introduction to human resource management(2)
TRANSCRIPT
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Introduction
to HumanResourceManagement
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Definition of HRMO It is the process ofplanning, organizing,
directing and controllingof
procurement, development,compensation, integration, maintenance
and separation of human resources to the
end that individual organizational and
societal goals are accomplished.
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Scope of HRMPERSONNEL
ASPECT
Human ResourcePlanning
Recruitment Selection
Placement
Transfer
Lay-off
Retrenchment
Remuneration
Incentives
Productivity
WELFAREASPECT
Canteens
Crches
Housing
Transport
Medicalassistance
Education
Health &Safety
Recreationfacilities
INDUSTRIALRELATIONS
UnionManagement
Relations Settlement of
Disputes
CollectiveBargaining
Grievance &disciplinaryprocedures
Jointconsultation
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Functions of HRM
MANAGERIAL FUNCTIONS
(a) Planning
(b) Organizing
(c) Directing
(d) Controlling
OPERATING FUNCTIONS
(a) Recruitment & Selection
(b) Training & Development
(c) Compensation
Management
(d) Human Relations(e) Industrial Relations
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BROADER CLASSIFICATION
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Managerial Functions of HRMO Planning - Planning is determination of personnel
programs and changes in advance that willcontribute to the organizational goals. In otherwords, it involves planning of human resourcesrequirement, recruitment, selection, training.
O Organizing - Complex relationships exist between
different departments in an organization. Thus,organizing establishes relationships among theemployees so that they can collectively contributeto the attainment of company goals.
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Managerial Functions of HRMO Directing - The basic function of personnel
management at any level is motivating,
commanding, leading and activating people.
The willing and effective co-operation of
employees for the attainment of organizational
goals ,is possible through proper direction.
Tapping the maximum potentialities of the
people is possible through motivation andcommand. Thus, direction is an important
managerial function
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Managerial Functions of HRMO Controlling - After planning, organizing and
directing; comes controlling. Controlling involves
checking, verifying and comparing the actual
scenario to the plan. Thus, action and operationare adjusted to pre-determined plans and
standard through control . Auditing training
programs, analyzing labor turnover records,
directing morale surveys, conducting separation
interviews are some of the means for controlling
the personnel management function.
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Operating Functions of HRMO Employment - It is the first operative function
of HRM. Employment is concerned withsecuring and employing the people
possessing required kind and level of humanresources necessary to achieve theorganizational objectives. It covers thefunctions such as -
O Job analysis,
O Human resources planning,O Recruitment and selection,
O Placement,
O Compensation management, etc.
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Evolution of HRM
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Objectives of HRMO To attain maximum individual development of
the members of an organization
O To utilize manpower fully and effectively
O To mold human resources effectively
O To establish desirable working relationships
between employer and employees
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Objectives of HRMO To ensure worker satisfaction
O To help organization to achieve its goals
O To maintain high morale and good humanrelations
O To secure the integration of all individuals andgroups with the organization.
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HRM is important because of:O Increased globalization of the economy
O Technological advancement, challengesand opportunities
O Changing business environment
O Changing characteristics of the workforce
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Personnel ManagementO It is concerned with the management of
personnel/ work force/ employees.
O
Some people consider it synonymous withHRM, while others consider the two terms
different
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Difference between PM and
HRMPM HRM
It is simply the management of
people employed
It is management of the people, their
attitudes, abilities etc.
It is narrow in scope as compared toHRM
It is broader in scope
PM views the man as economic
resource who works for money or
salary.
HRM treats the people as human
beings having economic, social and
psychological needs.
It uses latest techniques of training &
development.
It uses outdated methods of training
and development
Speed of decision making is fast Speed of decision making is slow
HRM is the latest development in the
evolution of management of men.
Personnel Management precedes
HRM
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Role of HR Manager :
Administrative RolesO Policy maker- develop personnel policies
O Administrative expert - record keeping, databases, processing
benefits/claims, leave, medical facilities.
O Advisor - to line managers , redress grievances, conflictresolution, selection & training
O Housekeeper- recruiting, testing, ref check, employee
surveys, salary & wage admin
O Counselor- on various personal and professional problems
O Welfare officer- provides & maintains canteens, hospitals,clubs, libraries, transportation, coop societies.
O Legal consultant - settling disputes, handling disciplinary
cases, collective bargaining.
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Operation Roles:O RecruiterO Trainer, developer, motivator
O Coordinator
O Mediator
O Change Agent - translate visionstatements into meaningful format.
O Strategic partner - training center,design center.
Strategic Roles:
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Qualities of HR ManagerPersonal
Attributes
Initiative
resourcefulness,
perception
maturity,
analytical ability
understanding ofhuman behavior,
Patience,
Understanding,
empathy,
Perseverance
Education
Degree of recognizeduniversity
Post-graduate degree/diploma in sociology/social work or HRM
Degree in law is a
desirable qualification
Experience &Training
Training in industrialpsychology, labourlegislation and industrialrelations
Work experience in HRdepartment of an
organization.
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Challenges faced by HR
ManagerHR Manager has to face challenges relating to
the following :
1. Recruitment, selection and development of
manpower
2. Industrial relations
3. Provision of welfare activities4. Information collection, storage and ready
availability when required
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Challenges faced by HR
Manager (cont.)5. Research on personnel management
6. Expansion, modernization and
automation7. Collective bargaining and other
techniques of labour participation in
management
8. Execution of personnel policies9. Trade union activities
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Personnel PhilosophyO Personnel philosophy of the management
is reflected in how the company operates.
O Managements attitude towards
employees is one major area which
relates to the personnel philosophy of the
company.
O It is also reflected in the policies that the
company makes.
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Factors influencing Personnel
Philosophy
1. Top Management philosophy
2. Motivation of employees
3. Basic assumption about people
4. Change in environment
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Personnel ManualO A personnel manual is a compilation of the
policies, procedures, working conditions, and
behavioral expectations that guide employee
actions in a particular workplace.
O It is also called as an employee handbook
O It generally also includes information about the
company, employee compensation and benefits,
and additional terms and conditions of employment
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This is the
index of a
Sample
Personnel
Manual
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Purpose of Personnel ManualO Providing fair opportunities to all employees.
O Providing guidelines for consistent application
of personnel policies.
O Avoiding difficulties due to misunderstandings
of personnel policies.
O Providing fundamental communication tool to
supervisory staff.
O Providing systematic approach to policies andpractices.
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Benefits of Personnel ManualO Acts as a communication device.
O Avoids unfair employment practices.
O Avoids indecision on personnel matters.O Enables managers to maintain cordial
personnel relations.
O Training manual for supervisory staff.
O Acts as a readymade guide to personnelpolicies and procedures
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Benefits of Personnel ManualO Acts as a document of companys faith on
fair personnel policies.
O Acts as a reference book.O Useful tool in supervisory training.
O Gives clear explanation of existing
policies.
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A Few HR Tips:O Listen & respect
O Know the business
O Know what is confidentialO Master technology
O Be a leader
O Remember that reward takes many forms
in additional to financial gain.
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Bibliography1. Human Resource Management, Vipul Prakashan by
N.G. Kale & M. Ahmed
2. http://www.authorstream.com/Presentation/aSGuest131
531-1380343-introduction-to-hrm/3. http://www.citeman.com/343-operative-functions-of-
hrm.html
4. http://www.citeman.com/343-operative-functions-of-hrm.html
5. http://en.wikipedia.org/wiki/Employee_handbook6. http://www.citehr.com/357550-hr-tips-
day.html#axzz1Vn9UmIBS
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