human resource management ppt 2
TRANSCRIPT
HUMAN RESOURCE MANAGEMENT
Presenting by
Shamshiya Tabassum
Usha k
Nihal Ismail Zabiulla
Abdul Salaam
Sheena Fathima &
Mohammed Azam
Contents MEANING OF HRM DEFINITIONS OBJECTIVES of HRM NATURE OF HRM FEATURES OF HUMAN RESOURCE MANAGEMENT IMPORTANCE OF HRM PROCESS OF HRM RECENT TRENDS IN HRM ROLE OF HUMAN RESOURCE MANAGER DUTIES & RESPONSIBILITIES of HRM SCOPE OF HRM FUNCTIONS OF HRM OPERATIVE FUNCTION QUALIFICATIONS OF HUMAN RESOURCE MANAGER
MEANING OF HRMIt is the process of accomplishing organizational objectives by
acquiring, retaining, terminating, developing and properly using human resource in the organization. This means human resources adopted to work should remain in the organization for fairly a long time. Developing involves education training and makes the human resource to accept any type of current or future work.DEFINITION
“It is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power”.
OBJECTIVES of HRMTo make the organization people acquire power to perform the different types of workTo develop the inner hidden talent of individual workersTo develop team work among the workers of any organization cultureto grow and strengthen management and professional teams in all the areas of the organization.To train new employee to their level required by the organization to perform their task effectively.To make existing employee to be trained to take up more responsibilities.The main objectives of HRM are training and development of employees of an organization at all the levels of work.To increase co-operation and trust and to involve employees actively in the company’s affairs.To make the organization dynamic and vibrant so that it will adjust to competitive and fast changing environment. Other subsidiary objectives are:a)Manpower planning.b)Recruitment.c)Promotion.d)Career planning.
NATURE OF HRMIt is pervasive in nature as it is present in all enterprises.Its focus is on results rather than on rules.It tries to help employees develop their potential fully.It encourages employees to give their best to the organization.It is all about people at work, both as individual and groups.It tries to put people on assigned jobs in order to produce good results.It helps an organization to meet its goal in future by providing for competent and well- motivated employees.It tries to build and maintain cordial relations between people working at various levels in the organization.
FEATURES OF HUMAN RESOURCE MANAGEMENTHuman Resource PlanningJob analysisRecruitment and selectionOrientation and placementTraining and DevelopmentPerformance appraisalEmployee and Executive RemunerationMotivation and CommunicationWelfare, Safety and Healthy MeasuresBetter Industrial Relations
IMPORTANCE OF HRMObjectiveFacilities Professional GrowthBetter relations between union and management Helps an individual to work in a team/groupIdentifies person for the futureAllocating the jobs to the right personImproves the economy
Recruitment
Goal setting
Training and development
Compensation and benefit
Leadership development
Career management
Performance management
PROCESS OF HRMProcess refers to identifying flow of inter-related events and goals.Recruitment Goal setting Training and development Compensation and benefits performance managementCareer management Leadership management
RECENT TRENDS IN HRMGlobalization and its implicationsWork force diversityEmployee involvementChanging skill requirementsDecentralized work sites
ROLE OF HUMAN RESOURCE MANAGER The conscience roleThe counselorThe mediatorThe spokesmanThe problem solverThe change agent
DUTIES & RESPONSIBILITIES of HRM Preparing, modifying and updating job analysis, including job description and job specification as desired by various line managers. Advising the line managers regarding the latest development in Job analysis like role analysis broad jobs, de-jobbing and the like.Helping the lie managers in planning for human resource and finalizing the human resource plans submitted by various line mangers. Helping the line managers in identifying the training needs of employees and placing the employees in right jobs.Administering employee benefit programs.
SCOPE OF HRMHuman resource planningJob analysis designRecruitment and selectionOrientation and inductionTraining and developmentPerformance appraisal
Beliefs and assumption
Personnel manager HRM
Contracts Careful destination of written contract
It aims at beyond the contract
Rule Important and clear rules
Rules based on business needs
Nature of relation Monitoring Nurturing Strategic aspects Key relation Labour management Customer relation Speed of decision Marginal or slow Fast Line management Management role It is transactional Transformational
relationCommunication Indirect DirectLabour management Collective bargaining
contract Towards individual contract
Job category Many FewCommunication flow Restricted IncreasedJob design Diversion of labour Team work
HRM Personnel managementIt is the management of employee’s skill, knowledge abilities and talents.
It is the management of people employed
Employee in HRM is treated not only as economic man but also a social and psychological man
Employee in personnel management is treated as an economic man as his services are exchanged for wage and salaries.
Employees are treated as a profit center therefore invests capital for human resource and future utility.
Employees are treated cost center therefore management controls cost of labour.
Employees are used for the multiple mutual benefits of the organization employee and their family members
Employees are used mostly for organizational benefit.
FUNCTIONS OF HRMMANAGERIAL FUNCTIONPlanningOrganizingDirectingCoordinatingControllingOPERATIVE FUNCTIONProcurement FunctionsCompensation Function Maintenance FunctionDevelopment FunctionIntegration Function
QUALIFICATIONS OF HUMAN RESOURCE MANAGERIntelligenceEducational SkillsDiscriminating SkillsExecuting SkillsExperiences and TrainingProfessional AttitudesQualification
Thank you…