This document defines human resource management and discusses its nature, functions, and environment. It provides the following key points:
- HRM is the process of acquiring, training, appraising, compensating employees and managing labor relations, health, safety, and fairness concerns to help achieve organizational objectives.
- HRM is an inherent part of management performed by all managers. It is a pervasive, people-centered, continuous process based on human relations.
- The scope of HRM includes activities like human resource planning, recruitment, training, performance appraisal, motivation, and social security of employees.
- HRM policies provide broad guidelines for achieving business objectives. They are statements of management intention that are
Personnel management involves establishing policies and programs to maximize both employee and organizational goals. It aims to develop human resources through retention, training, and strengthening employer-employee relationships. Personnel management covers all employee levels and categories across both public and private sector organizations. It is a responsibility of both line and staff managers to optimize employee skills and ensure cooperation to achieve organizational objectives.
The document discusses several key aspects of human resource management including:
1. The management process and functions of HRM like planning, organizing, staffing, leading, and controlling.
2. The objectives of HRM which include developing human capital, organizational climate, performance standards, and employer-employee relationships.
3. The roles and responsibilities of HR managers in facilitating development, communication, and achieving organizational objectives.
The document discusses key concepts in human resource management (HRM). It defines HRM as focusing on attracting, developing, and maintaining an effective workforce. The key assumptions of HRM are that employee quality determines organizational effectiveness and success depends on hiring skilled employees. HRM applies disciplines like economics, psychology, sociology, and law. It also discusses the importance of human capital and the differences between traditional personnel management and modern HRM. The document outlines principles, objectives, functions, and challenges of HRM.
The document discusses key concepts in human resource management (HRM). It defines HRM as focusing on attracting, developing, and maintaining an effective workforce. The key assumptions of HRM are that employee quality determines organizational effectiveness and success depends on hiring skilled employees. HRM applies disciplines like economics, psychology, sociology, and law. It also discusses the importance of human capital and the differences between traditional personnel management and modern HRM. The document outlines principles, objectives, functions, and challenges of HRM.
This document discusses organizational planning and retention policies for human resource management. It covers key aspects of HR like recruitment, training, performance management, and retention. It also outlines the objectives of studying an organization's HR policies, the benefits of establishing policies, and common principles and processes for developing effective policies. Data analysis examples are provided to evaluate employee satisfaction with aspects of recruitment and selection. Suggestions for improving retention and other HR areas are also presented.
Human Resources Management notes-Unitt-I-BBA-III-SEM-Osmania UniversityBalasri Kamarapu
This document provides an overview of human resource management. It discusses managerial functions like planning, organizing, directing, and controlling. It also outlines operative HR functions such as recruitment, training, remuneration, motivation, and separation. Additionally, it compares personnel management and HRM, discusses strategic HRM and the roles of HR managers, and examines the impact of globalization on HR policies and practices.
Personnel management involves establishing policies and programs to maximize both employee and organizational goals. It aims to develop human resources through retention, training, and strengthening employer-employee relationships. Personnel management covers all employee levels and categories across both public and private sector organizations. It is a responsibility of both line and staff managers to optimize employee skills and ensure cooperation to achieve organizational objectives.
The document discusses several key aspects of human resource management including:
1. The management process and functions of HRM like planning, organizing, staffing, leading, and controlling.
2. The objectives of HRM which include developing human capital, organizational climate, performance standards, and employer-employee relationships.
3. The roles and responsibilities of HR managers in facilitating development, communication, and achieving organizational objectives.
The document discusses key concepts in human resource management (HRM). It defines HRM as focusing on attracting, developing, and maintaining an effective workforce. The key assumptions of HRM are that employee quality determines organizational effectiveness and success depends on hiring skilled employees. HRM applies disciplines like economics, psychology, sociology, and law. It also discusses the importance of human capital and the differences between traditional personnel management and modern HRM. The document outlines principles, objectives, functions, and challenges of HRM.
