Human Resource Management
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Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work.
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Human Resource Management
- 2. PREFACEPREFACE 1.1. Human Resource ManagementHuman Resource Management 2.2. How Is HRM Developed ?How Is HRM Developed ? 3.3. Why HRM Is Needed?Why HRM Is Needed? 4.4. Equity Of HRMEquity Of HRM 5.5. HRM EnvironmentHRM Environment 6.6. Environment Influence On HRMEnvironment Influence On HRM 7.7. Understanding Cultural EnvironmentsUnderstanding Cultural Environments 8.8. Types Of Organizational AssetsTypes Of Organizational Assets 9.9. The Changing World Of HRMThe Changing World Of HRM 10.10. HR Management’s Contributing RoleHR Management’s Contributing Role 11.11. Current And Future Hr Management ChallengesCurrent And Future Hr Management Challenges 12.12. ConclusionConclusion 2
- 3. HUMAN RESOURCE (HR) MANAGEMENTHUMAN RESOURCE (HR) MANAGEMENT 3
- 4. HOW IS HRM DEVELOPEDHOW IS HRM DEVELOPED ?? Industrial Welfare 1833 Recruitment and Selection 1916 Acquisition of other Personnel Activities 1939 Industrial Relations 1970 Legislation 1970 Flexibility and Diversity 1990
- 5. WHY HRM IS NEEDED?WHY HRM IS NEEDED? To Increase The Work Efficiency To Maintain The Relationship Between Organizations And Employees To Stand On Competition To Exists In This Competitive Business World 5
- 6. EQUITY OF HRMEQUITY OF HRM 6
- 7. HRM ENVIRONMENTHRM ENVIRONMENT Types of HRM EnvironmentTypes of HRM Environment INTERNAL ENVIRONMENT EXTERNAL ENVIRONMENT 7
- 10. ENVIRONMENT INFLUENCE ON HRMENVIRONMENT INFLUENCE ON HRM Population trends Government policy Educational system Trained Staff Patterns of employment Competition Sub-contracting and Outsourcing Technological Innovation Economic Factors Changing Demand of Employers Legal Factors 10
- 11. HRM helps employees understand other countries’ political and economic conditions. UNDERSTANDING CULTURAL ENVIRONMENTSUNDERSTANDING CULTURAL ENVIRONMENTS HRM operates in a global business environment. Countries have different : Values Morals Customs Political, Economic, And Legal Systems 11
- 12. TYPES OF ORGANIZATIONAL ASSETSTYPES OF ORGANIZATIONAL ASSETS 12 Assets Physical Financial Intangible Human
- 13. THE CHANGING WORLD OF HRMTHE CHANGING WORLD OF HRM HRM Help Change The World To Plan With Employees Make Decisions Faster Motivate The Workers Evaluate Performance Communicate Throughout The Organization 13
- 14. Human Resource Management Social Responsibility Customer Service Quality HR Management’s Contributing Role Customer Service and Quality Linked to HR 14
- 15. HR MANAGEMENT’S CONTRIBUTING ROLEHR MANAGEMENT’S CONTRIBUTING ROLE Social Networking – as evolved from personal contacts and oral communications to include: • E-mail and text messages • Twitters • Blogs 15
- 16. CURRENT AND FUTURE HR MANAGEMENTCURRENT AND FUTURE HR MANAGEMENT CHALLENGESCHALLENGES • Organizational Cost Pressures and Restructuring • Economics and Job Changes • Globalization of Organizations • Workforce Demographics and Diversity • HR Technology 16
- 17. CONCLUSIONCONCLUSION The role of the HR manager must parallel the needs of the changing organization. Successful organizations are becoming more adaptable, resilient, quick to change directions, and customer-centered. So every organization should have to face and solve the challenges for the sustainable development of the organization
- 18. Thank You !
Editor's Notes
- Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work. HRM, is defined as the process of managing employees in a company and it can involve hiring, firing, training and motivating employees. An example of human resource management is the way in which a company hires new employees and trains those new workers
- Industrial welfare was the first form of human resource management (HRM). In 1833 the factories act stated that there should be male factory inspectors. In 1878 legislation was passed to regulate the hours of work for children and women by having a 60 hour week It all started when Mary Wood was asked to start engaging girls during the 1st world war. In the 1st world war personnel development increased due to government initiatives to encourage the best use of people. During the 2nd world war the focus was on recruitment and selection and later on training; improving morale and motivation; discipline; health and safety; joint consultation and wage policies. This meant that a personnel department had to be established with trained staff. The need for specialists to deal with industrial relations was recognized so that the personnel manager became as spokesman for the organization when discussions where held with trade unions/shop stewards. In the 1970's industrial relations was very important. In the 1970's employment legislation increased and the personnel function took the role of the specialist advisor ensuring that managers do not violate the law and that cases did not end up in industrial tribunals. In the 1990's a major trend emerged where employers were seeking increasing flexible arrangements in the hours worked by employees due to an increase in number of part-time and temporary contracts and the invention of distance working. The workforce and patterns of work are becoming diverse in which traditional recruitment practices are useless.
- The plans should be realistic, and should therefore take into consideration environmental factors such as: changes in population trends, and the total size of the work force in each country where the entity has its operations changes in government policy, such as changes in the retirement age of workers changes in the educational system, and the numbers of students going from school into further education the availability of individuals who are trained in a particular skill or vocation changing patterns of employment, possibly with increasing numbers of parttime workers or home workers competition for human resources from competitors and other businesses trends in sub-contracting and outsourcing trends in IT and other technological changes that might affect labour requirements.