Human Resource management - PowerPoint Presentation

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Human Resource management

PERSPECTIVES IN HUMAN RESOURCE MANAGEMENT

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I. Arul Edison Anthony Raj,

MBA, M.Phil., PGDIB

,

ADHRM(UK).

Assistant Professor

E.G.S. Pillay Engineering College, Nagapattinam.Slide2

INTRODUCTION

Human Resource Management (HRM) is the utilization of a firm’s human resources to achieve organizational objectives.HRM is the most happening function as of now. This is so because people offer competitive advantage to a firm & managing people is the domain of

HRM.HRM is a broad concept. Personnel Management (PM) & Human Resource Development (HRD)

are a part of HRM.Slide3

Meaning of HRM

Human Resource Management means employing people, developing their resource utilizing, maintaining and compensating their services in tune with the job and organizational requirements with a view to contribute to the goals of the organization, individual and the society.Slide4

Definition of HRM

According to Pulapa Subba Rao define, human resource management (HRM) is a managing (planning, organizing, directing & controlling) the functions of employing, developing, compensating the utilizing human resources, resulting in the creation and development of human and industrial relations which would shape the future policies and practices of human resource management, with a view to contribute proportionately to the organizational, individual and social goals.Slide5

Evolution and Growth of HRM

The history of development of HR management in India is comparatively of recent origin.But “Kautilya” had dealt with some of the important aspects of HRM in his “Arthasastra”, written in 400 B.C.Government in those days adapted the techniques of HRM as suggested by “Kautilya”.

In its modern sense, it has development only since independence.Slide6

Cont.,

Though the importance of labour officers was recognized as early as 1929, the appointment of officers to solve labour & welfare problems gained momentum only after the enactment of Factories Act of 1948.Under Section 49 of the Act required the appointment of Welfare Officers in companies employing more than 500 workers.Slide7

Cont.,

At the beginning, Government was concerned only with limited aspects of labour welfare. The earliest labour legislation in India dealt with certain aspects of Indian Labourers (Regulation of Recruitment, Forwarding and Employment) sent to various British colonies in 1830s. Slide8

Cont.,Slide9

Functions of HRM

Functions of HRM Managerial Functions Operative Functions

Planning Staffing / Employment Organizing Human Resources Directing Development

Controlling Compensation & Benefits Safety and Health Employee & Labour Relations Recent Trends in HRMSlide10

Cont.,

Managerial FunctionsPlanning: (It is a predetermined course of action), in involves planning of human resources, requirements, recruitment, selection, training etc.Organizing:

(It is essential to carry out the determined course of action).Directing: The next logical function after completing planning and organizing is the execution of the plan.

Controlling: After planning, organizing & directing various activities of Personnel Management.Slide11

Cont.,

Operative FunctionsStaffing/Employment: The process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs at the right time to achieve the organization’s objective.

Job AnalysisHuman Resource PlanningRecruitment

SelectionPlacementInduction and OrientationSlide12

Cont.,

Human Resources Development: A major HRM functions that consists not only of T&D but also individual career planning and development activities and performance appraisal.Performance AppraisalTraining & Development

Management DevelopmentCareer Planning & DevelopmentInternal Mobility (It consists of

transfer, promotion & demotion)Retention & Retrenchment ManagementChange and Organization Development.Slide13

Cont.,

Compensation and Benefits: It is the process of providing adequate, equitable and fair remuneration to the employees. Job EvaluationWages and SalaryIncentives

BonusFringe BenefitsSocial Security Measures (Non – financial rewards)Slide14

Cont.,

Safety and Health: Safety involves protecting from injuries caused by work – related accidents. Health refers to the employees’ freedom from physical or emotional illness.Slide15

Cont.,

Employee and Labour Relations: Practicing various human resources policies and programmes like employment, development and compensation and interaction among employees create a sense of relationship between the individual worker and management, among workers and trade unions and the management.Slide16

Cont.,

Recent Trends in HRM: Human Resources Management has been advancing at a fast rate. The recent trends in HRM includes:Quality of work lifeTotal quality in human resourcesHR accounting, audit and research and

Recent techniques of HRMSlide17

Objectives of HRMSlide18

Cont.,

The societal objectives of HRM seek to ensure that the organization becomes socially responsive.The organizational objectives make sure that HRM is not a standalone department, but rather a means to assist the organization reach its primary objectives.Functional objectives remind the HRM that it has only functional value and should not become too expensive at the cost of the organization it serves.

Personal objectives assist employees in achieving their personal goals.Slide19

Human Resource Manager

An individual who normally acts in an advisory or staff capacity, working with other managers regarding human resource matters.The human resource manager was primarily responsible for coordinating the management of human resources to help the organization achieve its goals.Slide20

Line Manager

Individuals directly involved in accomplishing the primary purpose of the organization.There was a shared responsibility between line manager & HR professionals.Often the line manager goes to HR for guidance in topics such as promotion, hiring, discipline, or discharge. Line managers often perform many of the staffing functions previously accomplished by HR, such as interviewing.

