OUTLINE

HRM Definitions Environment of HR Objectives of HR Structure of HR Department Human Resource Management

NO MATTER WHAT PROFESSION

PEOPLE NEED TO GET TRAINED AND MOTIVATED

TO ACHIEVE.

TARGETS

FOR ALL THESE TO HAPPEN WE NEED TO PROPERLY MANAGE PEOPLE AND TO ACHIEVE ALL THIS WE NEED

WHAT MAKES HUMAN RESOURCE DIFFERENT THAN OTHER RESOURCES

Why Human Resource Management ?

According to Peter Drucker

Man, of all Resources available to man can grow and develop

What is Manpower?

Human Resources Personnel People at Work Manpower People Power Talent, Skills, abilities, Aptitute, Competencies

Human resource management is the process of coordinating an organization's human resources, or employees, to meet organizational goals. Human resource professionals deal with such areas as employee recruitment and selection, performance evaluation, compensation and benefits, professional development, safety and health, forecasting, and labor relations. Some of the challenges today in human resource management are maintaining a diverse workforce, dealing with major technological changes, keeping up with governmental regulations, and handling corporate restructuring and downsizing.

Environmental Scanning

Internal Environment (Micro) Organizational Objectives Production / Technology Organizational Structure Finance Organisation Culture and Conflict Unions Diversity of work force

External Environment (Macro)

Technological Customers Demographics Social including religious Economic

Political Governmental Legal Trade unions in other organizations Suppliers

HR and Technology
Consideration of adopting a new technology

Strategic Issues
Impact on productivity Impact of quality of output Impact on training/delivery of output Cost of equipment/technology Adequacy of current facilities New market opportunities afforded

Strategic HR issues
Impact on productivity Necessary expansion/ contraction of workforce Training needed to utilise new technology Costs for hiring, severance, training Effective management of change Impact on work group dynamics

Objectives of HRM
Personal Objectives

Functional Objectives

Organisational Objectives

Societal Objectives

Objectives of HRM

To create and utilize an able and motivated workforce. To accomplish the basic organizational goals. To establish and maintain sound organizational structure. To establish and maintain working relationships among all the members of the organization.

Objectives of HRM

To secure the integration of individual and groups within the organization by co-ordination of the individual and group goals with those of the organization. To attain an effective utilization of human resources in the achievement of organizational goals. To identify and satisfy individual and group needs by providing adequate and equitable wages, incentives, employee benefits and social security measures for challenging work, prestige, recognition, security, status etc.

Objectives of HRM

To maintain high employee morale and sound human relations by sustaining and improving the various conditions and facilities. To strengthen and appreciate the human assets continuously by providing training and development programs.

Objectives of HRM

To consider and contribute to the minimization of socio-economic evils such as unemployment, under-employment, inequalities in the distribution of income and wealth and to improve the welfare of the society by providing employment opportunities to women and disadvantaged sections of the society etc. To provide an opportunity for expression and voice in management.

Objectives of HRM

To provide fair, acceptable and efficient leadership. To provide facilities and conditions of work and creation of favorable atmosphere for maintaining stability of employment.

HRM Objectives and Functions

HRM Objectives Societal Objectives Supporting Functions Legal Compliance Benefits Union Mgmt Relation Human resource planning Employee relations, Selection Training and development Appraisal, Placement Assessment Appraisal Placement Assessment Training and Development Appraisal, Placement Compensation , Assessment

Organizational Objectives

Functional Objectives

Personal Objectives

Human Resource Management Process

The organized function of 1) Planning of HR needs & 2) Recruitment 3) Selection 4) Development 5) Compensation 6) Evaluation of performance To fill those needs

Human Resource Management Cycle

HR Planning Employee Relations Recruitment & Selection

EMPLOYEE
Rewards & Recognition Performance Management Training & Development

Range Models
Administration Role
Support

IR systems
Policy

Business Manager Consultancy

Strategic Internal

Line Mgt

consultancy

service Focus
Welfare

Personnel services Records Unitary relations

relations Procedures/ systems Rules Pluralist relations

Harmony Legal

Industrial

with corporate strategy Business case/relevance

Integration

Service Projects

agreements

OD/change External

networks Balanced interests change Organisational flexibility

Enable

Objective s

Needs of managers/ individuals

Service

compliance

Results Employee commitment

Job Title

Welfare officer Employment manager

manager Labour officer Personnel Manager

IR

Manager ( or director)

HR

Change

Manager HR director

Composition of a HR / Personnel Department

Owner/Manager

Manager-Personnel

ManagerAdministration

Manager-HRD

Manager-IR

Appraisal

Training & Development

PR

Canteen

Medical

Welfare

Transport

Legal

HRP

Hiring

Grievances Handling

Compensation

HRM Small-scale Unit

Owner/Manager

Production Manager

Sales Manager

Office-Manager

Accountant

Personnel Assistant

HRM Large-scale Unit

Chairman and Managing Director

Director Production

Director Finance

Director Personnel/HRM

Director Marketing

Director R&D

Organization of HR Department
HUMAN RESOURCE DIRECTOR

HUMAN RESOURCE MANAGER

HUMAN RESOURCE MANAGER

Personnel Services

Comp & Benefits

Employee Relations

Training and Development

HR Information

Three Basic responsibilities of HR Manager and his Department :

To exert a line managers authority on his unit and employees in HR department. He coordinates to ensure HR objectives and policies of the organization. He provides various staff services to the line managers like recruiting, training, rewarding, disciplining of employees at all levels.

Developing the HRM Plan

Vision Mission Policies Procedures Manual Forms and Formats Systems Structures Implementation

The HRM Plan is built upon an understanding of the department's vision, mission, values, and strategic programmes and challenges. Developing the HRM Plan this way links the HRM programmes to business plans and helps prioritise HRM programmes according to business priorities.

1. Recruitment and selection

Recruitment policy Employment category Sexual harassment policy Probation policy Equal employment opportunity policy
2. Training and development 3. Compensation and benefits

Leave policy Bereavement leave policy Adoption leave policy Paternity Leave policy Maternity leave policy Loan policy Working time policy Vacation policy Holiday policy Sick leave policy Overtime policy

4. Health and safety Health and safety policy Smoking policy Visitor policy Corporate security policy Alcohol and drug policy Discipline policy Computer policy Email policy Internet use policy Cell phone policy Grievance policy 5. Employee relations Communication policy Problem resolution policy Personal appearance policy Conflicts of interest policy

MODEL FOR DEVELOPING THE HRM PLAN

Expectations from you using TWO hands and TWO legs!!

THANK YOU