Human resource management


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Human resource management

  1. 1. Definitions“Human resource or manpower management effectivelydescribes the process of planning and directing the application,development and utilization of human resources in employment” –Dale Yoder.“HRM is that part of management process which is primarilyconcerned with the human constituents of an organization” –E.F.L.Brech.“The personnel function is concerned with the procurement,development, compensation, integration and maintenance of thepersonnel of an organization for the purpose of contributing towardsthe accomplishment of that organisation’s major goals or objectives”– Flippo.cont’d…
  2. 2.  “It is the field of management which has to do withplanning, organizing, directing and controlling the variousoperative functions of procuring, developing ,maintaining and utilizing a labour force for the attainmentof the company’s objectives” – Prof. Jucius. “It is that part of the management function which isconcerned with people at work and with their relationshipwithin an enterprise. Its aim is to bring together anddevelop into an effective organization the men andwomen who make up an enterprise and having regard tothe well-being of an individual and of working groups, toenable to make their best contribution to its success” –The British Institute of Personnel Management.
  3. 3. FunctionManagerial functionsOperative function
  4. 4. Managerial Functions Planning Organising Directing Controlling
  5. 5. Functions of Human Resource ManagementManagerial Functions Operative FunctionsPlanning Organising Directing ControllingProcurement Development Compensation Integration Maintenance
  6. 6. Operative Function• Procurement• Development• Compensation• Integration• Maintenance
  7. 7. Human Resource• Peculiar Characteristics• Exist• Lives• Created the other resources• Commitment, devotion, enthusiasm,energy, interest, intelligence,• Creative
  8. 8. Nature of Human Resource Management It is universally relevant It is goal-oriented It adopts a systematic approach in handling themanpower resource It is pervasive in nature It is an on-going activity It is a dynamic field of activity It focuses on the development of manpowerresource It is a Science as well as an Art It is inter disciplinary It is relatively new
  9. 9. Importance/role of Human Resource Management(HRM) Identify correctly its manpower needs Right man for the right job Development of the skill of every individual Appraisal Incentives Employee attitude Good human relations Collective bargaining
  10. 10. The Role of a Human Resource ManagerCounsellingAct as a linkEmployees get what is due to themSpokesmanIntroduce any changeAdvise the line Managers
  11. 11. Qualities of a Human Resource Manager Good Communication Skills Creative Analyse any problem objectively Inspire, induce and motivate Leadership qualities Friendly and approachable Fair and honest Make decisions independently Curious always. Dynamic Person Good Memory
  12. 12. Objectives of Human Resource Management• To make an optimum utilisation of the humanresource of the organisation• To ensure that the organisation has the requirednumber staff• To establish and maintain a sound organisationstructure• To reconcile personal and organisational goals• To provide scope for the development of personnel• To ensure that the employees have higher jobsatisfaction• To provide scope for participation in decision-making
  13. 13. Human Resource AuditMeaningHuman Resource Audit (HR Audit) isconcerned with the examination andevaluation of the policies, proceduresand practices with reference to thehuman resource of the organisation. Itis a periodic review to measure theefficiency and effectiveness of humanresource management.
  14. 14. Objectives of HR Audito To review the entire system of procuring,developing, allocating and utilising the humanresources in an organisationo To seek explanation on any matter pertaining to thehuman resource of the organisation.o To evaluate the extent of implementation of thehuman resource policies and programmeso To evaluate the performance of the staff lookingafter the HRM function.
  15. 15. IMPORTANCE OF HR AUDITDue to theImportance ofthe humanresource itselfTo face anyfutureenquiryTo meet thechallenges oftrade unionsTo havecontrol overcost of labourTo improve theperformance ofhuman resource
  16. 16. Human ResourceManagement FunctionQualitative Indicators1. Procurement2. Development3. Compensation4. Integration5. MaintenanceQuality of HR planning, Job Specification, Source ofRecruitment, Selection Procedure.Type of Training, Management DevelopmentProgramme, performance Appraisal Methods,promotion Criteria, Career Planning.Method of Job Evaluation, Methods of Wage Payment,Type of Incentives, Fringe Benefits, Union Demands.Handling of Grievances and Conflicts, Measures takento ensure Discipline and a high level of Morale,Employees’ participation in decisions.Steps taken to provide Job Satisfaction, Measuresadopted to control labour turnover.Qualitative Indicators for HR Audit
  17. 17. Human ResourceManagement FunctionQuantitative Indicators1. Procurement2. Development3. Compensation4. Integration5. MaintenanceTime taken to fill up vacancies, Ratio of Vacancies toNumber of Posts, Number of Employees recruitedduring the year.Duration of each Training Programme, Number ofTrainees in every Programme. Productivity Increase.Pay differentials, Number of employees earning bonusand other incentives.Level of Morale, Grievances and Conflicts, Rate ofAbsenteeism.Level of Job Satisfaction, Rate of Labour Turnover.Quantitative Indicators