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Human Resource and
personnel management
HRM
Purpose: The purpose of Human resource management is
to improve the productive contribution of people to the
organization in ways that are strategically, ethically and
socially responsible.
Objectives: The HR department exists to help managers
achieves the objectives of the organization.
• Functional objectives: To maintain the department’s
contribution at a level appropriate to the organizational
needs.
• Societal Objectives: To be ethically and socially
responsive to the needs and challenges of society while
minimizing the negative impact of such demands on the
organization.
• Personal objectives: To assist employees in a achieving
their personal goals at least in a so far as those goals
enhance the individuals contribution to the organization.
HRM
HRM challenges:
The relation of Activities to objectives in HRM
Management Objectives Supporting activities
Societal objectives Legal compliance
Benefits
Union management relations
Organizational objectives Human resource planning
Employee Selection
Training and Development
Appraisal
Placement
Assessment
Functional Objectives Appraisal
Placement
Assessment
Personal Objective Training and Development
Appraisal
Placement
Compensation
Assessment
Human Resource
Management functions
Challenges faced by HR manager
Environmental
challenges
External challenges Workforce diversity: Demographical, education level, race, age ,
sex, etc.
Technological challenges: Automation, Artificial intelligence,
Robots in production etc.
Economical challenges: Pressure for higher wages, reduce working
hours, better working condition ,etc.
Government Challenges: laws, rules and regulations
Organizational
challenges
Unions
Information system: information about duties and responsibilities
of each employee, future HR needs, etc.
Organizational culture and conflict: organizational culture is the
product of all organizations feathers: its people, success and
failure.HR challenges may arise conflict among people.
Professional
challenges
Certification: professional certification is another challenge
Other professional requirement
International
challenges
Employee rights: ethics and laws, lifetime employment vs. hire and
fire system
Equal employment
challenges
Equal employee laws, Age discrimination in employment, Equal
pay act
Challenges faced by HR manager
Preparation
and Selection
Job analysis and
Design
Collection of job analysis information, job rotation, job
enrichment, job enlargement
Human Resources
planning
Demand of human resources, external challenges,
organizational decisions
Recruitment and
selection
Organizational policies, recruitment form external and
internal, etc.
Development
and Evaluation
Orientation Organizational issues, introduction to supervisors,
coworkers, trainer, job duties, job location, etc.
Employee placement Promotion, Transfer, Demotion, Job posting program
Training and
Development
Training program, job rotation, lectures and video
presentations, training evaluation
Career Planning Career information seminars, career counseling
Performance appraisal Appraisal system, performance standard, appraisal
methods.
Challenges faced by HR manager
Compensation
and Protection
Wages and Salaries Job analysis and evaluation, job evaluation method,
compensation strategies and adjustments
Incentives and gain
sharing
Eligibility and coverage, incentive system, production
sharing plans, profit sharing plan
Benefits and services Insurance benefits, Leave of absence shift allowance
Security, Safety and
Health
Financial security, physical security
Employee
Relation and
Assessment
Employee Relation
challenges
Motivation, Leading, quality of working life,
employee communication system
Union management
relations
Union structure and function, CBA, Dispute
resolution
Assessment and
prospects
Human resource functions Audit, Human resources
management
Proactive vs. Reactive HR
management
Reactive management:
Problem occurs >> respond to make decision
Proactive management:
Problems are anticipated and
corrective action starts before
problem arise
Personnel manager
A staff or man with functional authority employed for
the purpose of giving advice to other operating
managers on Personnel matters is called a personnel
manager.
Personnel manager
Functions of personnel manager:
>>Managerial function: The managerial function is
divided into five parts such as planning, organizing,
staffing, leading, controlling
>>Operative functions: It includes various tasks such
as: Procurement/ Recruitment, Development,
compensation, Integration, Separation, Maintaining
Personnel manager functions
Recruitment is the process of finding and attracting capable
applicants for the employment.
There are two types of recruitment:
(a) Internal recruitment: If one person is already in the
organization and then he sets promotion or transferred to
another job, then it is called internal recruitment,
(b) External recruitment: when vacancy can’t be fulfilled
internally then the organization must look for applicants. This
type of recruitment is called external recruitment.
Personnel manager functions
# Development: A personnel manager should give wages,
salaries, bonuses pay for the work.
# Integration: A Personnel manager should integrate the
employees into main tasks.
