GOOD AFTER NOON

TO ALL

Human
Resource
Management

Introduction
Traditionally,
personal
management
is
concerned primarily with basic systems
recruiting, training, and compensation whereas
if
we
integrate
the
system
to
other
organizational functions/systems with more
concern on human aspect then this term
becomes HRM.

The world class

corporations the HRM
function has assumed
a greater significance
and plays a
comprehensive role in
organizational
management.

HRM has defined as the

function / unit in
organization that facilities
the most effective
utilization of HR to
achieve the objectives of
both the organization and
the employee.

ROLE OF HRM
The role of human resource

management in organization is
at counter stage.

Managers are aware that HRM

is a function that must play a
vital role in the success of
organization.

 It is an active participant in charting the

strategic course an organization must take

place to remain competitive, productive and
efficient.

Its focal point is people; people are the life

blood of the organization. The uniqueness of

HRM lies in its emphases on the people in work
setting and its concerns for the well living and
comfort of the human resources in an
organization.

 The HRM function is much more

integrated
involved.

and

strategically

HRM and every other functions

must work together to achieve

the level of organization.

Effectiveness required competing

locally and internationally.

 It is the action oriented, individual

oriented, globally oriented and future

oriented.

It focuses on satisfying the needs of

individual at work.

The approach to HRM differs from

organization to organization depending

on how much it is valued by the
management.

 Technological change,

innovation and heightened

competition drive to increase
the skill of employees.

Competitive challenges

motivate to companies to use

their human resources effetely.

CONTRIBUTION
HRM TO ORGANIZATION
Helping the organization to
search its goal.

Employing the skills and the

activities of the workforce
efficiently.

Providing the organization with

well trained and well motivated

Increasing to the fullest the employees job

satisfaction.

Developing and maintaining quality of work

life

Communication Helping to other

department

DIMENSIONS
The Present HRM dimensions like

manpower planning, performance and

potential appraisal, training and career
planning development, compensation
and reward, organization development
techniques and role analysis, quality of
work
life
and
communication
contributes towards the impact on the
success of the organization.

Human Resource plays a vital

role for the existence and
survival of any organization.

The success or the failure

depends on the perception,

attitudes, values of the
employees, which they have
about their organization.

 Furthermore, it also depends

upon the recruitment, selection

training and development
programme carried out in the
organization.

Today organizations are existing

in a stiff competition and the

organizations are facing problems
in the areas of technological
advancement, shortage of
resources power, energy etc.

 In spite of all these things the

organizational has to plan

strategies and implement
programmes so as to retain the
employees for a longer run.

Employees are the great asset of

any organization. So, the
organizations have to take much
care in the areas of welfare
measures, and the safety
provisions of the organizations.

 When these provisions are taken care the

health of the employees are maintained

i.e. both physical and psychological
aspects are given importance.

The welfare benefits make the employee to

feel that his organization is giving much

importance to the employees and in turn
loyalty and commitment increases.

 When

these are developed the

satisfaction towards the work is also
very high.

These are the factors which will have

an immediate
employees.

effect

upon

the

In order to achieve the production as per

the desired standards we have to

motivate
the
employees
through
performance appraisal schemes and by
the training programmes.

 These activates are very essential for the

smooth functioning of the organization.

Various research findings in the fields of

psychology, behavioral sciences had

concluded that training, performance
appraisal, welfare measures are the key
components in the success of any
organization.

 In order to take care of these measures Human

resource
Management
established.

department

are

Because HRM is a proactive measure carried

out in the organization. It helps to achieve

productivity and profitability.

The cement industry is quite unique in many

aspects, so it cannot be compared with any

other.

 Because the nature of the work, the

working condition, the environment in

which the employees exposed are
entirely different.
The employees are easily prone to
accidents and health hazards.
Due to the heavy of dust inhalation in
the
manufacturing
process
the
employees are victims of disease.

 The employees have to safe guarded by

providing welfare, safety, training and

performance appraisal measures to
improve
their
efficiency
and
productivity.

