Human Resource

Management
Nitin Shende

Syllabus
Introduction
HRD Systems
HR Planning
Tools to Improve Managerial
Effectiveness
Merit Rating
Training and Development
Performance Appraisal Systems
Kind of Separations
Books:
HRM by Gary Dessler
HRM by VSP Rao
The HR Value Proposition by Dave Ulrich

Evaluations
Internal
Marks: 20 marks
Format
Group Presentation (5 marks)
Quiz (5 marks)
Written test (10 marks)
External
Two sections
Scope / Final

Theory covered during class

Practical implementation of theory

INTRODUCTION
Objective To Understand
Current Business Environment, Trends and HR
Imperatives
How Business is Organized, Managed and Importance of
HR in the Business
Evolution of HR
Role of Line and Staff function wrt HR
Structure of HR
Aspects of Strategic HR
Evolving role of HR Professionals

Business Environment Trends

High growth during past 3 decades
Demand / consumption increased
Net income grew five fold
EBIT tripled
2/3 of profits from global operations
Globalized supply chains
Unprecedented competition from
Technology enabled firms
Falling costs are bottoming out

Human Capital Trends

Barriers between work and life are
vanishing
Shift in balance of power between
employee and employer
Cognitive technologies are
displacing workers
Worker demographic is changing
Leadership gaps are widening
Learning essential for survival
Reliance on Technology

Organization / Enterprise /
Business
Characterized by
Size
Geographical Spread
Product / Service
Customer / Domain
Values, Mission

Goal
Earn Profits
Sustainability

Plan
Organize
Staff
Lead
Control
Managing Organization /
Enterprise / Business

Where does HRM fit

Process of Acquiring, Training,
Appraising, compensating employee
and of attending to their labour
relations, health and safety and
fairness concerns.

Changing Forms of HRM

Resource
Personnel
Employee
Partner / Capital

Understanding Business of
Business
Company A Company B
Revenue 100 1000 Direct Expenses -Employee Cost
-Other TOTAL
55 5 60
600 100 700 Gross Profit 40 300 S&M G&A Misc
TOTAL SG&A
8 10 2
20
100 100 0
200
EBIDTA 20 100 Depreciation Tax
46
20 30 PAT 10 50

Employee Economics
Salary
Hiring

+
Engagement + Attrition

Leave
Benefits
Welfare

<=>
Contribution

HRM - Who is Accountable

Line
Staff

Line of Authority (Staff Vs Line)

Identifying Right Person for Right
Job - Line
Mentoring employee - Line
Assist in Hiring - Staff
Training employee - Staff
Grievance Handling - Line
Designing compensation - Line

Employee Lifecycle
Engage
Retire, Exit
Attract
Develop, Mentor,
Induct Engage
Monitor, Support

 Planning
Recruitment
Placements
Training
Retirement
Compensation Goal Setting

Consideration for HR Structure

Personnel Aspects
Welfare Aspects
Amenities
Admin Services
Health and Safety
Benefits
Union Relations
Consultation
Grievance
Disputes

IR Aspects
Competency Development
Leadership
Mentoring

 Strategy

Developmental Aspects

HR Structure
Hierarchical Vs Functional
Centralized Vs Distributed

Competitiveness
How will we survive and thrive in the market
place?

Competitive Advantage
Rare & Unique Difficult to Copy Valuable to Customer
Temporary
Parity
Sustainable

XXX

HR Maturity Continuum
Administrative
Transactional
Strategic

Strategy
Long term plan that balances internal
strengths and weakness with external
opportunities and threats to maintain
competitive advantage.

HR Strategy
Formulating and executing HR Policies and
Practices that produce employee
competencies and behaviors the company
needs to achieve its strategic aims.
Trends in Business Environment
Business Strategy
Cultural Capabilities
HR Practices, Policies, Processes
Outward In Driver Inward Out Response

HR Practitioner Proficiencies
HR Knowledge, Skills, Aptitudes
Business Proficiencies
Leadership Proficiencies
Learning Proficiencies

Summing up
Current Business Environment, Trends
and HR Imperatives
How Business is Organized, Managed
and Importance of HR in the Business
Evolution of HR
Role of Line and Staff function wrt HR
Structure of HR
Aspects of Strategic HR
Evolving role of HR Professionals

Internal Evaluation - 1
Format: Group Presentation. Group size not to
exceed 10.
Marks: 5
Duration: each presentation not to exceed 15 min,
including Q&A.
Topic: For a select industry (e.g. Telecom,
Manufacturing, IT, Pharma, Retail, etc.) study
business environment in which it operates, industry
specific trends, assess implications of the same on
people in the industry, strategies used by
companies in the industry to develop and maintain
competitive advantage and its implications on the
HR strategies.
Evaluation method:
Level of participation from all members
Scope of presentation wrt the stated objective
Q&A