Human Resource Management

1 INTRODUCTION

Meaning of HRM
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Meaning of HRM

Definition of HRM
Evolution of HRM Opening Case

Scope of HRM
Principles, Policies and Procedures of HRM

HRM and its Environment

3

Cultural

Strategy, Task & Leadership

External

Internal

Economic

HRM

Professional Bodies

FUNCTIONS OF HRM
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FUNCTIONS OF HRM

MANAGERIAL FUNCTIONS

OPERATIVE FUNCTIONS
EMPLOYME NT

PLANNING ORGANISING DIRECTING CONTROLLING

HRD COMPENSA TION HUMAN RELATIONS INDUSTIAL RELATIONS RECENT TRRNDS IN HRM

OPERATIVE FUNCTIONS
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EMPLOYMENT: First operative function. This involves employing individuals with suitable knowledge,skills,experience and aptitude necessary to perform various jobs. The functions are:(1) JOB ANALYSIS-To ensure the satisfactory performance of

an employee, his skills, abilities and motives to perform a job must match the requirements of job. A mismatch will result in poor performance,absentism,turnover and other problems.

OPERATIVE FUNCTIONS
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HUMAN RESOURCE PLANNING:-

HRP involves forecasting the human resource requirements of an organization and the future supply of human resources, and making suitable adjustments between these two in correlation with organizational plans. -Estimating the present and future manpower requirements. -Estimating the net human resource requirements on the basis of present inventory of human resources. -Mould ,change and develop the existing employees to enable them to meet future organizational requirements. -Developing action plans to attract and acquire valuable human resources from the market.

OPERATIVE FUNCTIONS
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RECRUITMENTIt is the process of seeking and attracting prospective candidates against a vacancy in an organization. Tapping the existing sources of applicants and developing new sources. Identifying or creating new sources of applicant Stimulating and attracting the candidates to apply for jobs in the organization Deciding the recruitment process

OPERATIVE FUNCTIONS
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SELECTION-The process of employment selection is to

choose the right candidate for a job. The process of identifying and establishing the credentials of a candidate for a job to ensure success is referred to as selection. This includes predicting the in-job performance of candidates. -Scanning the application forms/CVs -Identifying & developing suitable and reliable testing techniques. -Involving the line managers or respective departments. -Evaluating the candidates and fixing their salary and benefits.

OPERATIVE FUNCTIONS
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-Formulating medical fitness policy and examination procedures. -Intimating the candidates ,even the ones who are not selected, about the results of the selection process. -Employing the selected candidates. -Formulating medical fitness policy & examination procedures. -Intimating the candidates, even the ones who are not selected, about the results of the selection process. -Employing the selected candidates.

OPERATIVE FUNCTIONS
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PLACEMENT-

After a selected candidate conveys his acceptance of the offer of employment made by an organization, his placement has to be decided based on the needs of the organisation.The individuals needs also have to be given due consideration where possible. -Discussing the placement with the line/functional managers and identifying a mentor for the new entrant. -Conducting follow up study and evaluating employee performance so as to determine how well the employee has adjusted to the job. -Identifying mistakes in placement & correcting them.

OPERATIVE FUNCTIONS
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INDUCTION

Inducing a new employee to the organisation,its buisness,the organization culture, its values and beliefs, and practices and procedures is termed as induction. It also includes helping the employee get acquainted with his new job and his tasks and responsibilities.

OPERATIVE FUNCTIONS
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HUMAN RESOURCES DEVELOPMENT-

HRD is the process of training & developing employees to improve & update their knowledge & skills, so as to help them perform their jobs better. The process also includes developing the attitudes, beliefs & values of the employees to match the organizational needs. HRD has to be a continues process and should take in to consideration both the present & future organizational requirements.HRD includes performance appraisal,training,management development and career planning and development.

OPERATIVE FUNCTIONS
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Performance Appraisal-This is the process of

evaluating the performance of an employee on the job & developing a plan for improvement. This includes an assessment of the strengths & weakness of the employee,& drawing up a development plan in consultation with him to prepare him for future tasks & responsibilities in the organization. It includes- Developing suitable methods to ensure that the system works successfully.

OPERATIVE FUNCTIONS
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Designing a PMS that suits the system works

successfully Training all the employees in conducting appraisals. Implementing the system effectively & maintaining records. Obtaining feedback on its effectiveness & making necessary changes.

OPERATIVE FUNCTIONS
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TRAINING-

Training is the systematic development of the knowledge, skills and attitudes required to perform a given task or job sucesfully,in an individual. It includes: -Identifying the training needs of the individual, keeping in view the organizational needs. -Designing suitable training programs to eliminate the gaps in knowledge, skill or attitude. -Conducting training programs, or providing support to other departments in conducting training. -Evaluating the effectiveness of the training programs and making necessary changes.

OPERATIVE FUNCTIONS
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MANAGEMENT DEVELOPMENT-

It is the concept of developing the employees of an organization to meet future changes and challenges. It includes forecasting the human resource demands of an organization and gearing up to meet the demands. Management development looks at enabling an employee to develop his overall personality and his capability for continuous improvement. It is different from training,where the employee is taught a set of specific skills or imparted knowledge on a particular subject.

OPERATIVE FUNCTIONS
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CAREER PLANNING AND DEVELOPMENT-

Career prefers to identifying ones career goals and formulating plans of reaching them through various means like education, work experience etc Career development looks at individuals goals from the point of view of organization, where as career planning and career development reinforce(to strengthen) each other.

OPERATIVE FUNCTIONS
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COMPENSATION-

Compensation includes all the extrinsic rewards (extrinsic reward A positive outcome that is obtained by performing work but
which is separate from and not inherent to the work task. The most obvious extrinsic rewards are the pay and benefits that workers receive in return for work, though others might include praise from superiors and a sense of career

that an employee receives during & after the course of his job, for his contributions to the organization. The principles of compensation are that it has to be adequate, equitable and fair to he employees.

progression.)

OPERATIVE FUNCTIONS
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Compensation =base salary+incentives+bonous+benefits This is based on job evaluation. -Job Evaluation-It is the systematic determination of value of each job in relation to other jobs in the organisation,in the industry and in the market. -Various job evaluation techniques -Ascertaining the relative worth of jobs in various categories.

OPERATIVE FUNCTIONS
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Wage & Salary Administration-

The process of formulating and operating a suitable wage & salary program. -Conducting wage & salary survey in the market. Determining on the basis of various factors like law,equity,fairness and performance. -Implementing wage and salary programs.

OPERATIVE FUNCTIONS
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INCENTIVES-

These are the rewards an employee earns in addition to regular wages or salary based on the performance of the individual/team or the organization. BONOUSIs a share in the surplus or bounty and its directly related to the organizations performance. It is governed by Payment of Bonus Act-1965.

OPERATIVE FUNCTIONS
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FRINGE BENEFITS-

These are monetary and non monetary benefits given

to employees during their employment and some times post employment also. These are connected to employment with the organization and are not related to the employees performance. These benefits provide a sense of security to the employees and keep them committed.

OPERATIVE FUNCTIONS
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EMPLOYEE RELATIONS-

It deals with the employees in the organizational context, as a social group that contributes to the organization. It Includes1. Increasing employee productivity 2. Keeping the employees satisfied and motivated 3. Developing team mgmt,team building and leadership skills.

OPERATIVE FUNCTIONS
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4. Designing & implementing fast and suitable grievance management system. 5.Ensuring discipline among employees. 6. Counseling and developing them ion to complete individuals and responsible citizens.

OPERATIVE FUNCTIONS
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Relationship between employee and manager:

1.
2. 3.

4.
5.

Be intrested in his employees work Lend suport Bring in clarity in terms of job responsibility Encourage the employee Have faith and confidence.

Objectives of HRM
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Personal Objectives

Functional Objectives Organisational Objectives Societal Objectives