Human res ource management (HRM) The policies and practices involved in carrying out the“people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.
• Human Resource Management (HRM) recognizes that people must be effectively managed if an organization is to achieve its objectives.
Pers onnel A s pects Of A Manager’s J ob Conducting job analyses (determining the nature of each employee’s job) Planning labor needs and recruiting job candidates Selecting job candidates Orienting and training new employees Managing wages and salaries (compensating employees) Providing incentives and benefits Appraising performance Communicating (interviewing, counseling, disciplining) Training and developing managers Building employee commitment
HUMAN RESOURCE FUNCTIONS• Human resource functions refer to those task and duties performed in both large and small organizations to provide for and coordinate human resources.• Human resource functions encompass a variety of activities that significantly influence all areas of an organization.
Human Resource Wheel(by American Society of Training & Development - ASTD )
HUMAN RESOURCE ACTIVITIES• Human resource planning• Recruitment and selection.• Training and development.• Performance Appraisal and feedback• Compensation ,pay and benefits.• Employee and labour relation.
Human resource planning, recruitment andselection• Conducting job analyses to establish the specific requirement of individual jobs within the organization.• Forecasting the human resource requirements the organization needs to achieve to its objectives.• Developing and implementing a plan to meet these requirements.• Recruiting the human resources the organization requires to achieve its objectives.• Selecting and hiring human resources to fill specific jobs within the organization.
Training and development• Orienting and training employees.• Designing and implementing management and organizational development programs.• Building effective teams within the organization structure.• Designing systems for appraising the performance of individual employees.• Assisting employees in developing career plans
Compensation and benefits• Designing and implementing compensation and benefits systems for all employees.• Ensuring that compensation and benefits are fair and consistent.Employee and labour relations• Serving as an intermediary between the organization and its unions.• Designing discipline and grievance handling systems.
Legal Environment• Laws on race , religion and national origin• Laws on gender, pregnancy an family issues• Laws on age discrimination• Understanding affirmative action• Americans with Disabilities act
• Employment act 1955• Industrial Relations act 1967• Trade union act 1959• Occupational safety and health act 1994• Employee social security act 1969• Human resource development act 1992• Employee provident fund act 1991• Workmen’s compensation act 1952
Civil Rights Act of 1964• Prohibits discrimination in employment on the basis of race , color , gender, religion or national origin.• Referred to as the Equal Employment Opportunity (EEO) law
Equal employment opportunity (EEO)• EEO laws require managers and human resource department to provide applicants an equal opportunity for employment without regard to race, religion, sex, disability, pregnancy, national origin or age.
Definition of EEO• The goal of laws that make some types of discrimination in employment illegal.• Equal employment opportunity will become a reality when each citizen has an equal chance to enjoy the benefits of employment.
Discrimination is often used to mean illegal discriminatory acts. Discrimination means noticing the differences between things or people that are otherwise alike, and making decisions based on those differences.
Examples of discrimination include:• A supervisor refusing to hire a well qualified candidate because she is pregnant.• Upon “discovering” an employee’s age, a supervisor transfers a well qualified 45 year old employee from the “teen unit” to the “senior citizen unit.”
EEO Issues VS HR Practices HRM Functions IssueRecruitment and Selection Race, gender, physical handicap, appearance, religion, political beliefCompensation and Reward Personal preference, nepotism, unrated job value, favouritismPromotion Reverse discrimination, favouritism, lack of merit, seniorityTraining and Development Bias, undetermined performance deficiencyTermination of employment Victimization, unjust and lack of cause, arbitrary