An attempt is made in this study to

what extent human resource

management is contributing for the
satisfaction of the employees in the any
organization.

HRM - People Management

A FUNCTION PERFORMED
IN ORGANIZATIONS THAT
FACILITATES THE MOST
EFFECTIVE USE OF
PEOPLE TO ACHIEVE
RGANIZATIONAL GOALS.

Every organization is made up

of PEOPLE
ACQUIRING THEIR SERVICES
DEVELOPING THEIR SKILLS
MOTIVATING TO HIGHER LEVELS OF

PERFORMANCE.
ENSURING THAT THEY CONTINUE TO
MAINTAIN THEIR COMMITMENT.
ESSENTIAL TO ACHIEVE
ORGANIZATIONAL OBJECTIVES

What are Competencies?

A collection of characteristics
(i.e. skills, knowledge, selfconcept, traits and motives),
that enables us to be
successful in our interactions
with others at our workplace.

PERSONAL COMPETENCIES
DEVELOPING ONESELF.
TAKING INITIATIVE.
DELIVERING RESULTS.
SHOWING COMMITMENT.
ADAPTABILITY.

INTERPERSONAL
COMPETENCIES
INFLUENCING.

RELATIONSHIP BUILDING.
ADVISING.
TEAM ORIENTATION.
CULTURAL AWARENESS.
COMMUNICATION.
TRANSPARENCY.

PEOPLE MANAGEMENT
COMPETENCIES
LEADERSHIP.
DIRECTING.
BUILDING TEAMS.
FACILITATING PERFORMANCE.
MOTIVATING.
GUIDING PEOPLE.
TRANSFERRING KNOWLEDGE.

VISIBLE COMPETENCIES
SKILL A LEARNED ABILITY
KNOWLEDGE ACQUIRING INFORMATION.

Easy to measure.
Visible.
Easy to observe

LESS VISIBLE
COMPETENCIES
INTERPERSONAL SKILLS
TEAM PLAYER

Less easy to measure.

Partly Visible.
Less easy to observe

INVISIBLE COMPETENCIES
ATTITUDES
VALUES
ACHIEVEMENT
MOTIVATION

Difficult to measure.
Invisible.
Difficult to observe

HR MANAGEMENT FRAMEWORK
BASED ON COMPETENCY

BUSINES
S
STRATEG
Y

RECRUITMEN
T&
TRAINING & SELECTION
PERFORMANC
DEVELOPMENT
E
MANAGEMEN
T
BUSINES
COMPETENCY
S
FRAMEWORK
RESULTS

REWARD
MANAGEMEN
T

CAREER
MANAGEMEN
T

Competencies That Build Career

Success

Communication
Leadership
Critical Thinking
Manage Change
Ethics/Social Responsibility
Self-Managed Learning
Information Technology
Teamwork
Interpersonal/Diversity
Technical Knowledge

Building up of
COMMUNICATION SKILLS
Expressing ones needs, wants,

opinions and preferences without

offending the sensitivities of others.

Listening with objectivity and

clarifying messages, giving
feedback, receiving feedback
effectively.

Building up of
LEADERSHIP SKILLS
Facilitating groups in the decisionmaking process.
Implementing sound decisions.
Remaining flexible with decisions.
Explaining unpopular decisions to
others. Using effective coaching
skills with peers/subordinates.

Building up of
CRITICAL THINKING
Analytic: Critically evaluating data.

Identifying and defining problems,

identifying probable causes, and coming up
with suggestions for a solution.
Conceptual: Being able to think in abstract
terms, to see the big picture and
understand how the various parts of an
organization and idea can fit together.
Making decisions. Judging under uncertainty.

Building up of
Ethics / Social Responsibility
Defining and practicing ethical

behavior in difficult situations.

Considering the impact of ones
actions and decisions on others,
both inside and outside ones
organization.

Managing Change
Managing change within oneself and
organizations.

Understanding controlling forces in the

environment that affect global change
(e.g., customers, governments, global
trends, competitors, employees and
society as a whole).

