Human Resource Management

Module- 1

HRM, Sridevi Kulenur

Scheme of Internal Evaluation

Assessment Criteria Tests (Avg of two test) Quiz Attendance Presentation Class participation
HRM, Sridevi Kulenur

Marks 25 10 5 5 5
2

Indicative Content
Human Resource Management Introduction Nature scope Evolution PM v/s HRM Features Functions Objectives Factors Influencing HRM Strategic HRM Policies, Practices, Programs, Procedures HR manger- Role, Quality, Strategic Partner Line & Staff Responsibility Opportunities & Challenges in HRM
HRM, Sridevi Kulenur 3

Main Learning Outcomes

On successful completion of the module, you will be able to: To understand and explain the implications of managing people at work. To understand and explain the nature of human resource management as a distinctive approach to people management. To understand the challenges of human resource management. To understand the HRM contribution to Strategic Management. To understand and explain the changing context of people management. To understand how can HR influence firm performance? To understand how can HR cope with workplace changes and trends? To understand what are the HR strategies that help a firm achieve competitive advantage?
HRM, Sridevi Kulenur 4

Introduction to HRM
Human resource (HR) management refers to the practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe and fair environment for your company s employees

HRM, Sridevi Kulenur

Changing Environment of HRM

Globalization refers to the tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad Technological Advances Nature of Work Growing emphasis on knowledge workers and human capital.

HRM, Sridevi Kulenur

Meaning Of HRM
Human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job & organizational requirements.

HRM, Sridevi Kulenur

Definition Of HRM
According to Flippo, human resource is the planning, organizing, directing and controlling of the procurement, developing, compensation, integration, maintenance and reproduction of human resources to the end that individual, organizational and societal objectives are accomplished.

HRM, Sridevi Kulenur

Nature Of HRM
People who manage organization Application of management functions & principles Does not confined to business establishments only

HRM, Sridevi Kulenur

Scope Of HRM
Nature of HRM Prospects of HRM

Employee hiring

Industrial Relations

Human Resource management

Employee & executive remuneration

Employee Maintenance

Employee motivation

HRM, Sridevi Kulenur

10

Evolution Of HRM
Industrial Revolution Era Scientific Management Era Paternalistic Era Industrial Psychology Era

Personnel Specialist Era

Behavioral Science Era

Human Relations Era

Stages In The Evolution Of Human Resource Management

HRM, Sridevi Kulenur

11

Difference B/W Personnel Management & HRM

Personnel Management Management of people employed Human Resource Management Management of employees skills, knowledge, aptitude etc Social and psychological man Used for multiple mutual benefit Treated as profit centre Strategic management function Viewed as resource
HRM, Sridevi Kulenur 12

Treated as economic man Used for organizational benefit Treated as cost centre Function is treated as only auxiliary Viewed as commodity

Features Of HRM
People oriented Comprehensive function Individual oriented Continuous function A staff function Pervasive function Challenging function Development oriented
HRM, Sridevi Kulenur 13

Functions Of HRM
1. 2. Managerial functions Planning Organizing Directing controlling Operative functions Employment- Job Analysis, HRP, Recruitment, selection, placement HRD- PA, training, Management development, career planning Compensation- job evaluation, wage & salary administration, incentives, bonus, fringe benefits, social security measures, Human relations Effectiveness of HRM- organizational health, HR Accounting, HR Audit, HR Research.
HRM, Sridevi Kulenur 14

Objectives Of HRM
Organizational objectives Functional objectives Personal objectives Other objectives

HRM, Sridevi Kulenur

15

Policies, Procedures & Programs

A set of proposals and actions that act as a reference point for managers in their dealings with employees. A well thought out course of action. It prescribes the specific manner in which a piece of work is to be done. Personnel programs are complex set of goals, policies, procedures, rules, steps to be taken, resources to be employed, and other elements necessary to carry out a given course of action. Programs are aids to policy.
HRM, Sridevi Kulenur 16

Need for HRM Policies

Favoritism and discrimination Standards of performance Employee enthusiasm and loyalty

Advantages of HRM Policies

Delegation Uniformity Better control Standards of Efficiency Confidence Speedy Decision Co- ordinating Devices

Characteristics of a sound HRM Policy

Related to Objectives Easy to understand Precise Stable as well as flexible Based on facts Appropriate number Reasonable Review

Line Responsibility & Staff Function

Line manager s responsibility to attain effectives goals of their respective departments by the proper management of 4M s. Staff function - Personnel managers performs various functions of personnel management, viz, employment, training, development, wage & salary administration, motivation, grievance redressal, workers participation in management, collective bargaining etc..
HRM, Sridevi Kulenur 20

Role Of HR Manager
The conscience role The counselor The mediator The spokesman The problem solver The change agent Personnel role Welfare role Clerical role Fire fighting legal role
HRM, Sridevi Kulenur 21

Qualities Of HR Manager
Personal attributes - Intelligence - Education skills - Discriminating skills - Executive skills - Experience and training - Professional attitudes - Qualification
HRM, Sridevi Kulenur 22

Strategic HRM
The linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility

HRM, Sridevi Kulenur

23

HR Manager as a Strategic Partner

 HR is a legitimate business unit  Highly strategic in nature  Critical to achieving corporate objectives  Determine workforce capabilities  HR managers must forge strategic
partnerships

 HR executives must understand the total

organization
HRM, Sridevi Kulenur 24

Factors Influencing HRM

Technological innovation Economic factors Employee s organizations Labor markets Changing demand of employers Legal factors Human resource in the country
HRM, Sridevi Kulenur 25

Opportunities & Challenges In HRM

Key HR Challenges for Today s Managers: Environmental Rapid change Workforce diversity Globalization Internet revolution Legislation Evolving work and family roles Skill Shortages Rise of the service sector
HRM, Sridevi Kulenur 26

Conti

Organizational Quality, distinctive capabilities Decentralization Downsizing Organizational restructuring Self-managed work teams Technology Outsourcing
HRM, Sridevi Kulenur 27

Conti ..
Cultural Basic assumptions and beliefs shared by members of an organization rules, norms behaviors philosophy dominant values feeling or climate
HRM, Sridevi Kulenur 28

Indicative Content
Human Resource Management Introduction Nature scope Evolution PM v/s HRM Features Functions Objectives Factors Influencing HRM Strategic HRM Policies, Practices, Programs, Procedures HR manger- Role, Quality, Strategic Partner Line & Staff Responsibility Opportunities & Challenges in HRM
HRM, Sridevi Kulenur 29