Bharati

Human Resource Management

What is Meant by Human Resources

Definition : From National standpoint -

HR can be defined as the total
Knowledge, skills creative abilities,
talents and aptitudes obtained in the
population.
Bharati
Human Resource Management
Definition :
From Enterprise viewpoint

HR represents the total of the inherent
abilities, acquired knowledge and skills
in the talents and aptitudes of its
employees.
Bharati
Human Resource Management
According to Juclus :

The human factor refers to a whole
consisting of interrelated, interdependent
and interacting physiological,
psychological, sociological and ethical
components.
Bharati
Human Resource Management
IMPORTANCE : HR are significant from

Economic standpoint
Ginzberg points out HR are key to economic development
.However they are being wasted through unemployment,
disguised unemployment, obsolescence of skills, lack of
work opportunity, poor personnel practices and the hurdles
of adjusting to change.
Non-economic standpoint Political, religious,
social, cultural and psychological standpoint.

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Human Resource Management Functions
Difference between HRM and PM (Legge)

PM concerned with non-managers

HRM is aimed at managerial staff. It has
more focus on the mgmt* of corporate
culture OD and allied socio-psychological
ideas. A strategic activity.

Bharati
Human Resource Management (Diff with PM)
Personnel Mgmt
* Employment Contract
Careful delineation of
written contract
* Rules
Important , clear
devised rules
* Guide to mgmt action
Procedures
HRM

Aim to go beyond
contract

Can do outlook


Business Needs
Bharati
Human Resource Management (Diff with PM)
Personnel Mgmt
* Behaviour Referent
Norms / Customs and
practices
* Managerial Task (Vis-
-vis labour)
Mentoring
* Key Relations
Labour - mgmt

HRM

Value / Mission



Nurturing

Customer

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Human Resource Management (Diff with PM)
Personnel Mgmt
* Speed of decision
Slow
* Mgmt Role
Transactional

* Communication
Indirect
HRM

Fast

Transformational
leadership

Direct
Bharati
Human Resource Management (Diff with PM)
Personnel Mgmt
* Job categories and
grades
Many
* Job Design
Division of labour
* Conflict handling
Reach temporary truce
HRM


Few

Team Work

Manage climate &
culture
Bharati
Human Resource Management (Diff with PM)
Personnel mgmt
* Training &
development
Controlled access to
courses
* Shared Interest
Interest of the org. are
uppermost
HRM


Learning companies


Mutuality of Interest
Bharati
Human Resource Management (Functions)
Mixture of behaviour analysis, policy
formulations and maintenance of good
interpersonal relations for

Promotion of organisational needs

Development of employees

Relationship maintenance
Bharati
Human Resource Management (Functions)
Empowerment (leads to prosperity of the org)

Effective Communication of policies

Equality

Job Enlargement and Enrichment
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Human Resource Management (Activities)
Organisational work and job design
Planning
Recruitment and selection
Training and Development
Performance management
Compensation
Occupational health and safety
Employee and labour relations

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Human Resource Management
Role of HR manager
Personnel Role :
1) Advising mgmt on effective use of HR
2) Manpower planning, Recruitment,
selection
3) Training and Development
4) Measurement and assessment of
individual and group behaviour
5) Performance and Potential appraisal


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Human Resource Management
Welfare Role
1) Research in personnel and org. Problems

2) Managing services canteen, transport,
medical etc

3) Group dynamics Group counseling,
motivation, leadership, communication etc.


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Human Resource Management
Clerical Role
1) Time Keeping

2) Wage and salary administration,
incentives

3) Maintenance of HR records.
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Human Resource Management
Fire fighting Role

1) Grievance handling
2) Settlement of dispute
3) Discipline maintenance
4) Collective bargaining
5) Workers participation in Mgmt
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QUESTIONS

Q.1) How has the mix of the work force changed
in recent years? What problems and challenges are
thereby created for the personnel manager?

Q.2) Why is Human Resource Management
important to organisations?

Q.3) What are the HRM implications of (1) a
younger labour force (2) a better educated labour force
(3) an increasingly white-collared labour force?