microsoft power point - ba 1654 introduction to hrm lecture i

8/6/2019 Microsoft Power Point - BA 1654 Introduction to HRM Lecture I

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Human ResourceManagement


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Management has been defined ascontrol and creation of a technological

and human environment that can

support optimum utilization of resourcesand competencies for achieving

organizational goals.


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But in the fast changing world much emphasisis laid on flexibility and adaptability. In the pastit was difficult to reengineer the processes butin IT enabled environment reengineering is

easy . Performance: The existence of the organization

primarily depends on its ability to create valueand increase the ROI. The two pillars

supporting performance are people and IT.Integrating both helps in improving theperformance of the organization at individualand organizational levels.


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What is Human ResourceManagement?

Human Resource Management is the processof efficiently achieving the objectives of theorganization with and through people.

It involves all management decisions andpractices that directly affect or influence the HRwho work for the organizations.-Beer

It is the set of organizational activities directed

at attracting, developing rewarding andmaintaining an effective work force.


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It is concerned with the peoples dimension inmanagement. It is the process consisting of four

functions acquisition, development, motivation

and maintenance of HR. Stephen Robbins

It can be defined as a process of procuring,developing, motivating and maintaining

competent HR in an organization so that goals

can be achieved in an efficient and effectivemanner.


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Definitions

HRM is the use of several activities to ensurethat HR are managed effectively for the benefit

of the individual society and the business.-

Randall S. Schuler

Personnel management is the planningorganizing directing and controlling of the

procurement development compensation

integration and maintenance of people for thepurpose of contributing to organizational

individual and societal goals.- Edwin Flippo


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Importance of Human Factor

Organization is made up of 4 resourcesnamely ,Men, Material, money &

machinery.Only one out of them is living

& others are non living. It is the people who make use of non

human resources.Hence people are the

most significant resources in anorganization.


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For any organization, propermanagement of human resources is veryimportant for its growth, survival,profitability, competitiveness, and

flexibility in adapting to changingconditions.

Business houses are made or broken

in the long run not by markets or capital,patents or equipments, but by men.L.F Urwick


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Organizations are made and staffed bypeople. Without people organizations

can not exist..

On an average 25% of production costand 40% of selling cost constitute the

HR cost in a manufacturing organization.

Thus the business success depends onhow best they bring right kind of people,

develop them and maintain them.


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For any organization acquiring theservices of its employees, developing

their skills and motivating them are

essential to achieve its objectives. Thusthe proper management of human

resources is very crucial for the

organizations survival, growth,

profitability and flexibility in adapting to

changing environments.


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Human Factor

Human resources are heterogeneous inthe sense that they differ in

personality,emotions,values attitudes

motives etc.Their behavior isunpredictable.


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While other resources depreciate HRappreciate with time. Better educated,more skilled, better aware of theirinterest and rights are also some

distinguishing features of HR.

HRM practices can bring an important

practical difference in terms of three keyorganizational outcomes productivity,quality of work life, and profit.


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These features makes it difficult formanagers to use them in efficient and

effective manner.

Highly complex and competitivebusiness environment makes attracting

and retaining qualified and competent

employees very difficult and challengingfor the managers.

.


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The need of the new perspective is to haveright people for right jobs.

This perspective offers the organization a

competitive edge or core competency to survive

and thrive in the competitive world.

HRM is an art of managing people at work in

such a manner that they give their best to the

organization.


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Four basic function of HRM Staffing (getting people)

Training and development (preparing

them) Motivation (stimulating them)

Maintenance (keeping them)


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HRM can be viewed in one of two ways.First, HRM is a staff, or support function

for the organization. Second, HRM is a

function of every Managers job.


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The Dynamic Environment ofHRM

Many events have shaped the HRM field. Globalization

Work-force Diversity

Changing Skills Requirements

Corporate Rightsizing

Continuous Improvement

Reengineering

Decentralized work sites Employee Involvement


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HRM Areas

Employment-The main thrust of theemployment function is to promote the

activities of the staffing function. It is

important to note that the employmentspecialists roles is not to make the hiring

decision, but to coordinate the effort with

line management.


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HRM Areas

The Training and Development sectionof an organization is often responsible

for helping employees to maximize their

potential. More importantly the trainingand development members are often

better known as the organizations

internal change agents.


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HRM Areas

Compensation and Benefits focus onboth the staffing side and themaintenance portion of HRM. Offering acompetitive wage and benefit package is

a moving target. Determining whatdifferent position on are worth to theorganization is as much a science as an

art. Yet often described as the mostobjective area in a subjective field.


