Professional Documents
Culture Documents
In many fast growing economies, it may be easier to access money & technology than good people competitive advantage belongs to companies that know how to attract, select, deploy & develop talent.
Chapter
Why HRM?
We need people to MAKE an organization not to MAR it Getting the people who can make an org Motivating to contribute continuously To wk with people effectively understand human behavior
Introduction to HRM
Two questions:
Does it matter? Why does it matter?
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
HRM & 3 Ps
People
Process Performance
Definition
Human Resource Management (HRM) involves all management decisions and practices that directly affect the people who work for the organization
It is that phase of management which deals with the effective control & use of manpower as distinguished from other sources of power
Personnel Mistakes
Hire the wrong person for the job Experience high turnover Have your people not doing their best Waste time with useless interviews Have your company in court because of discriminatory actions Have your company cited by OSHA for unsafe practices Have some employees think their salaries are unfair and inequitable relative to others in the organization
History of HRM
Employee Rewards
HR
Employee Performance
Organizational Performance
Functions of HRM
Managerial Functions Operative functions
Managerial Functions
Operative Functions
1. Employment Job Analysis Human Resource Planning Recruitment Selection Placement Induction
Role of HR Executives
Service provider Executive Facilitator Consultant Auditor
Mastering HR Competencies
Extending Boundaries Measuring the Impact of HR Practices
Challenges to HR Professionals
Worker Productivity
Quality Improvement The changing attitudes of workforce equal opportunity
Corporate Reorganizations
Global Competition International Joint Ventures (IJVs) Increasing Diversity in Workplace
Employee Expectations
Organizations as Vehicles for Reaching Societal Goals
Further Education
Undergraduate Degrees
Masters Degrees
Human Resource Management, Labor Relations, Organizational Behavior/Development A Masters degree is preferred in todays competitive market
Human Resource Certification Institute (HRCI) PHR (Professional in Human Resources) SPHR (Senior Professional in Human Resources) based on experience, exam, and course requirements
HRM Salaries
Starting salaries tend to vary with the type of employer Employers involved in manufacturing and heavy industry offer higher starting salaries than the service organization
Legal
Cultural
HRM - Environment
All those forces which have their bearing on the functioning of the HR dept.
1.
External Forces Political-Legal (legislature, executive, judiciary) Economic Suppliers Competitors Customers Industrial Labour Diversity Technological Cultural forces
2. Internal Forces Strategy, Task & leadership Unions Org culture & conflict
Strategic HRM
Strategy
Unified course of action to achieve the goal
Unified, comprehensive & integrated plan designed to ensure that the basic objectives of the enterprise are achieved
The pattern of decisions or actions is aimed at achieving the goals & objectives of the company
Strategic Management
A continuous, iterative, cross functional process aimed at keeping an organization as a whole appropriately matched to its environment
Strategic HRM
Is the optimum utilization of human resources to achieve the set goals & objectives in the business environment
Strategic Decisions and Their Implications for Human Resource Management (contd)
Role of HRM in Strategic Management HR mgr supplies competitive intelligence in strategy formulation
1. Encouragement of pro-active rather than reactive behavior 2. Explicit communication of goals 3. Stimulation of critical thinking 4. Productivity, quality & service - HR based strategy 5. Proficient strategic mgt
In terms of meeting the challenges Increased competition better quality goods & services Increased use of IT Availability of qty of knowledge Change of structure
How to face? Job redesigning