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Intro to HUMAN RESOURCE MANAGEMENT

Intro to HUMAN RESOURCE MANAGEMENT. Objectives. What is HRM? Its need / importance Its scope / functions Its evolution Diverse HR Practices in India. What is Management.

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Intro to HUMAN RESOURCE MANAGEMENT

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  1. Intro to HUMAN RESOURCE MANAGEMENT

  2. Objectives • What is HRM? • Its need / importance • Its scope / functions • Its evolution • Diverse HR Practices in India

  3. What is Management • The creation of a technical & human environment that supports optimum utilisation of resources and competencies for achieving organisational goals.

  4. What is Human Resource Management • The people’s dimension of management • The management function which aims at ensuring the availability of a competent & committed workforce i.e the right people at the right place & time. • It helps recruit, select, train & develop members for an organisation.

  5. Definition of HRM Edwin Flippo : HRM is the : • Planning, organising , directing & controlling the • Procurement, development, compensation, integration , maintenance and separation of human resources to meet • Individual, organisational and social objectives.

  6. The Scope : An overview a Competence building HR Planning Managing corporate Culture Recruitment & Selection Leadership & Teambuilding Compensation / remuneration / Wages & Salary admn. Performance Management

  7. The Functions • HR Planning • Job Anaysis & Design • Recruitment & Selection • Induction & Placement • Training & Development • Performance Appraisal • Job Evalutation • Remuneration • Communication • Negotiation with Trade Unions • Industrial Relations • Motivation • Welfare • Safety • Health Employee Procurement Employee Development, motivation & maintenance

  8. Functions of HR MANAGERIAL FUNCTIONS Planning Organising Directing Controlling OPERATIVE FUNCTIONS Staffing Development Compensation Motivation Maintenance Integration

  9. Operative functions of HR Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility STAFFING Competency profiling, Training and development, Performance & potential management, Career management, 360 degree feedback DEVELOPMENT Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits COMPENSATION & MOTIVATION

  10. Operative functions of HR (contd.) Health, Safety, Welfare, Social security MAINTENANCE Employment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining INTEGRATION

  11. The 4 aspects of HRM • Personnel aspect – Recruitment, Selection, Transfer, Promotion etc. • Development aspect – Training, areer Planning, quality of work life , employee participation schemes. • Welfare aspect – Housing, Lunch room, Health and Safety, Transport, education etc. • Industrial relations aspect – Union Management relations, Negotiation, Grievance handling etc.

  12. Evolution of HRM • Influenced by : • Taylor’s Scientific management • Hawthorne Studies • Behavioural School (Maslow, Herzberg, Mc.Gregor) • IT sector boom • Upto 1930’s : Personnel Mgt. • Contemporary : HRM , HRD, HCM • India : Pioneered by Udai Pareek & T.V Rao • Early adopters : BHEL , SBI, SAIL, ONGC

  13. Personnel Mgt. Vs. HRM • Is it simply the old wine in a new bottle? • No… its different in philosophy, scope & orientation.

  14. The diff. Parameter PM HRM The Employee tool asset Aims organisational uppermost ind, org & societal Employment carefully dilineated aim to go beyond Contract written contract contract Rules V. Imp. Clear rules Impatience with rules Guide to Procedure Business needs Managerial Action Managerial Monitoring Nurturing Task

  15. The diff. Parameter PM HRM Key Relations Labour – Mgt Customer Speed of Decisions Slow Fast Communication Indirect Direct Employee selection Separate task Integrated key task Basis of Payment Job evaluation Performance Job Categories Many A few Job Design Division of labour Team work

  16. Diverse HR Practices in India • Name ….. your dream companies • TCS : 30000 software enfineers frm 32 countries • Unique system of hiring • Develops a strong network with academic inst. Wipro : EXIT intervies Toyota : Suggestion schemes : 2 lakh suggestions p.a i.e 33 per employee / year – 95 % are implemented i.e 5000 improvements per day.

  17. British Airways : employee suggestions have helped cut costs by 4.5 million puonds • HSBC : saved upto Rs. 50 Lac p.a through a single suggestion.

  18. On the negative side : • Child Labour • Sexual harrasment • Exploitation of contract labour • Unduly low wages in the unorganised sector • Unhealthy working conditions & occupational diseases • Bureaucracy & corruption

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