Personnel manager functions
# Separation: After finishing working period of worker, all
necessary procedure for recruitment or resignation are taken by
personnel manager.
Internal recruitment vs. external recruitment
Internal recruitment External recruitment
Have clear knowledge about the
organization
No clear knowledge about the org.
No need to train up Training is required
Min. cost to recruitment Costly recruitment
Strong co-operation Weak co-operation
Difficult to motivate Easy to motivate
Controlling is not easy Controlling is easy
May not so skilled or expert May be skilled or expert
Recruitment procedure
Performance appraisal, job evaluation
and merit rating
Performance Appraisal
Performance appraisal is the impartial, periodic and systematic
evaluation of an individual in matters relating to his present job and his
potential and capability for a better job. It is the process to measure the
past and present performance of employees both quantitatively and
qualitatively against the background of their environment of work
Process of performance appraisal
The process of performance appraisal consists of six steps and they are:
>>Establishing of standards.
>>Communicating those standards to employees.
>>Measuring the actual performance of employees.
>>Comparing the actual performance with the standards.
>>Discussing the report with all the employees.
>>Taking appropriate actions where required.
Performance appraisal, job evaluation
and merit rating
Job Evaluation: Job evaluation is a method for comparing
different jobs to provide a basis for a grading and pay structure.
Its aim is to evaluate the job, not the jobholder, and to provide a
relatively objective means of assessing the demands of a job.
Performance appraisal, job evaluation
and merit rating
Merit rating: Merit rating refers to evaluation of the individual’s
merit of the employees. The system of merit rating acts as a
control device because it point out the deficiencies of the
employee and it supplies the necessary information from
performance display, abilities proved, temperament show.
Merit report is done by following reports:
a. ACR: annual confidential report,
b. Special confidential report,
c. PER- personal evaluation report
Performance appraisal, job evaluation
and merit rating
Job evaluation Merit rating
It depends on the characteristics of jobs It depends on the merits of the worker
No chance to increase or decrease the
quality of product because job is fixed
Chance to improve the product quality
because it depends on workers skill,
experience and overall performance.
It does not help to determine the right
person for the right job
Helps to determine the right person
Not suitable and acceptable as merit
rating
More suitable an acceptable
Wage, Salary an Incentive
• Wage: Wage is compensation to the employees for service
rendered to the organization. It is short term payment which
may be daily basis or hour basis. E.g. payment made to labor
• Salary: Money paid periodically to persons whose output
cannot be easily measured, is generally referred as salaries.
Salaries are paid uniformly or monthly.
• Incentives: Commission or extra payments out of salaries and
wages.
Minimum wage and Fair wage:
• A minimum wage may be defined as that wage which is
sufficient to cover the bare physical needs of a worker and his
family. There is a feeling that minimum wage should provide
other essential requirements such as minimum education,
medical facilities, etc.
Minimum wage and Fair wage:
• Fair wage is more than the minimum wage providing more
necessities, while the lower limit of the fair wage must
oblivious be the minimum wage, the upper limit is set by what
may be broadly be called the capacity of the industry to pay.
Fair wage depends not only on the present economic position
of the industry but also on its future prospects.
Wage incentives
Wage incentives are the stimulus mainly psychological and it
maintains and strengthens the desire to achieve improved
performance. They are mainly two types:
• Financial incentives: These incentives are payments for
improved productivity attendance and general improvement in
employees performance. Production incentive schemes,
attendance bonus, profit sharing, gratuity schemes, leave travel
concession etc. are financial incentives
Wage incentives
• Non-financial incentives: these are based on sociological and
psychological principle of higher behavior. Welfare scheme,
social and sports activities, educational opportunities,
meritorious service awards, better working condition,
knowledge of results, recognition
Wage incentives
Advantages:
• Achievement of higher production
• Lesser breakdown and defective work
• Cutting down the cost of production
• Opportunity for higher earning to employees
• Reduction of supervision
• Effective use of man power
Disadvantages:
• Possibilities of incentives schemes to be misunderstood because of
its complexities
• Lack of consistency
• Psychological problems in the incentive problems
• Delay in the payment of the scheme
Incentives plans
Types of Incentives Plan:
>> Piece rate Plan: 1.Taylors piece rate plan
2. Merrick differential piece rate plan
>>Time rates plan: 3. Halesy premium bonus plan
4. Bedaux point premium plan
5. Rowan plan
6. Emerson plan
7. Gantt task bonus plan
Incentives plans
Taylor’s differential piece rate
Devised by F.W. Taylor, the father of scientific management
the workers must be paid according to their degree of efficiency.
