Post on 09-Apr-2018
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` Personnel Role
` Welfare & Counsellors Role
Administrative Role` Fire-fighting and Legal Role
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Advisory effective use
` Manpower planning, recruitment,
selection etc.` Training & development
` Measurement & Assessment of
individual and group behaviour
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` Managing services canteen,
transport co.op., crches etc.
` Group Dynamics, counselling,motivation, leadership,
communication
` Research in personnel and org.problems
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` Salary & wage administration
incentives
` Maintenance of records` Human-engineering, Man-machine
relations
` Effective utilization of humanresources
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` Grievance handling
` Settlement of disputes
` Handling of disciplinary & legalmatters
` Collective bargaining
` Joint consultation and participation
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` Sense of vocation
` Capacity of leadership
` Personal Integrity
` Sense ofSocial Responsibility` Dynamic personality
Spontaneity of speech
Facial expressions
Courtesy and social awareness Personal dignity
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` Personnel departments were created to deal
with: Drastic changes in technology
Organizational growth
The rise of unions
Government intervention
concerning working people
` Around the 1920s, more organizations
noticed and acted on employee-management
conflict
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Industrial Revolution :
` Technology made progress
` Specialization increased
` Workers job dull, boring
` workers treated as like glorified machine tools
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` Systematic analysis and breakdown of work
` Individual selected to perform jobs which matched
them physically and mentally
` Training regarding jobs given to employees
` More incentives to workers who produced better
results.
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` Workers joined hands to protect against
exploitation by owners
` Improve welfare of workers by collectivebargaining
` Working conditions , pay and benefits, etc.
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` The Hawthorne studies (1924 to 1933): Were to determine the effects of
illumination on workers and their output
Rather, it pointed out the importance of
social interaction on output and satisfaction. Employee productivity depends not only on job and money but
on certain social and psychological factors also
Implementation of behavioural science approach for support and
concern for employees, bond between labour and management
and keep them happy
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` Happy workers may or may not be better workers
` Each employee is different what motivates one
may not motivate other
` Employees as assets, job itself source ofsatisfaction
` Most people have self direction ,will do well if
given proper environment
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` Managers basic job is to unleash the hidden
potential of employees
` Their participation is required for growth of org
` Manager should create work climate whereeverybody contributes to their best.
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concept Description
The it
ept
Fact r fpr cti
Pater ali tic
concept
Humanitarianconcept
aborasacommodit to
bebought andsold
Li emoney , material, land
Protecti eattitude towards
employees
To improveoutput
psychological needshavetobemet alongwithmoney
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concept Description
Human resource
concept
mergingconcept
ost valuableasset ,org
goalswill bemet if theyare
satisfied
Employeesaspartners in
growthoforg. ,theyshould
havea feeling that it is their
org., managersshouldprovidebetter ualityof
wor lif e (Q L)
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` Personnel
Management
` Personnel means personsemployed. PM is the
management of peopleemployed.
` Human
ResourceManagement
` HRM is the managementof employees skills,
knowledge, abilities,talents, aptitudes, creativeabilities etc.
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` Personnel
Management
` Employee is treated as
an economic man as his
services are exchanged
for wage/salary
` Human
Resource
Management` Employee is treated notonly as economic man
but also as social and
psychological man. Thus
the complete man isviewed.
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` Personnel
Management
` Employees are used
mostly for organizational
benefits.
` Personnel function is
treated as only an
auxiliary.
` Human
Resource
Management` Employees are used for
the multiple mutual benefit
of the organization,
employees and their family
members.
` HRM is a strategic
management function.
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` Two issues are important here
` A)place of HR department in the overall set-up
` 2) composition of HR department itself
` Status of HR deptt in org depends on whetherthe unit is small or big
` In a small unit there is no separate HR deptt
` Either services of a outsider who can handle
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` Records and accounts related to provident
fund,pension etc.
` Or a low placed emlpoyee may be entrusted
with the task of HR manager` In case of large scale unit there would be a
manager heading HR deptt
` In case company has offices in different
countries ,a centralised deptt HQ and each
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plant will have a separate deptt
Routine activites to be handled by the local
deptt where as the central deptt,will make
broad policies concerning all employeesThe HR deptt composition will depend on the
scale of operations and attitude of top mgmt
Headed by a Director ,under whom are
Manager(personnel),admn,IR,HRD
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` It is the process by which employers transfer
routine work to other org that specializes in
that area and can perform it more efficiently.
` The reason for doing so could be downsizing,rapid growth, globalization or growing
competition.
` It leads to less costs,flexibility and specialised
expertise.
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