Introduction HRM and HRIMS - Concept, Significance, Objectives and Scope, HR Planning, Job Analysis and Design; Job Description and Job Specification; Strategic HRM. Human Resource Information Management System (HRIMS) and Developing HRIMS

2. Unit-1
Introduction HRM and
HRIMS
MEGHARAJA E N

3. • The current population of India is 1,414,977,593 as of
Wednesday, February 1, 2023, based on Worldometer
elaboration of the latest United Nations data.
• India 2020 population is estimated at 1,380,004,385 people at
mid year according to UN data.
• India population is equivalent to 17.7% of the total world
population.
• India ranks number 2 in the list of countries (and dependencies)
by population.
• The population density in India is 464 per Km2
(1,202 people per
mi2
).

4. What Is a Human Resource?
• A human resource is a person (human) or employee that works for
an organization. Employees are resources that further the goals of
the company by providing labor. Human resources refers to all the
employees of an organization.

5. DEFINITION
Human resource management can be defined as – “ Employing people,
developing their resources, utilizing maintaining and compensating their
services in tune with the job and organizational requirements”

6. • According to Flippo, “personnel management, or say,
human resource management is the planning, organizing,
directing and controlling of the procurement development
compensation integration, maintenance, and separation of
human resources to the end that individual, organizational and
social objectives are accomplished”

7. Nature of Human Resource Management
• Inherent part of management: selecting people, training, motivating,
appraising their performance for improving their quality
• Pervasive function: present in all levels of management in an organization
• Action oriented: Solve problems through rational policies rather than record
keeping
• People oriented- HRM is all about people at work. Assign jobs, produce results,
rewards motivate them towards improvement in productivity
• Future oriented: Effective HRM helps organization meets it’s goals
• Development oriented: HRM develops full potential of Employees through
rewards, training, job rotation
• Integrating mechanism: HRM maintains cordial relationship between people
working at various levels in organizations

8. Nature of Human Resource Management
• Comprehensive functions: recruitment, selection, induction, staffing,
reward management etc
• Continuous function

10. Significance of Human Resource
Management
• Facilitates professional growth
• Better relations between union and management
• Helps an individual to work in a team/group
• Identifies person for the future
• Allocating the jobs to the right person
• Improves the economy
• It helps to retain the best people in the organization
• It helps to develop the right attitudes and the necessary skills
• It secures the willing cooperation of employees
• It ensures the effective utilization of the staff
• It puts in place competent, dedicated employees for the future

11. Objectives of Human Resource Management
• Utilizing and motivating employees to accomplish organizational goals
• Creating opportunities and providing facilities and the necessary
motivation to individuals and groups for their growth along with the
growth of the organization, by the right arrangements for training and
development, compensation, and more
• Efficiently employing the skills and ability of the workforce
• Creating a feeling of belongingness and team spirit, and encouraging
suggestions from employees
• Helping to maintain ethical policies and behavior within and outside
the organization

12. Objectives of Human Resource Management
• Maintaining high moral and good human relations within the organization
• Securing the integration of individuals and groups toward organizational
effectiveness
• Managing change to the mutual advantage of individuals, groups, the
organization, and society
• Recognizing employee merit and contribution through the right policies an
offering stable employment to avoid threats of inequalities and
unemployment
• Maximizing job satisfaction and self-actualization of employees, and
prompting and stimulating every employee to realize his/her potential

13. Objectives of Human Resource Management
• To arrange and maintain adequate manpower inventory
• To offer training as a way of developing skills, enhancing productivity
• To help keep up ethical values and Behaviour amongst Employees both
within and outside the organization
• To ensure and enhance the quality of work life, which refers to Employees
perception of their physical and psychological well being at work

14. Scope of Human Resource Management
• Human resources planning :-
Human resource planning refers to a process by which the company to identify the number
of jobs vacant, whether the company has excess staff or shortage of staff and to deal with
this excess or shortage.
• Job analysis design :-
Another important area of Human Resource Management is job analysis. Job analysis gives
a detailed explanation about each and every job in the company.
• Recruitment and selection :-
Based on information collected from job analysis the company prepares advertisements
and publishes them in the newspapers. This is recruitment. A number of applications are
received after the advertisement is published, interviews are conducted and the right
employee is selected thus recruitment and selection are yet another important area of
Human Resource Management.

