An Introduction to HUMAN RESOURCE MANAGEMENT
Listen with your full attention, look for the good in others , have a sense of humor and say thank you for a well done job. Paul Smucker
What is Management? It is the creation of a technical & human environment that supports the optimum utilization of resources & competencies for achieving organizational goals.
Concept of HRM
Definition of HRM Aims Versions Development Initial & Further Reservations HRM & Personnel management Key activities Key requirements HRM Context Conclusion
What is Human Resource Management?
The people dimension of management A management function which aims to ensure the availability of a competent & committed workforce
In simple words , it is having the right people at the right place & right time.
Cont.d
Human Resource Management (HRM) is the function within an organization that focuses on. Recruitment & Management of people and provides direction to people who work in the organization HRM can also be performed by line managers.
Key Activities
HRM is the organizational function that deals with issues related to people.
Hiring, training Compensation , Benefits Performance management Safety , Wellness Motivation Communication Administration Organization development
CONT.D
HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment.
Effective HRM enables employees to contribute effectively and productively to overall company direction to accomplish organizational goals and objectives.
Aims of HRM
Overall purpose : To achieve success thru people HRM systems source of organizational capability To learn & capitalize on new opportunities Specific purpose : Resourcing & Development obtain & retain a skilled , committed, motivated workforce Value employees policy/process, valued/rewarded Relationships productive climate , harmonious relationships
Versions
Hard HRM approach Capitalistic, traditional approach Worker, a commodity or another key resource - Quantitative, calculative and business strategic aspects Soft HRM approach Traces roots to the human relations school Communication , motivation & leadership aspects
Reservations
Personnel & HRM any difference? Optimistic but ambiguous hype no hope Contradictions & manipulations Promises but no delivery Prized goals unproven & unfulfilled Highly impractical HRM as a theory deficient/not explicit Self interests
HRM at present
HRM is moving away from traditional personnel administration & transactional roles which are being increasingly outsourced. HRM is expected to add value to strategic utilization of employees employee programs that impact business in measurable ways
The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.
HR & HR roles ?
HR is the total Knowledge, Skills, Talents, Aptitude & Creative abilities of an organizations workforce.
It also includes the values , attitudes & beliefs of the individuals involved.
Multiple roles played by HR professionals:
Business strategic partners Change agents Consultants or Service-providers
HRM Process
Competence building HR Planning
Managing corporate Culture Recruitment & Selection
Leadership & Teambuilding
Compensation / remuneration / Wages & Salary admn.
Performance Management
The Functions
HR Planning Job Anaysis & Design Recruitment & Selection Induction & Placement Training & Development Performance Appraisal Job Evalutation Remuneration Communication Negotiation with Trade Unions Industrial Relations Motivation Welfare Safety Health
Employee Procurement
Employee Development, motivation & maintenance
Functions of HR
MANAGERIAL FUNCTIONS
Planning OPERATIVE FUNCTIONS Staffing Development Compensation Motivation
Organizing
Directing Controlling
Maintenance
Integration
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
DEVELOPMENT
COMPENSATION & MOTIVATION
Operative functions of HR (contd.)
MAINTENANCE
Health, Safety, Welfare, Social security Employment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining
INTEGRATION
The 4 aspects of HRM
Personnel aspect Recruitment, Selection, Transfer, Promotion etc. Development aspect Training, career Planning, quality of work life , employee participation schemes. Welfare aspect Housing, Lunch room, Health and Safety, Transport, education etc. Industrial relations aspect Union Management relations, Negotiation, Grievance handling etc.
Factors influencing HRM
INTERNAL
Unions Strategy Leadership Providing work life balance Inter personal relationships Organizational Culture Professional Bodies
EXTERNAL
POLITICAL LEGAL BUSINESS ENVIRONMENT GLOBALISATION MERGERS & ACQUISITIONS DOWNSIZING /RIGHTSIZING NATIONAL ECONOMY DEMOGRAPHIC Diverse workforce Knowledge workforce / intellectual capital More Women in workforce Changing family structure Contingent workforce
TECHNOLOGICAL FACTORS
Occupational Shift (manufacturing .. services) Managing a virtual workforce Managing employee alienation Training & retraining employees to manage obsolescence Need based technology not fads
HRM Environment - External
Technology
Professionalism
Economic
HRM
Social & cultural
Political & legal
Union
HRM Environment - Internal
Policies
HRM
Mission
Organisational Conflict
CONCLUSION
HRM is one of the most complex and challenging fields of management HR practices help organizations achieve longterm & short-term goals through optimum utilization of human resources. Human resource objectives must be alignment with the organization objectives. in
A new agenda for the role of HR , different from the traditional role of HR .
HRM long way ahead
HR practices & management must achieve professional and competitive standards. A lot needs to be done by HR in terms of
Identifying & nurturing talent Creating a performance-driven culture Bringing about Changes in the mindsets of employees at all levels
The main aim is providing value to customers
People, people & people
Organizations do not accomplish anything.. Plans do not accomplish anything either Theories of management do not much matter. Endeavors succeed or fail because of the people involved By attracting best people great deeds are accomplished....... Talent management happens everyday. attract candidates, hire the most qualified , bring people on board as employees, manage their performance and train them as and when required. This is what keeps the organization competitive
Thank You!
