PPT ON human resource managemenT

1. HUMAN RESOURCE MANAGEMENT
B.COM III SEM
PAPER: HUMAN RESOURCE MANANGEMENT
Presented by:
MANJUNATH R ILIGER
Lecturer, Department of commerce,
GFGC Chikkabasur

2. HUMAN RESOURCE MANAGEMENT
JOB DESIGN:
• The process of breaking/organizing work into
specific tasks in order to perform a specific job is
called Job Design.
• Job Design is the logical Sequence to Job
Analysis.
• Job design involves conscious efforts to organise
tasks, duties and responsibilities into a unit of
work to achieve certain objective.

3. HUMAN RESOURCE MANAGEMENT
• Steps in Job Design
Specification of Individual Tasks
Specification of Methods for Tasks Performance
Combination of Tasks into Specific Jobs to be assigned to individuals

4. HUMAN RESOURCE MANAGEMENT
• FACTORS AFFECTING JOB DESIGN
1. Organizational factors
2. Environmental Factors
3. Behavioural Elements

5. HUMAN RESOURCE MANAGEMENT
1. Organizational factors
• Nature of Tasks (Planning, Execution and Controlling of Task)
• Work Flow (Process Sequences)
• Ergonomics (Time & Motion Study)
• Work Practices (Set of ways of performing tasks)
2. Environmental Factors
• Employee Abilities and Availability
• Social and Cultural Expectations
3. Behavioural Elements
• Feedback
• Autonomy
• Use of Abilities
• Variety

6. HUMAN RESOURCE MANAGEMENT
• Job design Approaches and options
• Work Simplification
• Job Rotation
• Job Enlargement
• Job Enrichment
• Autonomous or Self-Directed Teams

7. HUMAN RESOURCE MANAGEMENT
JOB ANALYSIS
• “Job Analysis is a process of collecting and studying the information
relating to operations and responsibilities of a specific job. The
immediate products of this analysis are ‘Job Description’ and ‘Job
Specifications’.”
• “It is a basic technical procedure that is used to define duties and
responsibilities and accountabilities of the job.”

8. HUMAN RESOURCE MANAGEMENT- JOB
ANALYSIS
• PURPOSE OF JOB ANALYSIS:
• Human Resource Planning (HRP
•
• Recruitment & Selection
•
• Training & Development
•
• Job Evaluation
•
• Remuneration
•
• Performance Appraisal
•
• Safety & Health

9. HUMAN RESOURCE MANAGEMENT- JOB
ANALYSIS
• JOB DESCRIPTION: “Job Description implies
objective listing of the job title, tasks, and
responsibilities involved in a job.”
• Contents of Job Description:
• Job Identification
• Job Summary
• Job Duties and Responsibilities
• Supervision specification
• Machines, tools and materials
• Work conditions
• Work hazards
• Definition of unusual terms

10. HUMAN RESOURCE MANAGEMENT- JOB
ANALYSIS
• JOB SPECIFICATIONS: “Job Specification involves
listing of qualifications, skills and abilities required
in an employee to meet the job description. These
specifications are minimum required to do the job
satisfactorily.”
• Contents of Job Specifications
• Physical Characteristics
• Psychological characteristics
• Personal characteristics
• Educational Qualifications
• Skill Set and Experience/Responsibilities
• Demographic features

11. JOB ANALYSIS-PROCESS

13. Disadvantages of Job Analysis

14. HUMAN RESOURCE
MANAGEMENT-
HUMAN RESOURCE PLANNING• “HRP includes estimation of how many qualified people are
necessary to meet the future business requirement, how many
people will be available, and what, if anything, must be done to
ensure availability of personnel equals the demand at all times in
the future.”
• HRP is a Process, by which an organization ensures that it has the
right number of right kind of people at the right place, at the right
time, capable of effectively and efficiently completing those tasks
that will help the organization achieve its overall objectives.”

15. HUMAN RESOURCE MANAGEMENT-
Objectives of HUMAN RESOURCE PLANNING
• To ensure optimum use of human resources
currently employed.
• To avoid balances in distribution & allocation of
human resources.
• To assess or forecast future skill requirements of
organisations over all objectives.
• To provide control measure to ensure availability of
necessary resources when required.
• To control cost aspect of human resources.
• To formulate transfer & promotion policies.

16. HUMAN RESOURCE MANAGEMENT-
Benefits of HUMAN RESOURCE PLANNING
• It results in reducing labour cost as it helps the
management to anticipate shortages or surpluses of
manpower and correct these imbalances before they
become unmanageable & expensive.
• It helps in making optimum use of workers skill with in
the organisation.
• It leads to improvement in overall business planning
process.
• It enables identification of gaps of existing manpower so
that connective training could be imported.
• It leads to greater awareness of importance of sound
man power management through out the organisation.
• It serves as a tool to evaluate effect of alternative
manpower actions & policies.

17. HUMAN RESOURCE MANAGEMENT-
NEEDof HUMANRESOURCE PLANNING
• To carry on the work efficiently.
• H R P is essential because of frequent labour
turnover that arises from social & economical
factors like voluntary quits, marriage, promotions
etc.
• The present workforce has to be changed in relation
to the challenging needs of technology & production.
• HRP is needed in order to identify areas of surplus
personnel or areas in which there is shortage of
personnel

18. HUMAN RESOURCE MANAGEMENT-
Process of HUMANRESOURCE PLANNING
Environmental scanning
labor demand forecast
Labor supply forecast
Gap analysis
Action programming
Control and evaluation

19. HUMAN RESOURCE MANAGEMENT-
Problems andLimitations of HRP
1. The future is uncertain
2. Conservative attitude of top management
3. Problem of surplus staff
4. Time consuming activity
5. Expensive process

20. HUMAN RESOURCE MANAGEMENT-
Factors affecting HRP
• 1. Employment
• 2. Technical changes in the society
• 3. Organizational changes
• 4. Demographic changes
• 5. Shortage of skill due to labour turnover
• 6. Multicultural workforce