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Introduction to HR Management

HR Management

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HUMAN RESOURCE MANAGEMENT
SNIST-JNTUH
UNIT - IV
Dr. S. Vijaya Bhaskar
PROFESSOR IN MECHANICAL ENGINEERING
SREENIDHI INSTITUTE OF TECHNOLOGY
GHATKESAR, HYDERABAD – 501 301
Syllabus
(i) Human Resources Management:
Objectives of HRM , Challenges of HRM, HR
Planning process HR functions and policies –
Job Analysis, Recruitment, Selection, Training
and Development, Performance Appraisal.
(ii) Marketing Management: Concept of
Marketing, Functions, Marketing Mix, Product
Life Cycle, Marketing Strategies, Channels of
Distribution, Differences between products and
services.
What is HRM?
The functions performed in organizations that
facilitates the most effective use of people
(employees) to achieve organizational and
individual goals.
Definition of HRM?
HRM is the process of managing the human
resources of an organization in tune with the
vision of the top management.
HRM is planning, organizing directing and
controlling of the procurement , development,
compensation , integration, maintenance, and
separation of human resources to the end
that individual, organizational and social
objectives are accomplished.
Objectives of HRM?
• To help the organization reach its goals.
• To ensure effective utilization and maximum
development of human resources.
• To ensure respect for human beings. To identify and
satisfy the needs of individuals.
• To ensure reconciliation of individual goals with
those of the organization.
• To achieve and maintain high morale among
employees.
• To provide the organization with well-trained and
well-motivated employees.
• To increase to the fullest the employee’s job
satisfaction and self-actualization.
Objectives of HRM……….
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the
needs of society.
• To develop overall personality of each employee
in its multidimensional aspect.
• To enhance employee’s capabilities to perform
the present job.
• To equip the employees with precision and
clarity in transaction of business.
• To inculcate the sense of team spirit, team work
and inter-team collaboration.

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Introduction to HR Management

