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Human Resource Management

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Ahsan Khan
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0% found this document useful (0 votes)
15 views22 pages

Human Resource Management

Uploaded by

Ahsan Khan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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HUMAN RESOURCE

MANAGEMENT
LEARNING OBJECTIVE
To understand what is human resource.

To have an understanding about HRM

Evolution of HRM

Important functions of HR
Human resource are the
persons, workforce who work
in an organization in order to
complete tasks and to achieve
organization goals.
WHAT IS HUMAN RESOURCE
MANAGEMENT?
HRM is the study of activities regarding people
working in an organization.

It tries to match an organization’s needs to the skills


and abilities of its employees.

Since mid 1980’s Human Resource Management


(HRM) has gained acceptance in both academic and
commercial circle
DEFINITION

Human Resource Management (HRM) can be defined as the


art of procuring, developing and maintaining competent
workforce to achieve the goals of an organization in an
effective and efficient manner.
NATURE OF HRM
 HRM Involves the Application of Management Functions
and Principles.

 Decision Relating to Employees must be Integrated.

 Decisions Made Influence the Effectiveness of an


Organization.

 HRM Functions are not Confined to Business Establishments.

 HRM Functions are applicable to non business like


organizations such as education, health care, recreation .
SCOPE OF
HRM
IMPORTANCE OF HR
 Helps in building good corporate culture

 Proper utilization of resources

 Helps in the overall development of the management processes

 Helps in finding the need and importance of employees in the organization

 Proper process of recruitment

 HR is responsible in helping management understand the important issues related to

human resource
IMPORTANCE OF HR
 Its acts as a guideline for the organization

 Its acts as a mediator between the management and

the employees

 Helps in creating a good atmosphere

 Helps in the overall development of the employees

 Its also helps in solving the conflicts and to settle

the negotiations in the organization

 HR makes sure that workplace activities, events,

celebrations, ceremonies, field trips, and team

building opportunities are occurring.


LATEST CHANGES/ CHALLENGES
IN HRM

Challenges of globalization

Up gradation in technology

Changes in politico-legal

environment
Green HRM

Changes in workforce

diversity
LATEST CHANGES/ CHALLENGES
IN HRM

Chronic Health Issues

Career management and Development

Employee Benefits and Compensation

Empowerment of employees

Latest Trends in Recruitment


Line and Staff aspects of Human Resources Management Introduction

Most of the organisational structures are general


They are made up of individuals, groups, departments and
divisions
Reflecting and zooming in the previous unit about
organisation structure
We might find that certain functions are performed as;
Line and Staff functions
The functions depend on the organisation size
The smaller organisations allows managers and supervisors
can fulfil both the staff and line functions
Whilst this is not the case in larger organisation
 Line and staff functions
 Line functions
 Directly involved in doing the work for which the organization
is established
 Line functions are also referred to as core functions
 Staff authority:give the manager authority to advise other
managers or employees and create advisory relationship.
 Staff functions
 Provide support functions
 Planning and control functions
 Line Authority:Gives manager the authority to issue orders to
managers or employees and create supervisor subordinates
 Reflection exercise
 Think about the Human Resources function would you consider it a having
a Staff authority or a Line authority?
 Give an example or a scenario and share with the class
Line and Staff Managers duties
Line Managers
Directly involve in the work that the organisation was
created for.
Staff Managers
Planning and control e.gHR manager responsibility
would be assisting with policy formulation, workforce
planning, training and development etc.
 Competencies impacting human resources management
 Human Resources competencies are necessary for success of the
organisation in order to add value.
 In order to achieve that the following domains of competencies need to
be developed by HR managers:
 •Personal credibility
 •Management of change
 •Management of culture and diversity
 •Delivery of human resources practices
 •Knowledge of the business
HR METRICS
 Human Resource (HR) metrics are measurements used to determine
the value and effectiveness of HR strategies .

 It helps company to keep its updated with a year-to-year trends and


changes in the organization

 Metrics provide a number of factors that can be measured to show


how HR contributes to the business.

 How to Measure Human Resource Management, by Jac Fitz-enz and


Barbara Davison,

 “Investing In People: Financial Impact Of Human Resource Initiatives”

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