The main features of the system are:
(i)The system is based on piece rates.
(ii)The standard output for unit of time is pre-determined on the
basis of time and motion study.
(iii)There are two piece rates, one lower and another higher.
Those who reach the standard or exceed it, get wages at higher
piece rate (e.g. 120% of piece rate) and those who fail to reach it,
get wages at a lower piece rate (e.g. 80% of piece rate).
(iv)Minimum wages for the workers are not guaranteed.
Incentives plans
Merrick differential piece rate
This system made by Mr. Merrick, is a modification of Taylor’s
differential piece rate system. Under Taylor’s differential piece rate
system, workers by whom 100% efficiency cannot be attained are
penalized, whereas under Merrick system, there is no imposition of
such punitive lower rate upon them; whereas, those by whom certain
percentage or more, of efficiency can be achieved, are rewarded by
higher differential rates. The rates are as below:
Up to 83% efficiency>>Normal rate is applicable
Between 83% & 100% of efficiency >> Normal rate + 10% of normal
rate is allowed
Above 100% efficiency >>Normal rate + 20% of normal rate is
allowed
No day wage has been guaranteed under Merrick system also.
Encouragements are given to the efficient workers, at the same time;
penalization is not imposed upon less efficient workers. This system is
also called multiple piece rate system.
Incentives plans
Halsey Premium Plan
This premium plan was originated by Mr. F. A. Halsey. Under this
worker is paid at the time rate if the actual time taken is equal to or
more standard time.
Thus the worker is not penalized for his inefficiency and he gets for the
actual time worked. If the time taken is less than the standard time, time
saved is shared by the worker and the employer. Besides the wages for
the actual worked, he gets bonus usually at 50% of the time saved at
time rate.
The main features of Halsey premium plan are:
(i) Standard time is fixed in advance for performing a job.
(ii) Time rate is guaranteed and the worker gets the guaranteed
irrespective of whether he completes the job within the time also takes
more time to do it.
(iii) If the job is completed in less than pre-determined standard time
worker is paid a bonus of 50% of the time saved at time rate in addition
to his wages for the actual time spent on the job as a reward to his
work.
?
Thank you

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Human resource and Personnel management

  • 2. HRM Purpose: The purpose of Human resource management is to improve the productive contribution of people to the organization in ways that are strategically, ethically and socially responsible. Objectives: The HR department exists to help managers achieves the objectives of the organization. • Functional objectives: To maintain the department’s contribution at a level appropriate to the organizational needs. • Societal Objectives: To be ethically and socially responsive to the needs and challenges of society while minimizing the negative impact of such demands on the organization. • Personal objectives: To assist employees in a achieving their personal goals at least in a so far as those goals enhance the individuals contribution to the organization.
  • 4. The relation of Activities to objectives in HRM Management Objectives Supporting activities Societal objectives Legal compliance Benefits Union management relations Organizational objectives Human resource planning Employee Selection Training and Development Appraisal Placement Assessment Functional Objectives Appraisal Placement Assessment Personal Objective Training and Development Appraisal Placement Compensation Assessment
  • 6. Challenges faced by HR manager Environmental challenges External challenges Workforce diversity: Demographical, education level, race, age , sex, etc. Technological challenges: Automation, Artificial intelligence, Robots in production etc. Economical challenges: Pressure for higher wages, reduce working hours, better working condition ,etc. Government Challenges: laws, rules and regulations Organizational challenges Unions Information system: information about duties and responsibilities of each employee, future HR needs, etc. Organizational culture and conflict: organizational culture is the product of all organizations feathers: its people, success and failure.HR challenges may arise conflict among people. Professional challenges Certification: professional certification is another challenge Other professional requirement International challenges Employee rights: ethics and laws, lifetime employment vs. hire and fire system Equal employment challenges Equal employee laws, Age discrimination in employment, Equal pay act
  • 7. Challenges faced by HR manager Preparation and Selection Job analysis and Design Collection of job analysis information, job rotation, job enrichment, job enlargement Human Resources planning Demand of human resources, external challenges, organizational decisions Recruitment and selection Organizational policies, recruitment form external and internal, etc. Development and Evaluation Orientation Organizational issues, introduction to supervisors, coworkers, trainer, job duties, job location, etc. Employee placement Promotion, Transfer, Demotion, Job posting program Training and Development Training program, job rotation, lectures and video presentations, training evaluation Career Planning Career information seminars, career counseling Performance appraisal Appraisal system, performance standard, appraisal methods.
