super nice hrm report

7/29/2019 Super Nice Hrm Report

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Presented by: Clinio L. Galviso, RN


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Management of work force of an organisationie how to manage the different people workingtogether in a organisation.

HRM is a management function that helpsmanagers recruit, train and develop membersfor an organisation.


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Societal objectives To be socially responsible to theneeds of the society.

Organisational Objective To recognise the role of

HRM in bringing about organisational effectiveness.

Functional objective To maintain departmentscontribution at a level appropriate to the organisationsneeds.

Personal Objective To assist employees in achievingtheir personal goals, at least in so far as these goalsenhance the individuals contribution to theorganisation.


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HRM Obj. Supporting function

Societal Objective

1. Legal compliance

2. Benefits

3. Union Management relations

Organisational

Objectives

1. HRP

2. Employee relations

3. Selection

4. Training & Development5. Appraisal

6. Placement


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MANAGERIALFUNCTIONS

PlanningOrganising

Directing

Controlling

OPERATIVEFUNCTIONS

Staffing

Development

Compensation

Motivation

Maintenance

Integration


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STAFFING Job analysis, HRP, Recruitment,Selection, Placement, Induction,Internal Mobility

DEVELOPMENTCompetency profiling, Training anddevelopment, Performance &potential management, Careermanagement, 360 degree feedback

COMPENSATION& MOTIVATION

Job design, Work scheduling, Jobevaluation, Compensationadministration, Incentives and

benefits


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MAINTENANCEHealth, Safety, Welfare

INTEGRATIONEmployment relations, Grievance,Discipline, Trade unions,Participation


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Labouror Personnel aspect Recruitment,Selection, Transfer, Promotion etc.

Welfare aspect Housing, Lunch room, Health

and Safety, Transport, education etc. Industrial relation aspect Union Management

relations, Negotiation, Grievance handling etc.


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Policy is predetermined course of actionestablished to guide the performance of worktowards accepted objectives.

Importance -:

(1) Clear Thinking

(2)Uniformity & Consistency of Admin.(3)Sence of Security

(4)Control


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Originated policies Made by topManagement.

Appealed policies Made on request to handle

certain situation, or if certain aspects aremissing in the main policy.

Imposed policies Imposed by Govt & Legalauthorities.

General policies Do not relate any issue, mayrepresent the priority of Top Mgmt. (WPM).

Specific Policy Related to specific issues likeRecruitment, Transfer, Promotion etc.


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Strategy -: is a way of doing something. Itusually includes the formulation of a goal andset of action plans for accomplishment of thatgoal.

Strategy has two components -:

1) Planning

2) Action


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Strategic management is understood as theprocess of formulating, implementing and

evaluating business strategies to achieveorganisational objectives.

Analysis of the environment, formulation ofstrategies, and evaluation and control are thephases in the strategic management process.


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Meaning Assessment of Human ResourceRequirements & also the time & stages ofrequirement.

Right person ---At Right place ---At Right time.

Definition HRP is defined as the process bywhich management determines how an org

should move from its current manpowerposition to its desired manpower position.


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Future Personnel needs

Creating highly talented personnel

International Strategies

Foundation of personnel function

Resistance to change and move


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Job Analysis

Job Description Job Specification

Job analysis is the process of collecting jobrelated information. Such information helps inthe preparation of job description and jobspecification.


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Job description -: A statement containing itemssuch as Job title, Location, Job summary,Working condition etc.

Job specification -: A Statement of humanqualifications necessary to do the job. Usuallycontains items such as Education, Experience,Training, Communication skills etc.


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HRP

Recruitment & Selection

Training & Development

Remuneration

Safety & Health

Performance Appraisal


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Observation

Interviews

Questionnaire

Technical Conference Method


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Strategic Choices

Gather Information

Process Information

Job Description

Job Specification


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Strategic Choices :1. Employee Involvement2. Level of Details3. When and How often4. Past oriented and Future oriented

Gather Information :1. What type of Data to Collected (machine, tools

& work activities)2. Data collection methods3. Who to collect Data (Trained analyst,

Supervisors, Job incumbents)


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Information Processing -:

How collected information will be used informing Job Description and Job Specification.

