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    HRM - Unit 1

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    Preeti Bhaskar
    This document provides an overview of key concepts in human resource management (HRM). It defines HRM and discusses its objectives, functions, and importance in organizations. Specifically, it outlines the scope of HRM, differences between HRM and personnel management, HRM models and environmental factors. It also examines the roles of HRM in organizations and how HRM may evolve to address future workforce needs and trends.

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    HRM - Unit 1

    Uploaded by

    Preeti Bhaskar
    199 views23 pages
    This document provides an overview of key concepts in human resource management (HRM). It defines HRM and discusses its objectives, functions, and importance in organizations. Specifically, it outlines the scope of HRM, differences between HRM and personnel management, HRM models and environmental factors. It also examines the roles of HRM in organizations and how HRM may evolve to address future workforce needs and trends.

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    This document provides an overview of key concepts in human resource management (HRM). It defines HRM and discusses its objectives, functions, and importance in organizations. Specifically, it outlines the scope of HRM, differences between HRM and personnel management, HRM models and environmental factors. It also examines the roles of HRM in organizations and how HRM may evolve to address future workforce needs and trends.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    199 views23 pages

    HRM - Unit 1

    Uploaded by

    Preeti Bhaskar
    This document provides an overview of key concepts in human resource management (HRM). It defines HRM and discusses its objectives, functions, and importance in organizations. Specifically, it outlines the scope of HRM, differences between HRM and personnel management, HRM models and environmental factors. It also examines the roles of HRM in organizations and how HRM may evolve to address future workforce needs and trends.

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    HUMAN RESOURCE MANAGEMENT

    LOG O

    CHAPTER OUTLINE
    Meaning and definition Scope Objectives Importance Functions Difference between HRM and Personnel Management HRM Model Environment of HRM Role of HRM in organization Role of HR

    Human Resource Management

    LOGO

    INTRODUCTION
    HRM is concerned with the people dimension in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization is essential to achieve organizational objectives.

    This is true, regardless of the type of organization government, business, education, health or social action

    Human Resource Management

    LOGO

    DEFINITION

    According to Flippo, Personnel Management, or say, human resources management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance, and separation of human resources to the end, that individual, Organizational and social

    Human Resource Management

    LOGO

    IMPORTANCE

    Human Resource Management

    LOGO

    OBJECTIVES

    PERSONNEL OBJECTIVE

    FUNCTIONAL OBJECTIVE

    Objectives
    ORGANIZATIONAL OBJECTIVE SOCIETAL OBJECTIVE

    Human Resource Management

    LOGO

    Organizational Objective

    To recognize the role of HRM in bringing about organizational effectiveness

    Personnel objective

    To assist employees in achieving their personnel goals, at least in so far as these goals enhance the individuals contribution to the organization

    Functional Objective

    To maintain the department, contribution at a level appropriate to the organization

    Societal Objective

    To be ethically and socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon their organization
    Human Resource Management

    LOGO

    SCOPE
    EMPLOYEE HIRING

    EMPLOYEE MAINTAINACE

    REMUNERATION

    SCOPE of HRM
    EMPLOYEE MOTIVATION

    INDUSTRIAL REALTION

    Human Resource Management

    LOGO

    Mission of an organization

    FUNCTIONS OF HRM

    Objectives HRM objectives Strategies and Policies of HRM Managerial functions of HRM Operative function of HRM

    P L A N N I G

    O R G A N I S I N G

    S T A F F I N G

    D I R E C T I N G

    C O N T R O L L I N G

    EMPLOYEMENT

    HUMAN RESOURSE DEVELOPMENT Performance appraisal Training Management development Career planning & development Organization changes Organization development

    COMPENSATION MANAGEMENT

    EMPLOYEE RELATION

    MAINTAINACE

    HRP
    Recruitment

    Employment

    Employment Motivation Job satisfaction Communication Grievance and disciplinary Collective bargaining Conflict management Participative management

    Health Safety Social Security Welfare schemes Personal records Personal research

    Selection Induction
    Placement

    Job evaluation
    Wages and salary administration

    Fringe benefits

    LOGO audit

    Personnel

    Operative functions of HR
    STAFFING
    Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility Competency profiling, Training and development, Performance & potential management, Career management, 360 degree feedback Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits
    Human Resource Management

    DEVELOPMENT

    COMPENSATION & MOTIVATION

    LOGO

    Operative functions of HR (contd.)


