•HRM is concerned with the people’s dimension in the organization •Facilitating the competencies and retention of skilled force • Developing management systems that promote commitment • Developing practices that foster team work • Making employees feel valued and rewarded.
Prof Charu chaudhry
•HRM refers to acquisition, retention, motivation and maintenance of Human Resources in an organization.
•HRM is the planning, organizing, directing & controlling
of the procurement, development, compensation integration, maintenance and separation of human resources to the end that individual, organizational & social objectives are accomplished .(impcds)
Prof Charu chaudhry
HRM is a study about the people in the organization-how they are hired, trained, compensated, motivated & maintained. People possess skills, abilities and aptitudes that offer competitive advantage to any firm. No computer can substitute human brain, no machines can run without human intervention & no organization can exist if it cannot serve people’s needs. Taking a look at people is a rewarding experience.
Prof Charu chaudhry
People oriented Action oriented Future oriented Comprehensive function Pervasive Individual oriented Development Oriented Auxiliary/Staff function Continuous function Interdisciplinary function
Prof Charu chaudhry
Personnel aspect- HRP, recruitment, Very Vast Covers all major selection, placement, T & D, remuneration etc activities in the working life of a worker HRM From time an Industrial individual enters Relation into an Welfare aspect- organization until aspect- Union mgmt relation, Collective he or she leaves Canteens, crèches, rest & lunch room, bargaining, Grievance, comes under the housing, medical, health & safety etc Settlement of disputes purview of HRM
Prof Charu chaudhry
Societal objectives To be ethically & socially responsible to the needs of the society . Organizational objectives To recognize the role of HRM in bringing about organizational effectiveness. Functional objectives To maintain the department’s contribution at a level appropriate to the organization’s needs. Personal objectives To assist employees in achieving their personal goals in a manner that their personal goals enhance the individual’s contribution to the organization. Prof Charu chaudhry HRM process consists of four stages mainly: 1. Acquisition of human resources 2. Development of human resources 3. Motivation of human resources 4. Maintenance of human resources
Prof Charu chaudhry
Prof Charu chaudhry • Facilitating management of work force diversity and availability of equal opportunities to all. •Facilitating the retention of skilled and competent employees • Building the competencies by facilitating continuous learning and development •Developing practices that foster team work and flexibility • Making the employees feel that they are valued and rewarded for their contribution • Developing management practices that generates high
International HRM, Workforce ISSUES Diversity Prof Charu chaudhry The Nature of the Employment Relationship
Prof Charu chaudhry
Commodity concept Factor of production concept Goodwill concept Paternalistic Humanitarian concept Human resource concept Emerging concept hpgcfe
Prof Charu chaudhry
PERIOD DEVELOPMENT OUTLOOK EMPHASIS STATUS 1920s-1930s BEGINNING PRAGMATISM WELFARE, OF CAPITALISTS PATERNALISM
1940s-1960s STRUGGLING TECHNICAL EXPANDING
FOR LEGALISTIC THE ROLE RECOGNITION
1970s-1980s IMPRESSING PROFESSIONAL, REGULATORY
DEVELOPMENT LEGALISTIC CONFORMANCE AL , HUMAN VALUES, DIGNITY,ASPIR ATIONS 1990s PROMISING & PHILOSOPHICAL PRODUCTIVITY PROACTIVE THROUGH PEOPLE Prof Charu chaudhry Dimension Personnel Management Human Resources Management
1. Employment Contract Careful delineation of written Aim to go beyond contract
contracts 2. Rules Importance of guiding clear rules Can do outlook, impatience with rule 3. Behavior referent Norms/customs/practices Values/mission
4. Managerial task Monitoring Nurturing
5. Management Role Transactional Transformational leadership
8. T&D Controlled access to courses Learning organization
9. Focus of attention for Personnel procedures Wide ranging cultural, structural
interventions & personnel strategies 10. Shared interests Interests of the org. are Mutuality of interests uppermost Prof Charu chaudhry Linking HRM with strategic goals and objectives to improve business performance and develop organizational cultures fostering innovation and flexibility. Defines the organization's intentions and plans on how its business goals should be achieved through people.
Prof Charu chaudhry
External Formulate Business Internal environment Strategy Strengths & Weaknesses
Identify Employee Competencies and Behaviors that
HR must deliver to achieve the strategy
Formulate HR Policies & Activities that will lead
to these Employee Competencies and Behaviors Prof Charu chaudhry Dimensions Traditional HR Strategic HR
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