Unit 1 -Hrm Ppt
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Transcript of Unit 1 -Hrm Ppt
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HUMAN RESOURCE MANAGEMENT
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MEANINGHRM is a process of bringing people and
organization together so that the goals of
both are met.
It tries to secure the best from the people by
winning their wholehearted cooperation.
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DEFINITION
It’s the art of procuring ,developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner
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FEATURES OF HRM
• Action oriented
• Individually oriented.
• People oriented.
• Future oriented.
• Development oriented.
• Continuous function.
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SCOPE OF HRM• Personnel aspect.
• Welfare aspect.
• Industrial relation aspect.
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OBJECTIVE OF HRM
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OBJECTIVES OF HRM
• To help the org. reach its goals.
• To use the skills and abilities of the workforce efficiently.
• To provide org. with well trained and well motivated employees
• To increase to the fullest the employees job satisfaction .
• To develop and maintain quality of work life.
• To communicate HR policies to all employees.
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EVOLUTION OF HRM• The commodity concept –
Labour was regarded as a commodity to be bought and sold. Wages were based on demand and supply. Govt. did very little to protect the workers.
• The factor of production concept –
Labour is like any other factor of prod. like money, material, land etc. workers are like machine tools.
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• The goodwill concept –
welfare measures like safety , first aid, rest room , canteen etc will have a positive effect on workers productivity.
The paternalistic concept –
Mgmt. must assume a fatherly and protective attitude towards employees.
The humanitarian concept – to improve productivity , physical, social , and psychological needs of the workers must be met.
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• The human resource concept –
employees are most valuable assets of an org.
• The emerging concept –
employees should be accepted as partners in the progress of a company. They should have a feeling that the org. is their own.
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FUNCTIONS OF HRM
• MANAGERIAL FUNCTIONS
• OPERATIVE FUNCTIONS
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MANAGERIAL FUNCTIONS
• PLANNING
• ORGANISING
• DIRECTING
• CONTROLLING
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OPERATIVE FUNCTIONS
PROCUREMENT FUNCTIONS
• Job analysis
• HR planning
• Recruitment
• Selection
• Induction
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DEVELOPMENT
• Training
• Career planning
• HR development
MOTIVATION & COMPENSATION
• job design
• Motivation
• Job evaluation
• Performance appraisal
• Compensation administration
• Incentives and benefits
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MAINTENANCE
• Health and safety
• Employee welfare
INTEGRATION FUNCTION
• Grievance redressal
• Discipline
• Team and team work
• Employee participation
• Industrial relations
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EMERGING ISSUES
• Personnel record
• HR research
• HR accounting
• Stress and counseling
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Difference b/w Personnel mgmt
HRM• Its more administrative It deals
with the in nature , it basically mgmt of the work
deals with the employees, force & contributes
their payroll and to an org. success.
employment laws.
• It is reactive ,it provides It is proactive , as it
concerns & demands as pertains to the conti-
they are presented. -nuous dev. of policies
& functions for
improving a company’s
work force.
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• It is independent It is the integral part
from the org. of a company.
• It motivates through It motivates through
rewards, bonus , effective strategies
compensation . like challenges, job
creativity.
HRM is in a broader sense, it focuses on building
dynamic culture rather than focusing on
administrating people. It develops a team of
employees for an org.
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Line & Staff Responsibilities Line managers-Have the final responsibilities
for achieving the org. goals. Have the authority to direct the work of subordinates.
• Staff managers –They help and advise line managers in achieving the org. goals.
• They assist line managers in areas line recruiting, selecting , training , and compensating.
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Policies • Its a principle or rule to guide decisions and
achieve desired outcome(s).Types of policies:Originated policies – established by top mgmt.
• Appealed policies – formulated to meet the requirements of certain peculiar situations which have not been covered by earlier policies.
(generally suggested by subordinates).
• Imposed policies – formed under pressure from external agencies like govt. ,union
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• General policies – reflect the priorities of top mgmt.
• Specific policies – covers issues like hiring , rewarding
• Written / Implied policies –
Implied like dress code , gentle tone while talking to customers.
Written policies spell out managerial thinking on paper .
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Advantages of policies
• Uniformity
• Better control
• Confidence
• Speedy decisions
• Coordination device
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Obstacles
• Managers are reluctant to follow the guidelines.
• It requires constant revision , modification .
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A good policy is -
• Related to objective
• Easy to understand
• Precise
• Stable as well as flexible
• Based on facts
• Fair enough
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Formulation of policies
• Identify the need
• Collect data
• Specify alternatives
• Communicate the policy
• Evaluate the policy
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Role of Personnel Manager
• Administrative roles –
policy making
record keeping
advisor
welfare officer
legal consultant
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• Operational roles –
recruiter
trainer , motivator
coordinator / linking pin
mediator (in case of friction b/w 2 emloyees)
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Strategic roles –
Focuses attention on how to enable ordinary employees to turn out extraordinary performance , taking care of their ever changing expectations
change agent –
Why to do it ?
Who will do it ?
What it will look like after completion ?
Who else needs to be involved ?
How to measure it ?
How to initiate , develop and sustain it ?
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Strategic partner –
Helps in strategy formulation and implementation.
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Qualities of HR managerPersonal attribute –
Intelligence.
Educational skills
.Discriminating skills ( b/w right n wrong). Executing skills ( execute mgmt decisions with speed , accuracy.)
• Experience and Training.
• Professional Attitude .
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Factors influencing HRM• External factors –
National and international economic changes.
Technological changes.
National culture.
Industry characteristics.
Regulations.
Action of competitors.
Action of unions.
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• Internal factors –
Organization’s size.
Org. structure ( flexible or not).
Business strategy.
History and past practices.
Top mgmt influence.
Power n politics.
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Evaluating HRM effectiveness
Measuring cost (value > or < cost).
Measuring absenteeism rates.
Measuring turnover rate.
Productivity.
Customer satisfaction.
Early leavers(leaving after a short time with the company.)