15. Scope of Human Resource Management
• Orientation or induction :-
Once the employees have been selected an induction or orientation program is conducted.
This is another important area of Human Resource Management. The employees are
informed about the background of the company, explain about the organizational culture
and values and work ethics and introduce to the other employees.
• Training and development :-
Every employee goes under training program which helps him to put up a better
performance on the job. Training program is also conducted for existing staff that have a lot
of experience. This is called refresher training. Training and development is one area where
the company spends a huge amount.

16. Scope of Human Resource Management
• Performance appraisal :-
Once the employee has put in around 1 year of service, performance appraisal is
conducted that is the Human Resource department checks the performance of the
employee. Based on these appraisal future promotions, incentives, increments in
salary are decided.
• Compensation planning and remuneration :-
There are various rules regarding compensation and other benefits. It is the job of
the Human Resource department to look into remuneration and compensation
planning.

17. Scope of Human Resource Management
• Motivation, Welfare and remuneration: Motivation become important to sustain
the number of Employees in the company. Health and safety regulations have to
be followed for the benefits of the Employees
• Industrial relations: Another important area of Human Resource Management is
maintaining cordial relations with the Union members. This will help the
organization to prevent strikes, lockout and ensure smooth working of the
company

19. Human resource planning
• Human resource planning (HRP) is the continuous process of
systematic planning ahead to achieve optimum use of an
organization's most valuable asset—quality employees.
Human resources planning ensures the best fit between employees
and jobs while avoiding manpower shortages or surpluses.
• There are four key steps to the HRP process. They include analyzing
present labor supply, forecasting labor demand, balancing projected
labor demand with supply, and supporting organizational goals. HRP is
an important investment for any business as it allows companies to
remain both productive and profitable.

20. Objectives of HRP
• Forecast human resource requirements
• Effective Management of change
• Realizing Organisational goal
• Promoting employees
• Effective utilisation of human resource

21. Importance of HRP
• Future personnel needs
• Part of strategic planning
• Creating highly talented personnel
• International strategies
• Foundation for personnel functions
• Increasing investment in human resource
• Resistance to change
• Uniting viewpoint of line and staff members
• Succession planning etc...

22. Factors affecting HRP
1. Organizational growth cycle and planning
2. Environmental uncertainty
3. Outsourcing
4. Nature of jobs being filled
5. Type and Quality of forecasting information
6. Time horizons
7. Type and strategy of Organization

25. Job analysis
Job analysis is primary tool in personnel management. In
this method, a personnel manager tries to gather, synthesize
and implement the information available regarding the
workforce in the concern. A personnel manager has to
undertake job analysis so as to put right man on right job

26. Job analysis
According to DeCenzo and P. Robbins, “ A job analysis is a
systematic exploration of the activities within the job. It is a basic
technical procedure, one that is used to define the duties,
responsibility and accountability of a job.”
Flippo has offered a more comprehensive definition of job
analysis as, “ job analysis is the process of studying and collecting
information relating to the operations and responsibility of a
specific job. The immediate product of the analysis are job
description and job specification

27. Uses of job analysis
1. Organizational design
2. Manpower planning
3. Recruitment and selection
4. Placement and orientation
5. Training and development
6. Job evaluation
7. Performance appraisal
8. Job designing
9. Safety and health
10.Decipline
11.Employee counseling
12.Labour relations

29. Job analysis
Job descriptions Job specification
• Job tittle
• Job location
• Job summary
• Working condition
• Job duties
• Machines to be used
• Hazards etc.
• Qualifications
• Experience
• Training
• Skills
• Responsibilities
• Emotional
characteristics
• Sensory demands etc.

