HUMAN RESOURCE MANAGEMENT

B & F - 303

What is Apeejay without students and staff members ?

• just a building !!!!!!!!

• This statement is meant to show something that most of us

Misconceptions !!!!!!

• Whenever we think about Corporate Organisations we always think of the Goods & Services they provide ?

• How often do we think of organisations depending on people to make them operate ?

• It is only under unusual circumstances, such as strike, retrenchment, attrition etc people become publicly noticeable?

Now think on this !!!!!

• How do people come to be employees in the organisation ?

• How were they found and selected ?

• Why do they come on regular basis ?

• How do they know what to do on their jobs?

• How does management know if the employees are performing adequately ?

Now think on this !!!!!

• What should be done with under performing employees and how to reward over performing employees ?

• Will today’s employees be prepared for the work in the next 6 months, 2 years, 5 years in future ?

• These are some of the questions whose answers lie in this subject

Human Resource Management

Objective

• To develop understanding of concepts, functions and process of HRM and IR. To help the students to acquire and develop skills in managing people at work, and to deal with human issues.

Course Contents

• Concept and Prospective of HRM• Human Resource Planning• Job Analysis• Recruitment & Selection• Performance Appraisal• Training & Development• Compensation & Reward Management• Discipline & Grievance Procedure• Industrial Relations

Suggested Reading

• Desler Gary, HRM, PHI

• Aswathapa, K, HRM, TMI

• L.M Prasad

• Decenzo, DA and Robbins

• T.N Chabbra

Methodology

• Interactive lecturers

• Class Interaction

• Presentations

• Case studies

• Newspaper reviews

• Article reviews

• Role plays

HUMAN RESOURCE MANAGEMENT

• Humans, alone, have the power to transform their thoughts into physical reality; humans, alone, can dream and make their dreams come true.

What is Management ?

• Management is the process of efficiently getting the work done with and through people

• Management Process includes planning, organising, staffing, directing and controlling activities that take place to accomplish desired objectives.

Management Process

Inputs Management Process Objectives

MenMaterialsMachinesMethodsMoneyMarkets

Goods andServices desired By Customers

Organising StaffingControlling

Planning Directing

Six M’s Processing End Result

Source – Fig 1 Management as a process, T.N Chabbra

What is Human Resource ?

• Human Resource is defined as the total knowledge, skills, creative abilities, talents aptitudes, values and approaches of an organisation’s workforce as well as individuals involved in the affairs of the organisation.

• Human resource is identified as Human Capital

Elements of Human Capital

Basic elementsOf

Human Capital

Intellectual Capital-Specialised knowledge

- skills and expertise- Learning capacity- cognitive capacity

Social Capital- Sociability

- Trustworthiness- Networking

Emotional capital- Self Confidence

- Ambition & Courage- Risk Taking ability

- Resilience

Human Resource Management

• Traditional View

According to Edwin B Flippo

Personnel Management is the planning, organising, directing and controlling of the procurement, development, compensation, integration and maintenance and separation of Human resources to the end so that individual and societal objectives are accomplished.

Human Resource Management

• Modern View – During and after 1970’s According to Gary Dessler Human resource management is the process of acquiring,

training, appraising and compensating employees and attending to their labour relations, health, safety and fairness concerns.

HRM is concerned with people dimension in management. Since every organisation is made up of people, acquiring their services, developing their skills, motivating them to high levels of performance and ensuring that they continue to maintain their commitment to the organisation are essential to achieving organisational objectives.

FUNCTIONS Of

HRM

Managerial-Planning

- Organising- Directing

- Controlling

Operative-Employment

-T & D-Remuneration

-Working Conditions-Motivation

-Personal records-Industrial Relations

-Seperation

Advisory-Advice to top mgmt

- Advice to dept. heads

Role of HR Manager

• Policy Formulation• Advisory Role• Linking Pin • Representative Role• Decision-Making Role• Mediator Role• Leadership Role• Welfare Role• Research Role

Scope of HRM

• Before and from the time an employee enters the organisation until he leaves – all major activities come under the scope of HRM

• It includes1. HR planning2. Job analysis and design3. Recruitment & Selection4. Orientation & Placement5. Training & Development6. Performance appraisal & Job evaluation7. Employee & Executive Remuneration8. Motivation & Communication9. Health, safety and welfare10.Industrial Relations

History of HRM

• The Industrial Revolution- late 18th century & early 19th century- invention phase- development of engineering- revolution in iron making- use of power driven machines- rise of chemical industry- development of coal mining- growth of trade union

History of HRM

• Scientific Management

- replacement of rule of thumb

- scientific selection and training

- cooperation between labor & mgmt

- maximum output

- equal division of responsibility

- mental revolution

History of HRM

• Industrial Psychology

- matching of employees to jobs

- personnel testing

- interviewing and attitude measurement

- training and learning

- job study and safety

- human engineering

History of HRM

• Human relations movement

- implementation of behavioral science

- concern for workers

- strengthen the bond between workers & mgmt.

