INTRODUCTION TO HUMAN RESOURCES MANAGEMENT

Presented by
Rahul kumar singh (55) Reshul malik(45) Gyananand prasad (61) Gaurav tomer (25) Paritosh choudhary() Ashwini shanker(15) Akhilesh kumar(5)

Human resources management at work

What is human resources management at work? The utilization of firms human resources to achieve organizational objectives.

Functions of HRM-

Planning Organizing Staffing Leading Controlling

The human resources system

Compensation and benefits. Safety and health Staffing Human resources development. Employee and labor relations.

Human resources management

The polices and practices involved in carrying out the people or human resources aspects of a management position ,including recruiting, screening, training, rewarding, and appraising.

1 Conducting job analysis 2 Planning labor candidates 3 Selecting job candidates 4 Orienting and training new employees 5 Managing wages and salaries 6 Providing incentives and benefits 7 Appraising performance 8 Communicating 9 Training and development mangers 10 Building employee commitment

Manger should also know:

1 2 3 4

Employment law Equal opportunity and affirmative action Employee health and safety Handling grievances and labor relation

Why is human resources management important to all mangers ?

Hire the wrong person for the job Experiences high turnover Have your people not doing their best Waste time useless interviews Have your company taken to court because of

discriminatory actions Have your company cited under federal occupational safety laws for unsafe practices. Commit any unfair practices

AUTHORITY : (1) right to make decisions. (2) can direct others work (3) or can order to other

Line manager: A line manager has an line authority. He have a right of issue orders or direct other managers or employees.It creates a superior subordinate relationship.

Staff manager: A staff manager has an staff authorities. He have no right to give an order to other but have to advice others.In that there is an advisory relationship being created.

Line managers human Resource

Duties:

1. Placing the right person on the right job 2. Starting new employees in the organization (orientation) 3. Training employees for jobs that are new to them 4. Improving the job performance of each person 5. Gaining creative cooperation and developing smooth working relationships 6. Interpreting the firms policies and procedures 7. Controlling labor costs 8. Developing the abilities of each person 9. Creating and maintaining department morale 10.Protecting employees health and physical condition

EMPLOYEE ADVOCACY:
HR must take responsibilities for clearly defining how management should be treating employees, make sure employees have the mechanisms required to contest unfair practices, and represents the interests of employees with the framework of its primary obligation to senior management.

THE CHANGING ENVIRONMENT OF HUMAN RESOURCE MANAGEMENT

1)Globalization trends : Globalization is the tendency of firms to extend their sales, ownership to new markets abroad. Indians firms like Infosys, Wipro surve customers around the world by developing software. The main purpose is to sales expansion , cut labor costs, forming partnership. Results in more competitions to lower costs, to make employee more productive. Causes job outsourcing.

2) Technological Trends: like, indian railways , the largest railway sysem in the world, has provided computerized ticket booking facility to passengers who can choose tickets on any train departments from any railways station.

3)

TRENDS IN THE NATURE OF WORK

Due to the change in the technology , it has also impact on people work,on the skills and training todays workers needed. # HIGH-TECH JOBS : More and more traditional factory jobs are going high-tech. # service jobs : Technology is not the only trend driving the change . Today over two-third of workforced is employed in producing and delivering services, not products.with global competition, more manufacturing jobs are shifting to low-wage countries. # knowledge work and human capital : requirements of more education and more skills. # nature of work : upgrading the customer service representatives jobs. new training about how to sell more, gave them more authority to take decisions and raised their wages.

4)WORKFORCE DEMOGRAPHIC TRENDS : Workforce demographic trends are making finding and hiring good employees more of a challenge around the world. India is the one of the youngest countries in the worlds.Indians young force is considered to be poor due to lack of skill, education.

The changing role of human resource management

Strategic human resource management Creating High performance work systems Managing with technology Effective HR practices High performance work systems Measuring the Human resource management

teams performance Managing with the HR scorecard process

THE HUMAN RESOURCE MANAGERS 4 PROFICIENCIES

HR Proficiencies Reflects thats traditional and

skills in areas such as employee selection, training, and compensation Business Proficiencies Reflects human resource professionals new strategic role For e.g. to assist the top management team in formulating strategies, the human resource maneger need to be familiar with strategic,planning,marketing,production and finance

HR Managers also reqired leadership

proficiencies for e.g. theyneed ability to work with lead management group and to implement world class employee screening and training systems Because competitive landscape is changing so quickly and new technology are being contiually introduce the HR managers needs learning proficiences

HR QUALIFICATIONS
NOW HR Managers tasks grow more complex

then HR MANAGERSis becoming more professionalized SHRM PROFFESSIONAL certifications exams test the professional knowledge of all ascpects of HR management including management practices ,staffing,development, compensation,labour relations and health and safety Those who completle all requirements earn the seniourprofessional in HR the body of knowledgein the shrm certification program.

SHRM LEARNING SYSTEM MODULE DESCRIPTIONS

MODULE-1 ; STRATEGIC MANAGEMENTS The role of human resource in organization The stategic planning process Scanning the external enviroment MODULE-2;ORGABIZATIONAL STRUCTURE AND INTERNAL HR PRACTICES Ethical issues affecting the human resources HR and legislative environment

MODULE 3; HR RECOURCES DEVELOPMENT

HRD programe design and development HRD Programe implementation Performance management MODULE 4;COMPENSATION AND BENEFITS COMPENSATION system Pay adminstration Inroduction to benefits progarme

MODULE 5;EMPLOYEE AND LABOUR RELATIONS

WORK RULES Employee relation and organization Employee involment strategies Union orgationizationand labor practices MODULE 6;OCCUPATIONAL HEALH SAFETY AND

SECURITY KEY legislation Saftey Health security

Managing with in the law

Occupational safety and healthy law mandates

strict guidelines regarding safety practices at work Labor law lay out among others things what the supervisor can and cannot say and do when unions comes calling to organize the company employees Equal emplyment law sets guidelines regarding how company writes its recruiting ads,what qestions its job interviwers ask and it select candidates for training programs.

ETHICS
ETHICES refers to the standards someone uses

to decide what his or her conduct should be Eticaldecisions involve morality, matter of serious conseqences to the society well biengsuch as murder, lying, and stealing HR manegers also used ethical practices for the development and betterment of the organizations

HR Related Ethical Issues

1.Selection/Staffing 2.Minimum wage/Compensation 3.Reward Systems 4.Discrimination (age gender or disability) 5.Performance appraisal and feedback 6.Health and Safety 7.Organizational exits/downsizing/restructuring