Professional Documents
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Acc to FLIPPO, HRM is the planning, organizing, directing and, controlling of the procurement ,development, compensation integration ,maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished. we can say that it is concerned with people at work and their relationships with each other , it may be defined as a set of programs, functions and activities designed to maximize both personal and organizational goals.
OBJECTIVES OF HRM
To help the organization reach its goals. To employ the skills and abilities of the workforce efficiently. To provide the organization with well-trained and wellmotivated employees. To increase the employees job satisfaction and selfactualization to maximum level. To develop and maintain a quality of work life. To communicate hr policies to all employees. To be ethically and socially responsive to the needs of the society.
compiled by V.Nagendra kumar,MBA@SITS
Scope of HRM
Procurement Training and development Job analysis and job description Remuneration Personnel records Welfare and industrial relations
HR ACTIVITIES
I. Determines the requirements of those individuals who will work and hold the mission , vision and values of a company and also brings such individuals to the areas where needed. Creates and implements orientation program that eases the adaptation of new employees to their jobs and to the company. Determines the requirement of training that accelerates the workers technical and personal development.. Prepares procedures and forms related to human resources to ensure that employees are made aware of company practices and processes.
compiled by V.Nagendra kumar,MBA@SITS
II.
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Prepares job description for every task included within the performance management system (PMS). VI. Supports PMS implementation. VII. Counsels company employees. VIII. Conducts total personnel/employee procedures. IX. Prepares payroll and manages insurance procedures. X. Prepares various statistical information reports relating to employees. XI. Organizes motivational activities and events.
Challenges to HRM
i. ii. iii. iv. v. vi. Globalization Technological changes Political and legal factors Social factors Trends in the nature of work Work force diversity
a. b. c. d. Composition Women at work Changes in employee values Level of education
compiled by V.Nagendra kumar,MBA@SITS
JOB ANALYSIS
Job analysis is a formal detailed examination of jobs. It is a process of gathering information about a job. It may be defined as the process of determining ,and reporting relevant information relating to the nature and of a specific job. It is the determination of the tasks which comprise the job and the skills, knowledge, abilities, and responsibilities required by the worker for a successful performance and which differentiate one job from all others.
JOB TERMINOLOGY
TASK: It is an action or related group of actions designed to produce a definite outcome or result POSITION: A position is a group of similar tasks and responsibilities assigned to one individual JOB: A group of related tasks/positions of the same kind or level JOB DESCRIPTION: It is an organized, factual statement of duties & responsibilities of a specific job JOB SPECIFICATION: It is a statement of minimum acceptable human qualities necessary to perform a job
Functions of HRM
The functions of HRM are divided in to two broadly classified categories: Managerial Functions and Operative Functions. Managerial functions:
Planning Organising Directing Controlling
Job analysis Human Recourse Planning Recruitment Selection Placement Induction and orientation Performance Appraisal Training Management development career Planning and Development Organization development
compiled by V.Nagendra kumar,MBA@SITS
3. compensation
Job Evaluation Wage and Salary Management Incentives Bonus Fringe Benefits Social Security Measurements
JOB DESIGN
Job design is defined as the process of making a decision on
The content of a job in terms of duties and responsibilities The methods to be used in carrying out a job , in terms of techniques ,systems and procedures The relations that should exist between the job holder and his superiors, subordinates and colleagues
compiled by V.Nagendra kumar,MBA@SITS
Five core job characteristics are especially important to job design: 1. Skills variety - the degree to which a job holder must carry out a variety of different activities and use a number of different personal skills in performing the job 2. Task identity - the degree to which performing a job results in the completion of a whole and identifiable piece of work and produces a visible outcome that can be recognised as the result of personal performance. 3. Task significance - the degree to which a job has a significant impact on the lives of other people, whether those people are co-workers in the same organisation or individuals outside the organisation.
compiled by V.Nagendra kumar,MBA@SITS
4. Autonomy - the degree to which the job holder has the freedom, independence and discretion necessary to schedule work and to decide which procedures to use in carrying it out. 5. Feedback - the degree to which performing the activities required by the job provides the employee with direct and clear information about the effectiveness of his or her performance.
Socio-technical enrichment - focuses on the relationship between technology and groups of workers. The aim is to integrate people with technology. Autonomous work teams - represent job enrichment at the group level. The employer sets up self-managed work teams who are responsible for accomplishing defined performance objectives.
Various government policies affecting the employment conditions of people. Various labour laws which are relevant for managing HR in the organization. Status of trade union movement and its attitudes towards employer- organization. Various HRM practices adopted by different organization nationally & internationally. HR department of an organization is required to collect information about these factors from different sources and to make it a part of its H.R. information system.
INTERNAL INFORMATION. Particulars Of Each Employees Types Of Employees Recruited During The Year Training And Development Offered Results Of Performance Appraisal Promotion, Demotion, Transfer, Separation Of Employees Compensation, Packages, Both Financial And Non-financial Offered Employee Absenteeism Employee Turnover Maintenance, Safety And Health Services Number And Nature Of Disputes Between Labour And Management And Their Outcomes.
compiled by V.Nagendra kumar,MBA@SITS
Area of HRIS application: Training management Risk management Turnover analysis Succession planning Flexible-benefits administration Compliance with government and legal requirement Attendance reporting and analysis HRP Accident reporting and prevention Strategy planning Financial planning and other related areas.