An Introduction to HUMAN RESOURCE MANAGEMENT

Listen with your full attention, look for the good in others , have a sense of humor and say thank you for a well done job. Paul Smucker

What is Management? It is the creation of a technical & human environment that supports the optimum utilization of resources & competencies for achieving organizational goals.

Concept of HRM
Definition of HRM Aims Versions Development Initial & Further Reservations HRM & Personnel management Key activities Key requirements HRM Context Conclusion

What is Human Resource Management?

The people dimension of management A management function which aims to ensure the availability of a competent & committed workforce

In simple words , it is having the right people at the right place & right time.

Cont.d
Human Resource Management (HRM) is the function within an organization that focuses on. Recruitment & Management of people and provides direction to people who work in the organization HRM can also be performed by line managers.

Key Activities

HRM is the organizational function that deals with issues related to people.

Hiring, training Compensation , Benefits Performance management Safety , Wellness Motivation Communication Administration Organization development

CONT.D
HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment.

Effective HRM enables employees to contribute effectively and productively to overall company direction to accomplish organizational goals and objectives.

Aims of HRM
Overall purpose : To achieve success thru people HRM systems source of organizational capability To learn & capitalize on new opportunities Specific purpose : Resourcing & Development obtain & retain a skilled , committed, motivated workforce Value employees policy/process, valued/rewarded Relationships productive climate , harmonious relationships

Versions
Hard HRM approach Capitalistic, traditional approach Worker, a commodity or another key resource - Quantitative, calculative and business strategic aspects Soft HRM approach Traces roots to the human relations school Communication , motivation & leadership aspects

Reservations
Personnel & HRM any difference? Optimistic but ambiguous hype no hope Contradictions & manipulations Promises but no delivery Prized goals unproven & unfulfilled Highly impractical HRM as a theory deficient/not explicit Self interests

HRM at present
HRM is moving away from traditional personnel administration & transactional roles which are being increasingly outsourced. HRM is expected to add value to strategic utilization of employees employee programs that impact business in measurable ways

The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.

HR & HR roles ?
HR is the total Knowledge, Skills, Talents, Aptitude & Creative abilities of an organizations workforce.

It also includes the values , attitudes & beliefs of the individuals involved.
Multiple roles played by HR professionals:
Business strategic partners Change agents Consultants or Service-providers

HRM Process
Competence building HR Planning

Managing corporate Culture Recruitment & Selection

Leadership & Teambuilding

Compensation / remuneration / Wages & Salary admn.

Performance Management

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

Functions of HR
MANAGERIAL FUNCTIONS
Planning OPERATIVE FUNCTIONS Staffing Development Compensation Motivation

Organizing
Directing Controlling

Maintenance
Integration

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

DEVELOPMENT

COMPENSATION & MOTIVATION

Operative functions of HR (contd.)

MAINTENANCE
Health, Safety, Welfare, Social security Employment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining

INTEGRATION

The 4 aspects of HRM

Personnel aspect Recruitment, Selection, Transfer, Promotion etc. Development aspect Training, career 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.

Factors influencing HRM

INTERNAL
Unions Strategy Leadership Providing work life balance Inter personal relationships Organizational Culture Professional Bodies

EXTERNAL
POLITICAL LEGAL BUSINESS ENVIRONMENT GLOBALISATION MERGERS & ACQUISITIONS DOWNSIZING /RIGHTSIZING NATIONAL ECONOMY DEMOGRAPHIC Diverse workforce Knowledge workforce / intellectual capital More Women in workforce Changing family structure Contingent workforce

TECHNOLOGICAL FACTORS

Occupational Shift (manufacturing .. services) Managing a virtual workforce Managing employee alienation Training & retraining employees to manage obsolescence Need based technology not fads

HRM Environment - External

Technology

Professionalism

Economic

HRM

Social & cultural

Political & legal

Union

HRM Environment - Internal

Policies

HRM

Mission

Organisational Conflict

CONCLUSION
HRM is one of the most complex and challenging fields of management HR practices help organizations achieve longterm & short-term goals through optimum utilization of human resources. Human resource objectives must be alignment with the organization objectives. in

A new agenda for the role of HR , different from the traditional role of HR .

HRM long way ahead

HR practices & management must achieve professional and competitive standards. A lot needs to be done by HR in terms of

Identifying & nurturing talent Creating a performance-driven culture Bringing about Changes in the mindsets of employees at all levels
The main aim is providing value to customers

People, people & people

Organizations do not accomplish anything.. Plans do not accomplish anything either Theories of management do not much matter. Endeavors succeed or fail because of the people involved By attracting best people great deeds are accomplished....... Talent management happens everyday. attract candidates, hire the most qualified , bring people on board as employees, manage their performance and train them as and when required. This is what keeps the organization competitive

Thank You!