Professional Documents
Culture Documents
Pooja Fernandes
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Prof. Pooja Fernandes
What is HRM Meaning & Definition of HRM Objectives of HRM Nature of HRM Scope of HRM Functions of HRM Personnel Management Differences between PM & HRM Evolution of HRM in India
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Prof. Pooja Fernandes
Conti
Trends in HRM Challenges before the HR Manager Role of HR Manager Personnel Manual / HR Manual Why Study HRM? Board Paper Questions
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Prof. Pooja Fernandes
What is HRM?
HRM is concerned with the people s dimension in the organization Facilitating the competencies and retention of skilled force Developing management systems that promote commitment Developing practices that foster team work Making employees feel valued and rewarded.
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Prof. Pooja Fernandes
Definitions
HRM refers to acquisition, retention, motivation and maintenance of Human Resources in an organization.
HRM is the planning, organising, directing & controlling of the procurement, development, compensation integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.
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Prof. Pooja Fernandes
Objectives of HRM
Societal Objectives
Organizational Objectives
Functional Objectives
Personal Objectives
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Prof. Pooja Fernandes
Objectives of HRM
Societal objectives To be ethically & socially responsible to the needs of the society while minimizing the negative impact of such demands upon the organization Organizational objectives To recognize the role of HRM in bringing about organizational effectiveness Functional objectives To maintain the department s contribution at a level appropriate to the organization s needs Personal objectives To assist employees in achieving their personal goals in a manner that their personal goals enhance the individual s contribution to the organization
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Prof. Pooja Fernandes
Features/Characteristics/Nature of HRM
HRM explains that organizations are not mere bricks, motar, machineries
or inventories but they are people who staff and manage organizations.
HRM involves the application of management functions and principles. The principles and functions are applied to acquire, develop, maintain and remunerate employees in the organization. It helps in integration of employees with the organization. HRM functions are not confined to the business establishments but are applicable to the non-business organizations as well. HRM refers to a set of programs, functions and activities designed and carried out in order to maximize both employee and organizational effectiveness.
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Prof. Pooja Fernandes
Scope of HRM
Prospects of HRM Nature of HRM
Industrial Relations
HRM
Employee Hiring
Employee Maintenance
Very vast Covers all major activities in the working life of an employee from the time an individual enters into an organization until he or she leaves comes under the purview of HRM
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Functions of HRM
Functions of HRM include:
Facilitating the retention of skilled and competent
employees Building the competencies by facilitating continuous learning and development Developing practices that foster team work and flexibility Making the employees feel that they are valued and rewarded for their contribution Developing management practices that endanger high commitment Facilitating management of work force diversity and availability of equal opportunities to all.
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Prof. Pooja Fernandes
Functions of HR
MANAGERIAL FUNCTIONS Planning Organizing Directing Controlling OPERATIVE FUNCTIONS Staffing Development Compensation Motivation Maintenance Integration Emerging Issues
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Prof. Pooja Fernandes
Operative functions of HR
STAFFING
Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility Competency profiling, Training and development, Performance & potential management, Career management, 360 degree feedback Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits
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Prof. Pooja Fernandes
DEVELOPMENT
INTEGRATION
EMERGING ISSUES
Personnel Management
It preceded HRM and is a very narrow concept in comparison to HRM. It viewed labour as a tool, the behavior of which could be manipulated for the benefit of the organization and replaced when it was worn out. It has a limited scope and an inverted orientation.
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Prof. Pooja Fernandes
Nurturing Transformational leadership Direct Manage climate & culture Learning organization Wide ranging cultural, structural & personnel strategies Mutuality of interests
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Welfare (1920s-1930s) Administration (1930s- 1940s) Employee relations (1940-1960s) Functional expertise (1970s1980s) Business partner / player (1990s)
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Prof. Pooja Fernandes
Trends in HRM
Plays a strategic role by integrating the HR strategy with the business strategy and not just a support role. It acts as a business partner rather than just a vendor. Eg. Recruitment consultancies act as business partners to their clients than mere vendors. HR people act as a shield of the organization wherein they are the first point-of-contact to enter the organization (secure a job)
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Prof. Pooja Fernandes
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Prof. Pooja Fernandes
Contd
Handing ethical issues Having sensitive approach towards environment and contributing towards CSR activities Facing global competition
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Prof. Pooja Fernandes
Personnel Manual
It s a document that includes information that employees may need to refer frequently in order to met the terms and conditions of their employment. It is also know as HR manual, employee manual or employee handbook. The contents of a Personnel Manual are rules & regulations of the organization, attendance & leave policies and other information pertaining to work.
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Prof. Pooja Fernandes
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Prof. Pooja Fernandes
Board Questions
Concept Testing:
HRM Personnel Manual Personnel Policies (PS: same as Personnel Mgt)
Long Answers
Define HRM and explain its functions and Objectives. HRM is an advancement over traditional PM
if so,
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Prof. Pooja Fernandes
Contd
Present challenges and future opportunities for HRM in India. What is the current status of HRM in India? What factors have contributed to a change in HRM? (Hint-comment on evolution of HRM) Describe the nature and scope of Personnel function in an organization. What are the indications of its working in an organization.
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Prof. Pooja Fernandes
Contd
Define HRM. What are the modern day challenges faced by today s HR manager.
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THANK YOU!
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Prof. Pooja Fernandes