HUMAN RESOURCE

MANAGEMENT
Introductory Case Study
 HISTORY OF HR (Ancient HR)

• Some 100,000 years ago

• People were inefficient doing
everything on their own
• Hence they started working together.
• Even here in this case, some were
good at hunting, while others were
good at gathering.
We should
• So, people were put in the right tasks
either hunt or
gather

depending upon their skills

• This was early talent management.
 HISTORY OF HR (Medieval HR)

When Barons made peasants work too hard, they revolted. The barons asked the king for
help who deployed knights to negotiate with the peasant leaders. Medieval age saw the first
form of employment agreement.
 HISTORY OF HR (World’s first engagement survey)

In the 1700’s, King Louis asked the citizens, how to make Paris a better city. Hundreds of
submissions came in. But King Louis found it to be too expensive and hence did nothing. As a
result people revolted again and the French Revolution began.
 HISTORY OF HR (Industrial Revolution)
• Factories
employed
thousands
and made
them work
from dusk to
dawn without
proper
working
conditions.
• Workers
protested
against this.
• Legislations
had to
change.
 HISTORY OF HR (Industrial Revolution)
• The Quaker Cadbury family had an idea.
• “Why not make the workplace environment to be
the most lovely place in the country?”
• The factory was in a garden with tennis courts and
good enough breaks for workers.
• Back then, this was considered to be a CSR and
conscious capitalism.
• In our world today, the HR department is
responsible for maintaining a healthy workplace
environment.
WHAT IS HR?
Look at the questions given below and try answering them.
• Whom do you send your resume to when you see a job opening that
interests you?

• Who gives you the job offer and discusses your pay package with you?

• Who inducts you into the organization when you are a new employee?

• Whom do you contact when you have any doubts regarding your pay
package, perks, benefits, conveyance, leave management etc.?
• Who helps you in the final exit formalities when you leave an
organization?

• Who takes care of your training and development needs?

WHAT IS HR?

You must have guessed correctly. It is the Human

Resource Managers and people from the HR
Department who take care of you right from the
time when you apply to a company, you get the
job, you join the company, are working with the
company till the time you leave the company.

Hence, in your entire lifecycle of involvement with

the company, the HR always stands by you and
supports you during your tenure with the company.
Hence, HR managers are also known as ‘People
Managers’, ‘People Enablers’ and the practice as
‘Human Resource or People Management’.
WHAT IS HR?

Human Resource Management is an important

function of any organization. It encompasses the
management of people in organizations from a
macro perspective i.e. managing people in the
form of a collective relationship between
management and employees.

Thus, the HR function is concerned with the notions

of people enabling, people development and a
focus on making the ‘employment relationship’
fulfilling for both the management and employees.
Let us learn about Human Resource Management
in detail.
What is Human Resource Management (HRM)?

It is a science as well
because of the precision and
rigorous application of
theory that is required.

Human Resource Management

(HRM) is an ‘art and science’.

Thus, HRM is both the art of

managing people by recourse to
creative and innovative
approaches.
 What is Human Resource Management (HRM)?

HRM is all about people in organizations. No wonder that some MNC’s

(Multinationals) call the HR managers as People Managers, People Enablers
and the practice as People Management. In the 21st century organizations, the
HR manager or the people manager is no longer seen as someone who takes
care of the activities described in the traditional way. In fact, most
organizations have different departments dealing with Staffing, Payroll, and
Retention etc. Instead, the HR manager is responsible for managing employee
expectations vis-à-vis the management objectives and reconciling both to
ensure employee fulfillment and realization of management objectives.
 HUMAN RESOURCE MANAGEMENT

HRM is the strategic

approach to the effective
management of an
organization’s workers so
that they help business
gain a competitive edge
 Human resource objectives

Long term planning looks at the

Short term human resource planning
human resource needs of the business
deals with the existing and upcoming
in the foreseeable future. For
demands of an organization such as
example: the Walt Disney Company
employing workers to replace staff
recruited and trained employees up to
who are due to resign, retire or go on
2 years before Hong Kong Disneyland
maternity or paternity leave
was opened
 H I N K HR M
D O Y O U T
L A NN I N G
U I RE S P
REQ
 01 Historical data and trends

02 Sales and income levels

HR planning can be
achieved by looking 03 Labour turnover rates
at
Flexibility and workload of employees
04

05 Demographic changes
Organization will face
problems
Recruitment: Higher cost of recruitment, induction and training

Resources: Increasing amounts of resources & management time

spent on dealing with personnel problems, rather than on
achieving organizational objectives

Reservations: Lower morale and high levels of uncertainty

suffered by existing staff who experience continual change mean
that employees are more reserved and less productive

Returns and reputation: Lower levels of labour productivity,

profits and competitiveness, poor image if they cannot motivate
staff.
Demographic factors
1.Net birth rate
2.Net migration rate
3.Retirement age
4.Change in labour force participation
rate
5.Increased dependent population
6.Reduced labour mobility
7.Changes in consumption patterns
8.Changes in employment patterns
Source: https://www.youtube.com/watch?v=_lAYTH8eOIQ
Source: https://www.youtube.com/watch?v=tvpkEEmnZNU
Source: https://www.youtube.com/watch?v=lmoZ_W4WjW0
Changes in labour
mobility
Mobility of labour is the extent to which
people can move to different locations and
their flexibility in changing different jobs