Building up of
Use of Information Technology
Using information technology to organize,
summarize, analyze, and transform data
into meaningful and useful information.
Knowing how to find and gather
information from multiple sources.
Knowing how to organize, summarize,
analyze, and convert it into meaningful
and useful information for making
decisions or taking specific actions.
Applying information creatively to
specific tasks or problems.

Building up of

INTERPERSONAL SKILLS/ DIVERSITY

Accepting others opinions in a

non-judgmental way.

Establishing relationships with

and learning more about people

of other racial, religious, ethnic,
or cultural backgrounds.
Advocating the value of
diversity.

Examining ones own biases

and behaviors to avoid
stereotypical actions or
responses.

Interacting with and

appreciating physically or
mentally challenged
individuals.

Self- Managed Learning

Actively identifying new areas

for learning;
Regularly creating and taking
advantage of new learning
opportunities.
Being self-directed and selfmotivated.

TEAM WORK

Active participation in, and

facilitation of, team effectiveness.

Being aware of the effect of ones
behavior on others.
Acknowledging other team
members concerns and
contributions.
Collaborating on projects.

Technical Knowledge

Demonstrating satisfactory

level of technical and

professional skills in jobrelated areas.
Knowing where to get in-depth
expertise on specific technical
areas.
Understanding technical
terminology and developments.

Knowing how and when to apply

a technical skill or procedure.

Synthesizing new solutions to

problems based on professional

principles

Competencies of successful HR
professional
Organizational skills required
Able to set priorities
Able to delegate
Time and meeting management skills

Problem solving skills required

Understanding of process
Ability to weave through necessary
channels to accomplish outcomes in
complex settings

Competencies of successful HR
professional

Relationship focused activities

Easily approachable
Builds relationships
Develops relationships
Relates easily to diverse groups and
individuals

Customer focused activities

Focused on all of service

Product delivery
Customer satisfaction oriented activities

Competencies of successful
HR professionals

Assessment of talents
Ability to judge and asses talents
Recruit and select staff appropriate to current
and future organizational needs
Appreciation for and emphasis on developing
a diverse workforce.
Intelligence quotient
Ability to grasp complex concepts
Determining the course of action
Hard working and likes challenges

Competencies of successful HR
professionals
Active listening capacity
Ability to absorb and translate others statements
into objective responses
Ability to give and receive feedback in an
appropriate manner
Oral and presentation skills
Ability to present and convey information in a
wide variety of settings
To represent the organization

Competencies of successful
HR professionals
Professionalism
Ability to maintain professional demeanor in
difficult situations
Patience with customers
Ability to diffuse anger the deal with difficult
customers
Maintaining the code of ethics
Maintaining healthy relationships between
individual and groups

Competencies of successful HR
professional
Flexibility
Ability to cope effectively with change and
uncertainty
Ability to reprioritize quickly
Ability to maintain a balanced perspective
and see all sides of an issue
Broad vision
Ability to translate a future state for others
and instill a sense of vision in them
Ability to motivate others

STEPS TO BUILD UP
COMPETENCIES
STEP
Look for new opportunities
Focus on what you are capable of
accomplishing.
Taking risks involves overcoming
obstacles by utilizing your strengths
to the fullest advantage.

STEPS TO BUILD UP
COMPETENCIES
STEP

You will need to sharpen your soft

skills as well as your hard skills
in order to become effective,
efficient and successful in your
life and your professions.

Hard skills and Soft Skills

Hard skills are to do with the technical

skills and soft skills are the behavioral

skills.
Both types of skills are required for
carrying our your professional activities
effectively and efficiently.
They are also required to be successful in
your personal, family and social life.

CONCLUSION
Competent professionals can
Increase productivity.
Motivate Employees.
Manage Talents.
Build Brand for the Company.
CAN MAKE THE COMPANY
BEST COMPANY TO WORK FOR

CONCLUSION
Build up your competencies to
become success in your Career.
Get wonderful opportunities to
prove your talents and
competencies in the work place.
Wish you all success .

THANK YOU