human resource management

TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75

Affiliated to Institution of G.G.S.IP.U, Delhi

B.COM(Hons.)

Human Resource Management

888208

Assistant Professor Sakshi Goel


UNIT-I

Introduction to HRM: concept/definition, nature, scope, objectives and importance of HRM, role of HRM in strategic management; Human Resource Development: concept and evolution; human capital; emotional quotient; mentoring; ESOP; flexi-time; quality circles; Kaizen; TQM and six sigma, overview of Government policy since 1991 affecting human resources


UNIT- II

Acquisition of Human Resources: Human Resource Planning: concept, significance and approaches (social demand, rate of return and manpower requirement approach); human resource forecasting: types and techniques; recruitment: policy, objectives, process and contemporary methods of recruitment (E-recruitment, recruitment process outsourcing etc.);selection: tests, interview and selection decision; placement induction; job analysis, job design: behavioral concerns, ergonomic considerations and flexible work schedules; introduction to employee empowerment,

managing protean careers, moonlighting phenomenon etc.


UNIT-III

Training and Development: introduction; training as a system; process; methods; training formats; developing training modules; evaluation: process; models; training wheel; management development programmes; talent management and employee engagement; performance appraisal: purpose; benefits and methods; feedback system; HRD score card; managing compensation: concept; Behavioural issues; Ethics in compensation;

employee benefits, health and social security measures.


UNIT- IV

Strategic HRM: HRD audit, ethics and CSR; managing globalization; technology and HRM; work-life balance and green HRM practices; knowledge management


Unit-I INTRODUCTION/CONCEPT of HRM

Human resource management is the process of acquiring, training, appraising and

compensating employees and attending to their labor relations, health, safety and

fairness concerns. It’s a proactive approach to managing people in the organization.

There are 3 elements to HRM:

1. Human resource polices should be integrated with strategic business planning and

used to reinforce appropriate culture.

2. Human resource are valuables and a source of competitive advantage.

3. Human resource can be tapped most effectively by mutually consistent policies

which promote commitment and foster willingness in employees to act flexibly.


NATURE of HRM

1. Inherent part of management

2. Pervasive function

3. Basic to all functional Areas

4. People centered

5. Continuous process

6. Based on human relations


SCOPE and ACTIVITIES

1. Determining the number and kinds of personnel required to fill various positions in the organization

2. Recruitment, selection and placement of personnel

3. Training and development of employees for their performance and growth

4. Appraisal Performance of employees

5. Motivation of workforce

6. Remuneration of employees

7. Social security and welfare of employees

8. Review and audit of personnel policies


OBJECTIVES

Four Objectives:

1. Organizational Objectives:

HRM is a means to achieve efficiency and effectiveness. It serves other functional areas, so as to help them to attain efficiency in their operations and attainment of goals to attain efficiency. Acquiring right man for the right job at right time in right quantity, developing through right kind of training, utilizing the selected workforce, and maintaining the workforce are the organizational objectives of HRM.

2. Functional Objectives:

HRM performs so many functions for other departments. However, it must see that the facilitation should not cost more than the benefit rendered.


Objectives cont..

3. Personal Objectives: In today’s world there is shortage of requisite talent. Employees are encouraged by competitive firms to change the jobs. HRM has the responsibility to acquire, develop, utilize, and maintain employees. This would be possible only when the HRM helps employees to achieve their personal goals to get their commitment. Creating work-life balance for the employees is a personal objective. 4. Societal Objectives: HRM must see that the legal, ethical, and social environmental issues are properly attended to. Equal opportunity and equal pay for equal work are the legal issues not to be violated. To take care of farmers (whose land has been acquired for the factory) and tribal’s (who are displaced by industries and mining companies) are the ethical issues.


IMPORTANCE

• On the basis of level:

1. Corporate level

2. Professional level

3. Social level

4. National level


Importance cont…

• On general basis:

1. Recruitment and training

2. Performance appraisal

3. Maintaining work atmosphere

4. Managing disputes

5. Developing public relations


Role of HRM in strategic management

Strategy: it is unified, comprehensive and integrated plan designed to ensure that the basic objectives of the enterprise are achieved. It ties all the parts of enterprise together. It is integrated in a sense that all the parts of the plan are compatible with each other and fit together well. Strategic management: it is the formulation and implementation of plans carrying out of activities relating to the matters which are of vital , pervasive or continuing importance to the total organization. It emphasizes the basic mission and goals of the organization. Also determines the basic policies and programes.


Cont..

Role in Strategy Formulation: HRM is in a unique position to supply competitive intelligence that may be useful in strategy formulation. Details regarding advanced incentive plans used by competitors, opinion survey data from employees, elicit information about customer complaints, information about pending legislation etc. can be provided by HRM. Unique HR capabilities serve as a driving force in strategy formulation. Role in Strategy Implementation: HRM supplies the company with a competent and willing workforce for executing strategies. It is important to remember that linking strategy and HRM effectively requires more than selection from a series of practice choices. The challenge is to develop a configuration of HR practice choices that help implement the organization’s strategy and enhance its competitiveness.


