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HRM is a series of integrated decision that from the employment relationship; their quality contributes to the ability of the organization & the employees to achieve there objective. - Milkovich & Boudreoee
Nature of HRM
Pervasive force
Acton oriented
People oriented Future oriented Development oriented Integrating Mechanism Auxiliary service Continuous function
SCOPE OF HRM
HRM are mainly covers 3 broad area: Personnel Aspect 2. Welfare Aspect 3. Industrial Aspect
1.
MANAGERIAL FUNCTION
Planning
Organizing
Staffing Direction Control
OPERATIVE FUNCTION
1.
Procurement Function
Job analysis Human Resource planning Recruitment Selection Placement Induction & Orientation Internal Mobility
2. DEVELOPMENT FUNCTION
Training
Executive Development Career planning & Development
Job evaluation
Performance appraisal Compensation Administration Incentive & benefits
OBJECTIVE OF HRM
The basic objective of HRM are:1. To attract talented human resource into the organization. 2. To develop and motive them for a better performance. 3. To retain talented employee in the organization.
3.
4. 5.
To ensure that there are right people at right time and at right place. To help the organization to attain its goal by providing well trained & well motivated employee. To employ the skill, knowledge & abilities of the work force efficiently & effectively. To achieve & maintain good human relationship with in an organization. To develop & maintain a quality of work life in the organization.
6. 7. 8.
9. 10. 11.
To communicate human resource policies to all employee. To increase the fullest the employee job satisfaction & self actualization. To enable each person to make his maximum personal contribution to the effective working of the organization. To ensure maximum individual development of personnel. To ensure respect for human personality & well being of each individual. To ensure satisfaction of various need of individual for achieving their maximum contribution toward organization goal.
Technological
Economical challenge Social Political
Extern al
HRM ENVIROMEN T
Mission Policies
Interna l
EVALUTION OF HRD
The formal introduction of the concept of HRD was
done by Prof. Len Nadler in 1969 in American society for training & development. In India L&T Ltd. Was the first company to introduce this concept in 1975, among the private sector companies with an objective of facilitating growth of employee especially people at the lower level. Among the Public sector government companies it was BHEL which introduce this concept in 1980. Even while HRD, many organization were under the impression that it was nothing but training & development concept .
& development department as HRD department and to some have create new department.
OBJECTIVE OF HRD
HRD Basic aim to developing.
The
capabilities of each employee as an individual. The capabilities of each individual in relation to his or her present role. The capabilities of each employee in relation to his/her expected future role. The dyadic (good & healthy) relationship between each employee & his/her employer. To develop team sprit in every organization Collaboration among different unit of organization
Responsibilities
Motivation
Outcome
Strategic alternativ e
Choice of strategies
Implementatio n
Strategy Evaluation
Environmental Scanning
External Analysis
Internal Analysis
MACRO Environment
MICRO Environment
Interna l
Externa l
Strength
Weakness
Opportunity
SWOT MATRIX
Threats
ENVIROMENTAL SCANNING
Internal Analysis of the firm (SWOT analysis)
RIVRALY
Threats of substitute
2. Strategy Formulation:
If include formulation the strategy which has to be implemented to achieve the mission & objective of organization. Include the following thing:1. Corporate mission and objective 2. Allocation of resource 3. Choice of alternative 4. Assigning responsibilities of specific task 5. Developing the process, training, documentation & legal process. 6. Establishing the chain of command or alternative structure. 7. Identification of strategic alternative. 8. Monitoring result, benchmark, efficient, control & adjustment.
3. STRATEGY IMPLEMENTATION
Strategy implementation is the sum total of the
activities & choice required for the execution of the strategic plan. It is the process by which strategies & policies are put into action through the development programs budgets & procedure.
4. STRATEGY EVALUATION The evaluation and control process ensure that the company is achieving what is the set out to accomplished. It compare the actual performance with desired result & provides the feedback necessary for management to evaluable result take corrective
Strategy Evaluation
Determine what to measure Establish pre determined standard Measure performance
NO
YES
STOP