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Human Resource Management

- An Introduction -

PGPM

Term III

Prof. Ajay SinghIIM, Lucknow

NOIDA Campus

January 2011

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Human Resource

Management

HR PlanningJob Analysis

Career &Succession

Planning

Reward &

Compensation

Recruitment &

Selection

Performance

Management

Training &

Development

HR System

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Factors which impact the HR System

Strategy of the organization

The market conditions in which the company

operates.

Socio-economic conditions of the people/ customer

The legal system of the region/ nation

The National Culture

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Growth of HR:

a long journey

Welfare

Personnel HRM

Strategic HR

SIHRM as a driver to change

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Major Changes taken place in Businesses

-An Overview-

Increased globalization resulting into globalcompetitiveness and emerging global organizations

Rapid growth of Service sector

Growing number of knowledge employees

Fast technological changes demanding continuousupgradation of knowledge

Changing structure and work pattern of

organizations (flatter, virtual etc.)

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Major changes in HRM functions

Strategic function/ Strategic business partner

Emphasis on development of human resources (HRD)

Ownership shifted to department/divisional Heads

Greater emphasis on performance & rewards linked to it

Management of cultural diversity

Greater role as value custodian/ Business Ethics

Measurement of Value created by HR functions (HR Scorecard)

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INTEGRATED HRM MODEL

VISION

MISSIONSTRATEGYWhat competencies dothe organization need?

COMPETENCY

REQUIREMENTSGAP

ANALYSIS

CURRENT

KNOWLEDGE

SKILLS &CAPABILITIES

HR

STRATEGY

SET UP HR PROCESS

Training &

development

activities

Recruitment

&

Selection

Performance

Potential

appraisal

Career and

Succession

Management

Rewards/

recognition

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Discussion

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Stages of HR Planning Process

(Recall the integrated model)

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HRP process

Establish Strategic HR Planning (Within time horizon) (basedon corporate objectives, strategic plans, etc.)

Forecasting Requirements (DD & SS Forecast)

Determining HR requirement (relating DD and SS forecast)

Action Planning (recruitment plan, T&D plan, multi-skilling,redeployment plan, planned separation, productivity plan though retraining,job redesign, incentives, profit sharing schemes, job rotation, etc.)

Monitoring and Control

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Demand Forecasting:Process of estimating future need for HR (Skill level,number, etc.) based on future activity level of the

organisation - Sales, production target, plans, etc.

Methods of DD Forecasting:Work Study(time taken for each work, targets, etc.)Managerial Judgment (involves bottoms-up and top

down methods)

Delphi technique(by group of experts independently)Simple Statistical Methods(Ratio-trend analysis)Statistical Analysis(Regression analysis)

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Supply Forecasting1.Internal Source: (Transfer in, Promotion

in, Promotion out, Transfer out, retirement,Discharge, Termination, attrition, etc.)

2.External Sources: (Scanning of possiblesources of supply in labour market forrecruitment)

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Has HRP today has become more

important than before?

Discussion