
EMPLOYEE
MOTIVATION
EMPLOYEE
MAINTENANCE
INDUSTRIAL
RELATION(IR)
PROSPECTUS
OF HRM
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SCOPE
OF
HRM

15. QUALITIES OF HR MANAGER
 Fairness and firmness.
 Tact and resourcefulness.
 Sympathy and consideration.
 Knowledge of labor and other terms.
 Broad social outlook.
 Academic qualification.
 Communication skill.
 Others:-
 Competence
 Confidence
 Long term perspective. 15

16. STAFF MANAGER
Who assists &
advises
line managers
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17. LINE MANAGER
 Who is authorized to direct the work of
subordinates &
 RESPONSIBLE for accomplishing
organization's goal
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18. Line mgr’s HRM responsibilities
 Placing right Person on the right Job.
 Employee orientation.
 Training & development.
 Improving job performance.
 Gaining creative cooperation.
 Interpreting co’s policies & procedures.
 Controlling labor cost
 Creating & maintaining deptt. Morale
 Protecting employees’ health & physical
condition.
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19. HR dept’s HRM responsibilities
 Line authority
« Implied authority
 Coordinative function
« Functional control
 Staff functions
« Innovator
« Employee advocacy
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20. Why Is HR Management Important to All
Managers?
 Hiring the wrong person
for the job
 Experiencing high
turnover
 Finding employees not
doing their best
 Having your company
taken to court because of
your discriminatory
actions
 Having your company
cited under federal
occupational safety laws
for unsafe practices
Personnel mistakes you don’t want to make -
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21. Line Versus Staff Authority
 Authority is the
right to make
decisions, to direct
the work of others,
and to give orders
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22. Line Versus Staff Authority
 Line managers are
authorized to direct the
work of subordinates
 in charge of
accomplishing the
organization’s basic
goals
 Staff managers
assist and advise line
managers in
accomplishing these
goals
 HR managers are
generally staff
managers
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