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Human Resource Management

Unit 1
• Human Resource Management
• Importance
• Challenges
• Line and Staff aspect
• HR Management activities
• Role of Personnel Manager
• Images and qualities of HR Manager
• Integration of employee/ managemt interests
• Environment of HRM
• Internal forces and External forces
Unit 2
Job Analysis, Job Design and HRP
Job analysis – Content, steps in job analysis, methods of
collecting job data,
– Job design approaches
– Job specification
– Human resource Planning – Importance – Factors
affecting HRP
– Recruitment – Factors affecting recruitment –
Recruitment policy – Internal/External sources of
recruitment – Methods of recruitment – Selection
procedure
– Orientation program
Characteristics of HRM
• Comprehensive Function
• People oriented
• Action oriented
• Individual oriented
• Development oriented
• Pervasive function
• Continuous function
• Future oriented
• Challenging function
• Science as well as art
• Staff function young discipline
• Interdisciplinary
Objectives of HRM
• To help the organisation attain its goals
• To employ the skills and knowledge of employees efficiently and
effectively
• To enhance job satisfaction and self actualization of employees
• To establish and maintain productive working relationships
• To secure the integration by reconciling individual goals with those
of organisation
• To develop and maintain Quality Work Life
• To maintain high morale and good human relations
• To help maintain ethical policies and behavior
• To manage change
• To recognise and satisfy individual needs and group goals
Function of HRM
• Managerial functions
– Planning
– Organising
– Directing
– Controlling
• Operative functions
– Procurement function
– Development function
– Compensation Function
– Integration Function
– Maintenance Function
• Human Resource Management – Importance –
Challenges
• – Line and Staff aspect
• – HR management activities
• – Role of personnel manager
• – Images and qualities of HR manager
• – Integration of employee/management interests
– Environment of Human Resource Management
– External forces, Internal forces.
Environment of HRM
External Forces Internal Forces

Political- Legal Strategy

Economic Task

Technological Leadership

Cultural Unions

Organisational Culture and Conflicts

Professional Bodies
External Forces
Political-Legal The interface between political environment and labour takes
place through an array of labour laws.
Constitutional provisions mandate affirmative actions which are
desirable.

Economic •Suppliers of manpower


•Competitors – other organizations
•Customers – seek high quality products at reasonable prices
•Economic growth
Technological Technology facilitates employees work from home.
Cultural Attitude of workers towards work is the result of cultural
background.
Internal Forces
Strategy A strategy indicates the direction in which an organisation
moves.
Task Task is a work that an employee is expected to do.
Several tasks constitute a job.
Leadership Leader must orchestrate the distinctive skills,
Unions
Organisational
culture and
conflicts
Professional
bodies
HRM Objectives and Function
• Societal objectives
– Legal Compliance
– Benefits
– Union-management relations
• Organisational Objectives
– HRP
– Employee relations
– Selection
– Training and development
– Appraisal
– Placement
– assessment
• Functional Objectives
• Personal Objectives
HRP
It is the process of forecasting a firm’s future demand for and supply of the right type
of people in the right number

• Importance of HRP
• Future personnel needs
• Part of strategic planning
• Creating highly talented personnel
• International Strategies
• Foundation for personnel functions
• Increasing investments in HR
• Resistance to change and Move
• Unite the perspectives of Line and staff managers
Factors affecting HRP
• Type and strategy of organisation
• Organisational growth cycles and planning
• Environmental uncertainties
• Time horizons
• Type and quality of information
• Labour market
• Outsourcing
Job Analysis
A process of obtaining all pertinent job facts
• Job title
• Location
Job • Job Summary
• Duties
Description •

Working conditions
Hazards

• Education
• Experience
Job • Training
• Emotional characteristics
Specification • Communication skills
Uses of Job Analysis
• HRP
• Recruitment and Selection
• Training and development
• Job evaluation
• Remuneration
• Performance appraisal
• Personnel information
• Safety and health
Methods of Collection Job Data
• Observation
• Interview
• Questionnaire
• Checklists
• Technical conference methods
• Dairy Method
Job Design
It involves conscious efforts to organize tasks, duties and responsibilities into a unit of
work to achieve certain objectives. Job design follows job analysis

• Job rotation
• Job Engineering
• Job enlargement
• Job enrichment
• Socio- Technical systems

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