hrm presentation final ppt
TRANSCRIPT
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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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