for audiology subject practice management it is very usefull

1. INTRODUCTION TO
HUMAN RESOURCE
MANAGEMENT

2. •According to Adi Godrej,
“all corporate strengths are
dependent on people.”

3. Human Resource Management
• ‘The real sources of competitive leverage are
the culture and capabilities of your organization
that derive from how you manage your people.’

4. Points to Ponder
• Definition and Concept of HRM
• History of HRM
• Functions of HRM
• HR Policies and Procedures
• Emerging Role of HRM
• Role of HR Executives
• Challenges to HR Professionals
• Strategic HRM

5. Human Resource Management
• “HRM is the function performed in
organizations that facilitates the most
effective use of people to achieve
organizational and individual goals.”
– Ivancevich and Glueck

6. History of HRM - 1
• Scientific Management Approach (mid 1900s) –
– Study of motion and fatigue
– ‘one-best-way’ to accomplish the task
– Piece-rate system
– Welfare programmes
– Failed to bring behavioural changes and increase in
productivity
• Human Relations Approach (1930-40)
– Effect of social and psychological factors
– Relations and respect  High Productivity

7. History of HRM - 2
• Human Resources Approach (1970s)
– Principles
• Employees are assets
• Policies, programmes and practices - help in work and
personal development
• Conducive environment

8. Challenges of HRM
• Individuals differ from
one another
• Customization of
stimulation and
motivation
• Demanding personnel

9. Functions of HRM - 1
Managerial
Planning Organizing Staffing Directing Controlling

10. Functions of HRM - 2
Operational
Employment HR Development Compensation Mgt Employee Relations
HR Planning
Recruitment
Selection
Placement
Induction
Performance Appraisal
Training
Management
Development
Career Planning and
Development
Job Evaluation
Wage and Salary Admn
Incentives
Bonus
Fringe Benefits

11. Emerging role or HRM
• Value of Human Resource
• Competitive advantage
• Human Resource
Accounting – It is
measurement of the cost
and value of people for an
organization

12. ROLE OF HR EXECUTIVES
• Service provider
• Executive
• Facilitator
• Consultant
• Auditor

13. Challenges to HR Professionals
• Worker productivity
• Quality improvement
• The changing attitudes of workforce
• The impact of the government
• Quality of work-life
• Technology and Training

14. Organizational
Structure & HRM

15. Why structure ???
What structure signifies?
No directions
Leads to confusion
Chaos
Why???????????

16. MAIN POINTS OF CHAPTER
Organizational Structure and Human
Resource Management
Formal and Informal Organizations
Tall and Flat Organizational Structures
Responsibility, Authority and Accountability
Line and Staff Functions
Human Resource Management and other
Organizational Functions

17. Mechanistic Vs organic
organization
Rigid structure
Employees are tied
by rules &
regulations
High degree of
centralization
Suitable for
operating in static
environment
Decision-making is
done by superiors
Ex:Public sector in
the pre-reforms era
Flexible structure
Employees are not
tied by rules &
regulations
Decentralized style
of management
Suitable for
operating in dynamic
environment
Decision-making is
done by junior level
employees also
Ex: Marico`s Saffola

18. President
Vice
President
Vice
President
Vice
President
Division
Managers
Division
Managers
Division
Managers
Division
Managers
Division
Managers
Division
Managers
Division
Managers
Division
Managers
Division
Managers
Department
Managers
Department
Managers
Department
Managers
Department
Managers
Department
Managers
Department
Managers
Department
Managers
Department
Managers
Department
Managers
Informal organization
Bowling team
Informal
organization
Chess group
Formal
organization

19. Tall Vs Flat structure
CMD
ED ED ED
GM GM GM
CM
CM
Manager
Manager
Officer
Officer
Executive
Executive
TALL
STRUCTURE
COO
PM PM PM PM
Team
Lead
Team
Lead
Team
Lead
Team
Member
Team
Member
Team
Member
Team
Member
FLAT
STRUCTURE

20. RESPONSIBILITY, AUTHORITY &
ACCOUNTABILITY
 Responsibility:
It is the obligation of a manager to carry out the
duties assigned to him.
 Authority:
It refers to the right to give orders and
the power to exact obedience from others in
the process of discharging responsibility.
 Accountability:
The employee's answerability on using
the authority in discharging the responsibility
is termed accountability.

