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INTRODUCTION TO HRMLesson plan
Definition & concept of HRM History of HRM Functions of HRM Hr policies & procedures Emerging role of HRM Role of HR executives Challenges to HR professionals Strategic HRM Case study on HRM
What is Human Resource
Human resources refer to the total knowledge, skills, creative abilities ,talents and aptitudes of an organizations workforce as well as the values , attitudes and beliefs of the Individuals involved.
HUMAN RESOURCE MANAGEMENT
H.R.M is defined as the process of Planning, Organizing, Directing & Controlling the operative functions of procurement, development, compensation, integration, maintenance,& Separation of human resource to the end that individual, organizational & societal objectives are achieved ………………. Edward Flippo
.
FUNCTIONS OF HRM
MANAGERIAL FUNCTIONS Planning Organizing Directing Controlling
OPERATIVE FUNCTIONS Procurement Development Compensation Integration Maintenance & Separation
FUNCTIONS OF HRM
MANAGERIALFUNCTIONS
OPERATIVE FUNCTIONS
HUMAN RESOURCES APPROACH
HR APPROACH Contemporary approach
to HRM Treats individual goals &
organization goals as being mutual & compatible.
Employees are assets of an organization
Policies and programs must cater to the needs of the people and lead to personal development
A conducive work environment is the building block of a successful organization
EMPLOYEEMOTIVATION
EMPLOYEEPERFORMANCE
ORGANISATIONALPERFORMANCE
EMPLOYEEREWARDS
CHANGING ROLE OF H.R MANAGER
Year Designation Role
1920’s Employment Manager
Clerk or Record Keeper
1940’s Industrial Relation Officer
Trouble Shooter
1950’s Manager Maintaining Human Relations
1960’s Personnel Manager Miscellaneous
THE ROLE OF PERSONNEL MANAGER
The Role of personnel manager
Personnel Role
Welfare Role
Clerical RoleFire-Fighting
Role
Advisory
Manpower Planning
Training & Development
Appraiser
Research in personnel & organizational Problems
Managing Services
Group Dynamics
Time Keeping
Maintenance of Records
Human Engineering
Grievance Handling
Settlement of Dispute
Disciplinary Action
Consultation
HR POLICIES & PROCEDURES
• Define the role of the HR department of the Organization.• Are a set of guidelines which guide how employees are to be
treated in the organization• Aim at achieving both individual & organizational satisfaction.• Should be easy to implement and understand.• Enable the management to keep the workforce secure, happy
and motivated.• Based on the organization culture , management philosophy
and market supply and demands.• Aim to • HR procedures help management to implement HR policies.
• They are difficult to establish and maintain
Contents of Personnel Policies for Indian Organization
Recruitment or Hiring of Employees Need for Recruitment is identified How much manpower is required & at what level Selection Procedures Age limits of Employment Pre-Employment Medical Check –up Establishing order of Preferences between relation of
employees, employment exchange Candidates, & outsiders in matter of selection
Induction & Placement
Policy of Manpower Planning & development
Work Study; Job Evaluation
Selection & recruitment techniques
Identifying Training needs & Preparing Programmes
Promotional avenues & orienting the selection & Training activities to such avenues;
Opportunities for self development & advancement in organization
Policy on Terms & Conditions of Employment
Hours of work Overtime Shift working Lay- off Termination of services Welfare Wage policy Payment Method Pay back Period Job Evaluation
Policy on industrial Relations
Whether to recognize Trade unions & conditions of recognition
Collective Bargaining Grievance Handling Procedure Worker’s Participation in
Management
Policy on Communicating with Employees
Suggestion system Formal /informal meetings between
Top management & Juniors
Role of HR Executive
Service provider
Executive
Facilitator
Consultant
Auditor
Challenges to HR
Worker productivity
Quality improvement
Changing attitudes of workforce.
Impact of government
Quality of work life
Technology and training
HR Management Challenges Globalization of Business
Outsourcing and increased competition Stockholder, employee, manager concerns? social responsibility The threat of terrorism- How does this impact ? what we do?
OSHA?
Cont……..
Economic and Technological Changes Occupational shifts from manufacturing and agriculture
to service industries and telecommunications. Pressures of global competition causing firms to adapt by
lowering costs and increasing productivity.
Technological Shifts and the Internet Growth of information technology.
Cont………. Workforce Availability and Quality Concerns
Inadequate supply of workers with needed skills for “knowledge jobs”
80% of manufacturing jobs report shortage of qualified workers
Education of workers in basic skills Not enough specific skills, not enough technology skills
o Growth in Contingent Workforce Represents 20% of the workforce
Increases in temporary workers, independent contractors, leased employees, and part-timers caused by:
Need for flexibility in staffing levels Increased difficulty in firing regular employees. Reduced legal liability from contract employees Boeing Strategy- manage employment cycles in
suppliers and partners
Cont……… Workforce Demographics and
Diversity
Increasing Racial/Ethnic Diversity From the Melting Pot to the Salad Bowl
More Women in the Workforce Single-parent households Dual-career couples Domestic partners Working mothers and
family/childcare
Significantly Aging Workforce Age discrimination
Cont……..
Organizational Cost Pressures and Restructuring Mergers and Acquisitions “Right-sizing”—eliminating of layers of management, closing
facilities, merging with other organizations, and out placing workers
Intended results are flatter organizations, increases in productivity, quality, service and
lower costs. Costs are “survivor mentality”, loss of employee loyalty, and
turnover of valuable employees. HR managers must work toward ensuring cultural compatibility in
mergers.