Factors:
• Friends and family ties
• Relocations costs
• Fear of the unknown
• Cost of living
• Language and cultural differences

Changes in labour mobility have intensified the number of

people working in the gig economy
Source: https://www.youtube.com/watch?v=jLhGCvGn8VI
Immigration Factors

• Pay and remuneration

• Employment
opportunities
• Seasonal factors
• Domestic instability
• Higher standard of
living
 Definition

Remote work is a type of working

system where employees are not
expected to report to the company's
working area but can work from home or
any other conducive environment that is
not the company's working area.

— Giggling Platypus Co.

RECRUITING AND SELECTING STAFF
 Establishing the exact nature of job vacancy and
drawing job description
Responsibilities involved for
the job, place in the Job Title, details
hierarchical structure of tasks to be
performed

J O B
I O NS
R I P T
Working
conditions D ESC
How the job will be assessed and the
performance measured
DRAWING UP PERSON SPECIFICATION
PREPARING A JOB ADVERTISEMENT
• It should reflect the requirements of the job and
personal qualities needed.
• Job advertisement can be displayed within premises or
outside using various media, agencies or job centres.
• No element of discrimination implied in advertisement.
ADVANTAGES: INTERNAL AND EXTERNAL
RECRUITMENT
JOB ADVERTISEMENT
JOB ADVERTISEMENT
JOB ADVERTISEMENT
 SHORTLISTING APPLICANTS

• A small number of applicants are chosen based on their application forms and personal
details often contained in a CV.
• References may also have been obtained.
 SELECTING BETWEEN APPLICANTS

• Interviews are the most common methods of

selection.
• Candidates are assessed according to achievements,
intelligence, skills, interests, personal manner etc.
Source: https://www.youtube.com/watch?v=uhiBAQmkdb0
 SELECTING BETWEEN APPLICANTS
• Contract imposes
responsibilities on both the
employer and the employee.
• In most countries, it is illegal
for an employer to employ
workers without an
employment contract.
• In some countries like China,
a verbal agreement between
a workers and an employer
A legal document that sets out the terms and conditions
maybe legally binding. governing a worker’s job.
 LABOUR TURNOVER
• Measures the rate at which employees are
leaving an organization.
• It is measured by:
X 100
LABOUR TURNOVER
 TRAINING AND DEVELOPING EMPLOYEES
INDUCTION TRAINING: introductory training programme to
familiarize new recruits with the systems used in the business and
the layout of the business site.
 TRAINING AND
DEVELOPING EMPLOYEES
ON THE JOB TRAINING: instruction at the
place of work on how a job should be carried
out.
 TRAINING AND DEVELOPING EMPLOYEES
OFF THE JOB TRAINING: All training undertaken away from
the business, e.g.: work-related college courses.

Vestibule training in place away

from the actual on job location
 DEVELOPMENT AND APPRAISAL OF EMPLOYEES
• Employee Development is a continuous
process. Strategic HRM should analyse the likely
• Enables a worker to achieve a sense of self future needs of the business when
fulfilment. establishing the development plan.
• Work closely with worker’s functional dept.
DEVELOPMENT AND APPRAISAL OF EMPLOYEES
 DISCIPLINE AND DISMISSAL OF EMPLOYEES
Being dismissed or sacked from a job due to
incompetence or breach of discipline

• Dismissal withdraws a worker’s

immediate financial support and some
social status.
• It could lead to civil court action as well.
• HR department should help the employee
reach the required standard or stay within
conditions of employment.
• Organizations should be careful and do
not leave scope for allegations on unfair
dismissal
 FAIR DISMISSAL

UNFAIR
DISMISSAL
DISCIPLINE AND
DISMISSAL OF
EMPLOYEES
 REDUNDANCIES
When a job is no longer required, the employee doing
his job becomes unnecessary through no fault of their
own.

Source: https://www.theguardian.com/culture/2020/aug/22/bletchley-park-staff-face-redundancy-coronavirus
Employee morale and welfare
Source:
https://www.bananatreelog.com
/blog/mental-health-awareness-
month

HR department will offer advice, counselling and

other services to employees who are in need of
support.
 Work-Life Balance
A situation in which employees are able to
give the right amount of time and effort to
work and to their personal life outside work,
for example to family or other interests.

The pace of change in time and work hours

has increased now more than ever because:
1. Customers expectations
2. Organizations want to match their
business needs with the way employees
work.
3. Globalization
 Work-Life Balance
• Flexible working hours
• Teleworking
• Job sharing: Allowing two people to fill one full time
vacancy
• Sabbatical periods: an extended period of leave from
work
 Policies for diversity and equality

Equality policy: practices and

processes aimed at achieving a

fair organization where everyone

is treated in the same way and

has the opportunity to fulfil their

potential.

Diversity policy: practices and processes aimed at creating a mixed workforce and placing positive
value on diversity in the workplace