h uman r esource management perspectives in human resource management - i. arul edison anthony raj,...
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HUMAN RESOURCE
MANAGEMENT
PERSPECTIVES IN HUMAN RESOURCE MANAGEMENT
-I. Arul Edison Anthony Raj,MBA, M.Phil., PGDIB, ADHRM(UK).Assistant ProfessorE.G.S. Pillay Engineering College, Nagapattinam.
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INTRODUCTION Human Resource Management (HRM) is the
utilization of a firm’s human resources to achieve
organizational objectives.
HRM is the most happening function as of now.
This is so because people offer competitive
advantage to a firm & managing people is the
domain of HRM.
HRM is a broad concept. Personnel Management
(PM) & Human Resource Development (HRD)
are a part of HRM.
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MEANING OF HRM Human Resource Management means
employing people, developing their resource
utilizing, maintaining and compensating their
services in tune with the job and
organizational requirements with a view to
contribute to the goals of the organization,
individual and the society.
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DEFINITION OF HRM According to Pulapa Subba Rao define, human
resource management (HRM) is a managing
(planning, organizing, directing & controlling) the
functions of employing, developing, compensating
the utilizing human resources, resulting in the
creation and development of human and industrial
relations which would shape the future policies and
practices of human resource management, with a
view to contribute proportionately to the
organizational, individual and social goals.
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EVOLUTION AND GROWTH OF HRM
The history of development of HR management
in India is comparatively of recent origin.
But “Kautilya” had dealt with some of the
important aspects of HRM in his “Arthasastra”,
written in 400 B.C.
Government in those days adapted the
techniques of HRM as suggested by “Kautilya”.
In its modern sense, it has development only
since independence.
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CONT.,
Though the importance of labour officers was
recognized as early as 1929, the
appointment of officers to solve labour &
welfare problems gained momentum only
after the enactment of Factories Act of 1948.
Under Section 49 of the Act required the
appointment of Welfare Officers in
companies employing more than 500
workers.
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CONT.,
At the beginning, Government was
concerned only with limited aspects of labour
welfare. The earliest labour legislation in
India dealt with certain aspects of Indian
Labourers (Regulation of Recruitment,
Forwarding and Employment) sent to various
British colonies in 1830s.
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CONT.,
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FUNCTIONS OF HRMFunctions of HRM
Managerial Functions Operative Functions
Planning Staffing / Employment
Organizing Human Resources
Directing Development
Controlling Compensation & Benefits
Safety and Health
Employee & Labour Relations
Recent Trends in HRM
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CONT.,
Managerial Functions
Planning: (It is a predetermined course of action), in
involves planning of human resources, requirements,
recruitment, selection, training etc.
Organizing: (It is essential to carry out the
determined course of action).
Directing: The next logical function after completing
planning and organizing is the execution of the plan.
Controlling: After planning, organizing & directing
various activities of Personnel Management.
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CONT.,
Operative Functions
Staffing/Employment: The process through which an
organization ensures that it always has the proper
number of employees with the appropriate skills in the
right jobs at the right time to achieve the organization’s
objective.
Job Analysis
Human Resource Planning
Recruitment
Selection
Placement
Induction and Orientation
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CONT.,
Human Resources Development: A major HRM
functions that consists not only of T&D but also
individual career planning and development activities
and performance appraisal.
Performance Appraisal
Training & Development
Management Development
Career Planning & Development
Internal Mobility (It consists of transfer, promotion &
demotion)
Retention & Retrenchment Management
Change and Organization Development.
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CONT.,
Compensation and Benefits: It is the process
of providing adequate, equitable and fair
remuneration to the employees.
Job Evaluation
Wages and Salary
Incentives
Bonus
Fringe Benefits
Social Security Measures (Non – financial
rewards)
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CONT.,
Safety and Health: Safety involves
protecting from injuries caused by work –
related accidents. Health refers to the
employees’ freedom from physical or
emotional illness.
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CONT.,
Employee and Labour Relations:
Practicing various human resources
policies and programmes like employment,
development and compensation and
interaction among employees create a
sense of relationship between the
individual worker and management,
among workers and trade unions and the
management.
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CONT.,
Recent Trends in HRM: Human
Resources Management has been
advancing at a fast rate. The recent trends
in HRM includes: Quality of work life
Total quality in human resources
HR accounting, audit and research and
Recent techniques of HRM
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OBJECTIVES OF HRM
Societal
HRM Objectiv
es
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CONT.,
The societal objectives of HRM seek to ensure that the organization becomes socially responsive.
The organizational objectives make sure that HRM is not a standalone department, but rather a means to assist the organization reach its primary objectives.
Functional objectives remind the HRM that it has only functional value and should not become too expensive at the cost of the organization it serves.
Personal objectives assist employees in achieving their personal goals.
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HUMAN RESOURCE MANAGER
An individual who normally acts in an
advisory or staff capacity, working with other
managers regarding human resource
matters.
The human resource manager was primarily
responsible for coordinating the management
of human resources to help the organization
achieve its goals.
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LINE MANAGER Individuals directly involved in accomplishing
the primary purpose of the organization. There was a shared responsibility between
line manager & HR professionals. Often the line manager goes to HR for
guidance in topics such as promotion, hiring, discipline, or discharge.
Line managers often perform many of the staffing functions previously accomplished by HR, such as interviewing.
Line manager must know how to deal effectively with the union.
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ROLE OF HR MANAGER Human Resource Manager plays a vital role
in the modern organization. He plays various strategic roles at different levels in the organization.
The role of the HR manager includes; The Conscience Role The Counselor The Mediator The Spokesman The Problem-solver The Change Agent
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CONT.,
The HR managers must exercise control very
tactfully in order to win the confidence and co-
operation of all line managers
They have to persuade line managers to work
with staff specialists and not against them.
The authority of the HR manager should derive
from concrete HR policies & programmes and
from the advantages and results of accepted
specialized knowledge.
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CONT.,
As a Source of Help: In certain situations
(when line managers lack skill or knowledge
in dealing with employee problems),
experienced HR managers assume line
responsibility for HR matters.
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CONT.,
As a Change Agent: HR Manager should
work as an enabler and change agent
regarding HR areas and he should be familiar
with different disciplines like management,
technology, sociology, psychology and
organizational behavior as organizational
adaptability, viability & development are
dependent on human resource development.
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QUALIFICATIONS AND QUALITIES OF
HR MANAGER
The functions of HR management vary from
org., to org., both in nature & degree. So the
qualifications required of a HR manager differ
from org., to org., depending on its nature,
size, location etc.
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CONT.,
Intelligence: this includes skills to
communicate, articulate, moderate,
understand, tact in dealing with people
intelligently, etc.
Educational Skills: HR manager should
possess learning & teaching skill as he has to
learn and teach employees about org.,
growth.
Discriminating Skills: He should have the
ability to discriminate between right and
wrong.
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CONT.,
Executing Skills: He / She is expected to
execute the management’s decisions
regarding personnel issues with speed,
accuracy and objectivity.
Experience and Training: Previous
experience is undoubtedly and advantage
provided the experience was in an appropriate
environment and in the same area.
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CONT.,
Professional Attitudes: Finally, professional
attitude is more necessary particularly in the
Indian context.
Qualification: Qualifications prescribed for
the post of HR manager vary from industry to
industry and from State to State. However, the
qualification prescribed by various org.,
include MBA with HRM Specialization, M.H.R.M,
M.A.(IR&PM), M.P.M & P.G.D.P.M.
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COMPUTER APPLICATIONS IN HRM
Computer technology enables organizations
to combine human resource information into
a single database. This database is often
referred to as a human resource
information system (HRIS)
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HUMAN RESOURCE INFORMATION SYSTEM
(HRIS)
A human resource information system (HRIS)
is an integrated system designed to provide
information used in HR decision making.
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DEFINITION FOR HRIS
An HRIS may be defined as the system used
to acquire, store, manipulate, analyze,
retrieve, and distribute pertinent information
regarding and organization’s human
resource.
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WHY DOES AN ORG., NEED HRIS?
An org., grow in size, the maintenance & use of emp.,
information becomes more & more difficult.
A second reason for the increase in HRISs is the rapid
reduction in the cost of computing.
A third reason for the growth in HRISs is the need to
produce reports & monitor information on employees in
order to comply with legal requirements.
Finally, as competition has increased, org., have realized
that managing their human resource is an important as
managing their financial & raw material resources.
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OBJECTIVE OF HRIS To acquire, store, manipulate, analyze, retrieve, and distribute
the information of human resource.
To facilitate HR decision-making in the following areas:
Man-power planning
Recruitment & selection
Employment, including promotion, transfer, etc.
Education & training
To provide relevant information on employees to government
agencies as part of the legal requirements.
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USES OF HRIS
HRIS
1. Hiring
2. Education
3. Benefits
4. Emp., Mgt
5. Cost control
6. Labour relations
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PROBLEMS IN DEVELOPING AN
HRIS
HRIS may be expensive
Threatening & inconvenient to those who are
not comfortable with computers.
Employee privacy
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COMPUTER APPLICATION IN HRM
Computer applications in strategic HRM an
HR Planning.
Computer application in Job Analysis
Computer application in Recruitment
Computer application in Selection.
Computer application in HRD & Career
Planning
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CONT.,
Computer application in Performance
Appraisal
Computer application in Compensation &
Benefits
Computer application in Health & Safety
Computer application in Labour Relations
Future applications of Computer in HRM
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HUMAN RESOURCE ACCOUNTING
Human resource accounting is the process of
identifying and measuring data about human
resources and communicating this
information of interested parties.
It deals with investments in people and with
economic results of those investments.
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DEFINITION FOR HR ACCOUNTING
According to Stephen Knauf defined
HRA as “the measurement and
quantification of human organizational
inputs, such as recruiting, training,
experience and commitment.”
Eric Flamholtz explained human resource
accounting as accounting for people as
organization resources. It is the
measurement of the cost and value of people
for the organization.
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HUMAN RESOURCE AUDIT
An audit is a review and verification of
completed transactions to see whether
they represent a true state of affairs of
the business or not.
Human Resource (HR) Audit refers to
an examination & evaluation of policies,
procedures & practices to determine the
effectiveness and efficiency of HRM.