Professional Documents
Culture Documents
MANAGEMENT
UNIT I
Management Essentials
Management involves setting goals and
allocating scarce resources to achieve
them.
Management is the process of efficiently
achieving the objectives of the
organization with and through people.
Management Essentials
Primary Functions of Management
Planning – establishing goals
Organizing – determining what activities need to
be done
Leading – assuring the right people are on the
job and motivated
Controlling – monitoring activities to be sure
goals are met
HUMAN RESOURCE MANAGEMENT
StrategicEnvironment
Governmental Legislation
Labor Unions
Management Thought
How External Influences Affect HRM
HRM Strategic Environment includes:
Globalization
Technology
Work force diversity
Changing skill requirements
Continuous improvement
Work process engineering
Decentralized work sites
Teams
Employee involvement
Ethics
How External Influences Affect HRM
Governmental Legislation
Laws supporting employer and employee
actions
Labor Unions
Act on behalf of their members by negotiating
contracts with management
Exist to assist workers
Constrain managers
Employment
Highest Investment
Training
& Development Areas of HRM
Compensation Benefits
Employee relation
Translating HRM Functions into
Practice
Four Functions:
Employment
Training
and development
Compensation/benefits
Employee relations
Translating HRM Functions into
Practice
Employment - Employment specialists:
coordinate the staffing function
advertising vacancies
perform initial screening
interview
make job offers
do paperwork related to hiring
Training and Development –
help employees to maximize their potential
serve as internal change agents to the organization
provide counseling and career development
Translating HRM Functions into
Practice
Compensation and Benefits –
establish objective and equitable pay systems
design cost-effective benefits packages that
help attract and retain high-quality employees.
help employees to effectively utilize their
benefits, such as by providing information on
retirement planning.
Translating HRM Functions into
Practice
Employee Relations – involves:
communications
Information Sources
Does HRM Really Matter?
Research has shown that a fully functioning HR
department does make a difference.
Organizations that spend money to have quality
HR programs perform better than those who
don’t.
Practices that are part of superior HR services
include:
rewarding productive work
creating a flexible work-friendly environment
properly recruiting and retaining quality workers
effective communications
HRM in a Global Village
HRM functions are more complex when
employees are located around the world.
Consideration must be given to such
things as foreign language training,
relocation and orientation processes, etc.
HRM also involves considering the needs
of employees’ families when they are sent
overseas.
HR and Corporate Ethics
HRM must:
Make sure employees know about corporate
ethics policies
Train employees and supervisors on how to act
ethically
TQM
Why TQM?
Leadership
Education and Training
Elements Supportive structure
Communications Reward and recognition
Measurement
Identifying Opportunities
Thinking Critically
Building Consensus
Empowerment
Avoiding Traps:
Defining Power as Discretion & Self- Reliance
Failing to Properly Define Empowerment for Managers &
Supervisors
Assuming Employees Have the skills to be Empowered
Getting Impatient Making the Transition from Traditional
Approach
Beyond Empowerment
Evolution Of HRM in India
Indian experts account growth since 1920
This period related to post I-World War difficult conditions that called
for State intervention & Trade Unions.
The Royal Commission (1931)- recommended to appoint of Lab-
Welfare-Officer for selection of workers & settling grievances
The Factories Act, 1948- compulsory Welfare officer (workers 500
& 500+)
In course of time: Two Professional Bodies set up.
IIPM ( Kolkota ) & NILM (Mumbai), premier Traditional Industrial
Centers.
Post II- World War & Indian independence- witnessed increased
‘Awareness & Expectations’ of workers
Evolution Of HRM in India
During 1960s Personnel Function began expanding beyond ‘
Labor welfare’
Labor welfare, IR& Per-Administration merged into emerging
profession - Per. Management (PM)
Shift in focus towards Professionalism of MGT.-Massive thrust to
heavy industry (II-Five Year Plan) & accelerated growth of public
sector in Indian economy
1970s-Shift in Professional Values - Focus from welfare to focus
on Efficiency
1980s-New Technologies, HRM challenges, HRD- Talk of
Professionals
1980s-IIPM and NILM merged, birth of National Institute of
Personnel Management (NIPM)
1990- ASPM (USA) change to Society for Human Resource
Management
1990s-Emphasis Shift to ‘ Human values & productivity through
people’
Learning Organizations
Learning organization – an organization that
supports lifelong learning by enabling all
employees to acquire and share knowledge.
The people in a learning organization have
resources for training, and they are encouraged
to share their knowledge with colleagues.
Managers take an active role in identifying
training needs and encouraging the sharing of
ideas.
Key Features of Learning Organizations