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INTRODUCTION TO
HUMAN RESOURCE
MANAGEMENT
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According to Adi Godrej,
all corporate strengths aredependent on people.
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Human Resource Management
The real sources of competitive leverage arethe culture and capabilities of your organization
that derive from how you manage your people.
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Human Resource Management
HRM is the function performed inorganizations that facilitates the most
effective use of people to achieve
organizational and individual goals.
Ivancevich and Glueck
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History of HRM - 1
Scientific Management Approach (mid 1900s)
Study of motion and fatigue
one-best-way to accomplish the task
Piece-rate system Welfare programmes
Failed to bring behavioural changes and increase in
productivity
Human Relations Approach (1930-40) Effect of social and psychological factors
Relations and respect High Productivity
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History of HRM - 2
Human Resources Approach (1970s)
Principles
Employees are assets
Policies, programmes and practices - help in work and
personal development
Conducive environment
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Challenges of HRM
Individuals differ from
one another
Customization ofstimulation and
motivation
Demanding personnel
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Scope of HRM
The scope of HRM is very wide.
The Indian Institute of Personnel Management has
specified the scope of HRM as follows:
Personnel
Aspect
Welfare
Aspect
Industrial
Relations
Aspect
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Functions of HRM
A. Managerial Functions:
Planning, Organizing, Directing , Controlling
B. Operative Functions:Procurement functions, Development functions,
Motivation & compensation, Maintenance,
Integration, & Separation.
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Planning Determine the personnel prog regdrecruitment, selection, & training to achievedesired objectives.
Organizing design structure of relationships
b/w jobs, personnel and physical factors. Directing Getting people to do work willingly
& effectively thro supervision and guidance,motivation & leadership.
Controlling ensure accomplishment of planscorrectly- measure performance thro reviewreports, records etc.
Managerial Functions
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Procurement Development Motivation &
Compensat
ion
Integration Maintenance Separation
Job Analysis Training Job design Grievance
redressal
Health & safety Retirement
HR Planning Executive
development
Work scheduling Discipline Employee
welfare
Layoff
Recruitment Career planning
&
development
Motivation Teams &
teamwork
Social security
measures
Outsourcing
Selection Human Resource
development
Job evaluation Collective
bargaining
Discharge
Placement Performance
appraisal
Employee
participation
&empowerme
nt
Induction &
orientation
Compensation
administrati
on
Trade unions &
associations
Internal Mobility Incentives &benefits.
Industrialrelations
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PERSONNEL MGT HRM
Mgmt of people employed Mgmt of KSA, abilities, attititudes..
Man is an economic
resource/service exchangedfor wage / salary
Man is an economic, social &psychological
Commodity that can bepurchased & used
Treated as a valuable resource
Employees are cost centers,mgmt controls cost
Profit centre- invest capital fordevelopment & future use
Used organisational benefit Used for organisation, individual &family benefit
Auxiliary function Strategic mgmt function
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