human resource management hrm
TRANSCRIPT
Human Resource Management Module 1
Objectives, functions, responsibilities, evolution development of HRM
Jinuachan Vadakkemulanjanal Vimal Jyothi Institute of Management & Research- Chemperi
Kannur Dt, Kerala, India-670632. www.vjim.ac.in; [email protected]; +91-460-2213399
Module -1
• Introduction to Human Resource Management, History
• Concept of HRM- Nature, Scope • Functions: Management functions • Functions: Operational and advisory • Objectives-Processes of HRM • Case study: HR functions • Importance and Evolution of HRM • Case study/ presentation • Roles and Responsibilities of HR managers
Introduction to HRM
• HRM is the most important function in organizations designed to maximize employee performance in tune with employer's strategic objectives.
• It is primarily concerned with the management of people within organizations, focusing on policies and on systems.
• Significance of HRM: Organizational, social and professional.
HRM
• ‘HRM is a process of making the efficient and effective use of people so that the organizational & individual goals are achieved’.
• “Human resource management is the planning, organising, directing and controlling of the procurement, development, compensation, integration, maintenance, and separation of human resources to the end that individual, organisational and social objectives are accomplished”.- Flippo
Vital principles of HRM were used in
prehistoric times.
• Mythological Events: Cast system
• Selecting tribal leaders: Mooppan system
• Safety, health, hunting, and gathering: Ethos
Historical development
1750 BC (Code of Hammurabi)
• Promote welfare of people
• Make Justice
• Destroy Evil
• Property Rights
• Personal Issues
• Professional Services HRM [email protected]
Some other Ancient Instances • In first century Ad Roman philosopher pliny
warned about the health hazards of employees handling zinc and sulphur.
• In 16th century- German scientist Georgious Agricola Occupational hazards of employees and suggests methods for improving occupational health.
• In 1700 Bernardo Ramazzini, known as the "father of industrial medicine," published in Italy the first comprehensive book on industrial medicine, DE Morbis Artificum Diatriba (The Diseases of Workmen).
• The Origins of Labor: The Colonial Era
• The Revolutionary Era 18th century
• Growth of the Nation: Late 1700s–Early 1800s
• Trade unions
• The Stock Market Crash and the Great Depression October 1929- 25% unemployment
• The New Deal and Economic Recovery- Social Security Act of 1935
• World war 2nd,
– Taylor’s “scientific management.”
– The Hawthorne studies.
– Maslow’s hierarchy of needs.
• Laws: 1970s Employment Law etc
• Personal management system
• HRM
• Modern management in HR
• In 18th century Abraham Lincoln viewed all American workers as potential entrepreneurs.
• In 19th century Abraham Lincoln viewed all American workers as potential entrepreneurs.
• The first recorded modern case of dedicating a separate unit or department for HRM is from 1901 in USA.
• George Elton Mayo in Hawthrone Studies was credited to Human Relation Movement.
Scenario in 20th Century
• The spread of multinationals and large corporations
created a highly skilled professional group of
human resource personnel.
• Universities and Business Schools started teaching
different aspects of HRM in the 1990s.
• There were many challenges faced by contemporary
HR.
• In India the first dedicated HRD department started in
1975 at L&T. Uday Pareek and T.V Rao in 1975
outlined a philosophy for the new HRD System . HRM [email protected]
HR Functions
1. Managerial Functions: Planning, organizing, directing & controlling
2. Operative Functions: employment-RSI, training &development, compensation, welfare, motivation, personal records –HRIS, IR, separation
3. Advisory Functions: Top Management, departmental heads for DSS
Planning • It determine how the organization should move from its
current manpower position to its desired manpower position
• It support to achieve /identify organisational goals and formulation of policies and programmes for achieving them.
• It is a future oriented function concerned with clearly charting out the desired direction of business activities in future.
• Forecasting is one of the important elements in the planning process. Other functions of HRM depend on planning function.
• It helps to have the right number and the right kinds of people, at the right place, at the right time, doing things, so that organization and the individuals get maximum long-term benefits.
NEEDS/reasons for HRP
• Employment-Unemployment Situation • Technological Change • Organizational Change • Demographic Change • Skill Shortage • Governmental Influences • Legislative Control • Impact of the Pressure Group • Systems Approach
4 Planning phases
1. It involves the gathering and analysis of data through manpower inventories and forecasts.
2. The second phase consist of establishing manpower objectives and policies and gaining top management approval of these.
3. The third phase involves designing and implementing plans promotions to enable the organization to achieve its manpower objectives.
4. Control and evaluation of manpower plans/set programs to facilitate progress of organization and the individuals.
Five Phases for Human Resources Planning
1. Analyzing: 2. Forecasting: Demand versus supply analysis. 3. Planning 4. Implementing 5. Evaluating: Feedback on effective of outcomes. Methods: Free hand estimate, HR availability report
of departments, Trend analysis, ratio analysis, Nominal Group Technique, Delphi Technique, Group Think, Managerial Judgment, Statistical Forecasts, Computer Modelling, Succession Planning, Departmental Estimates.
Plz refer lecture note for the explanation of above
Organizing
• Organising is a process by which the structure and allocation of jobs are determined.
• It involves giving each subordinate a specific task of establishing departments, delegating authority to subordinates, establishing channels of authority and communication, coordinating the work of subordinates etc.
Staffing • It is a process by which managers select, train,
promote and retire their subordinates
• This involves deciding what type of people should be hired, recruiting prospective employees, selecting apt employees, setting performance standard, compensating employees, evaluating performance, counselling employees, training and developing employees.
Directing function
• Directing/leading is the process of activating group efforts to achieve the desired goals.
• It includes activities like getting subordinates to get the job done, maintaining morale motivating subordinates etc. for achieving the goals of the organisation.
Controlling
• It is the process of setting standards for performance, checking to see how actual performance compares with these set standards, and taking corrective actions as needed
• It may be real time or historical in nature
Operative function • The operative/service functions are those which
are relevant to specific department.
• These functions vary from department to department depending on the nature of the department.
• It ensure the right people for right jobs at right times.
• These functions include procurement, development, compensation, Integration and maintenance functions.
Operative function: Procurement
• It involves procuring the right kind of people in appropriate number to be placed in the organisation.
• It consists of activities from planning to separation; such as manpower planning, job analysis, recruitment, selection, placement and induction or orientation, transfer, promotion of new employees.
Operative function: Development
• This function involves activities meant to improve the knowledge, skills aptitudes and values of employees so as to enable them to perform their jobs in a better manner in future.
• These functions may comprise TNA, training to employees, executive training to develop managers, succession planning, organisation development to strike a better fit between organisational climate/culture and employees.
Operative function: Compensation
• Compensation function involves determination of wages and salaries matching with contribution made by employees to organisational goals.
• It ensures equitable and fair remuneration for employees in the organisation.
• It consists of activities such as job evaluation, wage and salary administration, bonus, incentives, pay roll administration, benefits and perks etc.
Operative function: Maintenance
• It is concerned with protecting and promoting employees while at work. Various benefits such as housing, medical, educational, transport facilities, etc. are provided to the employees.
• Several social security measures such as provident fund, pension, gratuity, group insurance, etc. are also arranged.
Significance/role/need/Objectives of HRM 1) To provide, create, utilize and motivate employees to accomplish
organizational goals.
2) To create a sense and feeling of belongingness team-spirit and encourage suggestions from employees.
3)To ensure mutual respect for human beings. To identify and satisfy the needs of individuals in tune with corporate culture.
4)To ensure reconciliation of individual goals with those of the organization.
5)To achieve and maintain high morale among employees.
6) To provide the organization with well-trained and well-motivated employees.
7) To increase to the fullest the employee’s job satisfaction and self- actualization.
8) To develop over all personality of each employee in its multidimensional aspect.
9) To be ethically and socially responsive to the needs of society. 10) To enhance employee’s capabilities to perform the present job. 11) To equip the employees with precision and clarity in
transaction of business. 12) Effective maintenance of Organizational Structure for the
enhancing productivity and smooth conduct of work 13) Identify the fit of each one and develop the KASs , USPs for the
succession and job satisfaction 14) Manage the IR issues and address the grievance 15) Provide space for personal growth and family welfare 16) To secure integration of individual and groups in securing
organizational effectiveness. To instill team spirit in employees.
Objectives of HRM
17. To manage change to the mutual advantage of individuals, groups, the organization and the society.
18. Provide hygiene and safety atmosphere to the stake holders in and out
19. To develop and maintain a quality of work life through welfare activities and maintain work life balance.
20. Ensure transparency in recruitment and promotion 21. Act as the integrating force for the different
department and with outside stake holders ( like govt) 22. Manage all the aspect of the employment issues and
welfare starting from HR planning to separation 23. To ensure that, there is no threat of unemployment,
inequalities, adopting a policy recognizing merit and employee contribution, and condition for stability of employment.
Role of HR Manager
Operational Goal Administrative role Fire fighting role/ Grievance management Welfare management services
Assignments
Directions: 3-5 pages Hand written, with neat appearance Provide 10 different questions and answers for the assigned topic Submit by Monday(29th feb, 2016) eve at reception with ur name and PRN
Topics • Nature and scope of HRM • Historical development of the concept • Management functions of HRM • Operative functions • Need for Advisory functions
Assignments- Group Prepare 10 slides about the topics assigned to
each group based on the text book instructed.
-Presentation Date: March 10&11
1. Human Capital- Book 228, pp18-21; Sanjeev Kumar
singh
2. Personal Management in Org context; book 589; CS Venkitta Raman; pp1-27
3. Managing change; pp15-20; snell book 1194
4. Personal management; Tripathi, pp1-13;
5. HRM; Tripathi, pp13-17
6. Managing people, 2-23; Alan Price; book 1234
• Directions
1. Read and understand the case
2. Prepare the summery of the case with issues, theoretical frame work
3. SWOT
4. If there is a solution give pros and cons of it
5. Propose alternative solution if possible
6. Conclusion
Assignments case study
