8/7/2019 10MBA25-1

1/15

3/24/2011 1

MODULE 1 6hrs

INTRODUCTION TO HRMSHIFT FROM PERSONNEL MANAGEMENT TO HRM

DIFFERENCES BETWEEN PERSONNEL MGMT & HRMDEFINITION OF HRM

COMPONENTS OF HRM

FEATURES OF HRMPIONEERING STATEMENTS OF HRM

AIMS OF HRMOBJECTIVESFEATURES OF HRM

ROLE / FUNCTIONS OF HR MANAGER QUALITIES , QUALIFICATIONS & COMPETENCES OF HR

MANAGER POLICIES, PROCEDURES & PROGRAMMESOVERALL FRAME WORK OF HRM

8/7/2019 10MBA25-1

2/15

Differences Between Personnel Mgmt & HRM

PERSONNEL MGMTManagement of people employedEmployees are treated as economicman & services are exchanged forsalary, wages

Employees are treated as cost centre

Employees are mostly used fororganizational benefitPersonnel mgmt is treated as auxiliaryfunctionActions are based on proceduresMgmt tasks are monitoring

Decision is slowCommunication is indirect

Behaviour is based on norms, policies,customs & practices

Pay is based on job evaluation

Mgmt role is transactional

H RMManagement of employees KSAEmployees are treated as economic,social & psychological man.

Employees are treated as profit centre

Employees are utilized for multiplebenefits.HRM is treated as strategic function

Action is based on business needsTasks are nurturing

Facilitates speedy decisionsCommunication is directBehaviour is based on values, mission

Pay is based on performance evaluation

Role is transformational leadership.

8/7/2019 10MBA25-1

3/15

3/24/2011 3

PIONEERING STATEMENTS OF HRM

E mployees are valued assetsStrategy and culture are importantE mphasis is on commitment rather than on compliance

8/7/2019 10MBA25-1

4/15

8/7/2019 10MBA25-1

5/15

3/24/2011 5

C OMPONENTS OF HRM

A cquisitionDevelopmentMotivationMaintenance

HRM lays emphasis onInterests of managementA dopting a strategic approachObtaining added value from peopleGaining their commitment

8/7/2019 10MBA25-1

6/15

3/24/2011 6

AIMS OF HRMTo achieve Organizational objectives throughworkforceTo utilize people to their full capacity & potential

To fosters commitment from individuals to thesuccess of the company.To integrate human resource policies with businessplans

To unleash the energy of employees.To create conditions where innovation, team work and total quality flourishes.

To encourage willingness to operate flexibly.

8/7/2019 10MBA25-1

7/15

3/24/2011 7

OBJE C TIVES OF HRM

Helping the organization achieve its goalsEmploying the skills and abilities of the workforceeffectivelyProviding the organization with well trained and wellmotivated employeesCommunicating HRM policies to all the employees.Increasing employees job satisfaction and self-actualizationDeveloping and maintaining a Quality of Work lifeHelping to maintain ethical policies and socialresponsible behaviorMana in chan e.

8/7/2019 10MBA25-1

8/15

3/24/2011 8

FEATURES OF HRM P ervasive forceA ction orientedFuture orientedP eople oriented.Comprehensive function.Individual oriented.

Inter-disciplinary functionContinuous function.Staff function.

Development oriented

8/7/2019 10MBA25-1

9/15

FUN C TIONS OF HRM MANA GERI AL FU N CTIO N S O P ER ATIVE FU N CTIO N

P lanning Employment

Organizing HR Development

Staffing Compensation

Directing Human relations

Coordinating Industrial Relations

Reporting Recent trends in HRM

Budgeting

8/7/2019 10MBA25-1

10/15

3/24/2011 10

HRM Policies, Procedures & ProgrammesNeed for Policies:Minimizes favouritismSets standards for performancesCreates loyalty / enthusiasmP romotes stabilityBasic needs of Organization & employees are taken into account

Resolves conflictsCha r a cteristics of H RM policies:Related to objectivesEasy to understandP reciseStable as well as FlexibleBased on factsA ppropriate number Just, fair & equitableReasonable. Review

8/7/2019 10MBA25-1

11/15

3/24/2011 11

Advantages of HRM policies

F acilitates delegation

Increases independence in decision makingBetter control without friction & conflictServes as standard for efficiencyCreates confidenceSpeedy DecisionsActs as a coordinating device

5 Principles useful in formul a ting Policies:Past practices in the organization

Prevailing practices in rival organizationsAttitudes & Philosophy of top managementAttitudes & Philosophy of middle / lower managementKnowledge & experience gained through handling personnel problems

8/7/2019 10MBA25-1

12/15

3/24/2011 12

Q UALITIES &Q UALIFI C ATION OF HR MANAGER

INTELLIGENCEEDUCATION SKILLS

DISCRIMINATING SKILLS

EXECUTING SKILLS

EXPERIENCE & TRAINING

PROFESSIONAL ATTITUDE

8/7/2019 10MBA25-1

13/15

3/24/2011 13

ROL E S O F HR MANAG E R

PersonnelRoleAdvisory:Efficientmgmt of HR HRPTraining &developmentAssessmentof GroupBehaviour

Counselor'sRoleManagingServicesGroupDynamics:motivation,leadership,communicationResearch inOrganisationalProblems

AdministrativeroleSalary & WageAdministrationMaintenance of recordsHumanengineeringE ffectiveutilizationof resources

Fire fighting/ legal roleGrievancehandlingDisputesettlementHandlingDisciplinary&Legal mattersCollectiveBargainingConsultation&Participation

8/7/2019 10MBA25-1

14/15

3/24/2011 14

Competences of HR Manager

PERSONAL CREDIBILITYTrust

Personal RelationshipCourage

Values

CHANGE MASTERY

Interpersonal skills & influenceProblem solving skillsReward system

Innovativeness & creativity

HR MASTERYStaffing

Performance appraisalReward system

CommunicationOrganization design

BUSINESS MASTERY

Business acumenCustomer orientationExternal orientation

8/7/2019 10MBA25-1

15/15

3/24/2011 15

COMPETATIVE CHALLENGESGlobalization

TechnologyManaging Change

Human CapitalResponsiveness

Cost Containment

HUMAN RESOURCESPlanning

RecruitmentStaffing

Job Design

Training & DevelopmentAppraisal

CommunicationCompensation

BenefitsLabour relations

EMPLOYEE CONCERNSBackground Diversity

Age DistributionsGender Issues

Educational IssuesEmployee Rights

Privacy IssuesWork Attitudes

Family Concerns

OPPORTUNITIES &CHALLENGES IN HRM