    MAINTENANCE
    Health, Safety, Welfare, Social security Employment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining

    INTEGRATION

    Human Resource Management

    LOGO

    Difference between HRM and Personnel management

    Human Resource Management

    LOGO

    Personnel
    Time & Planning Short term , reactive ad hoc marginal Compliance

    HRM
    Long term proactive, strategic, integrated Commitment

    Psychological contract Control system

    External

    Self-control

    Employee Relation Collective , low trust

    Individual , high trust

    Structure and systems Roles

    Bureaucratic , centralized , Formal Organized , developed , flexible

    Specialist / Professional

    Largely integrated in management

    Evaluation criteria Cost minimization

    Maximum utilization

    Human Resource Management

    LOGO

    HRM Model

    Human Resource Management

    LOGO

    HRM Model
    Stakeholder interests:
    stakeholders are people who have a nancial interest in the organization, management, and employee groups. They also includes external bodies such as government and the local community, particularly in areas where one company is a large provider of employment.

    Situational factors: these include the characteristics of the workforce, labor markets,
    union representation, and legislation, as well as societal values and culture. Elements of the business environment also need to be considered, such as the prevailing economic climate, the strategic direction of the company, and the management philosophies that drive the organization. These lead to HRM policy choices in areas such as reward systems, work systems, and employee inuence.

    HR outcomes:

    these follow from the HRM policy choices and are concerned with commitment, competence, congruence, and cost-effectiveness.

    Long-term consequences:

    these follow on from HRM policies and are concerned with individual well-being, and with ensuring that individuals are looked after and their needs considered.
    Human Resource Management

    LOGO

    EXTERNAL FACTORS
    PESTEL
    P - political factors E economical factors S social factors T technical factors E environmental factors L legal factors

    Internal factors
    Mission Policies

    Environment

    Organization culture Organization structure HR system

    of HRM

    Workforce diversity Unions Employee demands and expectation

    Human Resource Management

    LOGO

    Role of HR in organization
    HR MANAGER
    To administer and coordinates program across all the functional areas To oversee the designing and implementation of the HR Policies at the facility and advice line managers on HR issue

    HR EXECUTIVE
    Responsibility of linking the firms corporate policy and strategy with HRM Responsible for recruitment , compensation etc.

    HR FACILITATER HR act as a facilitator when training and development are planned and conducted , performance appraisal are one HR CONSULTANT
    When managers are facing problems while supervising employees, managers seek advise from HR consultant

    HR SERVICE PROVIDER
    LOGO Providing information on market statistics of personnel availability, pay rates etc.

    Human Resource Executives, Generalists, and Specialists


    Vice President, Human Resources Vice President, Industrial Relations

    Manager, Compensation

    Manager, Training and Development

    Manager, Staffing Executive: Generalist: Specialist:


    Human Resource Management

    Benefits Analyst

    LOGO

    HRM and 3 Ps
    People
    adds value to the firm rare resource inimitable non-substitute

    Processes Performance
    To create value and continuously increase the rate of return on investment (ROI)
    LOGO

    Human Resource Management

    Future of HRM : Influencing factors


    Size of workforce Composition of workforce Employee expectation Changes in technology Lifestyle changes Environmental challenges Personnel function in the future
    1. 2. 3. 4. 5. 6.

    Job redesign Career opportunities Productivity Recruitment and selection Training and development Rewards LOGO

    Safety and welfare

    Human Resource Management

    Changes in 21st century impacting HRM


    HR as a spacing board of success Talent hunting, developing and retaining Lean and mean organization Labor relations Health care benefits

    Human Resource Management

    LOGO

    SHIFTS IN HRM IN INDIA


    Traditional HR practices
    Administrative role People as expense Reactive Production focus Separated, isolated from company mission Individual's encouraged, singled out for praise ,rewards

    Emerging HR practices
    Strategic role People as a key

    investment/assets

    Proactive Key part of the organizational mission Service focus Cross-functional teams, teamwork most important
    Human Resource Management

    LOGO

    LOGO

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