HRM In 21st Century

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Ihr Logo HUMAN RESOURCE MANAGEMENT IN 21st CENTURY. Human Resource Management in 21 st Century. Copyright reserved Piyush Paudyal.

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HRM and its functions

Transcript of HRM In 21st Century

Page 1: HRM In 21st Century

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HUMAN RESOURCE MANAGEMENTIN

21st CENTURY.

Human Resource Management in 21st Century. Copyright reserved Piyush Paudyal.

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Your LogoHuman Resource Management in 21st Century. Copyright reserved Piyush Paudyal.

Human Resource Management.

A critical challenge society faces at the start of the twenty-first century is the attainment of full employment.

Human Resource Management is concerned with enhanced productivity fully utilizing the combined talent and skills of the entire workforce of an organization.

Human resources may be broadly defined as the sum total of all the skills and capabilities

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HRM component

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Recruitment

The process by which a job vacancy is identified and potential employees are notified.

Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.

Job Description: outline of the role of the job holder.

Job Specification: outline of the skills and qualities required of the post holder.

Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV).

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Selection

Selection process varies according to the organization

Applicants short listed & most suitable candidates selected.

Interview: most common method.

Personality testing: assessing the personality of the applicants – will they fit in?

In-tray exercise: activity based around what the applicant will be doing, e.g. writing a letter or proposal etc.

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Discipline

Organizations cannot just ‘sack’ workers.

Wide range of procedures and steps in dealing with workplace conflict.

Informal meeting

Formal meeting

Verbal warnings

Written warnings

Take proper actions.

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Training

It is like to develop the Human Resource of an organization.

Provides new skills for the employee

Keeps the employee up to date with changes in the field

Aims to improve efficiency

Can be external or ‘in-house’

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Rewards

The system of pay and benefits used by the firm to rewards workers.

Money not the only method.

Flexibility at work.

Holidays, leave etc.

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Trade Union

Importance of building relationships with employee representative.

Role of the Trade Union has changed.

Importance of consultation, negotiation and working with trade unions.

Contributes to smooth change management and leadership.

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Human Resource Management Scope

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Personnel: This pertains to recruitment, training, man-power planning, posting, performance appraisal, sustaining employee morale, transfers, promotion, disbursement of wages, retirement benefits etc.

Welfare: This relates to providing proper work conditions, leave, medical facilities, canteen, rest rooms, workmen safety, social security, transport, etc.

Industrial relations: This is a highly responsible and sensitive area and includes interacting with the unions, addressing grievances, disciplinary proceedings, dispute settlement, compliance with statutory requirements etc.

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Interaction

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Thank You.


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