The document discusses key concepts in human resource management (HRM). It defines HRM as focusing on attracting, developing, and maintaining an effective workforce. The key assumptions of HRM are that employee quality determines organizational effectiveness and success depends on hiring skilled employees. HRM applies disciplines like economics, psychology, sociology, and law. It also discusses the importance of human capital and the differences between traditional personnel management and modern HRM. The document outlines principles, objectives, functions, and challenges of HRM.
This document discusses organizational planning and retention policies for human resource management. It covers key aspects of HR like recruitment, training, performance management, and retention. It also outlines the objectives of studying an organization's HR policies, the benefits of establishing policies, and common principles and processes for developing effective policies. Data analysis examples are provided to evaluate employee satisfaction with aspects of recruitment and selection. Suggestions for improving retention and other HR areas are also presented.
Human Resources Management notes-Unitt-I-BBA-III-SEM-Osmania UniversityBalasri Kamarapu
This document provides an overview of human resource management. It discusses managerial functions like planning, organizing, directing, and controlling. It also outlines operative HR functions such as recruitment, training, remuneration, motivation, and separation. Additionally, it compares personnel management and HRM, discusses strategic HRM and the roles of HR managers, and examines the impact of globalization on HR policies and practices.
The document discusses key concepts in human resource management including principles like strategic integration, organizational flexibility, commitment, and quality. It covers topics such as strategic HRM, flexibility in the workforce, commitment among employees, and promoting a culture of quality. HR functions like performance appraisal, training and development, compensation, and maintaining the workforce are examined. Contemporary issues and desired outcomes of effective HRM are also summarized.
CONCEPT OF HUMAN RESOUCE MANAGEMENT pptJAANVIARORA1
CONCEPT OF HUMAN RESOUCE MANAGEMENT
Topics Include
1. CONCEPT
2. DEFINE HRM
3. ROLE OF HRM
4. FUNCTIONS OF HRM
5. NATURE OF HRM
6. SCOPE OF HUMAN RESOURCE MANAGEMENT
7. OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
8. IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
9. VIDEO ON IMPORTANCE OF HRM
10. HR LESSONS FROM MOVIE DANGAL
This document discusses the concepts of human resource management. It begins by defining human resources as people who are willing and able to contribute to organizational objectives. It then defines human resource management as being responsible for managing human energy and competencies to achieve organizational goals through employee satisfaction and effective use of employee talents. The document outlines the nature of HRM as having a human focus, being a management function, and having a continuous commitment to adapting to changes. It also discusses the objectives, functions, evolution from personnel management, system, importance, environment, and ethical issues of human resource management.
Human Resource Management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
The comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce - human resources – in ways at contribute to organizational effectiveness.
New microsoft office power point presentationNazia Imam
Human resource management involves managing an organization's workforce, including recruiting, training, compensating employees. It aims to develop employee skills and knowledge to contribute to organizational success, treating employees as a resource rather than a cost. Personnel management differs in that it focuses only on legal employment aspects and views employees as economic beings, while HRM sees the whole human being. Key qualities for HR managers include communication, analytical and decision making skills to help motivate employees and advise leadership.
This document discusses human resource management (HRM). It defines HRM and lists its core elements as people, management, integration and consistency, influence, and applicability. The nature of HRM is described as a process that brings people and organizations together to meet mutual goals. Objectives of HRM include organizational, societal, functional, and personal objectives. The scope of HRM is also wide, covering personnel, welfare, and industrial relations aspects. Challenges to HRM include a changing environment with a diverse workforce and economic/technological changes.
The document discusses human resource management (HRM). It defines HRM as the process of managing people in an organization, including acquiring, developing, utilizing, and maintaining personnel. The key components of HRM include human resource planning, recruitment and selection, performance management, training and development, employee relations, and management information systems. Challenges to HRM include globalization, technological advances, cultural differences, changing workforce needs and expectations, and lifestyle changes.
The document traces the evolution of human resource management (HRM) from a personnel management focus on hiring and firing to a more strategic approach. It discusses how HRM has expanded to include additional functions like training, compensation, and organizational design. The key difference between personnel management and HRM is that HRM views employees as important assets and tries to develop the whole organization, not just improve efficiency. The document also outlines models of HRM, including its core functions and challenges in an increasingly globalized business environment.
