HUMAN RESOURCE MANAGEMENT- BLOOD FLOWING IN ORGANISATIONS BODY

8/7/2019 HUMAN RESOURCE MANAGEMENT- BLOOD FLOWING IN ORGANISATIONS BODY

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HUMAN RESOURCE- BLOOD IN

ORGANISATIONS BODY

PRESENTED BY:

Abhishek - 2ND SEMESTER

ORGANISATIONAL BEHAVIOR


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Human Resource Management


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TRENDS IN HR

Human resource management is a process of bringing

people and organizations together so that the goals ofeach other are met.

Now a days it is not possible to show a good financial

or operating report unless your personnel relations are

in order.

Over the years, highly skilled and knowledge based

obs are increasing while low skilled jobs are

decreasing.Role of HRM is becoming all the more important.


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HR Managers today are focusing attention on the following-

a) Policies- HR policies based on trust, openness, equity.HR

manager has the responsibility to formulate and modify the

policy.

b) Motivation- Create conditions in which people are willing

to work with zeal, initiative and enthusiasm; make peoplefeel like winners.

c) Relations- Fair treatment of people and prompt redress of

grievances would pave the way for healthy work-place

relations.d) Change agent- Prepare workers to accept and face any

technological changes by clarifying doubts.


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Cont.

e) Unity: HR manager always try to bring unity among the

people in the organisation.

f) Competition: HR manager always help the organisation to

compete with the other.

g) Communicate: HR manager communicate to employees and

help them to minimise and overcoming problem if any

Due to the new trends in HR, in a nutshell the HR manager

should treat people as resources, reward them equitably, and

integrate their aspirations with corporate goals through

suitable HR policies.


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FUTURE ROLE OF PERSONNEL MANAGERS

(i). Personnel managers of future will have to stress upon overall

development of human resources in all respects.(ii). The scope of human resource management will be extended to cover

career planning and development, organization development,etc.

(iv). The personnel manager will be required to act as a change agent

through greater involvement in environment and scanning anddevelopment planning. They will have to devote more time to promote

changes.

(v). The personnel function will become more cost-conscious and profit

oriented. Instead of merely administering personnel activities, the

personnel department will have to search out opportunities for profitimprovement and growth.

(vi). Due to increase in technology,more skilled and talented worker is

required.


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E-RECRUITMENT

Many big organisations use Internet as a source of

recruitment.They advertise job vacancies through worldwide

web. The job seekers send their applications or curriculum

vitae i.e. CV through e-mail using the Internet. Alternatively job

seekers place their CVs in worldwide web, which can be drawn

by prospective employers depending upon their requirements.

Eg www.naukri.com,

www.monsterindia.com,

www.mafoi.com etc


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Social Networking For HR- Recruitment

Social networks have risen to such popular heights because they satisfieda basic human need: to be connected to the rest of the world.

Recruiting and brand building is social media's biggest use for human

resources currently. It's common to find companies recruiting through

social media such as Facebook , Twitter etc . HR professionals are

recruiting employees using LinkedIn and applying practically the same

principles that marketing and advertising to attract a particular targeted

audience.

Recruiting employees using LinkedIn is a great idea because the site is

known for having subscribers who are professionals.


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FEATURES OF HRM IN

ORGANISATION

1) ORGANISATIONAL MANAGEMENT: This is the wayto ensure that the organisations strategy really comesto life. That is the goal of Organisational Management

2)PERSONNEL ADMINISTRATION: Personneladministration is more commonly called humanresources(HR) management. People are consideredthe most important resource a business has..

3)MANPOWER MANAGEMENT: Manpowermanagement is also called as Human resoursemanagement, that means employing people,developing their resources, utilising andmaintaining.


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4) INDUSTRIAL MANAGEMNT: Industrial Management is

the branch of management that is concerned with thecreation and management of systems that consist ofpeople, materials and energy in productive ways.

Human Resource Management(HRM) is a techniquethat forces the managers of an enterprise to express theirgoals so that they can be understood and undertaken bythe workforce, so that they successfully accomplish theirassignments.


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VARIOUS SKILLS NEEDED IN HRMThere are specific skills required to work in human resources:

interpersonal, communication and computer knowledge. All three skillsare required for the different types of jobs available in human resources..

y Interpersonal skills refer to the ability to work and relate well withothers. This skill is very important and forms the backbone of everything

that is done in a human resources department.y Conflict management, coaching, and counseling are all skills that fall

under the umbrella of interpersonal skills.

y Interpersonal skills can be improved and enhanced throughout yourlifetime. These skills are called soft skills and improve your relationships

both in and out of the work environment .y Communication is a core skill set for all the positions in human

resources and includes both written and verbal communication skills.


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CURRENT STRATEGIES OF HRM1) An HRM strategy pertains to the means as to how to implement the

specific functions of Human Resourse Management.

2) An organization's HR function may possess recruitment and

selection policies, disciplinary procedures, reward/recognition

policies, all functional areas of HRM need to be correlated, in order

to correspond with the overall business strategy.

3) An HRM strategy typically consists of the following factors:-

"Best fit" and "best practice" - meaning that there is correlationbetween the HRM strategy and the overall corporate strategy.


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CONTD.4) The implementation of an HR strategy is not always required, and may

depend on a number of factors, namely

y the size of the firm,

y the organizational culture within the firm or the industry that the firmoperates in and

y also the people in the firm.