  • 8. Challenges faced by HR manager Compensation and Protection Wages and Salaries Job analysis and evaluation, job evaluation method, compensation strategies and adjustments Incentives and gain sharing Eligibility and coverage, incentive system, production sharing plans, profit sharing plan Benefits and services Insurance benefits, Leave of absence shift allowance Security, Safety and Health Financial security, physical security Employee Relation and Assessment Employee Relation challenges Motivation, Leading, quality of working life, employee communication system Union management relations Union structure and function, CBA, Dispute resolution Assessment and prospects Human resource functions Audit, Human resources management
  • 9. Proactive vs. Reactive HR management Reactive management: Problem occurs >> respond to make decision Proactive management: Problems are anticipated and corrective action starts before problem arise
  • 10. Personnel manager A staff or man with functional authority employed for the purpose of giving advice to other operating managers on Personnel matters is called a personnel manager.
  • 11. Personnel manager Functions of personnel manager: >>Managerial function: The managerial function is divided into five parts such as planning, organizing, staffing, leading, controlling >>Operative functions: It includes various tasks such as: Procurement/ Recruitment, Development, compensation, Integration, Separation, Maintaining
  • 12. Personnel manager functions Recruitment is the process of finding and attracting capable applicants for the employment. There are two types of recruitment: (a) Internal recruitment: If one person is already in the organization and then he sets promotion or transferred to another job, then it is called internal recruitment, (b) External recruitment: when vacancy can’t be fulfilled internally then the organization must look for applicants. This type of recruitment is called external recruitment.
  • 13. Personnel manager functions # Development: A personnel manager should give wages, salaries, bonuses pay for the work. # Integration: A Personnel manager should integrate the employees into main tasks.
  • 14. Personnel manager functions # Separation: After finishing working period of worker, all necessary procedure for recruitment or resignation are taken by personnel manager.
  • 15. Internal recruitment vs. external recruitment Internal recruitment External recruitment Have clear knowledge about the organization No clear knowledge about the org. No need to train up Training is required Min. cost to recruitment Costly recruitment Strong co-operation Weak co-operation Difficult to motivate Easy to motivate Controlling is not easy Controlling is easy May not so skilled or expert May be skilled or expert
  • 17. Performance appraisal, job evaluation and merit rating Performance Appraisal Performance appraisal is the impartial, periodic and systematic evaluation of an individual in matters relating to his present job and his potential and capability for a better job. It is the process to measure the past and present performance of employees both quantitatively and qualitatively against the background of their environment of work Process of performance appraisal The process of performance appraisal consists of six steps and they are: >>Establishing of standards. >>Communicating those standards to employees. >>Measuring the actual performance of employees. >>Comparing the actual performance with the standards. >>Discussing the report with all the employees. >>Taking appropriate actions where required.
  • 18. Performance appraisal, job evaluation and merit rating Job Evaluation: Job evaluation is a method for comparing different jobs to provide a basis for a grading and pay structure. Its aim is to evaluate the job, not the jobholder, and to provide a relatively objective means of assessing the demands of a job.
  • 19. Performance appraisal, job evaluation and merit rating Merit rating: Merit rating refers to evaluation of the individual’s merit of the employees. The system of merit rating acts as a control device because it point out the deficiencies of the employee and it supplies the necessary information from performance display, abilities proved, temperament show. Merit report is done by following reports: a. ACR: annual confidential report, b. Special confidential report, c. PER- personal evaluation report
  • 20. Performance appraisal, job evaluation and merit rating Job evaluation Merit rating It depends on the characteristics of jobs It depends on the merits of the worker No chance to increase or decrease the quality of product because job is fixed Chance to improve the product quality because it depends on workers skill, experience and overall performance. It does not help to determine the right person for the right job Helps to determine the right person Not suitable and acceptable as merit rating More suitable an acceptable
  • 21. Wage, Salary an Incentive • Wage: Wage is compensation to the employees for service rendered to the organization. It is short term payment which may be daily basis or hour basis. E.g. payment made to labor • Salary: Money paid periodically to persons whose output cannot be easily measured, is generally referred as salaries. Salaries are paid uniformly or monthly. • Incentives: Commission or extra payments out of salaries and wages.
