HUMAN RESOURCE MANAGEMENT

SEMESTER II MMS A

Joyce Jose

Lesson 1
OBJECTIVE OF STUDY Introduction to HRM Objectives of HRM Functions of HRM Scope of HRM Goals of HRM HR Model

Meaning of Human Resource Management

Lean C. Megginson The term human resource can be thought of as, the total knowledge, skills, creative abilities, talents and aptitude of an organization's workforce, as well as the value, attitudes and beliefs of the individual involved.

Meaning of Human Resource Management

Human resource management means employing people, developing them, utilizing, maintaining and compensating their service in tune with the job and organsational requirements.

DEFINITION OF HUMAN RESOURCE MANAGEMENT

Human Resource Management can be defined as the field of Management which has to do with Planning, Organizing, Directing and Controlling the functions of procuring, developing, maintaining and utilizing a labor force

HUMAN RESOURCE
HRM is concerned with employees both as individuals and as a group in attaining goals. It is concerned with development of human resources i.e knowledge, capability and skills. HRM covers all levels ( low, middle and top) and categories (unskilled, skilled, technical, professional, clerical and managerial) of employees. It applies to the employees in all types of organizations in the world.( industry, trade, service, commerce) Human resource management is a continuous and never ending process. It aims at attaining the goals of the organization

OBJECTIVE OF HRM
HRM : OBJECTIVES

Organizational

Societal

Functional

Personnel

OBJECTIVE OF HRM
Personal Objectives: Personal objective of employees must be met if employees are to be maintained, retained and motivated. Functional Objectives: To utilize the scare human resources to full fill the organizational demand. It facilitates the organization to accomplish the mission and vision. Organizational Objectives: HRM is continuous process. It is not an end in itself but to assist the organization with is primary objectives.

Societal Objectives: HRM ensures ethically healthy working culture where there is no discrimination with anybody and equal employment opportunity, safety and quality of work life.

FUNCTIONS OF HRM
Four basic functions: Staffing Training and Development Motivation Maintenance

FUNCTIONS OF HRM
Managerial- Managerial functions include planning, organizing, directing and controlling. All these functions influence operative functions. Operative- The operative functions of human resource management are related to specific activities of personnel management viz employment, development, compensation and relation

FUNCTIONS OF HRM
Operative functions 1) Employment -Job Analysis -Human Resource Planning - Recruitment -Selection -Induction and Orientation 2) Human Resource Development - Performance Appraisal - Training and Development -Career planning and Development 3) Compensation - Job Evaluation - Wage and Salary Administration - Incentives -Bonus -Fringe Benefits 4) Employee relation

SCOPE OF HRM
Stress Management Cross culture Management

Emotions Management

HRM

Change Management

Emotions Management

Potential Development

Performance Management

Expatriate Management

GOALS OF HRM
Provide a range of services which support the achievement of corporate objectives. Enable the organization to obtain and retain the skilled, committed and well-motivated workforce. Create a climate in which productive and harmonious relationships can be maintained between management and employees, thus developing mutual trust. Ensure that people are valued and rewarded for what the do and achieve. Ensure that equal opportunities are available to all. Maintain and improve the physical and mental wellbeing of employees

HRM MODEL
HR professional become strategic partners when they participate in the process of defining business strategies, when they help in converting strategy to action, and when they design HR practices that align with the overall business strategy. By fulfilling this role, HR professional increase the capacity of a business to execute its strategies.

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HRM MODEL
HR planning is very much align to the overall business strategy of the organization. HR strategy needs to be in sync with the business objectives, and the systems and process incorporated must also support the required results.

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HRM MODEL
The three Ps make the sense of all about the HRM. These are: People, Process and Performance. People, are the common factor while process involves the organizational process and performance is linked with the return on investment.

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HRM MODEL
People Shareholder Management Government Employees Community Process HRP T&P Reward System HR Policies HRM IR Performance HR Outcomes Congruence Commitment Cost effectiveness

Corporate Strategy
Business Strategy HRM
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HR DEPARTMENT
VP Human Resource HR DIRECTOR- INDIA

Staffing Head

Compensation and Benefit Manager

Training Manager

Admin Manager

Staffing Manager

Training Executive Strategic HR Manager

LINE AND STAFF ASPECTS OF HRM

Line manager A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organizations tasks. Staff manager A manager who assists and advises line managers.

FUNCTIONS OF HR MANAGER
A line function The HR manager directs the activities of the people in his or her own department and in related service areas (like the plant cafeteria). A coordinative function HR managers also coordinate personnel activities, a duty often referred to as functional control. Staff (assist and advise) functions Assisting and advising line managers is the heart of the HR managers job.

CHALLENGES IN HRM
Managing Knowledge workers Global Village-Businesses currently operate around the world. Competitive environment Corporate re- organizations Changed employee expectations Renewed focus on people Workforce Diversity Shortage of skilled workforce Contingent workers ( Part-time, temporary, contract workers) and Protect the interests of weaker sections

Thank You

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