Hr strategies-Linda Susan Joseph MACFAST THIRUVALLAcrizzannne
Human resource strategy involves aligning HR goals with organizational goals. It consists of principles for managing the workforce through policies and practices covering areas like recruitment, compensation, performance management, and training. An effective HR strategy benefits both the company and employees. It improves productivity, motivation, and the bottom line while allowing employees to develop their potential. Developing the right strategy requires analyzing industry trends, competitive advantages, key processes, and people.
HR planning identifies current and future human resource needs to achieve organizational goals, while an HR audit reviews policies, procedures, and legal compliance to eliminate liabilities and implement best practices. The document discusses the importance of HR planning and forecasting to meet replacement, expansion, and future staffing needs. It also outlines the objectives and approaches of an HR audit, including comparing policies and results to benchmarks, legal standards, and management objectives. The audit evaluates all HR functions from planning to industrial relations.
This document discusses human resource management (HRM). It begins by outlining some of the challenges faced by organizations that impact HRM, such as global competitiveness, workforce diversity, and technology changes. It then defines HRM as planning, organizing, directing, and controlling human resources to help organizations and individuals meet their objectives. The document outlines the evolution, nature, scope, objectives, functions, influencing factors, and futuristic vision of HRM. It concludes by stating that HRM should be linked to strategic goals and objectives to improve business performance and develop flexible organizational cultures.
Human resource management encompasses managing an organization's employees, including acquiring, training, evaluating, and compensating staff. It aims to align an organization's goals and employees' needs to improve productivity. Key aspects of HRM include scope and functions, management responsibilities, employment legislation, employee productivity, and the role of HR managers in creating win-win relationships and implementing change. Employees expect a safe work environment with career opportunities, flexible arrangements, satisfaction, open communication and teamwork.
How a strategic human resource management is helpful to a business organizati...Mr. Business Magazine
Often business organizations struggle with aligning a strategic human resource management. Strategic Human Resource Management is not merely a set of practices.
The document discusses key concepts in human resource management including definitions, objectives, scope, functions, and the basic roles of an HR manager. It defines HRM as the planning, organizing, and controlling of procuring, developing, compensating, and maintaining human resources to accomplish organizational goals. The objectives of HRM are to help the organization reach its goals, employ workforce skills efficiently, provide well-trained employees, increase job satisfaction, and ensure social responsibility. The scope of HRM is vast, covering an employee's entire working life from hiring to departure. Core HR manager roles include planning staffing needs, recruiting and selecting employees, training and developing staff, determining compensation, and ensuring employee retention.
The document discusses key concepts in human resource management including principles like strategic integration, organizational flexibility, commitment, and quality. It covers topics such as strategic HRM, flexibility in the workforce, commitment among employees, and promoting a culture of quality. HR functions like performance appraisal, training and development, compensation, and maintaining the workforce are examined. Contemporary issues and desired outcomes of effective HRM are also summarized.
CONCEPT OF HUMAN RESOUCE MANAGEMENT pptJAANVIARORA1
CONCEPT OF HUMAN RESOUCE MANAGEMENT
Topics Include
1. CONCEPT
2. DEFINE HRM
3. ROLE OF HRM
4. FUNCTIONS OF HRM
5. NATURE OF HRM
6. SCOPE OF HUMAN RESOURCE MANAGEMENT
7. OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
8. IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
9. VIDEO ON IMPORTANCE OF HRM
10. HR LESSONS FROM MOVIE DANGAL
This document discusses the concepts of human resource management. It begins by defining human resources as people who are willing and able to contribute to organizational objectives. It then defines human resource management as being responsible for managing human energy and competencies to achieve organizational goals through employee satisfaction and effective use of employee talents. The document outlines the nature of HRM as having a human focus, being a management function, and having a continuous commitment to adapting to changes. It also discusses the objectives, functions, evolution from personnel management, system, importance, environment, and ethical issues of human resource management.