21. LINE AND STAFF
FUNCTIONS
Departments or
employees of a
firm that perform
core activities
Contributes directly
to the business of
the firm
Ex: Manufacturing
and Marketing
departments
Departments or
employees of a
firm that perform a
support function
Contributes
indirectly to the
business of the
firm
Ex: HR and Finance
departments

22. Line & Staff Relationship
TradiTional concepTTradiTional concepT
Service orienTed firmService orienTed firm
Which are line and STaff funcTionSWhich are line and STaff funcTionS
BoTh needS To SupporT each oTherBoTh needS To SupporT each oTher

23. Line staff conflict
Different perceptionDifferent perception
HR professional to bring changeHR professional to bring change
Understand market & organization
Be empathetic
Build trust and transparency
Win – win approach

24. The Role of Human Resources
Department
As a specialistAs a specialist
As a facilitatorAs a facilitator
As a change agentAs a change agent
As a controllerAs a controller

25. HUMAN RESOURCE
MANAGEMENT AND OTHER
ORGANIZATIONAL FUNCTIONS
Product & HRProduct & HR
Production & HRProduction & HR
Marketing & HRMarketing & HR
Management Techniques & HRManagement Techniques & HR
Organization structure & HROrganization structure & HR

26. Human
Resource
Planning

27. Point to ponder
 Definition of Human Resource
Planning
 Objectives of Human Resource
Planning
 The Process of Human Resource
Planning
 Managing the Forecasted
Demand/Surplus
 Growing Importance of Human
Resource Planning

28. Human Resource
planning
Right numberRight number
Right SkillsRight Skills
Right TimeRight Time
Right CostRight Cost

29. HRP defined
•Process of anticipating
and making provision for
the movement of people
into, within, and out of an
organization

30. Objectives of HRP
• To maintain
• To forecast
• To optimize
• To utilizeRight CostRight Cost
Right SkillsRight Skills
Right numberRight number
Right TimeRight Time

31. HRP at different
planning levels
Corporate – level planning
Intermediate – level planning
Operations planning
Planning short-term activities

32. Organizational plans
and objectives
Organizational plans
and objectives
Identify future human
resource requirements
Identify future human
resource requirements
Compare with the
current HR inventory
Compare with the
current HR inventory
Determine the redundant
numbers
Determine the redundant
numbers
Determine the numbers,
levels & criticality of vacancies
Determine the numbers,
levels & criticality of vacancies
Analyze the cost & time involved
in managing the demand
Analyze the cost & time involved
in managing the demand
Analyze the cost & time
required for managing surplus
Analyze the cost & time
required for managing surplus
RetrenchRetrench
Choose the resources &
methods of recruitment
Choose the resources &
methods of recruitment
RedeployRedeploy
HUMAN RESOURCE
PLANNING MODEL
HUMAN RESOURCE
PLANNING MODEL

33. Assessing current human
resources and making
inventory
• Job analysis
• HR inventory – HRIS
• Generate a fairly accurate
picture existing situation

34. Forecasting
• Compare future needs with
current availabity
• Analyze companies change
plan
• Forecasting methods used
are Time Series Analysis,
Regression Analysis and
Productivity Ratios

35. Matching the inventory with
future requirements
• If the current inventory
exceeds the future
requirements
• Natural attrition cannot bring
down resource to match
• What to consider then????

36. MANAGING THE FORECASTED
DEMAND / SURPLUS
Managing future demandManaging future demand
Managing Future SurplusManaging Future Surplus

37. Growing importance
of HRP

38. summary
Organizational Structure and Human
Resource Management
Formal and Informal Organizations
Tall and Flat Organizational
Structures
Responsibility, Authority and
Accountability
Line and Staff Functions
Human Resource Management and
other Organizational Functions

39. Think before others think

40. Thank you