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INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

History of HRM Meaning of HRM Functions Significance Challenges of HRM HR Policies and Programmes Organizational Structure Components of HRM Role of HR manager

HISTORY OF HRM
The development and growth of HRM is very slow

in the initial stages but later it has made a steady progress throughout the world. The development of HR is owed basically to the development of various disciplines and to the changes in the industrial sector

EARLY CAUSES OF GROWTH OF HRM IN THE WEST


Advent of Scientific Management by F.W.Taylor who

introduced Scientific Management, time study, and motion study concepts in 19th century Human relations movement undertaken by humanitarians like Elton Mayo and others Establishment of ILO in 1919 Impact I&II world wars Great Industrial Revolution Development social sciences Increasing role of Governments Development of Trade Unions/Labour movement Development and growth of the organizations

EARLY HRM IN INDIA


Before Independence:

Setting up of Royal Commission of Labour by British India in 1929 Establishment of ILO in 1919 After Independence Adoption of the concept of Welfare State in the Constitution of India Passing and enforcing various labour laws to ameliorate the working conditions of labour Adoption of five year plans

MEANING OF HRM
Human Resource Management is a modern term

earlier it referred to as Personal Administration or Personnel Management HRM is a process consisting of acquisition, development, motivation and maintenance of human resources.

FUNCTIONS OF HRM
Ensuring that the organization fulfils all of its equal employment

opportunities and other Government obligations Carrying out job analysis to establish the specific requirements for individual jobs within an organization Forecasting the human resource requirements necessary for the organization to achieve its objectives-both in terms of number of employees and skills Developing and implementing a plan to meet these requirements Recruiting and selecting personnel to fill specific jobs within an organization Orienting and training employees Designing and implementing management and organizational development programmes Designing systems for appraising the performance of individuals Assisting employees in developing career plans Designing and implementing compensation system for all employees

SIGNIFICANCE OF HRM
With good HR policies and practices an organization can hire, develop and utilize best brains in the Attract and retain talent marketplace, realize its professed goals and deliver results better than others
Attract and retain talent Promote team spirit Increase Productivity Improve job satisfaction Train people for challenging roles Develop skills and competencies Develop loyalty and commitment

Good HR Practices help

CHALLENGES OF HRM

Vision penetration Internal environment Change in industrial relations Building organizational capabilities Job design and organizational structure Increasing size of workforce Changing psycho-social system Satisfaction of higher level needs Equalitarian social system Technological advances Computerized information system Changes in legal environment Management of human relations

HR POLICIES AND PROGRAMMES


Policies are general statements that guide

thinking and action in decision-making Policies are implemented by procedures A procedure is a well thought out course of action A programme is comprehensive plan covering a large territory Programmes help in translating procedures into concrete action Prorgrammes are complex sets of goals, procedures, rules, steps to be taken, resources to be employed and other elements necessary to carry out a given course of action

TYPES OF HR POLICES
Originated policies

Appealed policies
Imposed policies General policies Specific policies Written or implied policies

ADVANTAGES OF PERSONNEL POLICIES


Delegation

Uniformity
Better control Standards of efficiency Confidence Speedy decisions Coordinating devices

CHARACTERISTICS OF A SOUND HR POLICY


Related to objectives

Easy to understand
Precise Stable as well as flexible Based on facts Appropriate number Just, fair and equitable Reasonable Review

COVERAGE OF PERSONNEL POLICIES


Social responsibility
Employment policies Promotion polices Development policies Relations polices

FORMULATION OF PERSONNEL POLICIES


Policy formulation and implementation involves the following steps: Identifying the need Collecting data Specifying alternatives Communicating the policy Evaluating the policy

ORGANISING THE HR FUNCTION

Organizational Structure is essential to achieve stated goals. An Organizational Structure specifies formal reporting relationships between members, which can be a line or a staff relationship.

LINE AND STAFF RELATIONSHIP


Line relationship

The relationship existing between two managers due to delegation of authority and responsibility and giving or receiving instructions or orders is called line relationship
Staff relationship

The relationship between a line manager and the staff authority is advisory, which means that the staff, a supporting unit, recommends action or alternative actions to the line manager

ORGANIZATION OF HR DEPARTMENT
The internal structure of a HR/personal department depends on various factors such as nature and size of the organization, managerial preference to structure operations clearly, external forces etc. Small firms have only a single section, headed by a personnel officer taking care of everything. Medium sized firms may create a separate personnel/HR department having experts in the personnel field supported by administrative staff. In large firms the structure of a personnel/HR department may take various shapes, depending on organizational resources, competitive pressures and total employee strength.

PERSONNEL/HR DEPT. IN LINE ORGANIZATION


Line structure is more common in small firms. In this structure authority flows in a direct line from supervisors to subordinates. Chief Executive

Personnel Manager Recruitin g Officer assistants

Training Manager assistants

Compensatio n Manager

Welfare Officer

assistants

assistants

HR DEPT.IN FUNCTIONAL ORGANIZATION

In functional organization, all activities of an organization are divided into various functions such as production, marketing, finance etc. Each functional area is headed by a specialist who directs the activities of that area for the entire organization.

HR DEPT. IN FUNCTIONAL ORGANIZATION Contd.,


Chief Executive
Personnel Manager

Recruiting officer

Training Manager

Compensatio n Manager

Welfare officer

assistants

assistants

assistants

assistants

HR DEPT. IN LINE AND STAFF ORGANIZATION


Chief Executive
HR manager

_ _ _ _ _ _ _ _ ___ _ _ _ _ _ _ __________ _ _ _ _ _ _ __ _ _____ Recruiting Training Compensation Welfare officer Manager Manager Officer assistants assistants

assistants ______ Line _ _ _ _ _Staff

assistants

HR DEPT. IN A DIVISIONALIZED ORGANIZATIONAL STRUCTURE


M.D G.M ------------------------------------------------- - - - --- - Financ Mkt. R&D HR Production e Mgr. Mgr. Mgr. Mgr. Mgr. Mgr. Southern Mgr. Central BM New Delhi

Mgr. Northern BM Mumba i ________Li ne

BM Nagpur

ORGANIZATIONAL STRCTURE OF ONGC

COMPONENTS OF HRM
ACQUISITIO N HR Planning Recruiting Employee socialization
MAINTENANC ESafety &Health Employee Relations External Influences
MOTIVATION Job Design Performance Evaluation Rewards Discipline

DEVELOPMEN T Employee Training Management Development Career Development

ROLE OF A HR MANAGER
PERSONAL ROLE A advisory role WELFARE ROLE A organizational CLERICAL ROLE A time keeping LEGAL ROLE A grievance handling B disputes redressal C discipline D WPIM

B planning role

B managing services C group dynamics

B salary admn.

C Trg. & Dev. role D appraisal role

C HR records

THANK YOU

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