HUMAN RESOURCE MANAGEMENT

By:
Rahul R.K.
Hitesh Mann

OBJECTIVES:
To understand the meaning of Human Resource
Management
Identify the human resource management
functions
Explain the need for human resources to be a
strategic partner
Factors that lead to efficiency of HRD
Human Resource Information System(HRIS)
Conclusion

INTRODUCTION:

Human Resource Management is the process of

managing people in organizations in a structured and
thorough manner.

ROLES AND RESPONSIBILITIES:

Recruitment:

Recruitment(cont..)
Advertising
Job Description
Person Specification
Applicants may demonstrate
their suitability through
application form, letter or
curriculum vitae

Selection:

Selection
The process of assessing
candidates and appointing a
post holder
Selection process includes:
Interview
Psychometric testing
Aptitude testing
In-tray exercise
Presentation

Employment Legislation:

Employment Legislation

Even in a small business,

the legislation relating to
employees is important.

Discrimination:
Crucial aspects
of employment legislation:
Race
Gender
Disability

Discipline:

Discipline
HRM follows wide range of procedures and steps in
dealing with workplace conflict :
Informal Meetings
Formal meetings
Verbal warnings
Written warnings
Grievance procedures
Working with external agencies

Development:

Development

Training:

Training
Provides new skills for the
employee
Keeps the employee up to
date with changes in the
field
Aims to improve efficiency
Can be out-sourced or inhouse

Rewards Systems:

Rewards Systems

Trade Unions:

Trade Unions
Role of Trade Unions has
changed
There is an increased
importance of consultation
,negotiation and working
with trade union.

Productivity:

Productivity
How to value the workers
contribution
Difficulty in measuring some types
of output especially in the service
industry
Appraisal
non-judgmental
Involves the worker and a
nominated appraiser
Agreeing strengths,
weaknesses and ways forward
to help both employee and
organisation

Need for Human Resource Department:

As a necessary part of the organizing function of management
Selecting, training, and evaluating the work force

Need for Human Resource Department:

As an important strategic tool
HRM helps establish an organizations sustainable
competitive advantage

Need for Human Resource Department:

Adds value to the firm
High performance work practices lead to both high
individual and high organizational performance

High Performance Work Practices:

High Self-managed teams
Decentralized decision making
Training programs to develop knowledge, skills, and
abilities
Flexible job assignments
Open communication
Performance-based compensation
Staffing based on personjob and personorganization fit

Functions of HRM Process:

Ensuring that competent employees are identified and
selected
Providing employees with up-to-date knowledge and
skills to do their jobs.
Ensuring that the organization retains competent and
high-performing employees who are capable of high
performance.
.

Human Resource Management Process:

Factors affecting HRM:

Employee Labor Unions
Organizations that represent workers and seek to
protect their interests through collective bargaining.
Collective bargaining agreement
A contractual agreement between a firm and a
union elected to represent a bargaining unit of
employees of the firm in bargaining for wage, hours,
and working conditions.

Factors affecting HRM:

Governmental Laws and Regulations
Limit managerial discretion in hiring, promoting, and
discharging employees.
Affirmative Action: The requirement that organizations
take proactive steps to ensure the full participation of
protected groups in its workforce.

HUMAN RESOURCE INFORMATION SYSTEM:

Human resource information systems (HRIS)
An integrated system of hardware, software, and
databases designed to provide information used in HR
decision making.
Benefits of HRIS
Administrative and operational efficiency in compiling
HR data
Availability of data for effective HR strategic planning
Improves credibility (common databases)
Provides a flexible tracking framework
Uses of HRIS
Automation of payroll and benefit activities
Affirmative action tracking

HUMAN RESOURCE INFORMATION SYSTEM:

PAYROLL SYSTEM:

PAYROLL SYSTEM(TPS):

Uses of an HR
Information
System (HRIS)

Designing and Implementing an HRIS

HRIS Design Issues
What information is available and what is information
needed?
To what uses will the information be put?
What output format compatibility with other systems is
required?
Who will be allowed to access to the information?
When and how often will the information be needed?

Accessing the HRIS

Intranet
An organizational (internal) network that operates over
the Internet.
Extranet
An Internet-linked network that allows employees access
to information provided by external entities.
Web-based HRIS Uses
Bulletin boards
Data access
Employee self-service
Extended linkage

Conclusion
HR Function
HR
professionals
with strategic
competencies
to deliver
products/servic
es that drive
organizational
success

HR System
Performance
driven,
strategically
aligned policies &
practices

Human Performance
Strategically focused
competencies,
motivation, skills,
capabilities

THANK YOU