understanding_hrm_-_yp_thm

8/6/2019 understanding_HRM_-_YP_thm

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Understanding

Human Resource ManagementBy:

Yogesh Pahuja


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Business Organization

Objective:

Survival and growth consistent with the

expectations of its stakeholders


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Competitive Advantage

A status achieved by a company when gaining

a superior market place position relative to

its competitors

Competitive advantage through peopleThe resources must be of value

The resources must be rare

The resources must be difficult to imitate

The resources must be organized


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The Managers Human Resource

Management Jobs

Management process

The five basic functions

planning, organizing, staffing, leading, controlling.

Human resource management (HRM)

The policies and practices involved in carrying outthe people or human resource aspects of a

management position, including recruiting,

screening, training, rewarding, and appraising.


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What is Human Resource Management?

Planning, organizing, directing andPlanning, organizing, directing and

controllingcontrolling ofprocurement, development,procurement, development,

compensation, integration, maintenancecompensation, integration, maintenanceand separationand separation of human resources to the

end that individual, organizational and

societal objectives are accomplished

Edwin B. Flippo


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HRM Functions

Procurement

Development

Compensation

Integration

Maintenance

Separation


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Procurement

Obtaining the right kind & number of

personnel

Sub-functions:

Job analysis

Human Resources Planning

Recruitment

Selection

Placement


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Development

Increasing Knowledge, Skills & Attitudes that

are necessary for job performance

Sub-functions:

Performance appraisal

Training and development

Career development


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Compensation

Adequate and equitable remuneration of

personnel for their contributions

Sub-functions:

Base Compensation

Variable Compensation

Supplementary Compensation


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Integration

Concerned with the attempt to effect a

reasonable reconciliation of individual,

organizational and societal interests

Sub-functions:Understanding employees

Handling their grievance

Discipline management

Union-management relations


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Maintenance

Perpetuation of the integrated state

Sub-functions:

Communication

Counselling

Health & safety


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Separation

Exiting the Company

Retirement

Resignation

Retrenchment

Discharge

Dismissal


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Human Resource Management-Challenges

Going Global

Embracing new technology

Managing change

Developing human capital

Responding to the market

Containing costs


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Productivity Enhancement


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Nature of HR Function

Human resource Management is a staff

function, but line responsibility

This function should be carried out with the

partnership of operating manager


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Line and Staff Aspects of HRM

Line manager

A manager who is authorized to direct the work of

subordinates and is responsible for

accomplishing the organizations tasks.Staff manager

A manager who assists and advises line managers.


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Line Managers HRM Responsibilities

Placing the right person on the right job

Starting new employees in the organization (orientation)

Training employees for jobs new to them

Improving the job performance of each personGaining creative cooperation and developing smooth working

relationships

Interpreting the firms policies and procedures

Controlling lab

or costsDeveloping the abilities of each person

Creating and maintaining department morale

Protecting employees health and physical condition


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HR Profession Old Myths & New Realities

People go to HR because they like

people

HR depts. are not designed to providehealth-and-happiness retreats

HR professionals must create thepractices that make employees

more competitive and committed


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HR Profession Old Myths & New Realities (

Contd.)

Any one can do HR

HR activities are based on theory and

research

HR professionals must master the both


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Contd.)

HR deals with soft side ofbusiness and

therefore not accountable

The impact of HR practices can bemeasured


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Contd.)

HR focuses on costs, which must be

controlled

HR practices must create and addvalue increasing the intellectual

capital with in the firm


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Contd.)

HR job is to be policy police

HR function does not own compliance

Managers do it


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Contd.)

HR is full of fads

HR practices are evolved over a period

of time

HR professionals must see their current

work as a part of evolutionary chain


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Contd.)

HR is HR job

HR work is every managers work

HR professionals must join with them in

championing HR issues


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New HR Roles

Strategic Partner

Aligning HR & business strategy

(orgnl. Diagnosis)

Results in executing strategy

Administrative Expert

Reengineering organizational processes (Shared

services)

Results in building efficient infrastructure


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Personnel Aspects Of A Managers Job

Conducting job analyses (determining the nature of each

employees job)

Planning labor needs and recruiting job candidates

Selecting job candidates

Orienting and training new employees

Managing wages and salaries (compensating employees)

Providing incentives and benefits

Appraising performance

Communicating (interviewing, counseling, disciplining)

Training and developing managers

Building employee commitment


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Personnel Mistakes

Hire the wrong person for the job

Experience high turnover

Have your people not doing theirbest

Waste time with useless interviews

Have your company in courtbecause of discriminatory actions

Have some employees think their salaries are unfair and

inequitable relative to others in the organization

Allow a lack of training to undermine your departmentseffectiveness

Commit any unfair labour practices


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Thank You !You may ask your questions now..

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