MODULE 1 INTRODUCTION TO HRM

HUMAN RESOURCE MANAGEMENT : It is a management function concerned with hiring, motivating, and maintaining people in an organization. It focuses on people in organization. It is emerged from personnel management and personnel management emerged from manpower planning. DIFFERENCES BETWEEN HRM AND PM HRM views people as an important source or asset to be used for the benefit of organization, employees & the society. PM has a limited scope and an inverted orientation.

EVOLUTION

 There

was no department as such for taking care of problem only welfare officers came into being to take care of various situation. 1913 number of welfare officer has been increased to take care of the situation.
the mid of 19th century due to large number of employees employed they created their own specialist personnel department to unify the different policies and manage absence and recruitment with the objective of improving productivity.

In

In

 SECOND

WORLD WAR LEADS TO IMPROVEMENT IN PERSONNEL MANAGEMENT.

world war increased the importance of having personnel department because of producing large war materials the ministry of labour and national services insisted to combine both personnel department and welfare officer work on a full time basis.

Second

 As

the Industrial Revolution took place simultaneously the factory system came in to being that led to increase in working rules and regulation. Increase in number of employees led to increase in hierarchical structure and also increase in working hours. In the year mid of 1960s organization started giving much importance to employ the personnel specialist to perform different activities in order to make the employees as a whole package to perform in the organization.

 The

year 1960 was high inflation so there was a regulation on wages paid by the employer personnel manager has to understand this new aspect of regulation regarding inflation to develop policies to implement new measures which aligned with employees satisfaction level.
in selection training, appraisal and new management techniques has been expanded to improve the performance of the employees which demands to improve the profile of personnel management.

Improvement

The

role of HRM has gain more importance in the year 1980. people thought that HRM was evolved to solve union problem as there is an demand to take care of employees of an organization as a whole it performs different function.

Some

 HR

gained more attention as the workforce considered to be an important resource to gain competitive advantage of organization. In 1990 due to liberalized government policies of various countries the HR started floating from one country to another. Led to diversification of workforce and cross culture took place as a result employees from one nation migrating to another nation and bringing their culture with them this led to mixed organization culture. HR professional had to play major role in coordinating the workforce of different culture in an organization.

PRACTICES IN 1990S. Strict and rigorous selection and recruitment. High level of training, especially induction training and on the job training. Team work. Multitasking. Better management-worker relations. Encouragement of employee suggestions and innovation. Single status symbols such as common canteens and corporate uniforms.

 HRM

FUNCTIONS : 2 TYPES

1. MANAGERIAL FUNCTION: Planning Organising Directing and Controlling. 2. OPERATIVE FUNCTIONS :

FUNCTIONS OF HRM
OPERATIVE

FUNCTIONS: Are related to employment, development, compensation & industrial relations. It consists of: Procurement functions Development, Motivation and Compensation Maintenance. Integration functions Emerging issues.

 PROCUREMENT

FUNCTIONS : Job analysis, Human resource planning, Recruitment Selection, Induction & orientation Internal mobility. DEVELOPMENT : Training, Executive development, Career planning & development, Human resource development (HRD) MOTIVATION & COMPENSATION : Job design, Work scheduling, Motivation, Job evaluation, Performance appraisal, Compensation administration Incentives & benefits. MAINTENANCE : Health & safety, Employee welfare, Social security measures.

 INTEGRATION

FUNCTIONS : Discipline, Teams & teamwork, Collective bargaining, Employee participation & empowerment, Industrial relations, Trade unions & employee association.
EMERGING

ISSUES : Personal records, Human resource audit Human resource research (HRR) Human resource accounting (HRA) Human resource information system, Stress & counseling, International HRM.

HRM POLICIES

 Human

resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning. The establishment of policies can help an organization demonstrate that it meets requirements for diversity, ethics and training. In order to fire a person it may be necessary to show cause compliant with employment contracts and collective bargaining agreements; the establishment of HR Policies to document steps in procedures, including disciplinary procedures, is now standard.

What

is the purpose of human resource management policy ? Policy Categories : General Policies Equal Opportunity and Employment Practices Compensation/Benefits Management Management Development and Training. Disclosures

 General

Policy: Equal treatment specifically prohibit discrimination on the basis of race, sex, color, national origin, religion, sexual orientation, age, political affiliation, veteran status, or disability. Alcohol and other drugs: not allowed to drink or take other drugs while working. Equal opportunity and Employment Practices: Equal opportunity and Employment Practices Hiring Working Place Harassment Types of Employment & working Hours Retention of Employees

Compensation: Is the payment to an employee in return to their contribution to the organization that is for job perform Pay Area. Absence or Absent. Variable and Base pay. Benefit Management: Profit Sharing, Holiday Pay Packages. Management Development & Training: To develop new skills and adapt new technology. Educational Program Career Development Program Disclosure: Its a main policy of HRM. An employee is not allowed to leak organizations information to outsiders without the permission o his superior. Maintain each employee personal record.

HUMAN RESOURCE MANAGEMENT: NATURE

HRM

is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include: It is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. It tries to help employees develop their potential fully. It encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups.

 It

helps an organization meet its goals in the future by providing for competent and wellmotivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.

HUMAN RESOURCE MANAGEMENT: SCOPE

The scope of HRM is very wide: 1. Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc. 2. Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.

3. Industrial relations aspect-This covers unionmanagement relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.

HRM PRACTICES ON RETENTION OF EMPLOYEES.

IMPACT OF

Career Development and Opportunities: CD is a system which is organized, formalized and its a planned effort of achieving a balance between the individual career needs and the organizations workforce requirements Supervisor Support Work Environment: is one of the factors that affect employees decision to stay with the organization Rewards Work-Life Policies

JOB

SATISFACTION PRODUCTIVITY: transformational v/s traditional human relations. FINANCIAL PERFORMANCE.

 Conclusion:
Firms

are considering the adoption of new work practices, such as problem-solving teams, enhanced communication with workers, employment security, flexibility in job assignments, training workers for multiple jobs, and greater reliance on incentive pay can retain talents for the organisation success.