Presented by: Clinio L.

Galviso, RN

Management of work force of an organisation ie how to manage the different people working together in a organisation.

HRM is a management function that helps managers recruit, train and develop members for an organisation.

Societal objectives To be socially responsible to the needs of the society. Organisational Objective To recognise the role of HRM in bringing about organisational effectiveness. Functional objective To maintain departments contribution at a level appropriate to the organisations needs.

Personal Objective To assist employees in achieving their personal goals, at least in so far as these goals enhance the individuals contribution to the organisation.

HRM Obj.
Societal Objective

Supporting function
1. Legal compliance 2. Benefits 3. Union Management relations

Organisational Objectives

1. HRP 2. Employee relations 3. Selection 4. Training & Development 5. Appraisal 6. Placement

MANAGERIAL FUNCTIONS Planning Organising Directing Controlling

OPERATIVE FUNCTIONS Staffing Development Compensation Motivation

Maintenance
Integration

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

MAINTENANCE

Health, Safety, Welfare

INTEGRATION

Employment relations, Grievance, Discipline, Trade unions, Participation

Labour or Personnel aspect Recruitment, Selection, Transfer, Promotion etc. Welfare aspect Housing, Lunch room, Health and Safety, Transport, education etc. Industrial relation aspect Union Management relations, Negotiation, Grievance handling etc.

Policy is predetermined course of action established to guide the performance of work towards accepted objectives. Importance -:

(1) Clear Thinking (2)Uniformity & Consistency of Admin. (3)Sence of Security (4)Control

Originated policies Made by top Management. Appealed policies Made on request to handle certain situation, or if certain aspects are missing in the main policy. Imposed policies Imposed by Govt & Legal authorities. General policies Do not relate any issue, may represent the priority of Top Mgmt. (WPM). Specific Policy Related to specific issues like Recruitment, Transfer, Promotion etc.

Strategy -: is a way of doing something. It usually includes the formulation of a goal and set of action plans for accomplishment of that goal. Strategy has two components -:

1) Planning 2) Action

Strategic management is understood as the process of formulating, implementing and evaluating business strategies to achieve organisational objectives. Analysis of the environment, formulation of strategies, and evaluation and control are the phases in the strategic management process.

Meaning Assessment of Human Resource Requirements & also the time & stages of requirement. Right person ---At Right place ---At Right time. Definition HRP is defined as the process by which management determines how an org should move from its current manpower position to its desired manpower position.

Future Personnel needs Creating highly talented personnel International Strategies Foundation of personnel function Resistance to change and move

Job analysis is the process of collecting job related information. Such information helps in the preparation of job description and job specification.

Job Analysis

Job Description

Job Specification

Job description -: A statement containing items such as Job title, Location, Job summary, Working condition etc. Job specification -: A Statement of human qualifications necessary to do the job. Usually contains items such as Education, Experience, Training, Communication skills etc.

HRP Recruitment & Selection Training & Development Remuneration Safety & Health Performance Appraisal

Observation Interviews Questionnaire Technical Conference Method

Strategic Choices Gather Information Process Information Job Description Job Specification

 1. 2. 3. 4. 1.

Strategic Choices : Employee Involvement Level of Details When and How often Past oriented and Future oriented Gather Information : What type of Data to Collected (machine, tools & work activities) Data collection methods Who to collect Data (Trained analyst, Supervisors, Job incumbents)

2.
3.

Information Processing -: How collected information will be used in forming Job Description and Job Specification.

Job description :
Job Specification -:

Support from Top management Single Means or Source No Training or Motivation Activities may be Distorted

The process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. Recruitment is a process of inviting applications from prospective employees. Recruitment is a positive process.

Determine the present and future requirements of the organisation in relation with the HRP and Job Analysis.

Increase the pool of job candidates at minimum cost. Meet the organisations legal and social obligations regarding the composition of its workforce.

Internal Sources -: Transfer , Promotions. External Sources-: Press Advertisements , Educational Institutions, Placement Agencies, Employment Exchange, Labour Contractors, Recruitment at factory Gate.

Recruiting Required Personnel Search for Perspective Employees Internal Sources External Sources Evaluating effectiveness of process

Personnel Requisition -: Requisition for recruitment from other deptt., Contains info like no of person required, duties to be performed, desired qualification, time of appointment, info about job. Locating and developing sources of required no and type of employees. Identifying the prospective employees with required characteristics.

