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HRM Intro.

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11 views22 pages

HRM Intro.

Uploaded by

aarchishahh
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Human Resource Management

By Dr.Shweta Bambuwala
• Anagram Finances

• Started as a small organization with only 50 workers 10 yrs


ago
• Mr Patil a 12 passed man employed people who he knew
and who had reasonable capabilities to perform.
• No formal recruitment process followed
• His Son an MBA wants to expand.
• An HR professional hired advises to discontinue old 50
workers.
• The 50 workers rise in protest.
• Decision was reconsidered and son decides to give some less
important jobs which does not involve much skill and
decision making.
• Workers refused to accept.
• DECIDE
Organization

Physical Human
Resources Resources
Why and how human resources (HR) are
superior to physical resources
• HR alone appreciates over a period.
• HR achieves in higher performance output than
its actual input.
• HR brings value to all other assets.
• Operational flexibility is possible with HR.
Human Resource Management: meaning
Human resource management is concerned
with policies and practices that ensure the
best use of the human resources for fulfilling
the organizational and individual goals.
Objectives of HRM
• To Take care of the work life of the employees
• To act as liaison between the top management
and the employees
• To offer training
• To devise employee benefit schemes for
developing skills, improving employee
motivation and group morale
• To ensure and enhance the quality of work life
• To help keep up ethical values and behavior
amongst employees
Scope of human resource management
• Personnel or labour aspect deals with HR
planning, recruitment, selection, placement,
training and development, remuneration, etc.
• Welfare aspect deals with working conditions
and amenities such as canteen, rest-rooms, etc.
• Industrial relations aspect deals with union–
management relations like collective bargaining,
grievance and disciplinary actions, etc.
Functions of human resource
management
Operative functions of HRM
Qualities of an HR manager

• Knowledge
• Intelligence
• Communication skills
• Objectivity and fairness
• Leadership and motivational qualities
• Emotional maturity and
• Empathy
Why Is Human Resource Management
Important to All Managers?
• To avoid personnel mistakes
• To improve profits and performance
• You may spend some time as an HR manager
• You may end up as your own human resource manager
HR Manager’s Proficiencies
1. HR proficiencies

2. Business proficiencies

3. Leadership Proficiencies

4. Learning proficiencies
Line and Staff Aspects of Human Resource
Management
• Authority is the right to make decisions, to direct the work of
others, and to give orders.

• Managers usually distinguish between line authority and staff


authority.

– Line authority gives you the right to issue orders


– Staff authority gives you the right to advise others in the
organization
Human Resource Managers’ Duties
Line Function
Coordinative Function
Line Authority
Functional Authority
Implied Authority

Functions of
HR Managers

Staff Functions
Staff Authority
Innovator
Employee Advocacy

1–14
Line Versus Staff Authority of HRM
• Line manager: Empowered to direct the work of
the people assigned to them
• Staff Advisor: play important role in advising
and assisting the line managers.
General
Manager

Pro. Manager HR manager Sales


Manager
Line manager’s Responsibility
• Placing Right person on the right job
• Starting new employees on the organization
• Training the employees for the jobs that are new
• Improving the job performance of each person
• Gaining creative cooperation and developing smooth working
relationship
• Interpreting the policies and procedures of the company
• Controlling the labour cost
• Developing the abilities of each person
• Creating and maintaining the department morale
• Protecting the employees health and physical condition
The future role of HRM
• Strategic Human Resource Management
• Creating High performance Work Systems
• Managing with Technology
• High Performance Work System
• Measuring team’s performance
1. Metrics
2. HR Scorecard
Environment of Human Resource Management
• External Factors
• Internal Factors
1. Social environment factors
2. Demographics
3. Educational status
1. The vision and
4. Technological environment factors mission of the
5. Political environment factors organization
6. Nature of political organization and
system 2. Business strategy
7. Political stability
8. Prevailing political ideologies 3. Organizational
9. Legal environment factors culture
10. Economic environment factors
11. Labour market 4. Organizational
12. Globalization structure
13. Competitors
14. Trade unions 5. HR system
15. Customers
16. Shareholders
Trends in Human Resource Management
• Technology Advances
• Improving performances through HRIS
• Globalization and Competition Trends
• Trends in nature of Jobs People Do
• Workforce Demographics and Diversity Trends
Demographic trends, Generation Y, Retirees, nontraditional
Workers, Workers from Abroad
The New Human Resource Manager
• They Focus more on strategic , big picture issues
• They Focus on improving performance
• They Measure HR Performance and Results
• They Use Evidence based Human Resource
Management
• They Add Value
• They Use new ways to provide HR Services
• They Take Talent Management Approach to Managing
Human Resources
• They Manage Employee Engagement
• They Manage Ethics
The HR Manager’s Competencies
• Strategic Positioners
• Credible activists
• Capability Builders
• Change Champions
• HR innovators and integrators
• Technology Proponents
The Human Resource Department
Figure 1-1 Human Resource Department Organization Chart Showing Typical
HR Job Titles

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