5) An HRM strategy can be divided, in general, into two facets

y The people strategy :The careful correlation of HRM policies/actions toattain the goals laid down in the corporate strategy.

y The HR functional strategy : relates to the policies employed within the

HR functional area itself, regarding the management of persons internalto it, to ensure its own departmental goals are met.


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FUNCTIONS OF HRM IN AN

ORGANISATIONy The Human Resources Management (HRM) function includes a variety

of activities, and key among them is

1) Deciding the staffing needs of an organization and hire employees tofill these needs, recruiting and training the best employees, ensuringthey are high performers, dealing with performance issues, andensuring your personnel and management practices conform to various

regulations.2) Activities also include employee benefits and compensation, employee

records and personnel policies..

3) The HRM function and HRD profession have undergone major changes

over the past 2030 years. Many years ago, large organizations looked tothe "Personnel Department," mostly to manage the paperwork aroundhiring and paying people.


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NATURE OF HRM IN A FIRM

Human Resource Management is a process of bringing peopleand organizations together so that the goals of each are met.

The nature of HRM includes: It is pervasive in nature as it is present in all enterprises. It tries to help employees develop their potential fully. It encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce goodresults. It helps an organization meet its goals in the future byproviding for competent and well-motivated employees.

It tries to build and maintain cordial relations between peopleworking at various levels in the organization.


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SCOPE OF HRMThe scope of HRM is very wide:

1. Personnel aspect-This is concerned with manpowerplanning, recruitment, selection, placement, transfer,promotion, training and development, layoffs and

retrenchment, remuneration, incentives, productivity etc.

2. Welfare aspect-It deals with working conditions andamenities such as canteens, creches, rest and lunch rooms,housing, transport, medical assistance, education, health

and safety, recreation facilities, etc.

3. Industrial relations aspect-This covers union-management relations, joint consultation, collectivebargaining, grievance and disciplinary procedures,settlement of disputes, etc.


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OBJECTIVES OF HRM IN

ORGANISATION To ensure effective utilization and maximum development ofhuman resources. To ensure respect for human beings. To identify and satisfy the

needs of individuals. To ensure reconciliation of individual goals with those of theorganization. To achieve and maintain high morale among employees. To provide the organization with well-trained and well-motivated employees.

To increase to the fullest the employee's job satisfaction andself-actualization. To develop overall personality of each employee in itsmultidimensional aspect.


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FACTORS INFLUENCING HRM

SUCCESSIn the 21st century HRM will be influenced byfollowing factors, which will work as various issues

affecting its strategy:

Size of the workforce. Rising employees' expectations

Drastic changes in the technology as well as Life-stylechanges. Composition of workforce. New skills required. Environmental challenges. Culture prevailing in the organization etc.


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FUTURISTIC VISION FOR HRMOn the basis of the various issues and challenges the following

suggestions will be of much help to the philosophy of HRM withregard to its futuristic vision:1. There should be a properly defined recruitment policy in theorganization that should give its focus on professional aspectand merit based selection.

2. In every decision-making process there should be given properweightage to the aspect that employees are involved whereverpossible. It will ultimately lead to sense of team spirit, team-work and inter-team collaboration.

3. Networking skills of the organizations should be developed

internally and externally as well as horizontally and vertically.

4. For performance appraisal of the employees emphasis shouldbe given to 360 degree feedback which is based on the review bysuperiors, peers, subordinates as well as self-review.


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4. 360 degree feedback will further lead to creating of highly involved

workforce, decreased hierarchies, avoiding discrimination and biases

5. More emphasis should be given to Total Quality Management. TQM willcover all employees at all levels; it will conform to customer's needs andexpectations; it will ensure effective utilization of resources and willlead towards continuous improvement in all spheres and activities of

the organization.

6. There should be focus on job rotation so that vision and knowledge ofthe employees are broadened as well as potentialities of the employeesare increased for future job prospects.


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1 Generation X: Generation X is the generation of people who are

born in between 1960 to 1975 and most of today's senior HRprofessionals and CEO's in the country belong to this group. Thisgroup is characterized by collectivism and conformity. They have

strong family values and do not question authority. They haverelatively less trust in others and are cynics by nature and also lackempowerment

Generation Y: Generation Y or the group of people born between1975 and 1990 are the people who are already in organizations and

are undergoing a transition which will make them the nextcorporate citizens of the country. They are characterized by high

confidence and have an urge to develop their career fast.


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CONTD.

y Generation E: Generation E is the group of peoplewho are born after 1990 who are yet to come in theorganization.

They are quite aware of the world and areenvironmentally conscious. They are highly literatein technology and are multi-taskers and have anurge to grow up very fast. They have a high sense of

self-confidence and are optimistic by nature. Asopposed to Generation "X" .


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1)Several trends you will notice in the coming years will be theHR Professional who takes the Entrepreneurial approach to

their jobs and careers.

2)The top professionals will posses the latest business

management principles, technical abilities, interpersonalskills, and will intuitively understand the needs of thecompany.

3)Education and training will have to be lifelong and virtual.Virtual education on the rise today.

4)HR Professionals will be extremely good at team buildingskills. Building teams that will become critical to the teams

success and ultimately the companys success.

5)There will be less face-to-face contact, remember your teamis remote and virtual. Companies will want and demand this

trait and will highly value this skill


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CONCLUSION

To conclude Human Resource Management should belinked with strategic goals and objectives in order toimprove business performance and developorganizational cultures that foster innovation andflexibility. All the above futuristic visions coupled withstrategic goals and objectives should be based on 3 H'sof Heart, Head and Hand i.e., we should feel by Heart,think by Head and implement by Hand.


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THANK YOU

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