Beruflich Dokumente
Kultur Dokumente
BOOK
HUMAN RESOURCES
&
PERSONNEL MANAGEMENT
By
Williams B, Werther JR, Keith Davis
PARTS TO BE STUDIED
PART - 1
HUMAN RESOURCES
DEFINITION
Itis the set of individuals who make up
theworkforce of anorganization,business
sectoror aneconomy. In other words , they are
the people that staff & operate an organization
PERSONNEL MANAGEMENT
DEFINITION
It is an administrative discipline of hiring & developing
employees so
that they become more valuable to the organization. It
includes:
CHAPTER - 1
THE
HUMAN RESOURCE (HR)
FRAMEWORK
DIAGRAMMATIC VIEW
Population-growth
challenges
Workforce diversity
challenges
Unemployment
challenges
Central Challenges
Better Organizations
Ethical Challenges
Social responsibility
challenge
PURPOSE OF HRM
To improve productivity contribution of the employees
To balloon the performance of the organization
To develop & make the employees responsible:To implement organizational strategy
To craft ethical arrangement & practice
To create awareness about social obligations & norms
To improve individuals work contributions
To support the employees in their professional development
To determine & ensure the organizations ultimate success
Supportive Activities
legal
Benefits
Union affairs
Organizational Objs
HR Planning
Selection
Training & Development
Placement
Appraisal
Assessment
Employ Relationship
Supportive Activities
Placement
Appraisal
Assessment
Personal Objs
RESPONSIBILITY OF HR
HR
RESPONSIBILITIES
ACTIVITIES
ORGANIZATION OF HR DEPT
President
Sales Manager
Chief Accountant
Office Manger
Production Manager
Secretary
Clerk
Clerk
HOD
Vice President of HR
Manager
Employment
Manager
Compensation
Manager Trg
&
Development
Manager
Safety
Manager Emply
&
Labour relations
Departmental Workers
Recruiter
Analysis
Clerks
Trainers
Specialist
Counsellor
Others
DIAGRAMMATIC VIEW
HRM MODEL
O
R
G
A
N
Z
A
T
O
N
A
Framework
& Challenges
Employee
Relation
&
Assessment
Preparation
&
Selection
OBJECTIVES
Societal
Organizational
Functional
Personal
Compensation
&
Protection
Development
&
Evaluation
SOCIETAL
P
R
O
F
E
S
S
I
O
N
A
HRM MODEL
FRAMEWORK & CHALLENGES
HRM MODEL
DEVELOPMENT & EVALUATION
New employees are oriented to orgs policies & procedures
Placed on job & seek both on job & other professional trainings
Based on information data , the needs are determined for employees
training, development & career counseling exercises
Formal performance appraisals conducted to evaluate employees, at
times
COMPENSATION & PROTECTION
Modern compensation management goes beyond pay through
lucrative compensation package according to the level of employees
productivity
Orgs protect their employees from occupational hazards through such
as health safety programs & safe work environments
EMPLOYEE RELATION & ASSESSMENT
Maintaining an effective workforce is more than a compensation
package
Information communication links are established with employees to
satisfy them & increase the orgs productivity
Assessments of various situations & integrated relationship prevent
the employees from joining the self helping groups called Unions
VIEWPOINTS OF HRM
UNDERLYING THEMES /APPROACHES
Strategic Approach HR management must contribute in the
strategic success of the org, otherwise resources tend to be
wasted
Human Resource Approach HR management must pay careful
attention to the needs of employees as priority to ensure the
orgs prosper growth
Management Approach HR management must serve managers&
employees through its management expertise. The performance
of each worker is the result of supervisor/ manager & HR Dept
System Approach HR management takes place within a large
system of an org , therefore, its efforts be evaluated consonant to
its contribution to the orgs productivity
Proactive Approach HR management must increase its
contribution to the employees & the organization by anticipating
challenges before they arise
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