30. Job analysis
Job descriptions Job specification
Tasks and Responsibilities
tagged to a job
Capabilities Job holders
should posses

31. Job descriptions
It indicates what all the job involves. for example, job tittle, location, job
summary, duties , machines, tools and equipments used material used etc.
1. General purpose of job description:
General purpose job descriptionsare used by organization to find the very
basic information about a particular job opening. Though data includes
worker’s duties but does not Contains sub tasks, performance standards
etc.
2. specific purpose of job descriptions
Specifics purpose job description include detailed information about job
responsibilities an employeee. It also covers sub tasks, essential functions
and detailed job duties etc

32. Job specifications
• The capabilities that the job holder should possesses Form part of job
specifications, For example, education, training, experience, judgement,
initiatives, physical efforts, physical skills, communication skills and emotional
characteristics
• A job specification is the list of recommended qualities for a person to qualify
for and succeed in a position. While the job description includes the title
position, responsibilities and summary, the specification identifies the skills,
traits, education and experience a candidate might need to qualify for that job.
This helps outline a candidate's capabilities to perform what's listed in the job
description

34. Strategic Human Resource Management

35. Strategy is?
• PLAN
• POLICY
• APPROACH
• TACTIC
• LINE OF ACTION
• SHEMES

36. Strategic Human Resource Management
• SHRM is the process of defining how the organization’s goals
will be achieved through people by means of HR strategies
and integrated HR policies and Practices
• The process by which managers design the components of a
human resource system to be consistent with each other,
with other elements of organizational structure, and with the
organization’s strategy and goals.The objective of strategic
HRM is the development of an HRM system that enhances
the organization’s efficiency, quality, innovation, and
responsiveness to customers.

37. HUMAN RESOURCES INVESTMENT CONSIDERATIONS
• Management values
• Risk and return on HR investment
• Economic rationale for investment in training
• Utility theory
• Outsourcing.

38. INVESTMENT IN TRAINING & DEVELOPMENT
• Investment in employability: (training, internship, higher
level exposure, learning environment, multi- skilling &
growth opportunities etc. which makes employees more
employable.
• Investment in training: For future strategies and competitive
advantage investment in employees training and
development to enhance skills to face rapid technological
changes. On the job training etc.
• Investment in management development
• Prevention of skills obsolescence
• Reduction in career plateauing. (stagnation)

39. Investment practices for improved
retention
• Organizational culture emphasizing interpersonal relationship values
• Effective selection procedures
• Compensation and benefits
• Job enrichment and job satisfaction
• Practices providing work life balance
• Organizational direction creating confidence in the future
• Retention of technical employees
• Other practices in facilitating retention

40. • Employment security/ job guarantee
• Recognition of the cost of downsizing and lay-offs
• Avoiding business cycle-based lay-offs
• Alternatives to lay offs
• Redeployment
• Curtailment of sub contracts
• Reassignment of work to company employees
• Pay cuts
• Paid / unpaid leaves
• Ethical implications of employment practices
Investment in job secure workforce

41. • Non traditional investment approaches
• Investment in disabled employees
• Investment in employee health
• Countercyclical hiring .-keeping highly technical / skilled for
future use when company will have normal operation
Investment in job secure workforce

42. WHAT IS HRIMS or HRIS?
• HRIS is a systematic way of storing data and information for each
employee to aid planning, decision making, and submitting of returns
and reports to the external agency.The application of computers to the
employee-related record keeping and reporting, and management
decision making
• A human resources information system (HRIS) is a software solution
that maintains, manages, and processes detailed employee information
and human resources-related policies and procedures. As an interactive
system of information management, the HRIS standardizes human
resources (HR) tasks and processes while facilitating accurate record
keeping and reporting.

47. Recent trends in HRIS
• Raising AI influence- AI Chatbots, Individualization, Estimating
workplace morale, Simplifies recruitment procedure, Simplifies
payroll
• Rise in remote work- Flexibility, Increased Productivity,
• Automation in HR Tasks- Recruitment, performance management
etc.
• Diverse human resource team- Promoting, monitoring diversity
• People analytics- retention, experience etc..