Download - CHAPTER 1,Intro.tohrm

8/14/2019 CHAPTER 1,Intro.tohrm

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PETER DRUKER

Behind every problem youwill find a human


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HUMAN RESOURCEMANAGEMENT

GENERAL PERSPECTIVE

Set Of Organizational Activities DirectedAt Attracting, Developing, And

Maintaining An Effective Workforce.

MACRO PERSPECTIVE(NATIONAL)The Total Knowledge, Skills, Creative

Abilities, Talents And Aptitudes ObtainedIn The Population .

MICRO PERSPECTIVE(ENTERPRISE)They Represent The Total Of The

Inherent Abilities, Acquired KnowledgeAnd Skills As Exemplified In The Talents


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BASED ON THE

DIMENSIONS OF

NEW EMPLOYEES

AND

EXISTING EMPLOYEES

TRENDS IN HR BY DALE YODER

HRM IS THAT PHASE OF MNGT. WHICH DEALS

WITH THE EFFECTIVE CONTROL & USE OFMANPOWER AS DISTINGUISHED FROM OTHER

SOURCES OF POWER


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INCREASED COMPLEXITY OF ORGANIZATION

ENLARGED NUMBER OF WORKFORCE

INCREASED NEED OF SPECIALISED SKILLS

PUBLIC INTERVENTIONS AND LEGALCOMPLICATIONS IN INDUSTRIAL RELATIONS

PROFESSIONALISATION OF MANAGEMENTEDUCATION AND MANAGERS TRAINING AND

DEVELOPMENT

TRENDS IN HR


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POSSIBILITY OF EMPLOYMENT EXPLOSION

INCREASING AWARENESS AMONG RANKAND FILE

GROWING DEMANDS OF THE R&F

EMPLOYEES INCREASED APPLICATION OF BEHAVIOURAL

SCIENCES IN MANAGING MEN

RECOGNITION OF CLOSE RELATIOSHIP OF


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To understand the human resources aseconomic and non economic factor foran organisation.

To ensure optimum utilisation of humanresources currently employed.

To assess or forecast future manpowerrequirements bearing in mind the

various levels and the skill deferential.

OBJECTIVES OFHRM


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To ensure the availability of the

required manpower at theappropriate time .

To control the problem of shortages

& overstaffing(surpluses). To anticipate and avoid redundancies

& retrenchment.

To determine the training needs ofvarious levels.


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IMPORTANT PRACTICES OF HRM

Conducting job analyses Planning labour needs and recruiting job

candidates

Selecting job candidates

Orienting and training new employees

Managing wages and salaries

Providing incentives and benefits


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Appraising performance

Communicating(interviewing

,counselling, disciplining) Training and development

Building employee commitment

Other managerial concerns

Equal opportunity and affirmativeaction

Employee health and safety

Grievances and labour relations


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SCOPE OF HRM(Acc. IIPM)


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IMPORTANCE OF HR Through the concept of human factor which

refers to a whole consisting of inter-related,interdependent and inter-acting physiological,psychological & ethical components.

Physiological food , shelter, rest , security,

etc

Psychological emotions,impulses(autonomy , achievement, power, etc)

Social affiliation, approval, prestige ,etc

Ethical difference of right & wrong


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Economic and Non

Economic Factors andtheir Interaction with HR


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Economic Factor

GINZBERG HR ARE THE KEY TOECONOMIC DEVELOPMENT

At Three levels

1.The national level-

provides dynamic character to the

economy value to the physical resources.


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2.The enterprise level-

Through effective utilisation of HR to attain

the organisational goals Securing willing co-operation of the

employees for the same

Creating the right attitude among the

employees through effective motivation.

3.The individual level-

by understanding the nature,

potentialities, &, limitations of HR


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NON ECONOMIC FACTORSFROM THE STANDPOINTS OF-

POLITICAL

CULTURAL

SOCIAL

RELIGIOUS

REGULATORY

MARKET CUSTOMERS

SUPPLIERS COMPETITORS