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Introduction to HRM 2. Manpower Planning 3. Recruitment and Selection 4. Performance Management Systems 5. Compensation and Benefits 6. Training and Development 7. Talent Management, Career and Succession Planning 8. Employee Exit 9. Global HR, Strategic HR, Trends
1.
The design of formal systems in an organization to ensure effective and efficient use of human talent to accomplish organizational goals
HRM involves all management decisions and practices that directly affect the people of an organization.
HRM consists of the policies, practices, and decisions that concern making effective and efficient use of the employees of an organization in order to achieve the organizations objectives. The policies and practices involved in carrying out the people or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.
Management
Planning Goals, Strategy, Forecasting
Organizing - Assigning tasks, delegating , establishing authority Staffing Recruitment and Selection
HRM in India
Arthasashtra JD of supervisor, PLP for goldsmiths IAC, kerela Tata Group, Jamshedpur even b4 it was mandatory by law
Status Beginning Personnel Struggling for Recognition Promising shift from Personnel to HRD Arrived Still a long way to go Arrived
Outlook Routine
Emphasis Technical
Managerial
Early 2000
Strategic/ Business
Set Practices& Standards, Human Values, productivity through people Systems and Process, people development, Bottom line Contribution
Executive
Now
Business Partner
Strategic
Importance of HRM
Why has HR and HRM risen in Importance
Recruitment and Selection - Manpower Planning n Forecasting - Job Analysis - Recruitment and Selection - Internal Mobility
Performance Management Systems - Process in-charge - create a PMS that is devoid of bias and subjectivity - Normalization - System of linking PMS to promotion, reward and recognition - Reward and Recognition
Employee
Welfare
- Health - Safety
Relationship
Management
- Grievance Handling
- Fostering Open Management System - Trade Unions - Collective Bargaining
Talent
Management
- Succession Planning - Employee Development
HR Admin
Statutory
PF, Gratuity
Scope of HRM
Prospects of HRM Impact on productivity Globalization Nature of HRM Managerial Administrative Employee hiring Job analysis Manpower planning Rec. & selection
Employee motivation Reward & Recognition ESOPS Job enlargement Job enrichment
The HR Professional
W.W.W. (What Went Wrong)
Personnel
becoming HR of HR as a career
Speed
CURRENT
Talent Managers
Partnerships Transformational
FUTURE
Coaches
Players Architects & Builders
Staff Maintenance
Employee Relations Transactional
Initiatives
Key Investments Accountability Behaviour referent Prized management skills
Challenges of HR
1.
Business Challenges: - Enhancing Business knowledge and expertise - Linking HR Strategy to Business Strategy - Containing costs Downsizing Outsourcing and employee leasing (HR and Other) Enhancing productivity Operational Challenges - have an Apt Organisation Structure Tall/Lean/Flat - Optimum Utilization of Resources - Maximum ROI on people Investment
2.
3.
What is the effect of HR on the bottom line of the firm? Is there a significant relationship between compensation and worker turnover in our organization? Does worker training and development enhance retention? customer satisfaction? repeat sales levels? Are all employees alike and thus should be managed similarly, or should each employee be developed and managed uniquely? What brings out the best in each worker? What makes them maximally productive and valuable to the organization? What value would you attribute to each worker? How much is each employee worth? Can some HR tasks be performed more efficiently by line managers or outside vendors? Can some HR tasks be centralized or eliminated altogether? Can technology perform tasks that were previously done by HR personnel?
A partnership of:
Top Management Human Resource Professionals Line Managers Employees Consultants HR specialty firms
PM Vs HRD
PM Goals Change agent HRD Goals Performance evaluation Quality based competition Process quality evaluation
Innovation
Relationship skills
Occasional training
Continuous learning
Contd..
PM Goals No process
Change agent
HRD Goals
Effective retention
Importance of attitude
Self-perpetuating culture
Challenging traditions
Fresh thinking
Thank you