Communicating the info about the org, the job and the terms and condition of service. Encouraging the identified candidates to apply for jobs in the org. Evaluating the effectiveness of recruitment process.

Overtime Employee Leasing Temporary Employment

Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organisation. Selection is a negetive process.

Preliminary Interview Application blank Selection Test Employment Interview Reference Check and Background Analysis Medical Examination Final Approval Evaluation

Psychological tests -: Aptitude test Informal Interview Formal Interview Depth Interview Stress Interview

Planned introduction of employees to their jobs, their co workers and the organisation. Orientation also called Induction, is designed to provide a new employee with the information he or she needs to function comfortably and effectively in the organisation.

To help new comer overcome his natural shyness and nervousness in meeting new people in the environment. To develop among the newcomers a sense of belonging and loyalty to the organisation. To develop a close and cordial relationship between newcomers and the old employees and their supervisor.

To ensure that the newcomers do not form negative or false impression and attitude towards the organisation or the job because first impression is the last impression. To give newcomers necessary information such as leave rules, rest period, locker room etc.

Placement refers to the allocation of people to jobs. It includes initial assignment of new employees and promotion, transfer, or demotion of present employees.

Difficulty with the placement is that we tend to look at the individual but not at the job. Job in this context may be classified into three categories. Independent Sequential Pooled

1. 2.

3.

Training is an attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. Training refers to the process of imparting specific skills. (Employees)

Development refers to learning opportunities designed to help employees grow. (Executive) Education is theoretical learning in classroom.

The need for training and development is determined by the employees performance deficiency computed as follows-:

Training & Development need = Standard Performance Actual Performance

Need Assessment -: Diagnoses the present problems & future challenges to be met through training and development. Need Assessment Methods -: As follows Group Assessment (intro of new product.) Org goals & objectives. Personnel skill inventories Exit interviews Customers Satisfaction data

1. 2. 3. 4.

1.
2. 3. 4.

5.

Off the job -: Vestibule Utilisation of actual equipments. Lecture Verbal presentation of information. Role playing is to create realistic situation. Simulation technique that duplicates as nearly as possible actual condition encountered on the job. Laboratory / Sensitivity training smaller group ie 12 or less. Provides awareness about their own behaviour & how other percieve them.

It is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development.

Promotions based on competence and performance. To confirm the services of probationary employees upon their completing the probationary period satisfactorily.

To asses the training and development needs of employees.

To decide upon pay rise where regular pay scales have not been fixed. Finally, performance Appraisal can be used to determine whether HR programmes such as selection, training and transfers have been effective or not.

Objective Correct or Improve performance Expectation In forming what is expected from employee Design Appraisal Helps in posing question which needs answers like Formal v/s Informal Appraisal, whose performance should be rated (group, team, individual), Who are Raters, What should be rated (Quality, Quantity, Time, Cost effectiveness, Need For Supervision), When to Evaluate, What Methods to be opted.

Appraise the Performance Quantity, Quality and time of Output. Performance Interview Use the Appraisal Data HRP, Promotion, Remuneration, Training and Development etc.

90 Degree Only Supervisor is Evaluator. 180 Degree Superior and Peer Group 270 degree Superior, Peer and Subordinates 360 Degree Superior, Peer, Subordinates, Clients and Self 540 Degree - Superior, Peer, Subordinates, Clients and Self 720 Degree - Superior, Peer, Subordinates, Clients, Self and Family

Behaviourally Anchored Rating Scales On the basis of the behavioural criteria of the employee rating is being done by the superior. Field Review Method Some one outside the assessees own department, usually from corporate office or HR department.

Job evaluation seeks to determine the relative worth of each job so that salary differentials can be established.

In job evaluation only jobs are rated unlike in performance appraisal where only job holders are rated.

Remuneration is the compensation an employee receives in return for his or her contribution to the organisation. Society Some people see pay as a measure of justice. Stockholders To stockholders, executive pay is of special interest, as linking executive pay to company performance is supposed to increase stockholders wealth.

Managers Compensation influences their success in two ways. First, it is a major expense. In addition to treating it as an expense, a manager also uses it to influence employee behaviour and improve organisation performance. Employees The pay individuals receive in return for the work they perform is usually the major source of their financial security.

Minimum Wage Wage for sustenance of life plus for preservation of the efficiency of worker. (Determined through Legislation) Fair Wage Equal to the rate prevailing in the same trade and in the neighborhood or equal to the predominant rate for similar work throughout the country. Living Wage Higher than fair wage. Provides for bare essentials plus frugal comforts.