Line manager must know how to deal effectively with the union. Slide21

Role of HR Manager

Human Resource Manager plays a vital role in the modern organization. He plays various strategic roles at different levels in the organization.The role of the HR manager includes;The Conscience RoleThe CounselorThe MediatorThe Spokesman

The Problem-solverThe Change AgentSlide22

Cont.,

The HR managers must exercise control very tactfully in order to win the confidence and co-operation of all line managersThey have to persuade line managers to work with staff specialists and not against them.The authority of the HR manager should derive from concrete HR policies & programmes and from the advantages and results of accepted specialized knowledge.Slide23

Cont.,

As a Source of Help: In certain situations (when line managers lack skill or knowledge in dealing with employee problems), experienced HR managers assume line responsibility for HR matters.Slide24

Cont.,

As a Change Agent: HR Manager should work as an enabler and change agent regarding HR areas and he should be familiar with different disciplines like management, technology, sociology, psychology and organizational behavior as organizational adaptability, viability & development are dependent on human resource development.Slide25

Qualifications and Qualities of

HR ManagerThe functions of HR management vary from org., to org., both in nature & degree. So the qualifications required of a HR manager differ from org., to org., depending on its nature, size, location etc.Slide26

Cont.,

Intelligence: this includes skills to communicate, articulate, moderate, understand, tact in dealing with people intelligently, etc.Educational Skills: HR manager should possess learning & teaching skill as he has to learn and teach employees about org., growth.Discriminating Skills:

He should have the ability to discriminate between right and wrong.Slide27

Cont.,

Executing Skills: He / She is expected to execute the management’s decisions regarding personnel issues with speed, accuracy and objectivity.Experience and Training: Previous experience is undoubtedly and advantage provided the experience was in an appropriate environment and in the same area.Slide28

Cont.,

Professional Attitudes: Finally, professional attitude is more necessary particularly in the Indian context.Qualification: Qualifications prescribed for the post of HR manager vary from industry to industry and from State to State. However, the qualification prescribed by various org., include MBA with HRM Specialization, M.H.R.M, M.A.(IR&PM), M.P.M & P.G.D.P.M.Slide29

Computer applications in HRM

Computer technology enables organizations to combine human resource information into a single database. This database is often referred to as a human resource information system (HRIS)Slide30

Human Resource Information System (HRIS)

A human resource information system (HRIS) is an integrated system designed to provide information used in HR decision making.Slide31

Definition for HRIS

An HRIS may be defined as the system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding and organization’s human resource.Slide32

Why does an Org., need HRIS?

An org., grow in size, the maintenance & use of emp., information becomes more & more difficult.A second reason for the increase in HRISs is the rapid reduction in the cost of computing.A third reason for the growth in HRISs is the need to produce reports & monitor information on employees in order to comply with legal requirements.

Finally, as competition has increased, org., have realized that managing their human resource is an important as managing their financial & raw material resources. Slide33

Objective of HRIS

To acquire, store, manipulate, analyze, retrieve, and distribute the information of human resource.To facilitate HR decision-making in the following areas:Man-power planningRecruitment & selection

Employment, including promotion, transfer, etc.Education & trainingTo provide relevant information on employees to government agencies as part of the legal requirements.Slide34

Uses of HRISSlide35

Problems in developing an HRIS

HRIS may be expensiveThreatening & inconvenient to those who are not comfortable with computers.Employee privacySlide36

Computer application in HRM

Computer applications in strategic HRM an HR Planning.Computer application in Job AnalysisComputer application in RecruitmentComputer application in Selection.

Computer application in HRD & Career PlanningSlide37

Cont.,

Computer application in Performance AppraisalComputer application in Compensation & BenefitsComputer application in Health & SafetyComputer application in Labour RelationsFuture applications of Computer in HRM Slide38

Human Resource Accounting

Human resource accounting is the process of identifying and measuring data about human resources and communicating this information of interested parties.It deals with investments in people and with economic results of those investments.Slide39

Definition for HR Accounting

According to Stephen Knauf defined HRA as “the measurement and quantification of human organizational inputs, such as recruiting, training, experience and commitment.”Eric Flamholtz explained human resource accounting as accounting for people as organization resources. It is the measurement of the cost and value of people for the organization.Slide40

Human Resource Audit

An audit is a review and verification of completed transactions to see whether they represent a true state of affairs of the business or not.Human Resource (HR) Audit refers to an examination & evaluation of policies, procedures & practices to determine the effectiveness and efficiency of HRM.