Introduction to HUMAN RESOURCE MANAGEMENT

Introduction to HUMAN RESOURCE MANAGEMENT

WHAT DO YOU LOOK FOR IN A JOB

Job security

Adequate salary

Fringe benefits

Opportunities for promotion

Comfortable working conditions

Interesting work

Sound company policies and practices

Respect and recognition

Responsibility and independence

Considerate and sympathetic supervisor

Technically competent supervisor

Restricted hours of work

Pay according to ability and competence

Arrange the following

Human Resourcemanagement

Personnelmanagement

Governmentdepartments

Corporates

Public administration

Human Capital management

Arrange the following

Human Resourcemanagement

Personnelmanagement

Governmentdepartments

Corporates

Public administration

Human Capital management

Bureacratic style

Classical model-Scientific ManagementPast approaches

Modern and neo-classical model-Human relations modelPresent approaches

Z TheoryFutureapproaches

Evolution of HR and relationship with other Social sciences

Era of industrial revolution

Era of trade unionism

Era of social responsibility

Scientific management era

Industrial psychology era

Behavioral science era

Personal specialist and welfare era.

Era of industrial revolution

Era of trade unionism

Era of social responsibility

Scientific management era

Industrial psychology era

Behavioral science era

Personal specialist and welfare era.

Evolution of HR and relationship with other Social sciences

Slavery/serfdom/guild system

Era of industrial revolution- Laissez faire, cottage system, mass production, dirty work places , unorganized system

Era of trade unionism-Hostility against employers, unity amongst workmen, formation of unions

Era of social responsibility- Robert owens paternalistic attitude for the workmen, children were removed from the job

Scientific management era-Frederik W.Taylor, Henry Gantt, reward for better work.

Industrial psychology era-Elton Mayo.

Behavioral science era- Abraham Maslow, Douglas Mc Gregor-X and Y theory.

Personal specialist and welfare era-Factory system, designation of work force, employment, development of human resources.

Definition of HRM

HRM is a management function that helps managers plan, recruit ,select, train , develop,remunerate and maintain members for an organization.

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HRM

PM

HRD

OBJECTIVE OF HRM

Personal Objectives: To asist employees in achieving their personal goals.The objectives are -placement, compensation, development.

Functional Objectives: To utilize the scarce human resources to fulfill the organizational demand. It facilitates the organization for appraisal,placement,assessment, training needs.

Organizational Objectives: HRM helps in bringing organizational effectiveness.Objectives are-planning,maintenance,branding

Societal Objectives: HRM ensures ethically healthy working culture where there is no discrimination with anybody and equal employment opportunity, safety and quality of work life.

Functions of HRM

Managerial Functions

Planning

Organizing

Directing

Controlling

Operative function

Employment

HRD

Compensation

Human relations

Industrial relations

Recent trends

in HRM

HRM Model

Employment

HRD

Compensation Management

Human relations

IR

HRM model

Stages from prospective candidate to employee- Employment

Stages of fresher to experienced employee and different levels of promotions- HRD

Various stages of monetary aspects of employee from joining, increments, Superannuation- Compensation

Various stages of employee communication, motivations, mentoring-Human relations.

Dealing with industry as a whole, sorting out grievances, workers participations- Industrial relations.

Operative functions of HRM

Employment-

Job analysis

Human resource planning

Recruitment

Selection

Placement

Induction & orientation

Operative functions of HRM

Human resource development

Performance appraisal

Training

Management development

Career planning and development

Internal mobility

Transfer & promotion

Demotion

Change & Organisation development

Operative functions of HRM

Compensation

Job evaluation

Wage and salary administration

Incentives

Bonus

Fringe benefits

Social security measures

Operative functions of HRM

Human relations

Motivation

Leadership

Employee morale

Counseling

Communication skills

Grievance redressal

Operative functions of HRM

Industrial relations

Trade unions

Collective bargaining

Quality circles

Industrial conflicts

Workers participation in management

Operative functions of HRM

Recent trends in HR

Quality of work life

Total quality in human resources

HR accounting, audit and research

Recent techniques in HRM

Personnel Functions

Case study Managers Memo

From:- R. Prince, Manager, word processing centreTo:- E. Switzer, Manger, personnel departmentRe: Department policiesSome members of my staff unfortunately are less than conscientious when it comes to arriving on time in the morning and after their lunch break. In addition, some of the word-processing staff are not very motivated to do their best.I think that the most effective way to reduce this problem would be clear, simple, understandable policy to motivate the employees. I have developed the following guidelines for punctuality and output:

All employees are to be punctual i.e. at 8.30 (starting time). Anyone who is late three times will be laid off.

All employees are to let me know when they go to lunch. They must be back at their desks within an hour. Anyone who is late three times will be laid off.

A reasonable quantity of work is 15 pages a day of original typing or 30 pages of revisions. Employees annual raise will be based on whether they exceed, meet, or fail below this level of output.

Raise will be as follows:- above standard- 6% raise, meets the standard 3% raise and below standard- no raise.

I believe this four-point policy is easy to remember and understand. Please let me know whether you think the policy will work?

Personnel Policies refer to principles and rules of conduct which formulate, redefine, break into details and decide a number of actions that govern the relationship with employees in the attainment of the organization objectives.

Personnel Policies

To enable an organization to fulfil or carry out the main objectives.

To ensure that its employees are informed of these items of policy and to secure their co-operation for their attainment.

Helps employees to develop a sincere sense of unity with enterprise.

To provide security of employment to workers.

To provide fair payment and adequate wages and salary.

To provide an opportunity for growth within the organization.

Importance of personnel policies

HRM1. It treats employees as assets.2. In HRM, employees are given freedom with accountability.3. HRM is a growing concept and mostly practiced in flat organizations.4. HRM practices on the organizational objectives and flexible in nature.

Basic Difference between HRM and Personnel Policy

Personnel

It treats employees as a cost.

In personnel management the employees are not given freedom, thus the accountability and responsibility lies with the supervisor.

Personnel is old school of thought, thus practiced in rigid line organizations like Army.

Personnel Management is rigid thus follows the rules, regulations, policies set by the organization it gives less space for change management.

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