Incentives are variable rewards granted to employees according to variations in their performance. The other name for incentives is Payments by results. But the word Incentives is most appropriate because of its motivational content.

Motivation of worker for higher efficiency and greater output. Earning of employees would be enhanced due to incentives. Increased earning helps employee to improve standard of living. Other advantages Reduced Supervision, better utilisation of equipments, reduced lost time, reduced absenteeism and turnover and increased output.

Deteriorate the quality of product as employee want to earn more by producing more quantity of products. When job is restudied there are chances that it may yield in lower earning in terms of earning incentives as new and high challenging jobs offers more scope for earning as compared to old jobs. Increases jealousy among the workers as the person earning less is jealous of the person earning more.

Employee benefits and services include any benefits that the employee receives in addition to direct remuneration.
Employee benefits and services are alternatively known as fringes or hidden payroll.

Treats -: free lunches, festival bashes, dinner for the family. Awards -: trophies, certificates, letter of appreciation. Office environment -: flexible hours. Tokens -: movie tickets, vacation trips. On the job -: job rotation, representing the company at public meetings.

IR is concerned with the system , rules and procedures used by unions and employers to determine the reward for effort and their conditions of employment, to protect the interest of the employed and their employers, and to regulate the ways in which employers treat their employees.

IR is concerned with the relationship between management and workers and the role of regulatory mechanism in resolving any industrial dispute.

1) 2) 3) 4)

IR specially covers the following areas-: Collective bargaining Role of management , unions and govt. Machinery for resolution of industrial dispute Individual grievance and disciplinary policy and practice

TU are voluntary organisations of employees or employers formed to promote and protect their interest through collective action. Though the terms employees and employers are used, when we say trade unions they generally refer to employees.

Dissatisfaction
Lack of power Union Instrumentality

Collective Bargaining takes place when representatives of trade union meet management representatives to determine employee wages and benefits and to solve other issues. Collective Bargaining is the most effective method of resolving industrial disputes.

Grievance Procedure Arbitration Conciliation Adjudication Consultative Machinery

There is a saying

Precaution is always better than cure.

Safety -: refers to the absence of accidents. Stated differently, safety refers to the protection of workers from the danger of accidents. Research says Every twenty seconds of working minute of every hour throughout the World, someone dies as a result of an industrial accident.

Types of accidents -: Accidents Internal

External
Minor

Fatal

Disability

Disability
Temporary
Partial Total

Permanent
Partial Total

Internal If a bone is fracture which cant be seen and judged from open eyes. External wounds which are seen through our open eyes. Major Accidents results in death or results in prolonged injury. Minor A scratch or injury does not seriously disable. Temporary If a person recovers disability from which he can recover fully after certain period.

Permanent Any injury which permanently disabled the person.

1)

2)

Need for safety -: Cost saving Direct cost ie compensation and Indirect cost ie loss of production, damages of equipment, wastage of time. Increased productivity Safety promotes productivity, employees feel safe and produce good quality and quantity.

3) Moral Providing safety to the employee has moral dimension, in addition to being a legal requirement. An employer has no right to cause accident to an employee which might kill the person. Monetary compensation does not bring the person back as a healthy individual. Can monetary compensation be a substitute for person?

4) Legal Supreme court says An enterprise which is engaged in a hazardous dangerously industry which poses a potential threat to the health and safety of the persons working in the factory or industry must ensure that neither the workers nor the society suffers any kind of damages . All safety related requirements to be fulfilled by the industry as legal requirement before start of work.

1) 2) 3) 4) 5)

Health - : The well being of the employees in an industrial establishment is affected by accidents and by ill health physical as well as mental. Health in Industry can be discussed through following angles-: Physical health Mental health Noise control Stress management Violence at work place

Health hazards -: Health hazards

Causes

Lung cancer oven emissions, smokes Leukemia Radiation Reproductive problems Radiation Vision Chemical fumes, Office equip. Hearing High noise level

Mental health -: Specially at executive cadre. Three reasons for this development are mental breakdowns because of pressure & tensions. Mental disturbances because of reduced productivity & lower profits. Mental illness alcoholism & poor human relations.

Noise Control -: Noise can only be minimised but can not be totally eliminated. Constant exposure to noise not only effects hearing ability but also effect the general health of the employees.

Work stress -: refers to an individuals response to a disturbing factor in the environment . Stress is mostly understood to be negative, but it has positive dimension also. When stress brings out something better from an individual, it is called eustress. Violence at work place -: