human resource management and development ppt
DESCRIPTION
TRANSCRIPT
HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT
IMPORTANCE
DEFINITION
SCOPE
The Importance of Human Resources
• Important and vital factor in organization’s success and failure
• The quality and utilization of other m’s- money, machine, materials, methods and markets are almost always affected by decision about and by human resource
• Man does or undoes what exists Man creates or bypasses opportunities
Definition of Human Resource Management
• Deals with management of people
• The art and science of acquiring, motivating, maintaining and developing people in their jobs in light of their personal, professional and technical knowledge, skills, potentialities, needs and values and in synchronization with the achievement of individual, organization and society’s goals
A Paradigm of Human Resource Management
Development
Maintenance
Acquisition
Job Organization and Information
Research on Human Resource
JOBS
PEOPLEPEOPLE
-Knowledge-skills-attitudes-potentialities-needs-values
General Management
General Management, Personnel Management and Human Resources Management:
A Distinction in Scope
HUMAN RESOURCE MGT.
MONEY
METHODS
MINUTES
MARKET
MACHINES
MATERIALSMAN
Personnel Management
SCOPE: PEOPLE INVOLVED
Personnel Management• Mostly rank and file
Human Resource Management
• All people working for and with the organization including the Board, top management, consultants or resource persons, middle management, rank and file
HOURS OF WORK
Personnel Management
• Full-time Work
Human Resource Management
• Full-time, part-time, flex-time
PLACE OF WORK
Personnel Management• Formal Setting: office,
factory/plant
Human Resource Management
• Formal and Informal Settings
Type of Service/Function
Personnel Management• Few and Simple: personnel
information, recruitment, ad screening social activities, management-labor relationships
Human Resource Management
• Varied and Complex: Job Organization and Information, Acquisition of Human Resources, Maintenance, development,
Department Head or Officer-in-Charge
Personnel Management• Administrative Officer or
Chief Executive Officer
Human Resource Management
• Separate Human Resource Department manned by human resource specialist
Department Staff: Qualifications
Personnel Management• Lawyer• Records Clerk
Human Resource Management
• Behavioral Scientist• Social Science Researcher
Level of Reporting
Personnel Management• Lower level to Line
Managers
Human Resource Management
• Higher Level to General Manager or Chief Executive Officer
Goals
Personnel Management• Accomplishments of
organization goals being emphasized
Human Resource Management
• Accomplishment of organization and individual goals
Technology
Personnel Management• Mechanistic: reactive,
structural, inflexible, technical, control-oriented and organization-oriented
Human Resource Management
• Developmental: proactive, socio-technical orientation, flexible, participatory, creative and innovative
Strategies
Personnel Management• Personally subjective based
on management’s needs and values compartmentalized approach
Human Resource Management
• Objective and scientific based on individual and organization culture total systems approach
Philosophy
Personnel Management• Traditional work orientation
with priorities on organization and management welfare mainly for profit
• People: an expense and factor of production
Human Resource Management
• Humane with emphasis on respect for individual and society’s well-being
• People: an investment and resource
THANK YOU!