hrm presentation final ppt

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A Presentation

On “Human Resource Management &

Case of Jack Nelson’s Problem”

SUBMITTED BY SOLANKI PRITESH K. (B-45) MAKWANA KEYUR N.(B-37)

LIMBASIYA NILESH K.(B-26)KOTHIYA MEHUL .(B- )

SUBMITTED TO Prof. Revati Deshpande

S.V. INSTITUTE OF MANAGEMENT(KADI)(YEAR:2011)

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CASE OF JACK NELSON’S PROBLEM

In this case jack nelson was selected as Board of Director for local bank.

Nelson was being introduced to every existing employees in the Home Office.

When He Was Introduced to Ruth Johnson, that time Nelson was Curious about her work & he asked to Johnson about work & machine.

But johnson replied that she was unaware about function of machine.

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She also added that she was working there since last two months & just know to operate it only.

Though these much problems in this bank, supervisor was accepting Johnson as Excellent employees.

In this Bank, there was serious problem of Employee Turnover & even bank was not able to recruit and select new candidate to fill-up vacancy in home office and Branch.

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In this bank, supervisors were hiring new candidate without any communication means without Interview, testing, medical examination etc..

Nelson had visited 22 branches of that bank & found similar situation at every branch.

Finally, he came to know that what should do and which action should take to make this bank well-run institution.

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Nelson was becoming more puzzled by more thinking about the situation.

He could not able to solve problem easily and He didn’t know that should he report his findings to the President or not?

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QUESTIONS

(1) What do you think is causing some of the problems in the bank’s home office and branches?

Lacking of co-ordination. Lack of training & development. Absence of Human Resource Planning.

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QUESTIONS

(2) Do you think setting up an HR unit in the main office would help?

YesBetter HRP.Right person at right place.To Evaluate Performance.Presence of Better co-ordination.

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QUESTIONS(3) What specific functions should an HR unit

carry out? What HR function would be carried out by supervisors and line managers? What role should the internet play in the new HR organization?

FUNCTIONS: Hiring, Recruitment, Selection, Training &

Development, Performance Appraisal, Industrial Relation(IR),etc..

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FUNCTION OF LINE & STAFF MANAGERSRecruitment, Training & Development,

Performance Appraisal. ROLE OF INTERNET IN HRM: Easy to collect Job application Form. Helpful to spread Information. Easy to analyze all the data of candidate.

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MEANING OF HRM

• Human – people, us • Resource – assets/costs for organizations • Management – co-ordination and control

to achieve set goals.

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WHAT IS HUMAN RESOURCE MANAGEMENT?

Human resource (HR) management refers to the practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe and fair environment for your company’s employees

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“Human Resource Management is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns.”

Definition of HRM

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OBJECTIVES OF HRM

personal societal

functional organizational

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NATURE OF HRM

Organizations are not just constitute of bricks, mortar, machineries, or inventories. They are people who staff and manage organization.

HRM involves application of management functions and principles.

Decisions relating to employees must be integrated.

Decisions made must focus on the effectiveness of an organization, Better customer services, and qualitative products at reasonable price.

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SCOPE OF HRM

NATURE OF HRM

EMPLOYEE HIRING

EMPLOYEE &

EXECUTIVE REMUNERAT

ION

EMPLOYEE MOTIVATION

EMPLOYEE MAINTENAN

CE

INDUSTRIAL RELATION(IR

)

PROSPECTUS OF HRM

SCOPE OF

HRM

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QUALITIES OF HR MANAGER Fairness and firmness. Tact and resourcefulness. Sympathy and consideration. Knowledge of labor and other terms. Broad social outlook. Academic qualification. Communication skill. Others:- Competence Confidence Long term perspective.

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STAFF MANAGERWho assists & advises line managers

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LINE MANAGER

Who is authorized to direct the work of subordinates &

RESPONSIBLE for accomplishing organization's goal

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Line mgr’s HRM responsibilities

Placing right Person on the right Job. Employee orientation. Training & development. Improving job performance. Gaining creative cooperation. Interpreting co’s policies & procedures. Controlling labor cost Creating & maintaining deptt. Morale Protecting employees’ health & physical

condition.

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HR dept’s HRM responsibilities Line authority

« Implied authority Coordinative function

« Functional control Staff functions

« Innovator« Employee advocacy

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Why Is HR Management Important to All

Managers?

Hiring the wrong person for the job

Experiencing high turnover

Finding employees not doing their best

Having your company taken to court because of your discriminatory actions

Having your company cited under federal occupational safety laws for unsafe practices

Personnel mistakes you don’t want to make -

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Line Versus Staff Authority

Authority is the right to make decisions, to direct the work of others, and to give orders

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Line Versus Staff Authority

Line managers are authorized to direct the work of subordinates

in charge of accomplishing the organization’s basic goals

Staff managers assist and advise line managers in accomplishing these goals

HR managers are generally staff managers

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