hrm ( human resource managment )

8/23/2019 HRM ( Human Resource Managment )

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CHAPTER 12


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Topics to be covered..

What HRM is? Why HRM is important?

Human Resource Management Cycle

Knowledge worker concept

Function of HRMStaffingTraining and Development

Motivation

Miantenance


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Human Resource Management

Human Resource Management (HRM) is the procevaluating an organizations human resource needs, people to fill those needs, and getting the best work froemployee by providing the right incentives and job envir--- with the overall aim of helping achieve organizational g

HRM is concerned with the most effective and efficient

human resource. It deals with organizations staffing motivating employees, managing employee relationemployee service.

HRM is a strategic approach to manage people at work.


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Importance of HRM .

Our people are our most important resource. Strategic Tool.

It increase productivity.

It enhances group learning.

It reduce staff turnover. (Service Type Businesses e.g. Ban It encourages initiatives.

Important source of competitive advantage.


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Human Resource Cycle .

Selection PerformanceA

asa

Re

D


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HRM is a bridge between employee and employer.

Give something and get something concept.

When your organization has about 100 employees, then Hbecomes necessary.

HRM focuses on personality dominance to work dominanc


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Knowledge Worker Concept.

An employee who have the required knowledge and skills perform a specific task or job.


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Functions of HRM

HRM

Staffing

Training

&Development

Motivation Maint


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Staffing1. Human Resource Planning (HRP)2. Recruitment

3. Selection


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1. Human Resource Planning (HRP) Right person for right job, in the right time, at right place

Current Human Resource Inventory (HRI) Future Needs

Replacement Charts/Succession Planning (Planning for personare going to be replaced)

Demand and Supply of Human Resource

Job AnalysisJob Description. (Focus on Job)

Job Specification. (SKA)

Job Evaluation. (Whether you are doing rightly.)


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2. Recruitment Locating, Identifying and Attracting capable applicants.

It is used to hire people. Recruitee Future Employee

Candidates (10) Recruitee (5) Employee (1)

Sources of Recruitment

Internal Sources(Promotion, Employee referrals)

External Sources (Internet, News Papers, Colleges n Universities, Recruitmenetc)

Recruitment Constraints

De-recruitment


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3. Selection1 Short Listing/Initial Interview

2 Written Test

3 Panel Interview/Employment Intervi

4 Background Checking5 Appointment Letter

6 Medical Examination


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Training and Development1. Socialization/Orientation .2. Training

3. Development

4. Career Development


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Awareness about companyand its environment.

Organization tries toinfluence the new hire toadapt to and adapt the waythey do things around theworkplace using formal andinformal processes.

For example language,physical appearance or greetthe customers.

Socialization must be thereotherwise employees will left.

Socialization Pro


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2.

It more focused on your present job.

Training of employees takes place after orientation takeTraining is the process of enhancing the skills, capabilitknowledge of employees for doing a particular job. Tprocess moulds the thinking of employees and leads to performance of employees. It is continuous and never ennature.

How to work, How to sit n stand, How to greet customers

Training may be given to new employees as well as emplowith no good performance appraisal.

Indoor training and outdoor training.

On the job training and off the job training.


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3. It is more focused on future positions.

Companies often realize that investing in the growdevelopment of key employees helps improve the competence of the organization. When an employee learnand responsibilities, he becomes better equipped to thigher-level work and leadership roles in the future. Meprograms, manager-training programs and departworkshops are examples of employee-development act

Employee development typically works best when resources promotes and supports a culture that remployees who deliver results and learn new skills.


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4.

Focus on employee career.

From date of joining to Superannuation (Retirement)

Step by step promotion in service.

Career development programs place more emphasis on opportunemployees to improve themselves to reach personal career goals. Instudy, Hay Group Insight showed that employees felt much more engcommitted to employers who offered chances for personal growdevelopment. In essence, companies that offer development oppoplace a higher emphasis on employee retention. The general belief you can motivate employees to improve their knowledge and skcompany ultimately benefits.


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Motivation1. Employee Benefits2. Employee development program

3. Performance Reward System


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1.

Benefits PlanningMedical FacilitiesResidence

Leaves

Transportation

IncentivesCash Incentives

Haj Incentives

For efficient as well as average performance.

If peoples are working motivation is there.

If peoples are frustratede-motivation is there,this creates a big hurdperformance.


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2.

Only for above average and efficient performance.

How employees are developed?Special Trainings.

Further Education.

Participation in Decision Making.

Free Industry and Foreign Tours.

Promotions.


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3.

Rewards are what employees receive for performing well. Som

these rewards come from the organisation in the form of recognition and promotions. Rewards can also consist of feelinhaving performed well in work. It can be said that rewards apowerful motivators of performance.

Organisations need various types of performance fromemployees. They need them to become active members organisation, they need them to do their job as it has been defithey need their employees to improve their performance. In achieve improvements in performance different reward systembe applied.

As much better performance you will show, so better reward get.

Financial Vs. Non- Financial Rewards

Intrinsic Vs. Extrinsic Rewards


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Maintenance1. Performance Appraisal

2. Compensation

3. Industrial relations

4. Rewards


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1.

A performance appraisal is a review and discussionemployee's performance of assigned duties and responsi

The appraisal is based on results obtained by the emplhis/her job, not on the employee's personality characterist

Whether you are performing good or not.

Good Performance Rewards, Incentives, Promotio

Average or Bad Performance Training

Appraisal Process

Appraiser

Appraisee


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2.

Wages, Salary &Payrolls, Bonuses ,Incentives

Benefits

M(Nece

** Sal

** Suiconditenviro

O(Op

M

** Re

** Tra

** Mo

** Lu


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3.

Labor Laws

Social Security (PESSI)

EOBI

Insurance

Health issues.

Child Labor.


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4.

A thing given in recognition of service, effort, or achievement.

Financial Rewards

Piece rate

Wages Salaries

Bonus Schemes

Profit related Pay

Fringe Benefits

Non-Financial Rewards

Job Enrichment

Job Enlargement Communication

Empowerment

Quality Circles

Training

Autonomous Work Groups

hrm ( human resource managment )

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