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Documente Cultură
SRI VENKATESWARA
COLLEGE OF COMPUTER APPLICATIONS AND MANAGEMENT
INTRODUCTION
individuals who work in a firm Human Resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce Several terms have been used to represent human resources. These include personnel , people at work , manpower, staff and employees
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business is correctly staffed by the right number of people with the skills relevant to the business needs",
Failure in not having a carefully crafted human resources management
strategy, can and probably will lead to failures in the business process itself
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DEFINITION
Human Resource Management is the organizational function that deals with issues
related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
HRM is concerned with the most effective use of people to achieve organizational
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SHORT DEFINITION
It may be defined as the art of procuring , developing and maintaining
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QUALITIES OF HR MANAGER
Physical Health, Vigour Mental Ability to understand and learn Moral Educational Technical Experience Ability to take decisions
Should be patience
Good leader to guide his subordinates Good Communicator
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EVOLUTION OF HRM
Evolution of Personnel management started in 19th century There was no department as such for taking care of above problem only
welfare officers
The exact growth of personnel management started during First World
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Contd..
During war women recruited at a large scale to fill the gap of men who
different policies
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department
Again in second world war the number of women employees is more to
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Contd
But there is an increasing in the bargaining between employer and
During 1990,s the success of large Japanese corporation took surprise to many western companies
workforce
The practice of these companies also started practiced by western
companies
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organization
The Emerging Concept Employees should feel that the organisation is
their own.
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Period
Emphasis
Status Clerical
Roles Welfare Administrator Appraiser Advisor Mediator Fire Fighting Change Agent Trainer Educator Developer Counselor Coach Mentor
1970-80 Efficiency and Effectiveness 1900s- Productivity gains onwards through human assets
Developmental
Proactive
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Nature of HRM
Pervasive force:. It is present in all enterprises. It permeates all levels of
management in organizations
Action oriented: The problems of employees at work solved through
rational policies.
Individually oriented: It tries to help employees develop their potential
good results.
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Contd.,
Future oriented: Helps an organization meet its goals in the future by providing
The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure.
Integrating mechanism: HRM tries to build and maintain cardinal relations
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Contd.,
Comprehensive functions: HRM is concerned with managing people at work. It
week. It requires a constant alertness and awareness of human relations and their importance in every day operations.
SCOPE OF HRM
Personnel aspect: This is concerned with manpower planning, recruitment,
selection, placement, transfer promotion, training ad development lay off and retrenchment remuneration incentives productivity etc
Welfare aspect: It deals with working conditions and amenities such as canteens,
crches rest and lunch room housing transport medical assistance education , healthy and safety recreation facilities etc
Industrial relations aspects: This covers union management relations joint
consultation collective bargaining grievances and disciplinary procedures settlement of disputes etc.
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OBJECTIVES OF HRM
To help the organization reach its goals. To ensure effective utilization and maximum development of human
resources.
To ensure respect for human beings. To identify and satisfy the needs of individuals. To ensure reconciliation of individual goals with those of the
organization.
To achieve and maintain high morale among employees. To provide the organization with well-trained and well-motivated
employees.
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Contd.,
To increase to the fullest the employee's job satisfaction and self-actualization. To develop and maintain a quality of work life. To be ethically and socially responsive to the needs of society. To develop overall personality of each employee
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ROLE OF HR MANAGER
Policy Initiation Advisory Role Linking Pin Role Representative Role
Decision-making Role
Mediator Role Leadership Role Welfare Role Research Role
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