HUMAN RESOURCE MANAGEMENT

Introduction• HRM is a management function concerned with hiring, motivating & maintaining people in an organization. It focuses on people in organization.

• In other words, HRM is concerned with getting better results with the collaboration of people. It is an integral but distinctive part of management, concerned with people at work and their relationships within the enterprise.

Features:Managing people.

People oriented process.

Develops employee’s potentialities.

Integral part of organizations.

Continuous activity.

Securing employee co-operation.

Future oriented.

Challenging activity.

Functions:Procurement of manpower.Development of manpower.Performance and compensation

payment to manpower employed.Integration of interests of man power &

organization. Motivation & maintenance of man

power.Provision of welfare facilities.Maintaining cordial industrial relations.

Objectives:To attain maximum individual

developmentTo mold effectively the human resourcesTo establish desirable working relationsTo ensure satisfactions to the workersTo help organizations to achieve its goalsEnsure competent & willing work force.Improve service rendered by the

enterprise to the society.Maintain high morale & good human

relations

DEFINITION OF PERSONNEL; MANAGEMENT ??It can be defined as obtaining,

using and maintaining a satisfied work-force.

It is significant part of management concerned with employees at work and with their relationship within the organization.

EVOLUTION OF HRM !!!Evolution of HRM started in 19th

century.HRM emerged from personnel mgmt

and personnel mgmt emerged from manpower-planning.

Human resource gained attention as the work-force considered to be an important resource to gain competitive advantage of organizations and also the resources of the organization.

As HRM evolved it considered employees as the assets of the organization.

The consideration of changes taking place in managing human resource led to the formation of STRATEGIC HUMAN RESOURCE PLANNING .

It is crucial for achieving a corporation’s long-term goal.

“There is no magic in the success of the companies ,The secret of their success is simply the way that they treat their employees.

‘AKIO MORITA’ FOUNDER, “SONY”

CHALLENGES FACED BY HR MANAGERS

Managing the VisionInternal EnvironmentChanging Industrial RelationsBuilding Organizational CapabilityJob Design and Organizational

Structure

Challenges faced by HR Managers

Managing Large WorkforcePsycho Social EnvironmentEmployee SatisfactionModern technologyComputerized Information

SystemLegal Environment Managing Human Relations

Cont..

In spite of all the problems HR Managers are able to overcome all these problems with the support of management and employees. In the current business world managing employees are becoming complex task and this can be handled effectively only by our great HR Leaders.

CONCLUSION

Workforce Management

Workforce Management

Defination:-  encompasses all the

activities needed to maintain a productive workforce, under the umbrella of human resource management, WFM is sometimes referred to as HRMS systems, or even part of ERP systems.

Characteristic Composition of workforceWomen at workChanges in employees valueLevel of EducationDual career couplesSize of workforceEmployee expectationLife –style changes

Personnel PhilosophyIt revolves around beliefs and

assumption about people.These determines how people

should be treated.Its abt knowing their nature,

needs, value and their approach towards work.

FunctionStyle of mangement.Creates and redefines

operational goals.Approaches for treating people:-1. Commodity approach.2. machine approach.3. humanistic approach.

Based on following beliefs.Consider them as an ASSET.Can be developedCommitted to work if develop

belongingnessCare aout their needs.Contribute to maximum if they

get opportunity.Create healthy and motivating

work climate

Personnel manual

•A document which contains the details of personnel policy of an organization .

•Copies of personnel manual must be distributed to managerial employees by top management.

•Manual is mainly used for decision-making.

Purpose Systematic approach Providing a fundamental

communication tool Avoiding difficulties due to

misunderstandings Providing fair opportunities. Written policies.Enables managers to maintain

cordial relations.

Benefits Gives clear explanation Useful in supervisory training Document of company ‘s faith Act as a ready made guide Training manual for staff Avoids indecision Avoids unfair employment

practices Acts as communicating devices

Case Study.

PEOPLE MANAGEMENT

• All about Managing People i.e. H.R of company.

• Low employee turn over at Infosys.

• Rigorous selection process and Proactive HRD practice.

INFOSYS’S HRM STRATEGY Get the big picture Develop a Mission Statement or Statement of Intent Conduct a SWOT analysis of the organization Conduct a detailed human resources analysis Determine critical people issues Develop consequences and solutions Implementation and evaluation of the action plans

HR Policy

Recruitment Training

Performance Management

Reward and Recognition

FACILITIES FOR EMPLOYEES

• Employee training• Recreation facilities.• Events.• Insurance and security facilities.• Transport facilities.• Maternal leaves.• Creche facilities.• ESOP.• Reward system.

Strategic Reward Systems

MBAO 6030 Human Resource Management

Culture

Performance Management

Employment

Training

Labor Relations

Rewards

Overtime pay rules incontract

Sign-on BonusMerit Pay

Merit pay reinforces performance culture

Skill-based pay

TYPES OF BENEFITS

• MONETARY Increments

Compensation

Overtime

Performance - pay

• NON – MONETARY

Promotions

Housing Facilities

Conveyance Facilities

Fringe Benefits

EMPLOYEE STOCK OPTION PLAN (ESOP)

•Highly profitable reward system.

•Offers emotional and financial ownership to the employees.

•Performance management tool for attracting and retaining talent.

•Win loyalty, accountability of employees as their own interest is vested into it.

LEADERSHIP TRAINING

• Institute setup in 2001• Objective- to create world class

leaders at the forefront of the business

• Leaders split into 3 tiers• Each tier mentored by a tier of

senior colleagues• Focuses strongly on quality

processes and methodologies and enhancing managerial capabilities.

• Sessions with senior leaders.

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