This document discusses human resources management. It outlines 9 key areas of human resources including training and development, organization development, compensation and benefits, and union/labor relations. It also discusses strategic human resources management and the role of human resources in performance management, change management, and designing performance levers. Finally, it lists some performance indicators for measuring human asset management effectiveness.

1. HUMAN RESOURCES MANAGEMENT
Presentation
by
Prof.M.S.S.Varadan
Chairman
Om Consultants (India) Pvt. Ltd.
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2. TRAINING & DEVELOPMENT
Focus: Identifying, assessing
and – through planned
learning – helping develop the
ORGANIZATION
key competencies which
UNION/LABOR RELATIONS DEVELOPMENT
enable individuals to perform
Focus: assuring healthy current or future jobs. Focus: assuring healthy
union / organization inter-and intra-urlit
relationships relationships and helping
groups initiate and manage
change
ORGANIZATION / JOB
DESIGN
EMPLOYEE ASSISTANCE Focus: defining how tasks,
HUMAN RESOURCE AREAS
Focus: providing personal authority and systems will
Outputs :
problem solving, be organized and integrated
counseling to individual • Quality work life
across organization units
employees. • Productivity and in individual jobs.
• Readiness for Change
HUMAN RESOURCE
PLANNING
COMPENSATION / BENEFITS Focus: determining the
Focus: assuring organization’s major Human
compensation and benefits Resource needs, strategies
fairness and consistency and philosophies
PERSONNEL RESEARCH & SELECTION & STAFFING
INFORMATION SYSTEMS
Focus: matching people
Focus: assuring a personnel and their career needs and
information base. capabilities with jobs and
career paths.

3. HRM ACQUISITION
* Human resource
COMPONENTS Planning
* Recruiting
- Internal
- External
* Employee
Socialization
MAINTENANCE DEVELOPMENT
* Safety and Health * Employee Training
* Employee/Labor * Management
EXTERNAL Development
Relations INFLUENCES * Career
Development
MOTIVATION
* Job Design
* Performance Evaluations
* Rewards
* Job Evaluation
* Compensation/Benefits
* Discipline
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4. ASTD NINE HUMAN RESOURCE AREAS
1. Training and Development
2. Organization and Development
3. Organization / Job design
4. Human Resources Planning
5. Selection and staffing
6. Personnel Research and Information Systems
7. Compensation/Benefits
8. Employee Assistance
9. Union / Labor Relations
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5. STRATEGIC HUMAN RESOURCES
MANAGEMENT
• Performance Management
– Improve the human performance of the
organization
– Develop the strategy and the success
measurements for performance management in
order to meet, the organization’s changing
business demands.
– Serve on the executive team and contribute to
business strategies.
– Educate senior management about the value of
the human performance improvement measures
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6. • Change Management
– Improve productivity through periods of
significant change
– Design and monitor systems for managing
productive change
– Assist in the internal staffing of change
management projects
– Assist in the selection of external advisors for
change management projects
– Identify and adjust to changing customer needs
– Educate line managers as to the value of change
management
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7. • Designing of performance levers (These levers are
compensation and benefits, performance management
systems, leadership style, strategic communications,
training and development and organizational
structure)
– Improve the productivity of the organization
– Create, monitor and revise the performance levers
– Assist in the internal staffing of projects to improve
human performance
Help select external advisors to improve human
performance
– Identify and adjust to changing customer needs
– Educate line managers as to the value of the
performance levers.
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8. • Systems and Compliance
– Assure that systems and compliance efforts are
efficient and cost effective
– Determine and adjust system’s needs
– Assist in the selection of external vendors for
outsourcing
– Assist in the selection of technology-related
solutions
– Measure the success of vendor’s and technology-
related solutions
– Manage outside vendor relationship
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9. PERFORMANCE INDICATORS FOR HUMAN
ASSET MANAGEMENT
• Attrition rate
• Number of training days per employee
• Training expenses per employee
• Sales per employee
• Number of quality applicants vs positions
• Capital investment per employee
• Training expense vs salary
• Number of passengers serviced per employee
• Number of products per employee
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10. Innovative HR practices
CORE PERFORMANCE TRAINING & APPRAISAL ORGANIZATION
COMPETENCE RECRUITMENT MANAGEMENT DEVELOPMENT & REWARD EXIT
Competitive
Edge
* Shortlist Campuses * Job content * For TQM
* Pay smartly * Appraising
* General core * Team building * Induction teams
- Stock Ownership * Stress Training * Trimming the
competencies - Risk-free benefits * Appraising Work force
* Competency Management * Cross- Potential
for start- * Employee cultural * VRS
Modelling up ventures, ertc. * 360 degree * Out placement
Involvement Training Appraisal
* Behavioural profiles * Exit interview
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