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Introduce myself

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 Let us start the
journey of learning

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Business Environment has human resource
at every activity

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Human resource
Management

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 Human Resource
is at the centre of 5
Machine
Machine

Method
Method
Men
Men minute
minute

Management
Management

money
money Material
Material

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 5 evils
• leading to
Mis-management

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 OUR Syllabus
Detailed Course Contents
• Introduction to Human Resource Management
Fundamentals of HRM, Purpose and Role of HRM, HR policies, Changing Role of HR.
• Meeting Human Resource Requirements
Job design, Job Analysis, Job Description, Job Specification, Job Enrichment
• Human Resource Planning
What, Why, How, Who, When, Where of Human Resource Planning
• Recruitment and Selection
Recruitment, Sources of Recruitment, Selection Process, Methods – Interview, Tests,
Placement and Induction
• Performance Appraisal
Appraising performance, Potential Appraisal, Design and Implementation PA system,
Career Development
• Training and Development
Methods of Training and Training Techniques, Development & Evaluation of Training
Programmes
• Compensation Management
Compensation principle and Management, Rewards and incentive systems, Relationship
performance and compensation.
• Industrial Relations
Overview of Industrial relations, Industrial Harmony and Laws, Union - Management
Relations, Industrial disputes and settlement

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 Model of HRM
• Linked to the strategic management of
an organisation.
• Seeks commitment to organisational
goals
• Focuses on the individual needs rather
than the collective workforce.
• Enables organisations to devolve power
and become more flexible
• Emphasises people as an asset to be
positively utilised by the organisation.

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 Definition of HRM
• 'Human capability and commitment'. Storey argues that this
is what differentiates organisations.
• Strategic importance of HRM. It needs to be implemented into
the organisational strategy and needs to be considered at the
highest management level.
• The long term importance of HRM. It needs to be integrated
into the management functions and is seen to have
importance consequences on the ability of the organisation to
achieve its goals.
• The key functions of HRM which are seen to encourage
commitment rather than compliance.

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 Definition of HRM
• According to Leon C magginson
• “the total knowledge ,skills, creative
abilities, talent and aptitudes of an
organization's workforce as well as
the values and beliefs of the
individuals involved”

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 Traditional
HR Functions and terms
• Labor and manpower =physical
abilities and capabilities of workers
• Employee = those in services
• Human resource =skill , knowledge
and values etc

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 Long term
perspective
• Human asset
• Human
capital
• Human
factor

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 Traditional
HR Functions
• Human resource planning
• Job analysis and design
• Recruitment and selection
• Orientation and placement
• Training and development
• Performance appraisal
• Employee remuneration
• Motivation and communication
• Welfare
• Safety and health
• Industrial relations

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HR Department

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 HR Department-
functions
Organizational
Wages & Industrial Planning Employee
Employment salary And
relations services
development

•Employee •Medical
classification •Communication •Recreation
•Recruitment •Rate •Collective •Organizational •Personal
•Selection Determination Bargaining Planning
Services
•Induction •Merit rating •Discipline •Manpower
Development
•Safety
•Compensation
•Separation •Training •Protection and
•Work schedule
control security

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 Distinguishing
Between
HRM and
Personnel Management

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Some terms

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Origin of the word
STRATEGY

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Origin of the word
STRATEGY

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 Definition
• Human resources are efforts ,skills, and
capabilities that people contribute to an
employing organization which enable it to
continue in existence.
• SHRM is generally perceived as a distinctive
approach to managing people which seeks
to achieve competitive advantage through
the strategic development of highly
committed and capable workforce
• Appleby & Mavin (2000)

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 Definition
Schuler defines SHRM as
• Strategic human resource management is
largely about integration and adaptation.
Its concern is to ensure that
1. HRM is fully integrated with strategy and
the strategic needs of the firm
2. HR policies cohere both across policy areas
and hierarchies
3. HR practices are adjusted accepted and
used by the line managers and employees
as part of their everyday work

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 Definition
SHRM
• Human resources are efforts ,skills, and
capabilities that people contribute to an
employing organization which enable it to
continue in existence.
• SHRM is generally perceived as a distinctive
approach to managing people which seeks
to achieve competitive advantage through
the strategic development of highly
committed and capable workforce
• Appleby & Mavin (2000)

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 Definition
Truss &Graton Defined SHRM as
• “defined as the linking of HRM with
strategic goals and objectives in
order to improve business
performance and develop
organizational cultures that foster
innovation and flexibility”

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 Roles of
HR manager
• Policy initiation and formulation
• Advisory- line managers
• Problem server- to assist line managers
• Mediator - arbitration
• Welfare- health and safety
• Representative (spokesperson)
• Appraisal -MBO
• Training- soft skills and technical
• Effective communications- cordial relationships

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Strategic Human Resource
Management

Strategic
Human
Strategic
Resource
management
Management
(SHRM)

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 A systems
approach to Strategic HR planning

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 Strategy formulation
Development of
• Mission
• Objectives
• Strategies
• Policies

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Strategy Formulation

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Impact on firm due Mega environment
Legal

