Professional Documents
Culture Documents
Concept of HRM
Most effective use of people to achieve organizational & individual goals.
Definition
HRM encompasses those activities designed to provide for and coordinate the human resources of the organization -Byars and Rue
HRM is a process Acquiring Developing Motivating Retaining
that consist of
History of HRM
Scientific Management Approach (1900) Employees should be forced and managed Employees were considered in terms of
productivity F.W. Taylors contribution Scientific method to design and implement job Time and motion study Economic man Differential piece rate system Focused on welfare program
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Human
psychological factors Group relationship and management support Unionism leads to this approach Shift from wages and incentives to job security and working conditions
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Not very successful a happy worker is a productive worker partially true did not recognize individual difference Did not recognize the need for job structure Did not influence satisfaction and productivity
Human
Resources Approach
Principles Employees are assets Policies, programs and practices must cater to the employees needs Create and maintain a conducive work environment
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Employee motivation
Employee reward
Employee performance
Organizational performance
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1970-1990
Regulatory conformance
Management
1990
Philosophical
Human
Executive
FUNCTIONS OF HRM
Managerial Functions
Operative Functions
MANAGERIAL FUNCTIONS
Planning Formulating the future course of action
Organizing
Establishing an intentional structure of the roles for people
Staffing
Obtaining and maintaining capable and competent personnel
Directing
Directing the resources towards organizational goals
Controlling
Measurement and rectification of activities
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a) Job analysis
matching the employees skills and abilities with job requirements it involves job description, job specification, job requirements and employee specification
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d) Selection
Choosing RIGHT CANDIDATE for
RIGHT JOB It involves. Scanning the CVs Identifying suitable testing techniques Involving respective departments Evaluating the candidates and fix salary& benefits Medical fitness Intimating the candidates Employing selected candidates
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e) Placement
Placing based on the needs of the
organization It involves discussion with line & functional manager and identifying mentor conducting follow-up study and evaluating performance identifying mistakes in placements and correcting them
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a) Performance appraisal
Evaluating performance of the employees on the job and developing a plan for improvement
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It includes Developing performance appraisal system Developing performance appraisal method Training the employees about PA Implementing the system Obtaining feedback on its effectiveness
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b) Training
development of knowledge, skills and attitudes It includes Identifying the training needs Designing suitable training program Conducting training program Evaluating the effectiveness
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c) Management development Developing the employees to meet future changes and challenges d) Career planning & development Identifying ones career goals and formulating plans of them through education and experiences e) Organization change and OD 3) COMPENSATION Extrinsic rewards that an employee receives during and after course of his job
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a) Job evaluation
Systematic determination of the value of
identifying suitable techniques evaluating various jobs ascertaining the relative worth of jobs
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d) Fringe benefits
Monetary and non-monetary benefits It includes Disablement benefits
Housing facilities Canteen facilities Conveyance facilities Educational facilities Credit facilities Recreational facilities Medical and welfare facilities
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4) EMPLOYEE RELTIONS it includes increasing productivity employee satisfaction and motivation developing team building
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objectives, individual expectations and market demands. Policies should be easy to understand and implement. Procedures help implementing policies
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Role of HR Executives
The Service Provider The Executive The Facilitator The Consultant The Auditor
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Challenges to HR Professionals
Worker Productivity
Quality Improvement Changing Attitudes of Workforce Impact of Government Quality of Work Life (QWL) (extent to which employee work meets his professional needs) Technology and Training
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Management of available resources Optimum utilization of human resources Strategic HR Planning involves aligning HR goals with Organizational goals Help in planning of resources, acquiring, developing & retaining of personnel.
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THANK YOU
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