HUMAN RESOURCE MANAGEMENT

Human Resources
Define Resources
Can resources be owned ?

What do you understand by Human
Resources ?
Can Human resources be owned?

Hiring, contract a mutual agreement
time, remuneration, duties &
responsibilities
Human Resources Management
An employee motivated
individual with attitude,
perception, beliefs , motive &
direction with the right
qualification & skills

Managing Machines & managing
Human beings

Human Resources a
department involved in people
mgmt

Personnel Management & HRM
HRM addressing an
employee as an individual
beyond the terms of the
contract/agreement not just
a pay slip number
(dehumanization)

Personnel management -
deals only with the terms of the
contract



MEANING OF HUMAN
RESOURCE
According to Leon C. Megginson,

the term Human Resources can be
defined as the total knowledge,
skills, creative abilities, talents
and aptitude of an organizations
workforce, as well as the value,
attitudes and beliefs of the
individuals involved.
DEFINITION OF HUMAN
RESOURCE MANAGEMENT
Human Resource Management can
be defined as the field of
Management which has to do with
Planning, Organizing, Directing and
Controlling the functions of
procuring, developing, maintaining
and utilizing a labor force
DEFINITION OF HUMAN
RESOURCE MANAGEMENT
The process for making efficient &
effective use of Human Resources, so that
the set goals are achieved

Employees can make or mar an
organization
Rourkela Steel Plant (RSP) Orissa first
public sector plant to be set up in India
RSP saw a decade of loss making due to
external & internal factors

External Factors steep decline in steel prices,
recession in steel industry world wide
Internal factors Poor equipments, low
employee morale, absence of leadership
Turn around strategy was brought
about within 4 yrs by
Dr. Sanak Mishra
- selected as CEO in 2001

Currently heads Indian greenfield
projects of Arcelor Mittal

Elected as president of Indian Institute of Metals
(Kolkata - 2009)

Reasons for turnaround:

Regenerating strength within people - employee
motivation, leadership practices, maintenance of
equipment health etc..
Visited employees on shop floor & encouraged
them to speak about their contributions &
aspirations
Within a month & a half, he had travelled the length
& breadth of the plant interacting with several
hundred employees

How to induce an employee to
make and not mar an
organization?
1. Getting people who can make an organization

2. Enabling people to acquire required
capabilities

3. Motivating people to contribute their resources
continuously

GOALS OF HRM
Provide a range of services which supports the
achievement of corporate objectives.

Enable the organization to obtain and retain the
skilled, committed and well-motivated workforce.

Create a climate in which productive and
harmonious relationships can be maintained
between management and employees, thus
developing mutual trust.

GOALS OF HRM
Ensure that people are valued and rewarded for
what they do and achieve.


Ensure that equal opportunities are available to
all.


Maintain and improve the physical and mental
wellbeing of employees.






SCOPE OF HRM & Functions:
Human resource planning: HRP takes care of
optimal allocation & utilization of the human
resource. It involves dealing with recruitment,
promotions, transfers & resignations


HR Administration: it involves the establishment
function as well as handling legal compliances. It
ensures that returns are filled up & submitted timely
to the concerned authorities & payroll functions

Human Resource Development: it is a proactive
function which involves training identification,
conducting training programs & surveys. It
greatly affects the organizations culture building

Industrial Relations: it defines the relation
between the owners of capital & the dispensers
of labour

HRIS: it contains all the stored information &
renders easy access for facilitating decision
making.


Case study IBM turnaround strategy

Case Study - IVS
OBJECTIVE OF HRM
HRM : OBJECTIVES
Organizational Societal Functional Personal
OBJECTIVE OF HRM
Personal Objectives: Personal objective of employees must
be met if employees are to be maintained, retained and
motivated.

Functional Objectives: To utilize the scarce human resources
to full fill the organizational demand. It facilitates the
organization to accomplish the mission and vision.
Organizational Objectives: HRM is a continuous process. It is
not an end in itself but assists the organization with its
primary objectives.

Societal Objectives: HRM ensures ethically healthy working
culture where there is no discrimination with anybody and
equal employment opportunity, safety and quality of work life.
OBJECTIVE OF HRM at WIPRO
To respect the individual, as people are the
greatest assets
To govern individual & company relationships
with high standard of conduct & integrity
To be close to the customer through employees
To achieve & maintain leadership in people
management
COMPONENTS OF HRM
Five M are the main aspects of any kind of
business activities and for any kind of
organization to run its functions smoothly.

These are Men, Machines, Material, Money
and Minut i.e. Time. But the most important
asset for any business organization is the first
M i.e. Men.
COMPONENTS OF HRM
Four major components have been identified
for effective and efficient human resource
management. These are values, emotions,
skills, and motivation.
Values: Values generally influence attitude
and behavior. Managing human resources
requires great values of employees so that
team spirit and sound culture can be imagined.

COMPONENTS OF HRM
Emotions: It is a kind of cognitive factor by
which emotional intelligence can be imagined.
The control over mind, making decisions and
ensuring enthusiasm are the response of
emotions.
Skills: A kind of attribute of a person which
embarks competencies for achieving the goal.
Technical skills, Human skills and Conceptual
skills are essential for HRM. (Basic Skills,
Thinking Skills, Interpersonal Skills, Functional
Skills etc)

COMPONENTS OF HRM

Motivation: Motivation is important as oxygen is
important for life.

There are number of factors which motivate
employees in the organization like;
responsibility, authority, working conditions,
organizational culture and organizational policy
etc.

HRM MODEL
The three Ps make the sense of all about
the HRM.
These are: People, Process and
Performance. People, are the common
factor while process involves the
organizational process and performance
is linked with the return on investment.
HRM MODEL
Changes in socio-economic,
technological innovation and political
conditions are bound to bring about
change in the environment within the
organizations.


HRM MODEL
People
Shareholder
Management
Government
Employees
Community

Process
HRP
T&D
Reward
System
HR Policies
HRM
IR

Performance
HR Outcomes
Congruence
Commitment
Cost effectiveness
Corporate Strategy
Business Strategy
HRM
APPROACHES TO HRM
Hard and Soft approaches to HRM.
Hard approach to HRM in which employees
are viewed as a resource to be managed like
any other factor of production.
In this approach, the critical task for
management is to align the formal structure
and HR systems of the organization so that
they drive the strategic objectives of the
organization.

APPROACHES TO HRM

Soft' approach to HRM in which employees
are viewed as a valuable asset whose
commitment will assist in achieving
organizational success.

APPROACHES TO HRM

The objective for organization in such an
approach is to integrate HR policies with the
strategic planning process, to gain the willing
commitment of employees, to achieve flexibility
through avoidance of rigid bureaucratic structures
and to improve quality.


ROLE OF STAKEHOLDERS IN HRM
Key stakeholders: Government Is a key
stakeholder. The significance of this stakeholder
is of particular relevance for public sector
organizations, because government act as both
stakeholder and employer. Government may act
as a key driving force for HRM reform.
Key stakeholders: Management the real appeal
of HRM for top management is its apparent
ability to bring coherence, direction and form to a
cluster of existing personnel policies.
ROLE OF STAKEHOLDERS IN HRM
Key stakeholders: Unions As key
stakeholders in Organizational decision
making. It includes direct involvement of
employees, in addition to representation by
unions on behalf of employees.

Thank You