Human Resource Management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
The comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce - human resources – in ways at contribute to organizational effectiveness.
New microsoft office power point presentationNazia Imam
Human resource management involves managing an organization's workforce, including recruiting, training, compensating employees. It aims to develop employee skills and knowledge to contribute to organizational success, treating employees as a resource rather than a cost. Personnel management differs in that it focuses only on legal employment aspects and views employees as economic beings, while HRM sees the whole human being. Key qualities for HR managers include communication, analytical and decision making skills to help motivate employees and advise leadership.
This document discusses human resource management (HRM). It defines HRM and lists its core elements as people, management, integration and consistency, influence, and applicability. The nature of HRM is described as a process that brings people and organizations together to meet mutual goals. Objectives of HRM include organizational, societal, functional, and personal objectives. The scope of HRM is also wide, covering personnel, welfare, and industrial relations aspects. Challenges to HRM include a changing environment with a diverse workforce and economic/technological changes.
The document discusses human resource management (HRM). It defines HRM as the process of managing people in an organization, including acquiring, developing, utilizing, and maintaining personnel. The key components of HRM include human resource planning, recruitment and selection, performance management, training and development, employee relations, and management information systems. Challenges to HRM include globalization, technological advances, cultural differences, changing workforce needs and expectations, and lifestyle changes.
The document traces the evolution of human resource management (HRM) from a personnel management focus on hiring and firing to a more strategic approach. It discusses how HRM has expanded to include additional functions like training, compensation, and organizational design. The key difference between personnel management and HRM is that HRM views employees as important assets and tries to develop the whole organization, not just improve efficiency. The document also outlines models of HRM, including its core functions and challenges in an increasingly globalized business environment.
Hr strategies-Linda Susan Joseph MACFAST THIRUVALLAcrizzannne
Human resource strategy involves aligning HR goals with organizational goals. It consists of principles for managing the workforce through policies and practices covering areas like recruitment, compensation, performance management, and training. An effective HR strategy benefits both the company and employees. It improves productivity, motivation, and the bottom line while allowing employees to develop their potential. Developing the right strategy requires analyzing industry trends, competitive advantages, key processes, and people.
HR planning identifies current and future human resource needs to achieve organizational goals, while an HR audit reviews policies, procedures, and legal compliance to eliminate liabilities and implement best practices. The document discusses the importance of HR planning and forecasting to meet replacement, expansion, and future staffing needs. It also outlines the objectives and approaches of an HR audit, including comparing policies and results to benchmarks, legal standards, and management objectives. The audit evaluates all HR functions from planning to industrial relations.
This document discusses human resource management (HRM). It begins by outlining some of the challenges faced by organizations that impact HRM, such as global competitiveness, workforce diversity, and technology changes. It then defines HRM as planning, organizing, directing, and controlling human resources to help organizations and individuals meet their objectives. The document outlines the evolution, nature, scope, objectives, functions, influencing factors, and futuristic vision of HRM. It concludes by stating that HRM should be linked to strategic goals and objectives to improve business performance and develop flexible organizational cultures.
Human resource management encompasses managing an organization's employees, including acquiring, training, evaluating, and compensating staff. It aims to align an organization's goals and employees' needs to improve productivity. Key aspects of HRM include scope and functions, management responsibilities, employment legislation, employee productivity, and the role of HR managers in creating win-win relationships and implementing change. Employees expect a safe work environment with career opportunities, flexible arrangements, satisfaction, open communication and teamwork.
How a strategic human resource management is helpful to a business organizati...Mr. Business Magazine
Often business organizations struggle with aligning a strategic human resource management. Strategic Human Resource Management is not merely a set of practices.
