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INTRODUCTION

: HRM

Prof Charu chaudhry


•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

commitment Prof Charu chaudhry


MANAGERIAL OPERATIVE
FUNCTIONS FUNCTIONS
Planning Procurement
Development
Organising
Compensation
Directing
Motivation
Controlling Maintenance
Integration
Emerging Issues
Prof Charu chaudhry
PROCUREMENT Job analysis, HRP, Recruitment,
Selection, Placement, Induction,
Internal Mobility

Training and development,


DEVELOPMENT Performance & potential
management, Career management,
360 degree feedback

Job design, Job evaluation,


COMPENSATION Compensation administration,
& MOTIVATION Incentives and benefits
Prof Charu chaudhry
Health, Safety, Welfare,
MAINTENANCE Social security

Employment relations, Grievance,


INTEGRATION Discipline, Trade unions,
Empowerment, Collective
bargaining

EMERGING HRIS, HR audit, HR scorecard,


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

6. Communication Indirect Direct

7. Conflict handling Reach temporary truce Manage climate & culture

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

Focus Employee relations Partnership with


internal & external
customers
Initiatives Slow, Reactive Fast, Proactive

Key investments Capital, Products People, Knowledge

Accountability Cost centre Investment centre

Responsibility of Staff specialists Line managers


HR
Role of HR Transactional Transformational
Prof Charu chaudhry
 Policy maker
 Administrative expert
 Advisor
 Counselor
 Welfare officer
 Legal consultant
 Trainer
 Linking pin
 Mediator
 Change agent
 Employee champion
Prof Charu chaudhry
 Global competitiveness
 Work force diversity
 Ethical issues
 Advances in technology and communication
 Sensitive approach to environment
 Shift in employees needs & aspirations
 Challenges faced by organizations

Prof Charu chaudhry

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