Cont…

• HR as a Strategic Partner Strategic human resource management (SHRM) is not just a function of the HR department—all

managers and executives need to be involved because the role of people is so vital to a

company’s competitive advantage. In addition, organizations that value their employees are

more profitable than those that do not. Research shows that successful organizations have

several things in common, such as providing employment security, engaging in selective

hiring, using self-managed teams, being decentralized, paying well, training employees,

reducing status differences, and sharing information. When organizations enable, develop,

and motivate human capital, they improve accounting profits as well as shareholder value in

the process. The most successful organizations manage HR as a strategic asset and measure

HR performance in terms of its strategic impact.


Cont…

Strategic Human Resource Management : The linking of HRM with

strategic goals and objectives in order to improve business

performance and develop organizational cultures that foster

innovation and flexibility.” Ideally, HR and top management together

craft the company’s business strategy. That strategy then provides the

framework that guides the design of specific HR activities such as

recruiting and training. This should produce the employee

competencies and behaviors that in turn should help the business

implement its business strategy and realize its goals.


HUMAN RESOURCE DEVELOPMENT- Concept and Evolution


Concept HRD cont…

1. Process of developing skills, competencies, knowledge and attitudes of people in an

organization.

2. It ensures that the organization has such competent human resource to achieve its desired

goals and objectives.

3. It imparts the required knowledge and skill in them through effective arrangement

of training and development programs.

4. It is more concerned with training and development, career planning and development and

the organization development.

5. The organization has to understand the dynamics of HR and attempt to cope with changing

situation in order to deploy its HR effectively and efficiently & HRD helps to reach this target.


Cont…

Nature Of HRD

• 1. HRD is a continuous process

• 2. HRD concerned with behavioral knowledge.

• 3. HRD is a well integrated system

• 4. HRD provides better quality of life.

• 5. HRD focuses on all round development of human resources.


HUMAN CAPITAL

Human capital is the stock of knowledge, habits, social and personality

attributes, including creativity, embodied in the ability to perform labor so as

to produce economic value.

Human capital is a collection of resources—all the knowledge, talents, skills,

abilities, experience, intelligence, training, judgment, and wisdom possessed

individually and collectively by individuals in a population. These resources are

the total capacity of the people that represents a form of wealth which can be

directed to accomplish the goals of the nation or state or a portion thereof.


Cont…

Three elements to Human capital:

1. Intellectual capital: specialized knowledge, learning capacity

2. Social capital: network of relationship and trustworthiness

3. Emotional capital: self-confidence, ambition and courage, risk taking ability


EMOTIONAL QUOTIENT

Emotional intelligence is the ability to acquire and apply our knowledge about our emotions and emotions of others in order to solve problem and live more successful and fulfilling life.

Three elements to EQ:

1. Self awareness: recognizing one’s emotion, adaptability, flexibility, striving to improve and meet a standard of excellence.

2. Social awareness: empathy, service orientation, power relationship

3. Social skills: leadership , guiding others and inspiring


MENTORING

Mentor is an individual who systematically develops another persons abilities through intensive tutoring , coaching and guidance.

Mentoring is a process where a senior person/manager acts as a friend –philosopher and a guide to a new recruit. It’s a emotional kind of support provided by an experienced person to younger people through teaching, coaching counseling guiding etc


Cont…

Steps to mentoring:

1. Initiation

2. Progression

3. Assimilation

4. Integration


ESOP

According to Edwin B. Flippo, “ the typical Employee Ownership or Stock Option Plan provide s a mechanism through which certain eligible employees may purchase the stock of the company at a reduced rate. They have been allotted company shares(sweat equity) below market price. Eligibility is usually determined by the wage level or length of service or both.


FLEXI-TIME

Flexi-time is short for flexible work hours or work schedules. Its based on the assumption that employees are paid or doing their quota of work and not for being at the place of work for a fixed number of hours on each working day. In other words, flexi-time is a system whereby employees are required to work for specific number of hours a week but are free to vary the hours of work within certain limits.


QUALITY CIRCLES

It is a small group of employees doing similar or related work who meet regularly to identify , analyze and solve product-quality problems and to improve general operation. They are relatively autonomous units, usually led by supervisor or senior worker and organized as work units. The workers, who have a shared area of responsibility, meet periodically to discuss , analyze and propose solutions to ongoing problem.


KAIZEN

Dynamic organization make continuous improvement a way of life. The Japanese word for continuous improvement is kaizen, which means improving the overall system by constantly improving the little details.

Kaizen practitioners view quality as endless journey , not a final destination. They are always experimenting, measuring, adjusting and improving.


TQM

“Total quality management” is a philosophy which believes in a company-wide responsibility towards quality. The main aim of TQM is to actively involve the production personnel in the pursuit of quality and to infuse in them the spirit of continuous improvement.


SIX SIGMA

Six sigma implies maintenance of the desired quality in processes and the end product. It means taking systematic and integrated efforts towards improving quality and reducing cost. It’s a process that helps in developing and delivering near perfect products and services.


Overview of government policies since 1991 affecting HRM

The following policies are: 1. Anti-discrimination 2. Wage and hours 3. Leave provisions 4. Medical and disability 5. Government regulations 6. Economic condition 7. Technological advancement 8. Workforce demographics

human resource management

Recruiting & HR

new delhi

human resource planning

dwarka institutional

human relations

strategic hrm

nature of hrm

role of hrm

importance of hrm