  • 1. HUMAN RESOURCE MANAGEMENT SNIST-JNTUH UNIT - IV Dr. S. Vijaya Bhaskar PROFESSOR IN MECHANICAL ENGINEERING SREENIDHI INSTITUTE OF TECHNOLOGY GHATKESAR, HYDERABAD – 501 301
  • 2. Syllabus (i) Human Resources Management: Objectives of HRM , Challenges of HRM, HR Planning process HR functions and policies – Job Analysis, Recruitment, Selection, Training and Development, Performance Appraisal. (ii) Marketing Management: Concept of Marketing, Functions, Marketing Mix, Product Life Cycle, Marketing Strategies, Channels of Distribution, Differences between products and services.
  • 3. What is HRM? The functions performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals.
  • 4. Definition of HRM? HRM is the process of managing the human resources of an organization in tune with the vision of the top management. HRM is planning, organizing directing and controlling of the procurement , development, compensation , integration, maintenance, and separation of human resources to the end that individual, organizational and social objectives are accomplished.
  • 5. Objectives of HRM? • To help the organization reach its goals. • To ensure effective utilization and maximum development of human resources. • To ensure respect for human beings. To identify and satisfy the needs of individuals. • To ensure reconciliation of individual goals with those of the organization. • To achieve and maintain high morale among employees. • To provide the organization with well-trained and well-motivated employees. • To increase to the fullest the employee’s job satisfaction and self-actualization.
  • 6. Objectives of HRM………. • To develop and maintain a quality of work life. • To be ethically and socially responsive to the needs of society. • To develop overall personality of each employee in its multidimensional aspect. • To enhance employee’s capabilities to perform the present job. • To equip the employees with precision and clarity in transaction of business. • To inculcate the sense of team spirit, team work and inter-team collaboration.
  • 7. Challenges of HRM 1. Change Management 2. Leadership Development 3. HR Effective Measurements 4. Organizational effectiveness 5. Compensation 6. Staff recruitment 7. Succession planning 8. Learning and Development 9. Staff retention 10. Health and Welfare
  • 8. BASIC FUNCTIONS OF HR MANAGER 1. Manpower planning 2. Recruitment 3. Selection 4. Training and Development 5. Placement 6. Wage and Salary Administration 7. Promotion, transfer, Separation 8. Performance Appraisal 9. Grievance Handling and Welfare Administration 10. Job Evaluation 11. Merit Rating
  • 9. MAN POWER PLANNING Manpower planning addresses the following issues:  What kind of people and how many are required at each level in the organization?  Over what period of time are these people required?  What is the present level of staff in the organization?  Is there an excess or shortage of staff?
  • 10. MAN POWER PLANNING (contd…)  In excess, how does the organization intend to do away with the surplus staff?  In case of shortfall, how does the organization intend to meet its shortfall?  What are the changes in the employment market and how far do these affect the availability of staff in the present context?
  • 11. MAN POWER PLANNING (contd…) Man power planning may be defined as a rational method of assessing the requirements of human resources at different levels in the organization. Its main objective is to acquire, utilize, improve and retain effectively the human resources to achieve the targeted results at different levels in an optimum manner.
  • 12. MANPOWER PLANNING PROCESS CORPORATE GOALS AND RESOURCES Departmental Targets and Resources Identify and Analyze Work Load Assess Manpower Requirements Succession plan Employee Turnover Employee Development Shortage or surplus of staff Formulate Strategies TOP MANAGEMENT REVIEW, FINANCIAL CLEARANCE, MANAGEMENT APPROVAL ACTION PLANS, EVALUATION AND CONTROL
  • 13. RECRUITMENT Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. The sources of recruitment include internet, executive search agencies, advertisements in media, employment exchanges, university and college campuses, technical and trade journals etc.,
  • 14. SELECTION The process of selecting the most suitable persons for the organization is called selection. The main purpose of selection is to choose the right person for the right job.
  • 15. SELECTION PROCESS 1. Initial Screening/short listing 2. Comprehensive application/bio data screening 3. Aptitude or written tests 4. Group Discussion 5. Personal Interview 6. Medical Examination 7. Employment Offer
  • 16. TRAINING AND DEVELOPMENT Training is a short term process of utilizing systematic and organized procedures by which the staff acquire specific technical knowledge.
  • 17. NEED FOR TRAINING  High turnover among new recruits  Increase in wastage of materials  Increase in number of rejected units of production  Increase in number of customer complaints  Increase in accident rate  Decrease in productivity  Increase in machine breakdown
  • 18. TRAINING METHODS 1. On – the - job training 2. Off – the - job training
  • 19. On – the - job training  Job instruction Training  Experimental Training  Demonstration  Apprentice Training
  • 20. Off – the - job training  Lectures/talks and class room instructions  Conferences  Seminars  Team Discussions  Case study  Role play  Programmed instructions  Simulation exercises  Group Decision making
  • 21. DEVELOPMENT Development is an activity aimed at career growth rather than immediate performance knowledge.
  • 22. PERFORMANCE APPRAISAL It is the process of measuring and evaluating the performance or accomplishments, including individual behavior of an employee on the job front for a given period.
  • 23. WHY???  To assess the employee’s present level of performance  To identify the strengths and weaknesses  To provide feedback  To provide an objective basis for rewarding  To motivate  To check and punish  To identify the gaps in performance  To identify employee’s potential  To provide a database for succession strategies  Others like promotion, transfer etc.
  • 24. How??? Step 1: Create and set up performance standards Step 2: Mutually set identifiable and measurable goals Step 3: Measure present level of performance Step 4: Compare and appraise with the standard Step 5: Discuss the appraisal with the employee Step 6: Identify and initiate the corrective action
  • 25. Who??? o Supervisors o Peers o Subordinates o Managers by themselves o Users of services o Consultants