HUMAN RESOURCE MANAGEMENT

What is Management It is a process of efficiently getting activities completed with and through people.

What is HRM?
HRM deals with acquiring, developing, stimulating and keeping outstanding workers who will be both effective (able to achieve their goals) and efficient (expending the least amount of resources necessary).

Nature of HRM
HRM has the following features:It is pervasive in nature. HRM is action oriented. Individually oriented. People oriented. Future oriented. Development oriented.

Integrating mechanism. Comprehensive function. Auxiliary service. Inter disciplinary function. Continuous function.

Functions of HRM
Managerial Functions Planning Organizing Directing Controlling Operative Functions Employment HRD Compensation Human relations Industrial relations Recent trends in HRM

Operative Functions
Employment

Job analysis Human resource planning Recruitment Selection Placement Induction

HRD Performance appraisal Training and development Management development Career planning and development Internal mobility

Compensation

Job evaluation Wage and salary administration Incentives Bonus Fringe benefits Social security measures

Human Relations Applying OB in the work place Developing leadership skills Grievance handling Counseling Providing comfortable work environment Improving quality of work life Handling disciplinary cases

Industrial relations Indian labor market Trade unionism Collective bargaining Industrial conflicts Workers participation in management Quality circles

Recent trends in HRM Quality of work life Total quality in human resources HR accounting, audit and research Recent techniques of HRM

Growth and Development of HRM in India

Kautilyas Period Varnashram The Medieval Period British Period Post Independence Period Personnel Management during 1970s Personnel management during 1980s Human Resource Management during 1990s

Impact of Environment on HRM

Environment is an important variable in the HRM Model. All those forces which have their bearing on the functioning of the HR department are considered as HRM environment.

HRM and Its Environment

Two types of environmental forces affect the HRM system in an organization. These are:A. External Environmental Forces B. Internal environmental Forces

A. External Environmental Forces

Political-Legal forces :- Impact of legislature, executive and judiciary on HRM. Economic Forces :- includes growth strategy, industrial production ,agriculture, population, national per-capita income, money and capital markets, suppliers, competitors and industrial labor influences HR functions significantly. Technological Forces :- brought following challenges for HRM practitioners. Jobs tends to become more intellectual.

Importance of training increased. The requirement for human relation and interaction becomes vitally important. Laying down a progressive and modern outlook towards employee motivation. Cultural Forces :Culture creates people along particular lines who become member of an organization.

The attitude of workers towards work comes from their cultural background. Time dimension that influences HRM has its root in culture. Work ethics is associated with moral principles. Achievement need have a behavioral implication(effort-reward expectation has performance implications.

B. Internal Environmental Forces

Strategy, Task and Leadership Unions :- All HR activities are carried out in consultation with trade union leaders. Organizational culture and conflict :- HR specialists adjust proactively to the culture of the organization. Professional Bodies:- Apex professional bodies influences the HR practices in organization.

New Challenges for HR Executives in Globalised Economy

Three broad global HR challenges emerged are :Deployment Knowledge and innovation dissemination Identifying and developing talent on a global basis. Following issues needs to be addressed to deal with the above mentioned challenges from a practical point of view.

 Candidates identification, assessment and selection( in relation to technical and business skills). Key traits to consider for global assignments include: cultural sensitivity, interpersonal skills and flexibility. Cost projections. Assignment letter.

Compensation, benefits and tax programs Relocation assistance Family support Simple transferring home-office HR best practices to a host country facility without accommodating cultural and other differences would be futile.

Following intercountry differences need adaptation. Cultural factors Economic Systems Labor cost factors Legal and IR factors

Strategic Human resources Management

HR strategy focuses on the alignment of the organizations HR practices, policies and programs with corporate and strategic business unit plans. HR strategies are essentially plans and programs to address and solve fundamental strategic issues related to HRM. Business strategy is the chief determinant of HR strategy.

 Today's business environment is characterized by economic liberalization, globalization, removal of tariff barriers, foreign competition and new technology etc. Therefore the key HR values required from the people are: Commitment Acknowledgement of problems Empowerment of achievers Necessary cultural changes.

Strategic HR directions include: Optimum manning. Multi skilling. Broader perspective. Interdepartmental co-operation and team building. Flexible organization. Customer orientation.

 Can-do-culture. Empowerment Delayering To move through the above prescribed strategic directions an appropriate organizational culture needs to be developed.

Organizational Culture

Culture projects a set of assumptions, values, attitudes and believes held by members of an organization which creates and reinforces particular norms of thinking, feelings, and actions inside the organization.

Organization should try to develop such a culture:Where there is total customer focus (both internal and external). Which is vibrant, dynamic, modern and aggressive. Where excellence is valued. That recognizes and rewards initiative, risk taking and achievement.

 Where people feel proud to be the part of the organization. Which cares for the people i.e. trust, feeling, empathy, recognition and remembrances. Which has a learning attitude at all levels. Where people enjoy working. HR strategies need to be directed towards the above key areas. Unless and until these beliefs are shared by top management, this is unlikely to succeed.