Socio cultural political

The Mega
Environment

Technological Environment

Economic

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 Environmental
opportunities and threats

Sources
1. Political- Stability, Tax law,
2. Economic- GDP growth
3. Socio-economic -child labor , working women
4. Technology- Automation
5. Environment- Environmental degradation, pollution
6. Legal- Labor law ,

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Microenvironment’s impact on firm

Suppliers

Financial Marketing
Institutions intermediaries

Regulatory
Markets
provisions
Micro
Environment

Industrial
Relations Compensation
Climate

Skill level
E commerce
of workforce

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Factors to consider
for SWOT analysis

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SWOTanalysis

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 Qualities of
HR manager
• Fairness and firmness
• Faith in humanity
• Tact
• Personal integrity
• Sense of social responsibility
• Sympathy and consideration
• Knowledge of labor laws
• Communication skills

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 HUMANRESOURCE

PLANNING

Resource demand forecasting

Long range Resource supply forecasting
1. Strategic Plans 1. Current Inventory
2. Demographics 2. Productivity Levels
3. The Economy 3. Turnover rate
4. Technological needs 4. Absentee rate
5. Social trends 5. Movement among jobs rate
Short range
1. Production schedules
2. Relocations
3. Equal opportunities

HUMAN RESOURCE ACTIONS

1. Hiring
2. Training
3. Career Management
4. Productivity programme
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5. Reduction in force
 HUMAN RESOURCE PLANNING
• Resource demand forecasting
• Long range
• Strategic Plans- Over 10 years
• Demographics- % of women, rural.
• The Economy- 8 % GDP growth
• Technological needs- education
• Social trends – women empowerment

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 Human Resource Planning
• Short range
• Production schedules
• Relocations
• Equal opportunities

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Resource supply forecasting

• Current Inventory
• Productivity Levels
• Turnover rate
• Absentee rate
• Movement among jobs rate

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 HUMAN RESOURCE
ACTIONS

• Hiring
• Training
• Career Management
• Productivity programme
• Reduction in force

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 Levels of contribution
at various levels of strategy

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 Level 1
Operational level in business operations
1. Information Management- data entry
operators
2. Basic transactions – Office attendants
& accounts, store keeper

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 Level 2
Operational level -Functional Services
1. Supervisors
2. Staffing
3. Compensations
4. Benefits

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 Level 3
Tactical Level
1. Co ordination of efforts to improve
productivity
2. Quality Circles

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 Level 4
Development of competitive
advantage
1. Innovations
2. Management by objectives
3. New product teams

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 Level 5
Developing solutions to business
opportunities
1. Workers participation in
management
2. Safety
3. Contribute to business targets

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 TERMS -Job analysis
• Task-action related to group
• Position – rank, status, responsibility
• Job description- organized factual statement of
responsibility and duties
• Job specification-minimum qualities to perform
job
• Job classification- based on pay, kind of work.

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 Human resources
recruitment & selection
process

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 Recruitment

• Internal – departmental
• External- News paper , employment
portals

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Recruitment

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Selectionprocess

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Training

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 Training
• Induction training
• Job rotation
• Coaching- under supervisor
• Job instructions- how and job
knowledge

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 Training
off the job
• Vestibule training- simulation of work in
classroom
• Role playing-actual and imaginary
situations
• Lecture method
• Conference
• Programmed instructions

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Some Professional
Training courses

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 Middle level
manager
• This training aims to enable managers to develop
the following competencies:
• The Core skills of management
• Understanding people
• Assessing your organizations culture and its implications
• How group dynamics affect team work
• How to get the best from your team
• Influencing upwards
• Leadership that inspires
• Successful change management

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Management
development
• Attitude
• Skills
• Academics

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 Performance appraisal
Behavior Anchored Rating Scale
(BARS)

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Performance management
360 Degrees appraisal

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Performance management
system

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Employee
Retention

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 Selection
• Job analysis
• Assessment
• Interview Competencies Organizational goals
& skills
• References
• Medical

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 Integration

Familiarization
• Employee
orientation Induction

• Hand books
• Values culture
• Language

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 Skill
development
• Management by
objectives
• Project management
• Soft skills
• Language

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 Performance
Measurement
• and Appraisal
Opinion survey
• Exit interview
• 360 degrees
survey

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 Feedback

andcoaching

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 Retention
of employees

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Employee career
management

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 Flow chart of
Strategic Human Resource Planning

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 Wages

Compensation may be used to:

1. recruit and retain qualified employees.
2. increase or maintain morale/satisfaction.
3. reward and encourage peak performance.
4. achieve internal and external equity.
5. reduce turnover and encourage company
loyalty.
6. modify (through negotiations) practices of
unions

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 Compensations

Different types of compensation include:

1. Base Pay
2. Commissions
3. Overtime Pay
4. Bonuses, Profit Sharing, Merit Pay
5. Stock Options
6. Travel/Meal/Housing Allowance
7. Benefits including: dental, insurance, medical,
vacation, leaves, retirement, taxes...

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 Principal constituents
to change

Globalization

Challenges Technology
Market changes To HR Changes

Liberalization

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 Thank You
Please forward your query

To: maps1711@yahoo.com

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