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Introduction to human resource management


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Introduction to human resource management

  2. 2. Introduction• HRM is a management function concerned withhiring, motivating & maintaining people in anorganization. It focuses on people inorganization.• In other words, HRM is concerned with gettingbetter results with the collaboration of people. Itis an integral but distinctive part of management,concerned with people at work and theirrelationships within the enterprise.
  3. 3. Features: Managing people. People oriented process. Develops employee’s potentialities. Integral part of organizations. Continuous activity. Securing employee co-operation. Future oriented. Challenging activity.
  4. 4. Functions: Procurement of manpower. Development of manpower. Performance and compensation payment to manpower employed. Integration of interests of man power & organization. Motivation & maintenance of man power. Provision of welfare facilities. Maintaining cordial industrial relations.
  5. 5. Objectives: To attain maximum individual development To mold effectively the human resources To establish desirable working relations To ensure satisfactions to the workers To help organizations to achieve its goals Ensure competent & willing work force. Improve service rendered by the enterprise to the society. Maintain high morale & good human
  6. 6. DEFINITION OF PERSONNEL;MANAGEMENT ?? It can be defined as obtaining, using and maintaining a satisfied work-force. It is significant part of management concerned with employees at work and with their relationship within the organization.
  7. 7. EVOLUTION OF HRM !!! Evolution of HRM started in 19th century. HRM emerged from personnel mgmt and personnel mgmt emerged from manpower-planning. Human resource gained attention as the work-force considered to be an important resource to gain competitive advantage of organizations and also the resources of the organization.
  8. 8.  As HRM evolved it considered employees as the assets of the organization. The consideration of changes taking place in managing human resource led to the formation of STRATEGIC HUMAN RESOURCE PLANNING . It is crucial for achieving a corporation’s long-term goal.
  9. 9.  “There is no magic in the success of the companies ,The secret of their success is simply the way that they treat their employees. ‘AKIO MORITA’ FOUNDER, “SONY”
  11. 11. Challenges faced by HRManagers Managing the Vision Internal Environment Changing Industrial Relations Building Organizational Capability Job Design and Organizational Structure
  12. 12. Cont.. Managing Large Workforce Psycho Social Environment Employee Satisfaction Modern technology Computerized Information System Legal Environment Managing Human Relations
  13. 13. CONCLUSION In spite of all the problems HR Managers are able to overcome all these problems with the support of management and employees. In the current business world managing employees are becoming complex task and this can be handled effectively only by our great HR Leaders.
  14. 14. Workforce Management
  15. 15. Workforce ManagementDefination:- encompasses all the activities needed to maintain a productive workforce, under the umbrella of human resource management, WFM is sometimes referred to as HRMS systems, or even part of ERP systems.
  16. 16. Characteristic Composition of workforce Women at work Changes in employees value Level of Education Dual career couples Size of workforce Employee expectation Life –style changes
  17. 17. Personnel Philosophy It revolves around beliefs and assumption about people. These determines how people should be treated. Its abt knowing their nature, needs, value and their approach towards work.
  18. 18. Function Style of mangement. Creates and redefines operational goals.Approaches for treating people:-1. Commodity approach.2. machine approach.3. humanistic approach.
  19. 19. Based on following beliefs. Consider them as an ASSET. Can be developed Committed to work if develop belongingness Care aout their needs. Contribute to maximum if they get opportunity. Create healthy and motivating work climate
  20. 20. Personnel manual •A document which contains the details of personnel policy of an organization . •Copies of personnel manual must be distributed to managerial employees by top management. •Manual is mainly used for decision-making.
  21. 21. Purpose Systematic approach Providing a fundamental communication tool Avoiding difficulties due to misunderstandings Providing fair opportunities. Written policies. Enables managers to maintain cordial relations.
  22. 22. Benefits Gives clear explanation Useful in supervisory training Document of company ‘s faith Act as a ready made guide Training manual for staff Avoids indecision Avoids unfair employment practices Acts as communicating devices
  23. 23. CaseStudy.
  24. 24. PEOPLE MANAGEMENT• All about Managing People i.e. H.R of company.• Low employee turn over at Infosys.• Rigorous selection process and Proactive HRD practice.INFOSYS’S HRM STRATEGY Get the big picture Develop a Mission Statement or Statement of Intent Conduct a SWOT analysis of the organization Conduct a detailed human resources analysis Determine critical people issues Develop consequences and solutions Implementation and evaluation of the action plans
  25. 25. Recruitment Training HR PolicyReward and PerformanceRecognition Management
  26. 26. FACILITIES FOR EMPLOYEES• Employee training• Recreation facilities.• Events.• Insurance and security facilities.• Transport facilities.• Maternal leaves.• Creche facilities.• ESOP.• Reward system.
  27. 27. Strategic Reward Systems Skill-based pay Training CultureOvertimepay rules incontract Merit pay reinforces performance culture Rewards Labor Relations Performance Management Employment Sign-on Bonus Merit Pay MBAO 6030 Human Resource Management
  28. 28. TYPES OF BENEFITS• MONETARY • NON – Increments MONETARY  Promotions Compensation  Housing Facilities Overtime  Conveyance Performance - Facilities pay  Fringe Benefits
  29. 29. EMPLOYEE STOCK OPTION PLAN (ESOP) •Highly profitable reward system. •Offers emotional and financial ownership to the employees. •Performance management tool for attracting and retaining talent. •Win loyalty, accountability of employees as their own interest is vested into it.
  30. 30. LEADERSHIP TRAINING• Institute setup in 2001• Objective- to create world class leaders at the forefront of the business• Leaders split into 3 tiers• Each tier mentored by a tier of senior colleagues• Focuses strongly on quality processes and methodologies and enhancing managerial capabilities.• Sessions with senior leaders.