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Transcript of mmb first lecture HR[1]
8/7/2019 mmb first lecture HR[1]
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INTRODUCTION TO HUMAN
RESOURCE MANAGEMENT
by Minu Manisha Babel
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yMEANING
y
DEFINITION
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EVOLUTION OF HRM IN INDIA
y1920s - 1930s
y1940s 1960s
y
1970s 1980sy1990s
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SCOPE OF HRMyProspects Of HRM
y
Nature of HRMyEmploy ee Hiring
yEmploy ee Remuneration
yIndustrial Relations
yEmploy ee Maintenance
yEmploy ee Motivation
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OBJECTIVES OF HRMySOCIETAL OBJECTIVES
yORGANISATIONALOBJECTIVES
yFUNCTIONAL OBJECTIVES
yPER SONAL OBJECTIVES
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FUNCTIONS OF HRMyProcurementof man power
y
Developmentof manpower yCompensation
yIntegration of interests
yMaintenanceof manpower
yProvision of welfare facilities
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Acquisition FunctionyProcess of identifying and employing
people possessing required level of skills
y JobA nalysis
y HRP
y Recruitment
y Selection
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Development Function
yProcess of improving, molding andchanging the skills, knowledge and ability of an employee
yEmployee Training
yManagement Development
yCareerDevelopment
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Motivation FunctionyProcess of integrating people into a
work situation in a way that itencourages them to perform / deliver tothe best of their ability
y
Understanding needsyDesigning motivators
yMonitoring
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Maintenance FunctionyProcess of providing employees the
working conditions that help maintaintheir motivation and commitment tothe organization
y
Satisfaction LevelsyRetention
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FEATURES OF HRMyManaging people
y
People-oriented processyDevelops employ ee's potentialities
yIntegral part
ySecures cooperation
yFutureoriented
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IMPORTANCE OF HRMy Significance for an enterprise
y Professional significance
y Social significance
y National significance
y A re an organizations greatest assets
y A ll other resources get connected through men
y To make them deliver they need to be
y Properly selectedy Properly trained
y Properly motivated
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CorporateyHR M can help an enterprise in the following
ways:
yA ttracting talent through effective HRP
yDeveloping necessary skills & attitudewith training
ySecuring cooperation through motivation
yRetaining talent through the right policies
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ProfessionalyHR M helps improve quality of work life and
contributes to growth in the following ways:
yOpportunities for personal development
yMotivating work environment
yProper allocation of work
yHealthy relationships between individuals& groups
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SocialySociety benefits from good HR M in
many ways:
yGood employment opportunities
yDevelopment of human capital
yGeneration of income &consumption
yBetter lifestyles
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NationalyDrivers of development of a
country yDeliver economic growth
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Definitions of HRMy Byers & Rue: HRM is the function facilitating the most
effective use of people to achieve both organizational and individual goals
y P rocess of acquiring, training, appraising and compensatingemployees such that they are motivated to achieve both theorganizational and individual goals
y Michael Jucious: HRM is that field of management which
deals with planning, organizing & controlling the functionsof procuring, developing, maintaining and utilizing a labor force such that organizational & individual goals arefulfilled
3
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ROLE OF HRMyRecruitment, selection & developmentof manpower
y Industrial relationsyProvision of welfare facilities
yManpower management
y Inf ormation collectionyExpansion, modernization &
automation
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JOB ANALYSIS
FRINGE
BENEFITS JOB DESIGN
WAGES &
NCENTIVES
CAREER
PLANNING
PROMOTIONS
JOB
TRANSFER
JOB
ROTATION
EMPLOYEE
TRAINING
JOB EVALUATION
MANPOWER
PLANNING
RECRUITMENT
SELECTION
PLACEMENTS
INDUCTION
HUMAN RESOURCE
MANAGEMENT
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Organization of HRM Department
DIRECTOR
(HRD)
MANAGER(PERSONNEL)
MANAGER(ADMINISTRATION)
MANAGER(HRD)
HR PLANNING
RECRUITMENT
&
SELECTION
WELFARE
LEAVE RECORDS
TRAINING &
DEVELOPMENT
PERFORMANCE
APPRAISAL
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Role of HR Managery JobDesign / Job A nalysis
y Human Resource Planning
y Recruitment & Selection
y Training & Development
y PerformanceA ppraisal
y Compensation / Benefitsy Personnel Information Systems
y EmployeeMotivation / A ssistance
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HUMAN RESOURCE DEVELOPMENT
Human resource development refers to the processwhereby the employ ees are continuously helped in aplanned way to
y A cquire or sharpen capabilities required to perform various tasksassociated with their present/future expected roles.
y Develop their general capabilities as individuals so that they are able to
discover and exploit their own inner potential for their own and/ororganizational development purpose.
y Develop an organizational work culture where: superior-subordinaterelationships, team work and collaboration among different units arestrong and contribute to the professional well-being, motivation and
pride.
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HRD v/s HRM
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HRM vs. HRDyHR M is the process of effectively
employing people in an organization
yHR D is the process of training &development of employees to make
them effectiveyHR D is an important subset of HR M
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HRD vs HRM
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Main Differences between Personnel
Management and HRMy Personnel management isworkf or ce centered , directed mainly
at the organizations employees; such as finding and trainingthem, arranging for them to be paid, explaining managementsexpectations, justifying managements actions etc. While on theother hand, HR M is resour ce centered , directed mainly atmanagement, in terms of devolving the responsibility of HR M to
line management, management development etc.y PersonnelManagement is basically an oper ational function,
concerned primarily with carrying out the day-to day peoplemanagement activities. While on the other hand, HR M isstr ategic in nature, that is, being concerned with directly assisting an organization to gain sustained competitivead vantage.
y HR M is more pr oactive than Personnel Management. Whereaspersonnel management is about themaintenance of personneland administrative systems,
y HR M is about the f orecasting of organizational needs, thecontinual monitoring and adjustment of personnel systems tomeet current and future requirements, and the management of
change.
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Differences between Personnel Management & HRM
Sr.Sr.No.No.
DIMENSIONDIMENSION PMPM HRMHRM
11 EmploymentEmploymentcontractcontract
CarefulCarefuldelineation ofdelineation of
writtenwrittencontractscontracts
Aim to goAim to gobeyondbeyond
contractcontract
22 InitiativesInitiatives IntegratedIntegrated PiecemealPiecemeal
33 RemunerationRemuneration FixedFixed PerformancePerformance--relatedrelated
44 RulesRules ImportanceImportanceof devisingof devising
clear rulesclear rules
Can do outlookCan do outlookimpatienceimpatience
with rulewith rule
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Sr.Sr.No.No.
DIMENSIONDIMENSION PMPM HRMHRM
55 Speed ofSpeed ofdecisionsdecisions
SlowSlow astast
66 Training &Training &developmentdevelopment
ControlledControlledaccess toaccess to
coursescourses
LearningLearningcompaniescompanies
77 Job designJob design Division ofDivision ofworkwork
Team workTeam work
88 EvolutionEvolution PrecedesPrecedesHRMHRM
Latest in theLatest in theevolution ofevolution ofthe subjectthe subject
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CHALLENGES FOR HRM MANAGER
yChallenges relating to recruitment,selection and developmentof manpower.
yChallenges relating to industrialrelations.
yChallenges relating to provisionof welfare facilities.
yChallenges relating to manpower management.
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Limitations of HRMy HR M only a support function!
y Training programs only a cost!
y Not an as & when needed function!y Not specifically qualified / trained people!
y Inadequate information systems / records!
y Misunderstood as HR D!