Understanding the Nature and Scope of Human Resource Management

Human Resource Management, 5E

Understand the Nature, Scope and Objectives of Human Resource Management. Design an Organisation Chart for Human Resource Management Function in a Typical Industrial Establishment. Understand the Personnel Principles and Policies. Trace the Evolution of Human Resource Management. Understand Human Capital Management Identify Jobs and Careers in HRM.

Human Resource Management, 5E

Meaning and Definition

Peoples dimension Organisational effectiveness

Scope of HRM

Enters Works Exits

Human Resource Management, 5E

Nature of HRM

Prospects of HRM

Employee Hiring

HRM
Industrial Relations Employee & Executive Remuneration

Employee Maintenance

Employee Motivation

Human Resource Management, 5E

Personnel Management Careful delineation of written contracts Importance of devising clear rules Procedures Norms/customs and practices Monitoring Labour management Piecemeal Slow Transactional Indirect Negotiation Separate, marginal task Job evaluation

HRM Aim to go beyond contract Can do outlook, impatience with rule Business need Values/mission Nurturing Customer Integrated Fast Transformational leadership direct facilitation Integrated key tasks Performance related

Human Resource Management, 5E

Personnel Management Separately negotiated Collective bargaining contracts Many Division of labour Reach temporary truce Controlled access to courses personnel procedures Labour is treated as a tool which is expendable and replaceable Interests of the organisation are uppermost Precedes HRM external

HRM harmonisation Individual contract Few Team work Manage climate and culture Learning companies wide ranging culture, structural and personnel strategies. People are treated as assets to be used for the benefit of an organisation, its employees and the society as a whole. Mutuality of interests Latest in the evaluation of the subject internal

Human Resource Management, 5E

Semantics HRM vs. PM

Mutuality Labour management Legal compliance

HRD and IRM What are they?

Segments of HRM

Human Resource Management, 5E

Owner/Manager

Manager-Personnel

ManagerAdministration

Manager-HRD

Manager-IR

Appraisal

Training & Development

PR

Canteen

Medical

Welfare

Transport

Legal

HRP

Hiring

Grievances Handling

Compensation

Human Resource Management, 5E

Personal Objectives

Functional Objectives

Organisational Objectives

Societal Objectives

Human Resource Management, 5E

Owner/Manager

Production Manager

Sales Manager

Office-Manager

Accountant

Personnel Assistant

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Chairman and Managing Director

Director Production

Director Finance

Director Personnel/HRM

Director Marketing

Director R&D

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Only hype but low on content Has grown from IR to PM to HRM. But HRM is brilliant ambiguity. HR Manager is change agent and transformationalist. Finance overtakes personnel function.

Human Resource Management, 5E

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Role clarity Empowerment Take responsibility Competence development Clearly defined objectives for individual and the work team

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The local unions as natural co-operation partners Planning discussions held at least once a year Internal mobility and employee development Ethics, equal opportunities and an open and honest exchange of thoughts and ideas

A strategic issue

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1920s 30s
Pragmatism of capitalists

1940s 50s
Technical, legalistic

1970s 80s
Professional, legalistic, impersonal

1990s
Philosophical

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HR Specialist HR Manager HR Executive Why Study HRM?

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It is good to read that people management has matured from IR to PM to HRM to HCM. But has the change been only cosmic or real? Have a debate.

Human Resource Management, 5E

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Should this happen? Would this happen? Could this happen? How could all HR activities be outsourced? Can a firm function with a HR department organised on perfunctionary basis? Answer these questions.

Human Resource Management, 5E

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Looking at the four models described in this section, what similarities and dissimilarities do you notice among them? What assumptions to they make? What lessons do they carry to practising HR managers and students of HRM?

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