School of Management Studies

Human Resource Management

Macro level Micro level

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Management Process
Planning Organizing Staffing Leading Controlling

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Factors of Production
Money Material Men Machinery

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People make the difference

What is Human Capital ?
Employees are intangible assets, but can still be valued Based on assumed contribution of employees to corporate earnings

Nature of Human Capital Can we treat the Human Capital like any other Resource ?

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What is HRM?
Organizations methods and procedures for managing people to enhance skills and motivation Activities to enhance the organizations ability to attract, select, retain and motivate people

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What are the factors influencing the Human Resource

Economic Political Technology Psychology Attitude Geographical

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Scope of HRM

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Need for Human Resource Management

Valuable resource Psychologically governed High idle cost Attrition Transferable Government legislation Dynamic in nature

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Why International HRM?

     Globalization Cost Technology Adoptability Cultural

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HRM Functions
Managerial Functions
Planning HR Requirements, Personal needs, Changing values, Attitudes, Employee behavior etc.,

Organising To carry out determined course of action

Directing

Execution

Controlling Checking , Verifying and Evaluating

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HRM Functions
Operational Functions
Employment Job analysis, Job design, HR Planning Recruitment, Selection, Placement, Induction, and Orientation

Training & Development

Employee Training development

Compensation

Job evaluation, Wage & Salary administration Incentives, Bonus, Fringe benefits, Social Security

Performance e Appraisal

Setting performance standards, Job evaluation, performance appraisal

Contd..

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HRM Functions
Managerial Functions Operational Functions

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HRM Objectives
             To create suitable work force To establish desirable working relations To integrate groups within the organization To facilitate for development To attain effective utilization of HR To identify & satisfy individual and group needs To maintain high employee moral To strengthen human assets To minimize socio-economic evils To provide opportunity for expression To provide fair and acceptable leadership To create favorable work environment To retain the existing work force

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Merits of HR Policies
 Delegation of power at different levels  Uniformity similar action at different places  Better control  Standards of efficiency  Confidence  Speedy decisions  Coordinating device

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Obstacles in administrating HR Policies

 Reluctant  Favoritism  Re-structuring from time to time  Understanding levels  Psychology in implementation  Govt., legislations  Trade unions