mmb first lecture hr[1]

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INTRODUCTION TO HUMAN

RESOURCE MANAGEMENT

by Minu Manisha Babel



yMEANING

y

DEFINITION



EVOLUTION OF HRM IN INDIA

y1920s - 1930s

y1940s 1960s

y

1970s 1980sy1990s



SCOPE OF HRMyProspects Of HRM

y

Nature of HRMyEmploy ee Hiring

yEmploy ee Remuneration

yIndustrial Relations

yEmploy ee Maintenance

yEmploy ee Motivation



OBJECTIVES OF HRMySOCIETAL OBJECTIVES

yORGANISATIONALOBJECTIVES

yFUNCTIONAL OBJECTIVES

yPER SONAL OBJECTIVES



FUNCTIONS OF HRMyProcurementof man power

y

Developmentof manpower yCompensation

yIntegration of interests

yMaintenanceof manpower

yProvision of welfare facilities



Acquisition FunctionyProcess of identifying and employing

people possessing required level of skills

y JobA nalysis

y HRP

y Recruitment

y Selection



Development Function

yProcess of improving, molding andchanging the skills, knowledge and ability of an employee

yEmployee Training

yManagement Development

yCareerDevelopment



Motivation FunctionyProcess of integrating people into a

work situation in a way that itencourages them to perform / deliver tothe best of their ability

y

Understanding needsyDesigning motivators

yMonitoring



Maintenance FunctionyProcess of providing employees the

working conditions that help maintaintheir motivation and commitment tothe organization

y

Satisfaction LevelsyRetention



FEATURES OF HRMyManaging people

y

People-oriented processyDevelops employ ee's potentialities

yIntegral part

ySecures cooperation

yFutureoriented



IMPORTANCE OF HRMy Significance for an enterprise

y Professional significance

y Social significance

y National significance

y A re an organizations greatest assets

y A ll other resources get connected through men

y To make them deliver they need to be

y Properly selectedy Properly trained

y Properly motivated



CorporateyHR M can help an enterprise in the following

ways:

yA ttracting talent through effective HRP

yDeveloping necessary skills & attitudewith training

ySecuring cooperation through motivation

yRetaining talent through the right policies



ProfessionalyHR M helps improve quality of work life and

contributes to growth in the following ways:

yOpportunities for personal development

yMotivating work environment

yProper allocation of work

yHealthy relationships between individuals& groups



SocialySociety benefits from good HR M in

many ways:

yGood employment opportunities

yDevelopment of human capital

yGeneration of income &consumption

yBetter lifestyles



NationalyDrivers of development of a

country yDeliver economic growth



Definitions of HRMy Byers & Rue: HRM is the function facilitating the most

effective use of people to achieve both organizational and individual goals

y P rocess of acquiring, training, appraising and compensatingemployees such that they are motivated to achieve both theorganizational and individual goals

y Michael Jucious: HRM is that field of management which

deals with planning, organizing & controlling the functionsof procuring, developing, maintaining and utilizing a labor force such that organizational & individual goals arefulfilled

3



ROLE OF HRMyRecruitment, selection & developmentof manpower

y Industrial relationsyProvision of welfare facilities

yManpower management

y Inf ormation collectionyExpansion, modernization &

automation



JOB ANALYSIS

FRINGE

BENEFITS JOB DESIGN

WAGES &

NCENTIVES

CAREER

PLANNING

PROMOTIONS

JOB

TRANSFER

JOB

ROTATION

EMPLOYEE

TRAINING

JOB EVALUATION

MANPOWER

PLANNING

RECRUITMENT

SELECTION

PLACEMENTS

INDUCTION

HUMAN RESOURCE

MANAGEMENT



Organization of HRM Department

DIRECTOR

(HRD)

MANAGER(PERSONNEL)

MANAGER(ADMINISTRATION)

MANAGER(HRD)

HR PLANNING

RECRUITMENT

&

SELECTION

WELFARE

LEAVE RECORDS

TRAINING &

DEVELOPMENT

PERFORMANCE

APPRAISAL



Role of HR Managery JobDesign / Job A nalysis

y Human Resource Planning

y Recruitment & Selection

y Training & Development

y PerformanceA ppraisal

y Compensation / Benefitsy Personnel Information Systems

y EmployeeMotivation / A ssistance



HUMAN RESOURCE DEVELOPMENT

Human resource development refers to the processwhereby the employ ees are continuously helped in aplanned way to

y A cquire or sharpen capabilities required to perform various tasksassociated with their present/future expected roles.

y Develop their general capabilities as individuals so that they are able to

discover and exploit their own inner potential for their own and/ororganizational development purpose.

y Develop an organizational work culture where: superior-subordinaterelationships, team work and collaboration among different units arestrong and contribute to the professional well-being, motivation and

pride.



HRD v/s HRM



HRM vs. HRDyHR M is the process of effectively

employing people in an organization

yHR D is the process of training &development of employees to make

them effectiveyHR D is an important subset of HR M



HRD vs HRM



Main Differences between Personnel

Management and HRMy Personnel management isworkf or ce centered , directed mainly

at the organizations employees; such as finding and trainingthem, arranging for them to be paid, explaining managementsexpectations, justifying managements actions etc. While on theother hand, HR M is resour ce centered , directed mainly atmanagement, in terms of devolving the responsibility of HR M to

line management, management development etc.y PersonnelManagement is basically an oper ational function,

concerned primarily with carrying out the day-to day peoplemanagement activities. While on the other hand, HR M isstr ategic in nature, that is, being concerned with directly assisting an organization to gain sustained competitivead vantage.

y HR M is more pr oactive than Personnel Management. Whereaspersonnel management is about themaintenance of personneland administrative systems,

y HR M is about the f orecasting of organizational needs, thecontinual monitoring and adjustment of personnel systems tomeet current and future requirements, and the management of

change.



Differences between Personnel Management & HRM

Sr.Sr.No.No.

DIMENSIONDIMENSION PMPM HRMHRM

11 EmploymentEmploymentcontractcontract

CarefulCarefuldelineation ofdelineation of

writtenwrittencontractscontracts

Aim to goAim to gobeyondbeyond

contractcontract

22 InitiativesInitiatives IntegratedIntegrated PiecemealPiecemeal

33 RemunerationRemuneration FixedFixed PerformancePerformance--relatedrelated

44 RulesRules ImportanceImportanceof devisingof devising

clear rulesclear rules

Can do outlookCan do outlookimpatienceimpatience

with rulewith rule



Sr.Sr.No.No.

DIMENSIONDIMENSION PMPM HRMHRM

55 Speed ofSpeed ofdecisionsdecisions

SlowSlow astast

66 Training &Training &developmentdevelopment

ControlledControlledaccess toaccess to

coursescourses

LearningLearningcompaniescompanies

77 Job designJob design Division ofDivision ofworkwork

Team workTeam work

88 EvolutionEvolution PrecedesPrecedesHRMHRM

Latest in theLatest in theevolution ofevolution ofthe subjectthe subject



CHALLENGES FOR HRM MANAGER

yChallenges relating to recruitment,selection and developmentof manpower.

yChallenges relating to industrialrelations.

yChallenges relating to provisionof welfare facilities.

yChallenges relating to manpower management.



Limitations of HRMy HR M only a support function!

y Training programs only a cost!

y Not an as & when needed function!y Not specifically qualified / trained people!

y Inadequate information systems / records!

y Misunderstood as HR D!

mmb first lecture hr[1]

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