HRM

J.Peter

10 Best Companies To Work For In India Business Today survey

1. Infosys Technologies 2. Google India 3. Tata Consultancy Services 4. IBM 5. Microsoft India 6. Wipro 7. State Bank of India 8. Bharti Airtel 9. HP India 10. HDFC Bank

Top 10 companies to work for in the United States of America:

1. Methodist Hospital System 2. Goldman Sachs 3. Qualcomm 4. Starbucks 5. Cisco Systems 6. Genentech 7. Edward Jones 8. Wegmans Food Markets 9. Quicken Loans 10.Google

Factors
Career and personal growth Prestige/company reputation Training/coaching/mentoring Financial compensation and benefits Good job content Merit based performance evaluation

Overall Business Impact

Economic Factors
Relative market share Company size Industry profitability

People Factors
Core drivers High-impact practices Specific actions Constructive culture

33%

67%

Human Resource Management Definition

The policies, practices, and systems that influence employees behavior, attitudes, and performance.

Goals of HRM
Attract, retain, and motivate employees Direct employee efforts toward goals of organization Assist in the development of the strategic direction of the organization Provide the organization a source of competitive advantage Help ensure legal compliance

Objectives of HR Management
Organizational - need to focus on companies needs and goals Societal - need to respond to needs and changes of society, while minimizing the neg. impact on the organization Employee objectives - assist employees in meeting their objectives along with the organizational ones

HR Responsibilities
Can include:
Job analysis Manpower planning Selecting employees Orientation Training Compensation management Counseling Communications Performance appraisals Health & safety

HR Department Sets policies normally in writing Monitors trends Offers advice Performs additional research Act as change agent

How External Influences Affect HRM

Globalization Technology Hi-tech jobs Service jobs Knowledge work Work force diversity Changing skill requirements Continuous improvement Decentralized work sites Teams Employee involvement Ethics

Major Drivers of the New economy

1.Digitalization & Connectivity 2.Disintermediation & Reintermediation 3.Cutomisation & Customerisation 4.Industry convergence

Does HRM Really Matter?

Research has shown that a fully functioning HR department does make a difference. Organizations that spend money to have quality HR programs perform better than those who dont. Practices that are part of superior HR services include:
rewarding productive work creating a flexible work-friendly environment properly recruiting and retaining quality workers effective communications

Organization of HR Department
Lg Company HR Department President/CEO

VP HR

Manager Employment

Manager Compensation

Manager Training

Manager Safety

Manager Union

recruiter(s)

analyst

trainer(s)

safety specialist

employee counsellors

-many HR duties are assumed by management -HR dept size grows as these duties increase -HR dept increases in size as need grows -specialization also increases with size of dept

The Historical Perspective

Behavioral Viewpoint Classical Viewpoint
Emphasis on ways to manage work more efficiently Emphasis on importance of understanding human behavior & motivating & encouraging employees toward achievement

Quantitative Viewpoint
Applies quantitative techniques to management

Early Behaviorists Scientific Management

Emphasized scientific study of work methods to improve productivity of individual workers Proponents: Frederick W. Taylor Frank & Lillian Gilbreth Proponents: Hugo Munsterberg, Mary Parker Follet, Elton Mayo

Management Science
Focuses on using mathematics to aid in problem solving and decision making

Human Relations Movement

Proposed better human relations could increase worker productivity Proponents: Abraham Maslow Douglas McGregor

Operations Management
Focuses on managing the production and delivery of an organizations products or services more effectively

Administrative Management
Concerned with managing the entire organization Proponents: Henry Taylor Max Weber

Behavioral science approach

Relies on scientific research for developments theory to provide practical manager tools

HRMs History
Welfare Administration Employee relations

Functional expertise
Business partner / player

Evolution of HRM in India

Period
1920-30 1940-60

Outlook
Capitalist Technical Legalistic

Emphasis
Statutory, welfare, Paternalism Introduction of techniques

status
Clerical Administrative

1970-80
1980-90

Professional
Legalistic, Impersonal

Regulatory ,conforming
Standards on other functions

Managerial
Managerial

1990-00
2000 -

Philosophical Human values, Executive Productivity thro people

Strategic Aligning Hr process to Mission Business Partner

Good HR Practices
Performance linked Financial incentives Motivate employee efforts Rigorous Selection & Recruitment Higher than average wages ESOP Intensive Information Sharing Decentralization Self managing Teams High investment In Training & Development Muti-skilling Elimination of status symbols Long term perspectives Measurement of HR practices Review

Major challenges Of HRM

Creating high performance culture Retaining talent Hierarchy to team based informal work culture Ethical issues Diversity Globalisation Changed employee expectation Learning Organisations