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.
THANK YOU
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