Human resource management : module 1

PEOPLE CAN MOVE MOUNTAINS

If the skill and will is properly applied wonderful things can happen
Human resources help in transforming the lifeless factors of production
into useful products
They are capable of enlargement i.e capable of producing an output
that is greater than the sum of inputs .once they get inspired even
ordinary people can deliver extraordinary results
They can help an organization achieve results quickly ,efficiently and
effectively

What is human resource management

human resource management is the planning , organizing , directing
and controlling of the procurement ,development , compensation
,integration , maintenance , and reproduction of human resources to
the end that individual , organizational and social objectives are
accomplish.”

Nature of HRM
1. Pervasive force 2.Action oriented 3.Individually oriented. 4. People
oriented.
5. Future oriented. 6. Development oriented.7.Integrating mechanism.
8. Comprehensive function. 9. Auxiliary service.10.Inter disciplinary
function.
11.Continuous function

Scope of HRM
Nature of hrm, employing hiring, Employee remuneration, employee
motivation
Employees maintenance, Industrial relations, Prospects of HRM

Importance of HRM
1. Attract ant retain talent, 2. Train people for challenging roles 3.
Develop skill and competencies 4. Promote team spirit 5. Develop
loyalty and commitment
6. Increase productivity and profits 7. Improve job satisfaction
8. Enhance standard of living 9. Generate employment opportunity

Objectives of HRM
1. To help the organization to reach its goals
2. To employ the skills and abilities of the workforce efficiently
3. To provide the organization with well trained and well motivated
employees
4. To increase to the fullest the employees job satisfaction and self
actualization
5. To develop and maintain a quality of work life
6. To communicate hr policies to all employees
7. To be ethically and socially responsive to the needs of the society

HRM VS PM( personnel management

HRM views people as an important source or asset to be used for the
benefit of organization, employees and the society. It is emerging as a
distinct philosophy of management aiming at policies that promote
mutuality mutual goals ,mutual respect , mutual reward , and mutual
responsibilities .

PM has a limited scope. It viewed labor as a tool ,the behavior of which

could be manipulated for the benefit of the organization and replaced
when it was worned out. The personnel department itself was not
treated with respect .it was not filled with productive employees

Difference between HRM and PM

Functions of HRM/ PM
MANAGERIAL FUNCTIONS
Planning Organizing Directing Controlling

OPEARATIVE FUNCTIONS
1. Procurement functions
1. Job analysis 2.Human resource planning 3.Recruitment 4.Selection
5.Placement 6.Induction and orientation 7. Internal mobility

2. Development
1. Training 2.Executive development 3.Career planning and
development
4. Human resource development

3. Motivation and compensation

1. Job design 2.Work scheduling 3.Motivation 4.Job evaluation
5.Performance appraisal 6.Compensation and administration
7.Incentives and benefits

4. Maintenance
1. Health and safety 2.Employee welfare 3.social security measures

5. Integration function
1. Grievance redressal 2.Discipline 3.Teams and teamwork
4. Collective bargaining 5.Employee participation and empowerment
6. Trade unions and employees association 7.Industrial relation
6. Emerging issues
1. Personnel records 2.Human resource audit 3.Human resource
research
4. Human resource accounting 5.Human resource information system
6. Stress and counseling7.International HRM
Personnel policies ,procedures, and programmes
Personnel policies: personnel policies guide actions .they offer the
general standards or parameters based on which decisions are reached
.they serve as a road map for managers on a number of issues such
as recruitment ,selection , promotion and compensation

Personnel procedures : a procedure is a well thought out course of

action .it prescribes the specific manner in which a piece of work is to
be done .it is also called as ‘action guidelines

Personnel programmes :
are complex sets of goals ,policies, procedures , rules , steps to be
taken resources to be employed and other elements necessary to
carry out a given course of action. As a single purpose ‘metaplan’ ,they
show the major steps needed to achieve an objective ,which will be
responsible for each and the appropriate time for carrying it out . A
programmer ,thus is a comprehensive plan covering a large territory

