Professional Documents
Culture Documents
MANAGEMENT
MODULE # 1
HRM
HRM is a management function concerned with
hiring, motivating & maintaining people in the
organisation. Its prime focus is on the people
Organizational
To recognise the role of HRM in bringing about
organizational effectiveness .
To instill ethical values & behaviour amongst the
employees
HRP, Selection, Training & development,
Appraisal ,Placement, Assessment
HRM : Objectives
Functional
To maintain the department’s contribution at
a level appropriate to the organisation’s
needs
HRM should aim at providing the
organisation with well trained and well
motivated employees
HRm should employ the skills of the
workforce effectively
Appraisal,Placement,Assessment
HRM :Objectives
Personal
To assist employees in achieving their personal
goals . This should be to motivate the employees
and to retain them
Training and development
Appraisal
Compensation
Placement
Assessment
Communication
Job Evaluation
Orientation &
placement
Personnel aspect
Welfare aspect
Industrial relations aspect
Functions of HRM
Managerial Functions
o Planning
o Organising
o Staffing
o Directing
o Controlling
Functions of HRM
Operative Functions
o Procurement
o Development
o Compensation
o Maintenance & Motivation
o Integration
o Industrial relations
Functions of HRM
Advisory Functions
Top management
Department Heads
Employees
Primary Functions of HRM
Human resource planning
Equal employment opportunity
Staffing (recruitment and selection)
Compensation and benefits
Employee and labor relations
Health, safety, and security
Human resource development
Secondary HRM Functions
Organization and job design
Performance management/ performance
appraisal systems
Research and information systems
HR POLICY
A policy is a plan of action
It is a statement of intention committing the
management towards a general course of
action
An expression of the philosophy & culture of
the organisation
A policy statement is more specific & commits
the management to a specific course of action
Why policies ?
To ensure consistent treatment of all personnel policies
Favoritism and discrimination thereby can be
minimised
Policies require that management give deep thought to
the basic needs of both the organisation and the
employees
Continuity in action even when people change
It serves as a standard of performance
Sound policies help resolve intrapersonal, interpersonal
and intergroup conflict
Procedure
A policy does not give the details of how to
implement your policies framed
A procedure details the policy.
A procedure in reality is a method for carrying
out a policy
HRM vs PM
HRM is continuous, on-going development
function aimed at improving human processes.
PM is traditional, routine, maintenance-
oriented, administrative function
The scope of HRM views the organization as a
Employment Contract
Rules
Managerial task
Key relations
Speed of decision
Managerial role
Communication
DIMENSIONS contd…
Prized Management skill
Pay
Conditions
Conflict handling
Training and development
Respect for employees
Interests
HRM & HRD
HRM and HRD
Human resource development (HRD) is just
one of the functions within HRM
HRD is a set of systematic and planned
activities designed by an organization to
provide its members with the necessary skills
to meet current and future job demands.
OBJECTIVES
and subordinate.
Personal benefits
• Helps the individual in making better decisions
and effective problem solving.
• Aids in encouraging and achieving self-
development and self-confidence.
• Provides information for improving leadership,
knowledge, communication skills and attitudes.
• Helps a person develop speaking and listening
skills.
• Helps eliminate fear in attempting new tasks.
Organizational Development
The process of improving an organization’s
effectiveness and member’s well-being
through the application of behavioral science
concepts
HRD plays the role of a change agent
Career Development
Ongoing process by which individuals
progress through series of changes until they
achieve their personal level of maximum
achievement.
Career planning
Career management
Challenges for HRD
Changing workforce demographics
Competing in global economy
Eliminating the skills gap
Need for lifelong learning
A FEW EXAMPLES
POLICY OF
Hiring with due respect to factors like reservation ,sex,
allowances.
With regard to industrial relations ;trade union
recognition,collective bargaining,grievance procedure
,communication with workers
Learning & Performance
Offer it again?
What are the true costs?
Can we do it another way?
Summary
HRD is too important to be left to amateurs
HRD should be a revenue producer, not a
revenue user
HRD should be a central part of company
You need to be able to talk in terms of
MONEY
Sample HRD Jobs/Roles
Executive/Manager
HR Strategic Advisor
HR Systems Designer/Developer
Organization Change Agent
Organization Design Consultant
Learning Program Specialist
Sample HRD Jobs/Roles – 2
Instructor/Facilitator
Individual Development and Career Counselor
Performance Consultant (Coach)
Researcher
HR Manager Role
Integrates HRD with organizational goals and
strategies
Promotes HRD as a profit enhancer
Tailors HRD to corporate needs and budget
Institutionalizes performance enhancement
HR Strategic Advisor Role
Consults with corporate strategic thinkers
Helps to articulate goals and strategies
Develops HR plans
Develops strategic planning education and
training programs
HR Systems Designer/Developer
Assists HR manager in the design and
development of HR systems
Designs HR programs
Develops intervention strategies
Plans HR implementation actions
Organization Change Agent
Develops more efficient work teams
Improves quality management
Implements intervention strategies
Develops change reports
Organization Design Consultant
Designs work systems
Develops effective alternative work designs
Implements changed systems
Learning Program Specialist
Identifies needs of learners
Develops and designs learning programs
Prepares learning materials and learning aids
Develops program objectives, lesson plans,
and strategies
Instructor/Facilitator
Presents learning materials
Leads and facilitates structured learning
experiences
Selects appropriate instructional methods and
techniques
Delivers instruction
Individual Development and
Career Counselor
Assists individuals in career planning
Develops individual assessments
Facilitates career workshops
Provides career guidance
Performance Consultant (Coach)
Advises line management on appropriate
interventions to improve individual and group
performance
Provides intervention strategies
Develops and provides coaching designs
Implements coaching activities
Researcher
Assesses HRD practices and programs
Determines HRD program effectiveness
Develops requirements for changing HRD
programs to address current and future
problems