Professional Documents
Culture Documents
Overview
What is HRM?
HRM Activities
Scope of HRM
Difference between HRM and PM
HRM Objectives and Functions
HRM Activities
HR Planning
Remuneration
Welfare
Industrial relations
1.
SCOPE
Introduction to HRM
2.
Employee Hiring
3.
Employee Remuneration
4.
Employee Motivation
5.
Employee Maintenance
6.
Industrial Relations
7.
Prospects of HRM
OF HRM
Scope Of HRM
Prospects
of
HRM
Career
Developme
nt
IR
Introducti
on of
HRM
HRM
Employee
Maintenanc
e
Employee
Hiring
Employee
Remuneration
Employee
Motivation
The Semantics
1.
PM (Personnel Management )
2.
Dimensions
1.Employment
contract
2.Rules
PM
Care full delineation
of written contracts
Importance of
devising clear rules
Procedures
HRM
Aim to go behind
contract
Can do outlook,
impatience with rule
Business need
Slow
Transactional
Fast
Transformational
leadership
Direct
Facilitation
3.Guide to
management action
4.Behaviour referent
5.Managerial task
vis--vis labor
6.Speed of decision
7.Management role
8.Communication
9. Prized
management skills
10.Selection
11.Labour
management
12.Job categories
and grade
13.Job design
14.Conflict handling
Indirect
Negotiation
Nurturing
Separate ,marginal
task
Collective barraging
contracts
Many
Division of labour
Reach temporary
truce
Team work
Manage climate and
culture
Individual contracts
Few
Dimensions
PM
HRM
tool which is
spendable and
replaceable
Interest of
organizations are
uppermost
Precedes HRM
Differences
Between
andare
PM
Labour
is used as HRM
Peoples
used as
15.Respect for
employees
16.Shared interest
17.Evolution
18.Locus of control
19.Oganization
principles
External
Mechanistic
Top down
centralized
20.Key relations
21.Initiatives
22.Pay
23.Training and
development
Labour Management
Piecemeal
Job evaluation
Controlled accessed
to courses
Latest in evolution of
subjects
Internal
Organic
Bottom-up
Decentralized
Customers
Integrated
Performance related
Learning companies
The
main
objective
of
HRM
is
to
ensure
the
1.
Societal objectives
2.
Functional objectives
3.
Organizational objectives
4.
Personal objectives
Societal Objectives
Organizational
Objectives
Functional
Objectives
Personal
Objectives
Functions
1 SocietalHRM
objectives
and Objectives
HRM Functions
2 Organizational
objectives
and Objectives
3 Functional objectives
To
maintain
department
organizational effectiveness
HR department services
organizational needs
contribution
must
fit
into
in
the
Satisfied employees
excellent
performance
excellent services
organizational
Supporting Functions
Societal Objectives
Legal compliance
Benefits
Union-Management relationship
Organizational Objectives
Functional Objectives
Performance Appraisal
Placement
Personal Objectives
Compensation
Training and Development
Performance Appraisal
Placement
Source: Aswathappa, 2008, p.10
C
ROI
AB
A = Operating costs for a new or enhance system for the time period
B = One-time cost of acquisition and implementation
C = Value of gains from productivity improvements for the time period
226
Source:
Adapted from Jac Fitz-Enz, Top 10 Calculations for Your HRIS, HR Focus, April 1998, S-3.
Source: Adapted from Jac Fitz-Enz, Top 10 Calculations for Your HRIS, HR Focus, April 1998, S-3.
ORIGIN OF HR
Its origin is dated back to 1800 BC., when
GROWTH OF HUMAN
RESOURCE
HRM in India could be traced back to the
FIRST PHASE
Immediately after independence the focus
SECOND PHASE
IN 1960S, Indian industrialization got a fillip
THIRD PHASE
In 1970, the people management functions
Fourth Phase
In 1976, birth of worker training institute
Fifth Phase
In 1985, organization shifted towards
Sixth phase
In early 1990s :
HRM was seen as strategy
Motivation and stress were considered to
Seventh Phase
In the mid of 1990s, sub specialization like :
Industrial Relations
Training & Development
Information system
Eight phase
HRM is not selective management any
more
It became the part of Corporate Strategy
formulation and strategy implementation
team
Management
Social responsibilities of Business
Change of government attitude
India
The police Man
The Welfare Man
The law Man
The Liaison Man
The HR Man
Benefits of an HRIS
Improves equality of information
Reduces admin burden
Improves speed of information
Improves flexibility of information
Improves services to employees
Produces HR metrics
Components of an HRIS
Hardware
Software
Data
Procedures and users
Functional components of an
HRIS
Inputs
Employee
information,
company policies &
procedures
Transformatio
n
Computers
and software
Outputs
Reports
Types of HRISs
Concentrated HRIS
Distributed HRIS
Independent HRIS
Hybrid approach
Types of HRISs
EDP (electronic data processing)
MIS (management information system)
DSS (decision support system
Succession
planning
Skills
inventory
HR planning
&
forecasting
Compensati
on
administrati
on
Future use
development
Affirmative
action
Employment
equity
DATABAS
E
Benefits
Health
claims
Personnel
module
Corporate, Biographical,
Histo-rical,
Company/ HR
policies
Position
Health &
safety
control
Applicant
tracking
Applicant-tracking module
T&D module
Position control module
Wage & salary administration module
HRP module
Skills inventory module
Succession planning module
Basic personnel module
Development, implementation
& maintenance of an HRIS
database
Phase I Needs analysis
Phase II Design & development
Phase III Implementation & maintenance
Biggest risk
Keeping records unaltered
Controlling access
Security technology
Summary
Automation came late to the HR department. When it did, the
Summary
Summary
Modern HRISs place HR professionals in a better position to play a