  • 22. Minimum wage and Fair wage: • A minimum wage may be defined as that wage which is sufficient to cover the bare physical needs of a worker and his family. There is a feeling that minimum wage should provide other essential requirements such as minimum education, medical facilities, etc.
  • 23. Minimum wage and Fair wage: • Fair wage is more than the minimum wage providing more necessities, while the lower limit of the fair wage must oblivious be the minimum wage, the upper limit is set by what may be broadly be called the capacity of the industry to pay. Fair wage depends not only on the present economic position of the industry but also on its future prospects.
  • 24. Wage incentives Wage incentives are the stimulus mainly psychological and it maintains and strengthens the desire to achieve improved performance. They are mainly two types: • Financial incentives: These incentives are payments for improved productivity attendance and general improvement in employees performance. Production incentive schemes, attendance bonus, profit sharing, gratuity schemes, leave travel concession etc. are financial incentives
  • 25. Wage incentives • Non-financial incentives: these are based on sociological and psychological principle of higher behavior. Welfare scheme, social and sports activities, educational opportunities, meritorious service awards, better working condition, knowledge of results, recognition
  • 26. Wage incentives Advantages: • Achievement of higher production • Lesser breakdown and defective work • Cutting down the cost of production • Opportunity for higher earning to employees • Reduction of supervision • Effective use of man power Disadvantages: • Possibilities of incentives schemes to be misunderstood because of its complexities • Lack of consistency • Psychological problems in the incentive problems • Delay in the payment of the scheme
  • 27. Incentives plans Types of Incentives Plan: >> Piece rate Plan: 1.Taylors piece rate plan 2. Merrick differential piece rate plan >>Time rates plan: 3. Halesy premium bonus plan 4. Bedaux point premium plan 5. Rowan plan 6. Emerson plan 7. Gantt task bonus plan
  • 28. Incentives plans Taylor’s differential piece rate Devised by F.W. Taylor, the father of scientific management the workers must be paid according to their degree of efficiency. The main features of the system are: (i)The system is based on piece rates. (ii)The standard output for unit of time is pre-determined on the basis of time and motion study. (iii)There are two piece rates, one lower and another higher. Those who reach the standard or exceed it, get wages at higher piece rate (e.g. 120% of piece rate) and those who fail to reach it, get wages at a lower piece rate (e.g. 80% of piece rate). (iv)Minimum wages for the workers are not guaranteed.
  • 29. Incentives plans Merrick differential piece rate This system made by Mr. Merrick, is a modification of Taylor’s differential piece rate system. Under Taylor’s differential piece rate system, workers by whom 100% efficiency cannot be attained are penalized, whereas under Merrick system, there is no imposition of such punitive lower rate upon them; whereas, those by whom certain percentage or more, of efficiency can be achieved, are rewarded by higher differential rates. The rates are as below: Up to 83% efficiency>>Normal rate is applicable Between 83% & 100% of efficiency >> Normal rate + 10% of normal rate is allowed Above 100% efficiency >>Normal rate + 20% of normal rate is allowed No day wage has been guaranteed under Merrick system also. Encouragements are given to the efficient workers, at the same time; penalization is not imposed upon less efficient workers. This system is also called multiple piece rate system.
  • 30. Incentives plans Halsey Premium Plan This premium plan was originated by Mr. F. A. Halsey. Under this worker is paid at the time rate if the actual time taken is equal to or more standard time. Thus the worker is not penalized for his inefficiency and he gets for the actual time worked. If the time taken is less than the standard time, time saved is shared by the worker and the employer. Besides the wages for the actual worked, he gets bonus usually at 50% of the time saved at time rate. The main features of Halsey premium plan are: (i) Standard time is fixed in advance for performing a job. (ii) Time rate is guaranteed and the worker gets the guaranteed irrespective of whether he completes the job within the time also takes more time to do it. (iii) If the job is completed in less than pre-determined standard time worker is paid a bonus of 50% of the time saved at time rate in addition to his wages for the actual time spent on the job as a reward to his work.