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Human Resource Management

Manas Ranjan Tripathy IBS,Hyderabad

Human Resource Management is a process of bringing people and organisations together so that the goals of each are met. It may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organisation in an effective and efficient manner. It is concerned with the people dimension in management.

HRM is concerned with the most effective use of people to achieve organisational and individual goals. It is the way of managing people and work, so that they give their best to the organisation. (Ivancevich &Glueck)

Human Resource Management can be defined as a strategic and coherent approach to the management of the most valued assets of an organisations,ie., people, who individually and collectively contribute to the organisational objectives.

Managing Human Resources:Compexities


-- Human Resources are heterogeneous

-- Human beings behave in widely differing and complicated ways. -- Modern employees are educated, skilled and techno-savvy -- An individual himself determines what he contributes.

Different Individuals Different personalities Emotional Responses Differing values, attitudes, motives and modes of thought

Objectives of HRM Help the organisation reach its goals. Employ the skills &abilities of workforce efficiently. Provide the organisation with well trained & well motivated employees. Improve the quality of work-life. Communicate HR policies to employees. Help in maintaining ethical policies and behaviour

Features of HRM
Pervasive force Action oriented Individually oriented- Development of potential. People oriented- Motivation & Reward. Development oriented- Learning, exp & exposure. Integrating mechanism- Integration of human assets. Comprehensive function. Auxiliary services- Assist and advice Inter-disciplinary Function- Soft discipline Continuous Function-Constant alertness and awareness of human relations

Scope of HRM
Personnel aspects:

Manpower planning Recruitment Selection placement Transfer Promotion Training and Development Lay-off and Retrenchment Remuneration Incentives Productivity

Welfare aspects
Working conditions and amenities:
Canteens Crches Rest and lunch-rooms Housing Transport Medical assistance Education Health and safety Recreational facilities

Industrial Relations aspects


Union Management Relations Joint consultation Collective Bargaining Grievances and Disciplinary procedures Settlement of disputes

Personnel vs. Human Resource Management


Element
Employee Relations Orientation Organisation Values

Personnel
Adversarial Reactive and Piecemeal Separate Function Order, equity& consistency

HRM
Development and Collaborative Proactive & Business Focused Integrated Function Client & Problem Focused

Role of Specialist
Role of Management Overall output

Regulatory &Record keeping


Passive Ownership Compartmentalized Thinking &Acting

Problem sensing & tailored Solutions


Active ownership Linking Various HR levers to Business needs

Recruitment Anticipating Vacancies


Prepare Job Analysis Prepare Person Specification Sources of Recruitment Attracting potential Employees Investigating References Arranging Medical Exam, if any Secretarial Work

HRM

Practices

Organisational planning
Analysing Organisation Structure Forecasting manpower Requirements Recommending Organisational Changes Analysing key position Requirement Preparing Job Description Orienting new employees into job Analysing and reviewing Transfer and promotion
job description periodically

Staffing

Development Determining Training requirements of


organisation and employees. Development of performance standards Planning and preparing Training programmes Providing Facilities for Future education and development. Helping employees through performance counseling

Remuneration
Determination and execution of

wages and salary perquisites incentives Rewards Wage negotiation

Control

Matters relating to Discipline like:

-establishing rules of conduct -administering disciplinary measures where necessary.


Evaluating performance for future growth

Welfare Recreation
Medical services Co-operatives Benefits and social security measures

Role of HR Department/ Manager


Advisory Role Advising,suggesting,counselling and helping.
Grievance Redressal Employee Selection Conflict Resolution Training and Development

.
Conscience Role
Humanitarian, Moral and Ethical obligations

Counselor Role Discussing and suggesting to

employees relating to:


Work Career Family Social, Economic ,Developmental and General matters

Problem solving Role Roles regarding various

short range and long range problems involving the interests of Human resources

Decision Making Role


Formulation of Objectives

Policies Programmes

Executive Role
Executing Plans
Programmes Decisions

Clerical Roles

Time Keeping Wage and salary administration Incentives Maintenance of Records

Mediator Role

Representative role
Change agent (Facilitator) Roles
Represents organisation and matters related to workers Facilitating workers and management onTargets, Adoption of organisation Development Methods

Conflict resolution Solving disputes

Changes in Technology,Organisation,production

Legal Role


Grievance Handling

Settlement of Disputes Disciplinary cases Collective Bargaining Joint Consultations Interpretation and implementation of labour

laws
Court matters

Welfare Role

Canteens Hospitals Crches Education Clubs Libraries Conveyance Facilities Co-operative societies Consumer stores

Thank You