Professional Documents
Culture Documents
MANAGEMENT
Definitions
Human Resources:
The knowledge ,skills ,creative abilities
,talents ,and aptitudes of an organizations
workforce, as well as the values ,attitudes and
beliefs of the individuals involved.
Human Resource Management:
A strategic and coherent approach to the
management of an organisation`s most valued
assets-the people working there who
individually and collectively contribute to the
achievement of its objectives.
Nature of HRM
Pervasive Force
Action oriented
Individually oriented
People oriented
Future oriented
Development oriented
Integrating Mechanisms
Auxiliary Function
Scope of HRM
Personnel aspect:
This is concerned with manpower planning, recruitment ,
selection ,placement ,transfer ,promotion, training and
development ,lay off and retrenchment ,remuneration ,
incentives etc.
Welfare aspect:
It deals with the working conditions and amenities such
as canteens, crches ,rest and lunch rooms ,housing ,
transport ,medical assistance, education ,health etc.
Industrial relations aspect:
This covers union management relations, joint
consultation, collective bargaining, settlement of disputes
,etc.
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
well motivated employee.
To increase to the fullest the employees job
satisfaction.
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.
Functions of HRM
HR Planning
Compensati
on,
Promotion
Performanc
e Appraisal
Recruitment
and Selection
Orientation
and Training
Competition
for
Case let- 1
A large industrial group of several companies engaged
in manufacturing and marketing of various products has
several manufacturing units in various locations in
India. The various products of these companies had
been enjoying reasonably good market share, some of
them being leading brands during the past several
decades. However, most of these products have been
losing market share for the past two-three years. A few
of them in particular are threatening the survival of the
group itself. These companies which were established in
the 1960s have obsolete technology and a huge
surplus, largely unskilled and aging workforce.
Moreover, there are no clear-cut personnel policies and
even the personnel department is headless for over two
years.
case.
How far the overhaul of the HR system can
bail out the group from the present crisis?
What role can a dynamic Human Resource
Manager play for revitalizing the industrial
group?
History of HRM
Industrial Revolution
Industrial Revolution consisted of the development of
machinery, linking of power to machines and
establishment of factory system and mass production.
Characterized by rapid technological change and
increased specialization.
Increased mechanization made jobs routine and
monotonous.
Trade Unionism
Workers formed their unions to improve their lot.
The underlying philosophy was that through collective
support management could be forced to redress their
grievances.
History of HRM(Cont.)
Human Relations Movement
Hawthorne experiments and subsequent research
focused attention on the attitudes and feelings of
workers and their influence on productivity.
Behavioural Sciences
Research in behavioral sciences like anthropology,
sociology, psychology, etc. has provided subject
matter of human resource management.
It led to the development of new techniques of
motivation ,leadership, job enrichment, employee
participation.
Emphasis
Status
Roles
1920-30
Welfare
Management ,
Paternalistic
Practices
Clerical
Welfare
administrator
Policeman
1940-60
Expanding the
role to cover
labour
,Welfare ,
Industrial
Relations
Administrative
Appraiser
Advisor
Mediator
Legal Advisor
Fire Fighting
1970-80
Emphasis on
human values ,
aspirations ,
dignity,
usefulness
Developmental
Change Agent
Integrator
Trainer
Educator
Incremental
Proactive,
productivity
growthgains through oriented
human assets
Developer
Counsellor
Coach
Post 2000
Personnel
Management
Human Resource
Management
1. Employment
Contract
Careful delineation of
written contracts
Aim to go beyond
contract
2. Rules
Importance of
devising clear rules
Can do outlook ,
impatience with the
rule
3. Guide to
management action
Procedures
Business Need
4. Behaviour referent
Norms/customs and
practices
Values/mission
5.Managerial Task
Monitoring
Nurturing
6.Key Relations
Labour Management
Customer
7.Initiatives
Piecemeal
Integrated
8.Speed of Decision
Slow
Fast
9.Management Role
Transactional
Transformational
Leadership
10.Communication
Indirect
Direct
Personnel
Management
Human Resource
Management
11.Pay
Job Evaluation(Fixed
Grades)
Performance Related
12.Job Design
Division of labour
Team Work
13.Respect for
employees
Labour is treated as a
tool which is
expendable and
replaceable
14.Shared interests
Interests of the
organization are
uppermost
Mutuality of Interests
15.Evolution
Precedes HRM
Latest in the
evolution of the
subject
16.Organizing
Principles
Top-Down
Centralized
Bottom-up
Decentralized