It is a process of bringing people & Organisation together so that the goals of each are met.

In short it may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organisation in an effective and efficient manner

Pervasive force
 It is present in all enterprises and at all levels of

management in organizations

Action oriented
 HRM focuses attention on action, rather than on

record keeping written procedures or rules. The problems of employees at work solved through rational policies

Individually oriented
 It tries to help employees develop their potential

fully. It encourages them to give their best to the organizations. It motivates employees through a systematic process of recruitment, selection, training and development coupled with fair wage policies

People oriented
 HRM is all about people at work both as

individuals and groups. It tries to put people on assigned jobs in order to produce good results.

Future oriented
 Effective HRM helps an organization meet its

goals in the future by providing for competent and well motivated employees

Development oriented
 HRM intends to develop the full potential of

employees. The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure. Every attempt is made to use their

Integrating mechanism
 HRM tries to build and maintain cardinal relations

between people working at various levels in the organization. In short it tries to integrate human assets in the best possible manner the service of an organization.

Comprehensive function HRM is to some extent concerned with any organizational decision which has an impact on the workforce or the potential workforce. The term workforce signifies people working at various levels, including workers, supervisors, middle and top managers.

It is concerned with managing people at work. It covers all types of personnel. Personnel work may take different shapes an forms at each level in the organizational hierarchy but the basic objective of achieving organizational effectiveness through effective ad efficient utilization of human resources remains the same.

It is basically a method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their best efforts to the organizations

Personal aspect
 It deals with manpower planning ,

recruitment,selection, placement, transfer, promotion etc.

Welfare aspect
 It deals with working condition and amneties such

as canteen, lunch rooms, etc.

Industrial Relation aspect

 This covers union management relations, joint

consultation, collective bargaining, grievance procedure.

At the enterprise level

 Good HR Practices can help in attracting and

retaining the best people in the organisation.  It helps in training people for challenging roles, developing right attitude towards job and company.

At individual level
 It promotes team work and team spirit among

employees  It offers excellent growth oppurtunities to people who have the potential to rise.

At the society level

 Employee oppurtunity multiply  Scarce talents are put to best use.

At the national level

 It helps in exploitation of natural, physical and

financial resources in a better way.

Size of workforce Compostion of workforce Employee expectation Changes in technology Change in life style Environmental challenge

It is the process of studying and collecting information relating to the operation and responsblities of a specific job. The immediate product of this analysis are job description and job specifications.

Job Description Job Analysis Job specification

A statement containing items such as

 Job title  Location  Job summary  Duties  Machines, tools and equipment  Working conditions  Hazards

A statement of human qualification necessary to do the job. It usually contains the item such as
 Education  Experience  Training  Judgement  Physical effort  Physical skill

Human Resource Planning Recruitment Selection Placement and orientation Training Counselling Employee safety Performance appraisal Job redesign

Step 1

Strategic Choice
Step 2

Gather information
Step 3

Process Information

Step 4

Preparation of Job description

Step 5

Preparation of Job specification

The extent of employee involvement in job analysis The level of details of the analysis Timing and frequency of analysis Past vs future oriented job analysis Sources of job data

Observation Interviews Questionnaire Checklists Techinical conference Diary

The logical sequence to Job analysis is job design. It integrates work content the rewards and the qualifications required for each job in a way that meets the needs of employees and the organisations.

It involves three steps

 The specification of individual tasks  The specification of the method of performing

each task.  The combination of tasks into specific Jobs to be assigned to individuals.

WORK SIMPLIFICATION JOB ROTATION JOB ENLARGEMENT JOB ENRICHMENT AUTONOMOUS TEAM High performance work design

In this technique the job is simplified or specialized. A given job is broken down into small sub parts and each part is assigned to one individual.

In this a given employee performs different jobs but more or less jobs of the same nature.

It involves expanding the number of tasks or duties assigned to a given job. There is only horizontal expansion.

It seeks to improve both task efficiency and human satisfaction by building into people s jobs quite specifically and greater scope for personal achievement and recognition more challenging and responsible work and more opportunity for individual advancement and growth .

A self directed work team is an intact group of employees who are responsible for a whole work process or segment that delivers a product or service to an internal or external customer.

Dimension Employment Contract Rules Guide to management Behaviour referent Managerial task Key relation Initiatives Management role Pay Respect for employees

Personal Management Careful delineation of written contracts Importance of devising clear rules procedures Procedures

Human Resource Management Aim to go beyond contract Can do oultook impatience with rule Bussiness need

Norms/Customs and practices Values /mission Monitoring Labour management Piecemeal Transactional Job evaluation Labour is treated as tool Nurturing Customer Integrated Transformational leadership Performance related Labour is treated as an asset

Evolution

Precedes HRM

Latest in evolution of the subject

It is a means of improving performance in an environment where positive and demanding goals are sets. It starts from a principle of autonomous group working and develops an approach which enables groups to work effectively together in situations where the rate of innovation is high

Thank you