Types of personnel policies

1. Originated policies: these are established by top mgt deliberately so
as to guide executive thinking at various levels
2. Appealed policies: these are formulated to meet the requirement of
certain peculiar situations which have not been covered by the earlier
policies .such request usually came from subordinates who fail to
handle the cases based on guidance offered by the existing policies .
3. Imposed policies: these are formed under pressure from external
agencies such as government trade associations and unions
4.General policies: they reflect the basic philosophy and priorities of
the top management in formulating the broad plan for mapping out
the organization growth chart.
5.Specific policies: these policies cover specific issues such as hiring
,rewarding and bargaining
6.Written policies: implied policies are inferred from the behavior of
members ( dress code ,gentle tone while talking to customers ,not
getting angry while at work )

Characteristics of sound policy

1. Related to objective 2.Easy to understand. 3.Precise 4.Stable as
well as flexible
5. Based on facts 6.Appropriate number 7.Just fair and equitable
 8. Reasonable 9.review

Advantages of personnel policy

1.Delegation 2.Uniformity 3.Better control 4.Standards of efficiency
5.confidence
6.Speedy decision 7.Coordinating devices

Obstacles in personnel policies

• Many times managers are reluctant to follow policy guidelines
• Often conflicts erupt between implied and expressed policy
statements especially on employment matters.
• Personnel policies demand constant revision ,modification and
restructuring
• Personnel policies are not easy to communicate .
• Since policies grant freedom to managers as to what is to be
done in a particular situation there is always the danger of some
managers strictly stick on to the policy.

Organizing the HRM

• When people gather together and formally agree to combine
their efforts for a common purpose ,on organization begins to
take shape.
• the process of creating an organization structure is known as
organizing

Line relationship
• The relationship existing between two managers due to
delegation of authority and responsibility and giving or receiving
instructions or orders is called line relationship.
• Thus line relationship generally exists between a superior and
subordinate
• The line managers are completely responsible and accountable
for the results achieved by the employees of the respective
departments and sections.
• This means that though authority is delegated ,responsibilities
for action taken by subordinates still rests with the superior

Staff relationship
• The staff concept is probably as old as the organization itself .it
is virtually impossible for line executives to perform all their
functions and concentrate on their organizational activities.
• This naturally compels them to secure advice and help from
specialists .staff relationship make this possible.
 • The relationship between a line manager and the staff authority
is advisory which means that the staff ,a supporting unit
,recommends actions or alternative actions to the line manager
• Catch phrases like “staffs have the authority of ideas. lines have
the authority of command ““ staff thinks ,lines do” “staff
advise ,lines work”
According to MCFARNALD ,a staff manager helps serve ,investigate
,plan ,solve special problems ,support line effort ,provide ideas and
have special expertise.

organization of personnel department

• Personnel department in line organization
• Personnel department in functional organization
• Personnel department in line and staff organization
• Personnel department in divisionalised organizational structure.
• Personnel department in a matrix organizational structure.

Personnel department in line organization (refer the text book)

Role of personnel manager/HR manager

Administrative roles:
1. Policy maker 2.Administrative expert 3.Advisor 4.Housekeeper
5.Counselor
6. Welfare officer7.Legal consultant
Operational roles:
1. Recruiter 2.Trainer and developer , motivator 3.Coordinator
linking pin
4.Employee champion
Strategic roles
1.Change agent 2.Strategic partner

Qualities and qualification of PM /HR manager

1.Personnel attribute 2.Intelligence 3.Education skills
4.Discriminating skill
5.Executing skill 6.Experience and training 7.Professional attributes
8.Qualification 9.Business mastery 10Change mastery
Strategic human resource management
• SHRM is the pattern of planned hrd and activities intended to
enable an organization to achieve its goals .this means accepting
the hr function as a strategic partner both in in the formulation of
the company's strategic as well as the implementation of those
activities through hr activities .
• While formulating the strategic plan hr management can play a
vital role especially in identifying and analyzing external
opportunities and threats
Traditional HR versus strategic HR

Factors influencing HRM/ future of HRM

1 .size of workforce 2.Composition of workforce 3.Employee
expectation

4.Changes in technology
5. life style changes
6.Environmental challenges
7.Personnel function in future

1.Job redesign
2.Carrier opportunities
3.Productivity
4.Recruitment and selection
5.Training and development
6.Rewards
7.Safety and welfare
8.Changes in 21st century impacting HRM
1.Hr as a spacing board Of success
2.Talent hunting
3.Lean and mean organizations
4.Labour relations
5.Health care benefits