Human Resources Management

Evolution of Human Resources Management in India

Session 1

HRM function
Human Resource Management Functions

Organisational Behaviour

Industrial Relations And Labour Legislation

Personnel Management

Organisational Behaviour

Field of study that tries to examine why people behave the way they do. Focuses on behaviour of employees at the levels of
individual, group and total organisation

Personnel Management

Studies policy formulation and implementation on issues such as

Human resource planning Recruitment and selection Training and development Performance and potential appraisal Promotions Transfers Quality of working life and Compensation management

Industrial Relations and Labour Legislations

Deals with Union management relationship Union structure Collective bargaining Grievance handling Discipline management Implementation of various labour legislations

Key Aspects Beliefs and Assumptions Contract Rules Guide to management action Behaviours Managers task

PM

HRM

Written Clear rules Procedures Customs Monitoring

Spirit Can Do attitude Flexibility, commitment Values Nurturing

Key Aspects Strategic Aspects Key Relations Initiatives Speed of decisions Line Management Management Role Skills

PM Labor management Piecemeal Slow

HRM Customers Integrated Fast

Transactional Negotiation

Transformational Facilitation

Emerging HRM Functions

Assessment Centre Empowerment Job enrichment Parity and Justice Downsizing/Rightsizing Human resource Information System

Assessment Centre

It is a mechanism to identify the potential for growth It is a procedure and not location Uses variety of techniques to evaluate employees for manpower purpose and decisions Uses situational tests for specific job behaviour Identifies Strengths and weaknesses of attributes being studied

Empowerment

It is seen as a redistribution of power in work settings It is reorientation of all forces, values and beliefs which determine human behaviour in organizations These values and forces liberate rather than restrict the range of thought and action

Job Enrichment (JE)

JE concerns with providing discretion, flexibility and variety to the job to increase the employees willingness to contribute. Seven Job characteristics identified for JE are:

Skill variety Task identity Task significance Autonomy Feedback from job Feedback from others Dealing with others

Parity and Justice

HRM managers have to be sensitive to ensure that constitutional and legislation guarantees are not ignored/violated by individual members or organizations. Safeguarding these guarantees and ensuring that organization comply with the laws of the land is most important emerging function of HRM today

Some Articles in Indian Constitution

Equal opportunity employment

Prohibition of child labour

Articles 14,15,16 Article 24

Equal pay for equal work

Right to Work

Article 39
Article 41

Workers participation in management

Article 43A

Downsizing/Rightsizing

Downsizing (organizations call it rightsizing) refers to activities undertaken by management to improve efficiency, productivity and competitiveness of the organizations by reducing their workforce..

Human Resource Information system (HRIS)

HRIS is a systematic way of sorting data and information for each employee

It aids in

Planning Decision making submitting reports to other departments

Information Requirements of HRM

Duties and responsibilities of every job in the organization Skills possessed by every employee Future human resource needs of the organization Current productivity of human resources Identification of training needs

HRM Policy

Statement of intent

Objectives

Clearly defined Equally understood Mutually shared

Objectives of HRM
Societal
Organizational

Functional Personal

Uses of Policy

Resource Requirements Time Schedule Constant review

Monitoring Evaluation

Indicators of success Uniformity of behaviour Data generation and Analysis

HRM Policy Development

Citizens rights and obligations

Labour Legislations

Socio-cultural Milieu of the society Inter Industry comparisons Existing HRM problems

Advisory Functions

Sexual Harrasment Equal opportunity emplyment Equal pay for equal work Special group employment

SC/ST etc

Discipline management Conducting Morale surveys

HRM line functions

HR Planning Job Analysis Recruitment Selection Induction/Training Performance Appraisal Internal mobility compensation