The document provides an introduction to human resource management, covering key topics such as: - The definition and functions of HRM including planning, staffing, and compensation management. - The history of HRM approaches from scientific management to human resources. - Emerging roles of HRM such as creating competitive advantage and human resource accounting. - Challenges for HR professionals like improving productivity and adapting to workforce changes.

1. INTRODUCTION TO HUMAN RESOURCE MANAGEMENT BY NISHA HARIYANI

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. Informal organization Bowling team Informal organization Chess group Formal organization 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

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

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 concept Service oriented firm Which are line and staff functions Both needs to support each other

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

24. The Role of Human Resources Department As a specialist As a facilitator As a change agent As a controller

25. HUMAN RESOURCE MANAGEMENT AND OTHER ORGANIZATIONAL FUNCTIONS Product & HR Production & HR Marketing & HR Management Techniques & HR Organization structure & HR

26. 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

27. Think before others think

28. Human Resource Planning

29. 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

30. Opening case HRP??? NO, Thank you A reputed south Indian university appointed 218 people on temporary basis and paid them Rs 750/month later increased to 1575/month. University already had surplus of these employees eating away 22% of budget allocation 33% of temporary staff already working for 10 years No laid down procedure for recruitment or appointment, go to vice chancellor and get your name scribbled on it and your are taken in

31. They then realised the guilt of violating Equal Remuneration Act and supressing human rights What to do with this 218 temoparay staff...?? University can dismiss services of 33% as there have been breaks in their services. Will they take it????? While 67% of temporary staff, university can not terminate them, as there were no breaks University decides to regularize their services, with 50 available vacancies This would cost the university an exra expenditure of Rs 30 lakh/year. And 1.2 crore for rest remaining...

32. Human Resource planning Right number Right Skills Right Time Right Cost

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

34. Objectives of HRP To maintain To forecast To optimize To utilize Right Cost Right Skills Right number Right Time

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

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

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

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

39. 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????

40. MANAGING THE FORECASTED DEMAND / SURPLUS Managing future demand Managing Future Surplus

41. Dealing With Surplus Manpower Retrenchment outplacement layoffs Leave of absence without pay Loaning

42. Work Sharing Reduced work hours attrition Early/voluntary retirement

43. Growing importance of HRP

44. Thank you