The document discusses key concepts in human resource management including definitions, objectives, scope, functions, and the basic roles of an HR manager. It defines HRM as the planning, organizing, and controlling of procuring, developing, compensating, and maintaining human resources to accomplish organizational goals. The objectives of HRM are to help the organization reach its goals, employ workforce skills efficiently, provide well-trained employees, increase job satisfaction, and ensure social responsibility. The scope of HRM is vast, covering an employee's entire working life from hiring to departure. Core HR manager roles include planning staffing needs, recruiting and selecting employees, training and developing staff, determining compensation, and ensuring employee retention.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
2. DEFINITION
Human Resource management is the process of
acquiring, training, appraising & compensating
employees and attending to their labour relations,
health safety and fairness concerns.
HRM is that part of management process which
develops & manages the human element of the
enterprise considering their resourcefulness in terms
of total knowledge , skills, creative abilities, talents,
aptitudes & potentialities for effectively contributing
to the organizational objectives.
3. NATURE OF HRM
Inherent part of management : It is inherent in the process of
management. This function is performed by all the managers
throughout the organization rather than by the personnel
department only.
Pervasive function : It is performed by all managers at various
levels in the organization .
Basic to all functional areas : Every manager from top to
bottom, working in any department has to perform the personnel
functions.
People centred : It is concerned with all categories of personnel
from top to the bottom
4. CONTD.
Personnel Functions : It involves several functions concerned
with the management of people at work. it includes manpower
planning, employment, placement, training, appraisal and
compensation of employees.
Continuous process : It is not a one shot function. It must be
performed continuously if the organizational objectives are to be
achieved smoothly.
Based on human relations: It is concerned with the motivation
of human resource in the organization .If the personnel function is
performed properly, the human relations in the organization will
be cordial.
5. SCOPE OF HRM
Human Resource or Manpower Planning i.e. determining the
numbers & kinds of personnel required to fill various positions in
the organization
Recruitment, selection & placement of personnel.
Training & Development of employees for their efficient
performance & growth.
Appraisal of performance of employees and taking corrective
steps such as transfer from one job to another.
Motivation of workforce by providing financial incentives &
avenues of promotion.
9. HRM POLICIES
Policies are broad guidelines as to how the objectives of the
business are to be achieved.
“A policy is an established guiding canon premised on objective,
devised to govern the activities of the business enterprise and from
which the basic percepts of conduct are derived.”
Examples of personnel Policies :
1. The employees will not accept any gift from any supplier except
for token gifts of purely nominal value.
2. Each employee will proceed on at least one week vacation each
year.
3. The employees will not accept any outside assignment.
10. FEATURES OF POLICY
Policy is an expression of intention of top management.
Policy is stated in broad terms.
Policy is long lasting.
Policy is developed with the active participation of all executives.
Policy is in writing
Policy is linked with objectives.
11. TYPES OF POLICIES
Functional Policies :It may be set up in the key areas of the enterprise
like production, purchase, finance, personnel and marketing.
Internal Policies: It include those initiated by managers at various
levels to guide the subordinates.
- Basic policy : It is applicable to the organization as a whole.
- General policy : It is specific and used mainly by middle level
managers.
- Departmental policy : It is highly specific in nature and is
applicable at the lowest level of management to provide a guide
in the day-to-day activities.
12. CONTD.
External Policy : It include those policies which arises to meet the
various pressures & requests of forces outside the enterprise such
as govt., trade unions etc.
Appealed Policy : Such policies are formulated on the basis of
suggestions & complaints received from employees.
Stated or Explicit Policy : Such policies are usually in writing &
form a part of enterprise manual .They are definite & generally
rigid.
Unstated or Implied Policy :These policies are not recorded in
writing even though they are followed at every level .They are
inferred from the behavior of the managers.
13. LIMITATIONS
Policies are repeatedly used plans which is very rigid in nature.
Policies may not cover all the problems.
Policies are no substitute for human judgment. Policies only
delimit the area within which decisions are to be made.
Policies may not be everlasting as they lose their utility with the
changes in environment of the business.
14. FORMULATION OF HR POLICIES
Preliminary Investigation
Environment Scanning
Identification of policy areas
Analysis of alternative policies
Participation of lower levels
Approval of top management
Implementation of policy
Policy Appraisal
16. CONTD.
Internal Environment:
The internal environment also affects the job of a
personnel manager. The internal environmental factors
include Organization objectives, policies, organizational
structure, and the functional areas of the Organization with
which the personnel manager works continuously like
finance, marketing and production. Impact of internal
environment factors is profound as they frequently and
closely interact with HRM function in an Organization.
