HUMAN RESOURCE MANAGEMENT

Meaning of Human Resource management

HRM is the process of bringing people and organization together so that goal of each are met.

HRM is a series of integrated decision that from the employment relationship; their quality contributes to the ability of the organization & the employees to achieve there objective. - Milkovich & Boudreoee

Nature of HRM
Pervasive force

Acton oriented
People oriented Future oriented Development oriented Integrating Mechanism Auxiliary service Continuous function

SCOPE OF HRM
HRM are mainly covers 3 broad area: Personnel Aspect 2. Welfare Aspect 3. Industrial Aspect
1.

Personnel Aspect 1. Manpower planning

2. Recruitment 3. Selection 4. Placement 5. Transfer 6. Promotion

Welfare Aspect Canteen

Medical facilities Transport & Bus Education Health & safety Recreation Facilities Cretches

Industrial Aspect Grievance Handling

Joint Consultation Collective bargaining Disciplinary producer Settlement of dispute

7. Training & Development 8. Remuneration 9. Incentive 10. Productivity

It covers union management relations

Housing Rest & Lunch room

Personnel Management v/s HRM

Dimension Philosophy Personnel Management Employees are made for rule & Regulation It is Slow Treat as a tool Work Oriented Slow & Downward According to job evolution HRM Rule & regulation are made for employee It is fast Treat as a Assets People Oriented Fast & in both direction According to performance

Decision Making Respect For employee Approach Communication Pay

FUNCTION OF HUMAN RESOURCE MANAGEMENT

HRM is concern with two set of function
Managerial function 2. Operative Function
1.

MANAGERIAL FUNCTION
Planning

Organizing
Staffing Direction Control

OPERATIVE FUNCTION
1.

Procurement Function
Job analysis Human Resource planning Recruitment Selection Placement Induction & Orientation Internal Mobility

2. DEVELOPMENT FUNCTION
Training
Executive Development Career planning & Development

Human Resource Development

3. MOTIVATION & COMPENSATION

Job design
Work scheduling Motivation

Job evaluation
Performance appraisal Compensation Administration Incentive & benefits

OBJECTIVE OF HRM
The basic objective of HRM are:1. To attract talented human resource into the organization. 2. To develop and motive them for a better performance. 3. To retain talented employee in the organization.

The principle Objective of HRM are as follows

1. 2.

3.
4. 5.

To ensure that there are right people at right time and at right place. To help the organization to attain its goal by providing well trained & well motivated employee. To employ the skill, knowledge & abilities of the work force efficiently & effectively. To achieve & maintain good human relationship with in an organization. To develop & maintain a quality of work life in the organization.

6. 7. 8.

9. 10. 11.

To communicate human resource policies to all employee. To increase the fullest the employee job satisfaction & self actualization. To enable each person to make his maximum personal contribution to the effective working of the organization. To ensure maximum individual development of personnel. To ensure respect for human personality & well being of each individual. To ensure satisfaction of various need of individual for achieving their maximum contribution toward organization goal.

 Technological
Economical challenge Social Political

Extern al

HRM ENVIROMEN T
Mission Policies

Interna l

Organizational Cultural Organizational Structure

Legal & Governmental

Work Diversity

EVALUTION OF HRD
The formal introduction of the concept of HRD was

done by Prof. Len Nadler in 1969 in American society for training & development. In India L&T Ltd. Was the first company to introduce this concept in 1975, among the private sector companies with an objective of facilitating growth of employee especially people at the lower level. Among the Public sector government companies it was BHEL which introduce this concept in 1980. Even while HRD, many organization were under the impression that it was nothing but training & development concept .

 Certain companies started renaming their training

& development department as HRD department and to some have create new department.

Definition of Human Resource Development

HRD aim at helping people to acquire competencies required to perform all their function effectively & make their organization to do well.

OBJECTIVE OF HRD
HRD Basic aim to developing.

The

capabilities of each employee as an individual. The capabilities of each individual in relation to his or her present role. The capabilities of each employee in relation to his/her expected future role. The dyadic (good & healthy) relationship between each employee & his/her employer. To develop team sprit in every organization Collaboration among different unit of organization

PRINCIPLES IN DESIGNING HRD STSTEM

Management Support

Focus on the HRD System

Structure of the HRD system Functioning of HRD system

HRD V/S PERSONNEL FUNCTION

Demension Philosophy Personnel Function Reactive function, responding to event as & when they take place. Exclusive responsibilities of personnel department Emphasis is put on monetary reward HRD Proactive function trying to anticipate & get ready with appropriate response. Responsibilities of all manager in the organization Emphasis in an higher order need such as how to improve creativity & problem solving skills . How to empower people in all aspects etc Better use of human resource lead to improve satisfaction & moral

Responsibilities

Motivation

Outcome

Improved performance is the result of improved satisfaction & morale

Environmental Opportunities & threats

Corporate Mission & Objective

Strategic alternativ e

Choice of strategies

Implementatio n

Strategic management process

Environmental Scanning Strategy Formulation

Strategy Implementation

Strategy Evaluation

Environmental Scanning

External Analysis

Internal Analysis

MACRO Environment

MICRO Environment

SWOT Analysis Framework

ENVIROMENTAL SCAN

Interna l

Externa l

Strength

Weakness

Opportunity
SWOT MATRIX

Threats

ENVIROMENTAL SCANNING
Internal Analysis of the firm (SWOT analysis)

Analysis of the firm industry (Porter's 5 Force)

External Macro environment (PEST analysis)

MICHAL PORTERS 5 FORCE MODEL

Threat to entry

Bargaining power of supplier

RIVRALY

Bargaining power of customer

Threats of substitute

2. Strategy Formulation:
If include formulation the strategy which has to be implemented to achieve the mission & objective of organization. Include the following thing:1. Corporate mission and objective 2. Allocation of resource 3. Choice of alternative 4. Assigning responsibilities of specific task 5. Developing the process, training, documentation & legal process. 6. Establishing the chain of command or alternative structure. 7. Identification of strategic alternative. 8. Monitoring result, benchmark, efficient, control & adjustment.

3. STRATEGY IMPLEMENTATION
Strategy implementation is the sum total of the

activities & choice required for the execution of the strategic plan. It is the process by which strategies & policies are put into action through the development programs budgets & procedure.

4. STRATEGY EVALUATION The evaluation and control process ensure that the company is achieving what is the set out to accomplished. It compare the actual performance with desired result & provides the feedback necessary for management to evaluable result take corrective

Strategy Evaluation
Determine what to measure Establish pre determined standard Measure performance

Does performance standards

NO

Take corrective action

YES

STOP