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UNIT-V

Human Resource Management (HRM)

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INDEXUNIT 5 PPT SLIDES

S.NO. TOPIC LECTURE NO.

1. Human Resources Management HRM L1

2. Concepts of HRM, HRD and Personnel Management L2

3. Industrial Relation ( PMIR), HRM vs PMIR L3

4. Basic functions of HR Manager: Manpower planning L4

5. Recruitment, Selection, Training and Development L5

6. Placement, Wage and Salary Administration L6

7. Promotion, Transfer, Separation, Performance Appraisal L7

8. Grievance Handling and Welfare Administration L8

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Definition of HRM:-

Dale YoderThe Management of humanresources is viewed as a system in whichparticipants seek to attain both individual andgroup goals.

Flippo HRM is the Planning, organizing,directing and controlling of the procurement,development ,compensation, integration,maintenance and reproduction of humanresources to the end that individual, organizationaland societal objectives are accomplished.

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Concepts of HRM:-

Employment

Selection and training

Employee servicesWages

Industrial relations

Health and safety &Education

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Functions of personnel Mgt:-

Operative functions

Procurement

Development

Compensation

Maintaining

Managerialfunctions

Planning

Organizing

Co-ordination

Directing

MotivatingControlling

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Human Resource Development:-

HRD is the process by which the employeesof an organization are helped in acontinuous and planned way to developtheir capabilities.

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Difference btw HRM & HRD:-

HRM is a routinefunction.

Independent one.

Exclusiveresponsibility ofpersonnel dept.

It considers salary,

economic rewards,job simplification asimportant motivators.

HRD is a continuousdevelopment function.

HRD is a sub-system.

Aims at developingthe capabilities of allits managers.

It considers informal

work groups, jobenrichment, as mainmotivators.

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Basic Functions of Manager:-

From the stage of identifying the manpowerrequirements to the stage of ensuring that theemployees contribute to the corporate goals, the

personnel manager has to look after all thefunctions.

In this process of job analysis, job description andjob specification assist the personnel manager atevery stage.

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Manpower planning:-

Definition:- Manpower planning is defined asa rational method of assessing therequirements of human resources at

different levels in the organization. It endswith proposals for recruitment, retention, oreven dismissed.

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Recruitment:-

Recruitment is often called a positive functionbecause the applications are invited as this stagefor further scrutiny and short listing.

Sources of recruitment include: internet, execuitesearch agencies (head-hunters), advertisements inthe media including TV and radio, employmentexchanges, university and college campuses,

technical and trade journals.

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Selection:-

The process of identifying the most suitablepersons for the organization is called

selection.

Selection is called a negative function

because at this stage the applications arescreened and short listed on the basis of theselection criteria.

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Stages in selection process:-

Initial screening/ short listing

Comprehensive application/ bio datascreening

Aptitude or written tests

Group discussion

Personal interview

Medical examination

Employment offer

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Training and Development:-

Training and development are essentialfor achieving organizational goals.

Development is an activity aimed at

career growth rather than immediateperformance

Training methods:- 2 types

1. On the job training2. Off the job training

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On the job training:-

Learning by physically doing the work

Job instruction trainingExperiential training

Demonstration

Apprentice training

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Placement:-

After training, the employee is placed inposition under the charge of manager. Thenew recruit is allowed to exercise fullauthority and is held responsible for theresults.

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Wage and Salary Administration:-

Wage and salary administration is theprocess of fixing wage/ salary for different

jobs in the organization through jobevaluation , negotiations with the unions.

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Promotion, Transfer, Separation:-

Promotion:-refers to the advancement of anemployee to a job with a higher authorityand responsibility.

Transfer:-moves an individual employee fromone position to another.

Separation:-refers to termination ofemployment. The employee is separatedfrom his job.

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Performance appraisal:-

Definition:- is the process of measuring andevaluating the performance oraccomplishments including individual

behavior, of an employee on the job frontfor a given period.

Who will appraise:

supervisors, peers, subordinates, managersby themselves, users of services,consultants.

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Grievance Handling:-

Grievance is any dissatisfaction or feeling ofinjustice in connection with onesemployment situation that is brought to the

attention of management.

A grievance is traceable to perceived non-fulfillment of one expectations from the

organization.

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Welfare Administration:-

The payment of wages act,1936

The minimum wages act, 1948

The workmens compensation act, 1923The employee state insurance act,1948

The employee provident fund act,1952

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Job evaluation:-

Definition:-Is the technique of assessingsystematically the relative worth of each

job.

Methods of Job evaluation:-2 types1. Non-quantitative methods Ranking method Job classification or Grading method

2. Quantitative methods points rating method Factors comparison method

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Merit rating:-

Is the process of evaluating the relative merit ofthe person on a given job.

Objectives:-

To determine salary increments

Decide who has to be transferred, promoted, ordemoted.

To enhance employee morale.To guide and monitor the performance of those

who are lagging behind

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Methods of Merit Rating

Ranking method

Paired comparison method

Rating scaleForced distribution method

Narrative or essay method

Management by objectives (MBO)