- attitude of workers towards productivity.

History of HRM

• Personnel Management

- new techniques & styles of managing workers.

- diversified role of personnel manager

- influence of technological development

- development of new and specialized skills.

- training and development

- better employer – employee relations

History of HRM

• Human Resource Management

- understanding individual and group behavior at work

- motivation, group dynamics, organisational climate, conflict mgmt.

- mgmt by objectives, role of informal groups, quality circles etc

- integrating employees with organisational goals and employee aspirations

History of HRM

• Emerging Concept

- employees to be accepted as partners

- better quality of working life

- offer opportunities to people to exploit their potential fully

- employees considered as Human Capital

- employee engagement and innovation in decision making.

Evolution of HRM in India

Period Development Status

1920 – 1940 Beginning Clerical

1940 – 1970 Struggling for recognition

Administrative

1970 – 1990 Introduction of regulatory techniques

Managerial

1990 – 2000 Promising Executive

2000 - Innovative Strategic

HRM Trends in Dynamic Environment

• External factors

- technological changes

- economic challenges

- political factors

- social factors

- legal factors

- work force diversity

- natural factor

• Internal factors

- vision & mission

- employers demands

- employees needs

- organisational policies

- organisational culture

- mgmt structure

- HR systems

Strategic Role of HRM

• Providing purposeful Direction• Building core competencies• Creating Competitive Advantage• Facilitate Change• Managing Work force diversity• Development of work ethics and culture• Empowerment of Human Resources• Total Quality Management

Organizational Life-Cycle Stages and HR Activities

LIFE-CYCLE STAGE STAFFING COMPENSATION

TRAINING AND DEVELOPMENT

LABOR / EMPLOYEE RELATIONS

Introduction Attract best technical and professional talent.

Meet or exceed labor market rates to attract needed talent.

Define future skill requirements and begin establishing career ladders.

Set basic employee-relations philosophy of organization.

Growth Recruit adequate numbers and mix of qualifies workers. Plan management succession. Mange rapid internal labor market movements

Meet external market but consider internal equity effects. Establish formal compensation structures.

Mold effective management team through management development and organizational development.

Maintain labor peace, employee motivation, and morale.

Organizational Life-Cycle Stages and HR Activities (cont’d)

LIFE-CYCLE STAGE STAFFING COMPENSATION

TRAINING AND DEVELOPMENT

LABOR / EMPLOYEE RELATIONS

Maturity Encourage sufficient turnover to minimize layoffs and provide new openings. Encourage mobility as reorganizations shift jobs around.

Control compensation costs.

Maintain flexibility and skills of an aging workforce.

Control labor costs and maintain labor peace. Improve productivity.

Decline Plan and implement workforce reductions and reallocations, downsizing and outplacement may occur during this stage.

Implement tighter cost control.

Implement retraining and career consulting services.

Improve productivity and achieve flexibility in work rules. Negotiate job security and employment-adjustment policies

It’s the ground reality

Shilpa Wadhwa Phone no: 9818709858 Emailid:wshilpa.abs@gmail.com

Learning as passion for Life

To facilitate the learning experience by in-building knowledge, creativity, trust & confidence in order to impart quality education and provide academic platform for intellectual excellence.

Career Objective

Academic Experience

• Pursuing PhD, M.Com, Executive M.B.A, B.Com(H)

• Certified Trainer - Indian Society for Training & Development (2008-2010).

• Behavior Testing & Training (2010-2011) from GGSIP University.

• Intensive Advance Diploma in German Language from School of Foreign Language.

Academic Qualifications

Working with Apeejay Institute of Technology – School of Management Greater Noida as Lecturer. 2009 till date

Visiting Management Faculty in Take One School of Mass Communication for MBA Degree.

Worked as Full Time Management Faculty in Apostle Business School Greater Noida

Working on Research projects and Paper Publications.

Among the toppers throughout in Academics.

Coordinated and organized various College functions & Inter-departmental programs.

Full support and cooperation from all the students and staff members.

Achievements