Human resource management involves acquiring, training, evaluating, and compensating employees while ensuring good labor relations, health, safety, and fairness. Key HRM functions include identifying talent, retaining employees, developing a positive culture, training managers, conducting research, and communicating. HRM is important for maintaining good industrial relations, developing organizational commitment, adapting to changes, and coping with political and economic pressures.

1. HRM FunctionDefinitionHuman Resource Management is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns.

2. Functions of HRMIdentifying and Developing PersonsRetaining Suitable Persons Creating a Work Culture Educating Managerial Personnel Conducting Research Developing a Communication System

3. Importance of HRMNEEDED FOR:Better Industrial RelationsDevelop Organizational CommitmentCoping with Changing Environment Changes in Political Philosophy Increased Pressure on Employees

4. HRM VS HUMAN RESOURCES DEVELOPMENTHRMNeed to develop skills, talents, capabilities, potentialities of people in organization and this task is taken up in human resource management HRDStrategy is to bring about the changes inpersonnel so that new challenges are met.

5. HRDT.V. Rao and Udai Pareek have given six dimensions(i) Performance appraisal(ii) Potential appraisal(iii) Employee counseling(iv) Career development and planning(v) Training(vi) Organizational development

6. The Management ProcessPlanningOrganizingStaffingLeadingControlling

7. Management ProcessPlanningGoals and standardsRules and proceduresPlans and forecasting.OrganizingTasksDepartmentsDelegating Authority and communicationCoordinating

8. Management ProcessStaffingHiringRecruiting Selecting Performance standardsCompensationEvaluating performanceCounseling Training and developing

9. Management ProcessLeadingGetting the job doneMoraleMotivationControllingSetting standards Comparing actual performance to standardsCorrective action

10. HRM People Functions Include:PerformanceCommunicateTrain and developEmployee commitmentEqual opportunityHealth and safetyGrievances/labor relationsJob analysesLabor needsRecruitSelect candidatesOrient and trainWages and salariesIncentives and benefits

11. HRM is Important to all Managers.Don’t Let These Happen to You!The wrong personHigh turnoverPoor resultsUseless interviewsCourt actionsSafety citationsSalaries appear unfairPoor trainingUnfair labor practices

12. HRM – It’s All About Results“For many years it has been said that capital is the bottleneck for a developing industry. I don’t think this any longer holds true. I think it’s the work force and a company’s inability to recruit and maintain a good work force that does constitute the bottleneck….” F. K. Foulkes

13. Line and Staff Aspects of HRMDefinitionAuthorityMaking decisions Directing workGiving ordersLine Managers Accomplishing goalsStaff Managers Assisting and advising line managers

14. Line Manager’s HRM JobsThe right person OrientationTrainingPerformanceCreativityWorking relationshipsPolicies and proceduresLabor costsDevelopmentMoraleProtecting

15. Staff Manager’s HRM Jobs Line authorityImplied authorityFunctional controlEmployee advocacy

16. HR Department Organizational Chart

17. Strategic Planning and TrendsDefinitionStrategy is the company’s long-term plan for how it will balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage.

18. Strategic Planning 101There are three levels of strategic planning as shown belowCorporate StrategyBusinessStrategyBusinessStrategyBusinessStrategyBusinessStrategyFunctionalStrategies

19. The Strategic Planning ProcessSWOT analysis - Strengths, Weaknesses, Opportunities, and ThreatsBest strategic plans balance a company’s Strengths and Weaknesses with the Opportunities and Threats the firm facesBasic strategic trendsGlobalizationTechnological advancesThe nature of workThe workforce

20. Consequences of these basic trendsGlobal expansionCompanies must be Fast,Responsive, andCost-effectiveUncertainty, Turbulence, Rapid Change, Changing power basesTechnologyStrengths and Weaknesses Improved competition

21. HR’s evolving roleProtector and ScreenerChange AgentStrategic Partner

22. Strategic HRMDefinitionStrategic human resource management: linking HRM with strategic goals and objectives to improve business performance and develop organizational cultures fostering innovation and flexibility.Clarify the businessstrategyRealign the HR functions and keypeople practicesCreate needed competenciesand behaviors Realization of businessstrategies and resultsEvaluate and refine

23. HR’s evolving role as strategic partnerCorporate strategyCorporate strategyHR operationsHR operationsCorporate strategyCorporate strategyHR programsHR programsCorporate strategyHR programsFedEx

24. How HR helps strategy executionFunctional strategies should support competitive strategiesValue chain analysisOutsourcingStrategy Formulation

25. How HR helps form strategyFormation of a company’s strategy = identifying, analyzing and balancing external opportunities and threats with internal strengths and weaknessesEnvironmental scanning

26. The Value Chain Approach

27. Technology can be the Human Resources engine of change

28. HR and technologyBasic HR systems demand paperwork70% of HR’s employees time = paperworkOff the shelf forms from Office Depot/OfficemaxOnline formsHuman Resource Information Systems (HRIS)HR on the Internet

29. HR portalsEmployees can answer their own questionsHR moves from reactive to proactive

30. HR means performanceCan HR have a measurable impact on a company’s bottom line?Better HRM translates into improved employee attitudes and motivation (e.g., working at home)Well run HR programs drive employee commitmentTOYOTA

31. A Case StudyDell’s dual HR rolesOPERATIONSMANAGEMENTDeals with management - education - recruitment - planning - training - personnel needsDeals with staff - benefits - compensation - call center

32. Is There a “One Best HR Way”?Follow a company’s operating and strategic initiativesAll companies can benefit fromProfit sharing programsResults oriented appraisalsEmployment securityFoster informal relationships- promote worldwide communicationsDevelop global executives