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HRM Areas

Employee Relations deals with maintenancefunction. Primary function of ensuring opencommuinications permeates the organization.Employee Relations Specialist ensures helpsemployees understand policies and procedures.

Labor Relations function is different thanEmployee relations in that it is concerned withthe negotiation, interpretation, and compliancewith the labor contract. The latest trends inLabor relations is interest based bargaining andlabor management groups.


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As we move into the different areas ofHuman Resource Management we need

to understand that it is based on four

primary functions; staffing, training anddevelopment, motivation, and

maintenance. All areas under HRM can

be aligned with one of this functions.


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Objectives

Objectives are bench marks againstwhich actions are evaluated.

The primary objective of HRM is toensure the availability of right people forright jobs so as the organizationalobjectives are achieved.

Sub Objectives

To help the org. to attain its goalseffectively and efficiently by providingcompetent and motivated employees.


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Davis have classified the objectives ofHRM into 4 categories as

Societal,Organizational,Personal,labour

union objectives To be ethically & socially responsible to

the needs and challenges of the society

while minimizing the negative impact ofsuch demands upon the organization.


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Societal

It includes:

To provide more employment opportunities

To provide maximum productivity

To provide maximum material and mentalsatisfaction to workforce.

To control the wastage of effort

To help maintain ethical policies and behaviorinside and outside organization.

To establish and maintain cordial relationsbetween employees & mgt.

To reconcile individual and group goals withorg. goals.


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Organizational objectives

To recognize the role of HRM in bringing about

organizational effectiveness.

It includes:

To help the organization to reach its goals.

To efficiently utilize the skills and abilities of the workforce To communicate HRM policies to every one in the

organization

To develop and maintain quality of work life.

To provide well trained and well motivated employees tothe organization.


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Functional objectives

To maintain the departments contribution

at a level appropriate to the

organizations needs.


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Personal Objectives

:

To assist the employees in achieving their personal goals,so

that they enhance the individuals contribution to the

organization.

It includes:

To provide adequate compensation to employees.

To provide job security

To provide facilities for training and development

To increase employees job satisfaction. To provide conducive working environment


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Labor Union Objectives.

It Includes:

To recognize the labor unions

To establish the personnel policies in consultation with theunion

To create congenial environment with unions so as tomaintain the spirit of self discipline and cooperation withthe management

To utilize the available HR effectively.

To increase the employees job satisfaction and self-actualization

To develop and maintain (QWL) which makes employment

in the organization a desirable personal and social situation.


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Scope

The scope of HRM is very vast.Itincludes all activities starting from man

power planning till employees leave the

organization.The scope consists of

Acquisition,development,maintenance,&

control of human resources in an

organization.national institute of

personnel mgt., Calcutta has specified

the scope as :


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1. The labour or personnel aspect: Manpowerplanning, recruitment,selection,training,layoff &

retrenchment,remuneration,incentives etc.

2. Welfare aspect: It deals with working

conditions,and amenities like canteen,cretch,housing transport,education health & safety etc.

3. Industrial relations aspect: union mgt.

Relations, collective bargaining, grievances,etc.


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Functions

HRM performs a number of functions and activities for the

achievement of the objectives of HRM.They fall in to the following categories:

Organizational planning and development

Strategic HR planning

Job Analysis Training & Development

Compensation and benefits

Staffing

Performance appraisal

Health and safety HRIS

Union and employee relations


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Functions of HRM according toEdwin Flippo

Managerial: Planning,staffing,organizing,directing,controlling

Operative:

Procurement,Development,Compensation,

Integration,Maintenance.


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Decenzo and Robbins have categorizedthe functions of HRM as :

Acquisition

Maintenance Development

Motivation


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Roles of HR Department

Business Role- operational level,managerial level, strategic level,

Enabler Role

Monitoring Role Innovator Role

Adapter Role


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Business Role

Operational Level: The Hr deptt. takes care of

day to day operations, monitoring systems and

control systems. They also provide for specific

job skill training and plan career moves.

Managerial level: The HR deptt. do validation of

all the HR activities. They also relate current

conditions and future potential and establish

general MDP.


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Strategic level: The HR deptt. getinvolved in the broader long term and

strategic decisions of the organization.

Enabler Role: HR deptt. enables the linemanagers to make things happen.

Monitoring Role: HR deptt. Is

responsible for ensuring that HRactivities are implemented fairly and

consistently.


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Innovator Role: HR should provide up todate application of current techniques

and develop and explore innovative

approaches to human resource

problems and concerns.

Adaptor role: HR has to provide skills to

facilitate organizational change and to

maintain organizational flexibility and

adaptability.

microsoft power point - ba 1654 introduction to hrm lecture i

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