Job description :

Job Specification -:


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Support from Top management

Single Means or Source

No Training or Motivation

Activities may be Distorted


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The process of finding and attracting capableapplicants for employment. The process beginswhen new recruits are sought and ends whentheir applications are submitted. The result is apool of applicants from which new employeesare selected.

Recruitment is a process of invitingapplications from prospective employees.

Recruitment is a positive process.


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Determine the present and future requirementsof the organisation in relation with the HRPand Job Analysis.

Increase the pool of job candidates at minimumcost.

Meet the organisations legal and socialobligations regarding the composition of itsworkforce.


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Internal Sources -:

Transfer , Promotions.

External Sources-:

Press Advertisements , Educational Institutions,Placement Agencies, Employment Exchange,

Labour Contractors, Recruitment at factoryGate.


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Recruiting Required Personnel

Search for Perspective Employees

Internal Sources

External Sources

Evaluating effectiveness of process


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Personnel Requisition -: Requisition forrecruitment from other deptt., Contains infolike no of person required, duties to be

performed, desired qualification, time ofappointment, info about job.

Locating and developing sources of requiredno and type of employees.

Identifying the prospective employees withrequired characteristics.


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Communicating the info about the org, the joband the terms and condition of service.

Encouraging the identified candidates to apply

for jobs in the org. Evaluating the effectiveness of recruitment

process.


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Overtime

Employee Leasing

Temporary Employment


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Selection is the process of picking individuals(out of the pool of job applicants) with requisitequalifications and competence to fill jobs in the

organisation.

Selection is a negetive process.


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Preliminary Interview

Application blank

Selection Test

Employment Interview

Reference Check and Background Analysis

Medical Examination

Final Approval Evaluation


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Planned introduction of employees to theirjobs, their co workers and the organisation.

Orientation also called Induction, is designedto provide a new employee with theinformation he or she needs to functioncomfortably and effectively in the organisation.


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To help new comer overcome his naturalshyness and nervousness in meeting newpeople in the environment.

To develop among the newcomers a sense ofbelonging and loyalty to the organisation.

To develop a close and cordial relationshipbetween newcomers and the old employeesand their supervisor.


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Placement refers to the allocation of people tojobs. It includes initial assignment of new

employees and promotion, transfer, ordemotion of present employees.


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Difficulty with the placement is that we tend tolook at the individual but not at the job.

Job in this context may be classified into threecategories.

1. Independent

2. Sequential3. Pooled


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The need for training and development isdetermined by the employees performancedeficiency computed as follows-:

Training & Development need = StandardPerformance Actual Performance


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Need Assessment -: Diagnoses the presentproblems & future challenges to be metthrough training and development.

Need Assessment Methods -: As follows

Group Assessment (intro of new product.)

1. Org goals & objectives.

2. Personnel skill inventories3. Exit interviews

4. Customers Satisfaction data


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Off the job -:1. Vestibule Utilisation of actual equipments.2. Lecture Verbal presentation of information.3. Role playing is to create realistic situation.4. Simulation technique that duplicates as

nearly as possible actual conditionencountered on the job.

5. Laboratory / Sensitivity training smallergroup ie 12 or less. Provides awareness abouttheir own behaviour & how other percievethem.


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It is the systematic evaluation of the individualwith respect to his or her performance on the

job and his or her potential for development.


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Objective Correct or Improve performance

Expectation In forming what is expected fromemployee

Design Appraisal Helps in posing questionwhich needs answers like Formal v/s InformalAppraisal, whose performance should be rated(group, team, individual), Who are Raters,

What should be rated (Quality, Quantity, Time,Cost effectiveness, Need For Supervision),When to Evaluate, What Methods to be opted.


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Minimum Wage Wage for sustenance of lifeplus for preservation of the efficiency ofworker. (Determined through Legislation)

Fair Wage Equal to the rate prevailing in thesame trade and in the neighborhood or equal tothe predominant rate for similar workthroughout the country.

Living Wage Higher than fair wage.Provides for bare essentials plus frugalcomforts.


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There is a saying

Precaution is always better than cure.


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Internal If a bone is fracture which cant beseen and judged from open eyes.

External wounds which are seen through ouropen eyes.

Major Accidents results in death or results inprolonged injury.

Minor A scratch or injury does not seriously

disable. Temporary If a person recovers disability

from which he can recover fully after certainperiod.


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Permanent Any injury which permanentlydisabled the person.


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super nice hrm report

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