17. CONTD.
External Environment:
The influence of external environment on HRM is also equally
important, though the severity is comparatively less. People are
essentially self-managing. In other words, while people manage
other resources, themselves manage personnel. People themselves
decide about the nature, time, and place of their employment. And
people react to the changing conditions and to the techniques of
management unlike money, material and machine. The changes
includes in the external environment are:
-Technological obsolescence;
-Cultural and social changes;
-Changes in the policies of govt.;
-Politics and the like.
18. STRATEGIC HRM
Strategy : “A strategy is a unified comprehensive and integrated
plan designed to ensure that the basic objectives of the enterprise
are achieved.”
Strategic Management is the formulation & implementation of
plans & carrying out of activities relating to the matters which are
of vital, pervasive, or continuing importance to the total
organization.
Strategic management of HR can facilitate creation of
competitive advantage for the organization over its rivals by
building employee competence.
19. CONTD.
Strategic HRM may be defined as the linking of human resource
management with strategic goals & objectives in order to improve
business performance & develop organizational culture that fosters
innovation & flexibility.
In every organization HR Manager has to play various vital
strategic roles to gain the competitive advantage.
20. STRATEGIC ROLE OF HR MANAGER
Providing Purposeful direction
Building Core Competency : A core competence is a unique strength of
an organization which may not be shared by others. This may be in the
form of HR, marketing capability, or technological capability.
Creating Competitive Advantage
Facilitation of Change
Managing Workforce Diversity
Development Of Work Ethics & Culture
Empowerment Of Human Resources-It means authorizing every
member of a society or organization to take control of his/her destiny &
realizing his/her potential to the full.
Total Quality Management.
22. CONTD.
To gain competitive advantage HRM practice proves
as an important source. Various HRM practices are:
Employment security
High wages
Employee ownership
Participation & empowerment
T&D
Promotions from within : filling job vacancies by
promoting employees only
23. CONTD.
Selectivity in recruiting
Incentive pay
Information sharing
teams & job re-design
Symbolic egalitarianism: equality of treatment
among employees like eliminating reserved
parking space, executive dining rooms etc. us vs.
them attitude is applicable.
24. CONTD.
Measurement of practices: whatever employees
are performing, their attitudes etc. must be
properly judged.
Cross utilization : train people to perform several
task.
Wage compression : reducing the size of wage
differentials among employees.
Long term perspective : satisfaction of workforce
25. TYPES OF HUMAN RESOURCE
OBJECTIVES
Organizational Objectives
HR Objectives
Social Objectives
26. OBJECTIVES IN CONTEXT OF ORGANIZATION,
HR,SOCIETY
Organizational
o Establishing strategy
o Profit earning
o International strategic
o Organizational development
Human resource
o Working condition
o Fair wages
o Empowerment
o Industrial relation
Social objectives
o Satisfy consumers
o Offer right product
o Increase employment
o Environment management
27. BASIC HRM OBJECTIVES
1. Matching the workforce to the needs of the
business......
2. Making full use of the workforce’s potential……
3. Minimising labour costs…….
4. Maintaining good employee/employer
relations……..
28. MIXED HRM OBJECTIVES
• To help the organization reach its goals.
• To ensure effective utilization and maximum development of human resources.
• To ensure respect for human beings. To identify and satisfy the needs of
individuals.
• To ensure reconciliation of individual goals with those of the organization.
• To achieve and maintain high morale among employees.
• To provide the organization with well-trained and well-motivated employees.
• To increase to the fullest the employee's job satisfaction and self-actualization.
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the needs of society.
• To develop overall personality of each employee in its multidimensional aspect.
• To enhance employee's capabilities to perform the present job.
• To equip the employees with precision and clarity in transaction of business.
• To inculcate the sense of team spirit, team work and inter-team collaboration.