Professional Documents
Culture Documents
Points to Ponder
Definition and Concept of HRM History of HRM Functions of HRM HR Policies and Procedures Emerging Role of HRM Role of HR Executives Challenges to HR Professionals Strategic HRM
History of HRM - 1
Scientific Management Approach (mid 1900s)
Study of motion and fatigue one-best-way to accomplish the task Piece-rate system Welfare programmes Failed to bring behavioural changes and increase in productivity
History of HRM - 2
Human Resources Approach (1970s)
Principles
Employees are assets Policies, programmes and practices - help in work and personal development Conducive environment
Challenges of HRM
Individuals differ from one another Customization of stimulation and motivation Demanding personnel
Functions of HRM - 1
Managerial
Planning
Organizing
Staffing
Directing
Controlling
Functions of HRM - 2
Operational
Employment
HR Development
Compensation Mgt
Employee Relations
HR Planning
Performance Appraisal
Job Evaluation
Recruitment
Training
Selection
Management Development
Incentives
Placement
Bonus
Induction
Fringe Benefits
Human Resource Accounting It is measurement of the cost and value of people for an organization
ROLE OF HR EXECUTIVES
Service provider
Executive
Facilitator Consultant
Auditor
Challenges to HR Professionals
Worker productivity Quality improvement The changing attitudes of workforce The impact of the government Quality of work-life Technology and Training
Why???????????
President
Formal organization
Vice President
Vice President
Division Managers
Division Managers
Division Managers
Division Managers
Division Managers
Division Managers
Division Managers
Division Managers
Division Managers
Department Managers
Department Managers
Department Managers
Department Managers
Department Managers
Department Managers
Department Managers
Department Managers
Department Managers
Informal organization
Bowling team
GM
GM
GM
CM
PM
PM
PM
PM
CM
Manager
Team Lead
Team Lead
Team Lead
Manager
Officer
Team Member Officer Team Member Team Member Team Member
TALL STRUCTURE
Executive
Executive
FLAT STRUCTURE
Understand market & organization Be empathetic Build trust and transparency Win win approach
summary
Organizational Structure and Human Resource Management Formal and Informal Organizations Tall and Flat Organizational Structures Responsibility, Authority and Accountability Line and Staff Functions Human Resource Management and other Organizational Functions
Point to ponder
Definition of Human Resource Planning Objectives of Human Resource Planning The Process of Human Resource Planning Managing the Forecasted Demand/Surplus Growing Importance of Human Resource Planning
Opening case
HRP??? NO, Thank you A reputed south Indian university appointed 218 people on temporary basis and paid them Rs 750/month later increased to 1575/month. University already had surplus of these employees eating away 22% of budget allocation 33% of temporary staff already working for 10 years
No laid down procedure for recruitment or appointment, go to vice chancellor and get your name scribbled on it and your are taken in
They then realised the guilt of violating Equal Remuneration Act and supressing human rights What to do with this 218 temoparay staff...?? University can dismiss services of 33% as there have been breaks in their services. Will they take it????? While 67% of temporary staff, university can not terminate them, as there were no breaks University decides to regularize their services, with 50 available vacancies This would cost the university an exra expenditure of Rs 30 lakh/year. And 1.2 crore for rest remaining...
HRP defined
Process of anticipating and making provision for the movement of people into, within, and out of an organization
Objectives of HRP
Right Time Right number Right Skills Right Cost To maintain To forecast To optimize To utilize
Organizational plans and objectives Identify future human resource requirements Compare with the current HR inventory HUMAN RESOURCE PLANNING MODEL
Determine the numbers, levels & criticality of vacancies Analyze the cost & time involved in managing the demand Choose the resources & methods of recruitment
Determine the redundant numbers Analyze the cost & time required for managing surplus
Redeploy
Retrench
Forecasting
Compare future needs with current availabity Analyze companies change plan Forecasting methods used are Time Series Analysis, Regression Analysis and Productivity Ratios
outplacement
layoffs Leave of absence without pay Loaning
Thank you