Human Resource

Management
BY GROUP-1
MBA(I.B)
SEC-B
WHAT IS HUMAN
RESOURCE?
Human Resource (HR) refers to
employees that can be
motivated, retained, trained, and
pressed into action for assigned
tasks of managing and
developing forest resources.
WHAT IS HUMAN RESOURCE
MANAGEMENT?

HR Management (HRM)
refers to managing
employees, and all matters
related to them, effectively
for their good, which
resultantly can contribute to
the larger good of managing
forest resources.
CHARACTERISTIC
 To harness and manage the potentials in
other people that they, seemingly, are
unaware of most of the time.

 To be able to channel the right personnel

to the right cause and bring the best out of
them.
 To lead ordinary individuals with ordinary
skills to achieve extra-ordinary feats....the
people are happy, the human resource
manager is happy, and everybody is
happy.
Function of human resource
 Manpower planning

 Recruitment and selection of employees

 Employee motivation

 Employee evaluation
 Industrial relations
 Provision of employee services
 Employee education, training and development

 Developing a HRM strategy

Strategic human resource
management
 It is the process of linking the human
resource with the strategic objective of a
organization in order to improve
performance.

 According to Wheelen and hunger “SHRM

is that set of managerial actions that
determine the long term performance of the
corporation”.

 Strategy is deciding where to go and

the means to get there.
 Strategic management is
considered to be a continuous
process activity that requires a
constant adjustment of three major
interdependent poles:

1.Values of the senior management

2.The environment
3.The resources available.
It defines the organization intention
and plans on how its business
goals should be achieved through
people
Implications of SHRM
 Successful SHRM efforts begin with
identification of strategic needs.
 Employee participation is critical to
linking strategy and HR practices.
 Strategic HR depends on a
systematic and analytical mindset.
 Corporate HR departments can have
an impact on their organization’s
efforts to launch strategic initiatives.
 DIFFRENCE BETWEEN PERSONAL
MANAGEMENT $ HUMAN RESOURCE
MANAGEMENT
 GUIDE TO MANAGEMENT ACTION- In Personal Management
the rules are clear but in Human Resource Management it is
according to need.

 CONTRACT-In Personal Management the contract is careful

delineation of written contracts but in Human Resource
Management the aim is beyound contracts

 KEY RELATIONS –The key relation in personal management is

labour management but in human resource management it is
customer.

 SPEED OF DECISION -The speed of decision in personal

management is slow but in human resource management it is
fast.

 COMMUNICATION -The communication in personal

management is indirect & flow of communication is restricted but
in human resource management direct communication takes
place & the flow of communication is increased.

 JOB DESIGN -In personal management division of labour takes

place but in human resource management it has to be done in
teams means team work takes place
 INITIATIVES-in personal management it is
piecemeal but in human resource management it
is integrated.
 BEHAVIOUR REFERRENT- The behaviour
referrent in personal management are
norms/customs & practices but in human resource
management are values & mission.
 PRIZED MANAGEMENT SKILLS- personal
management it is negotiation but in human
resource management it is facilitation.
 NATURE OF RELATION- nature of relation in
personal management is pluralist but in human
resource management it is unitarist.
 PAY-In personal management the pay ifofs
considered by job evaluation but in human
resource management the pay is performance
related.
Challenges To HRM

Roles of HR Managers
 Globalization
 Issues on EXPATRIATION.
 Cultural changes, communication
problems , religon.
 Sensitivity issues of the culture and
the people.
 Consideration of human resource
policies , ethical issues.
 Compatibility of corporate and local
cultures.
Role of HR Managers

 OPERATIONAL PROCESS.-
 Recruitment and selection process
redesigned.
 To test adaptability ,willingness and
motivation to live overseas.
 Tolerance of ambiguity,
communication skills.
 Patience and openness to
differences in others.
TRAINING
 TEACH THE LANGUAGE AND
BASIC COMMUNICATION
SKILLS USED IN THAT
COUNTRY.
 TELL ABOUT THE CULTURE ,
RELIGION AND PRACTICES.
 E.g.-society is individualistic or
collectivistic, power distance,
uncertainty avoidance,etc.
TECHNOLOGY

 TQM
 MODERNIZATION
 COMPUTERIZATION
 AUTOMATION
 FLEXIBLE MACHINE
SYSTEMS.
ROLE OF HR MANAGERS

 TRAINING TO UTILIZE NEW

TECHNOLOGY.

 INCREASING EMPLOYEES
KNOWLEDGE AND SKILL
CONSTANTLY.
WORKFORCE DIVERSITY

 COMPOSITION- on the basis of

age, gender, religion ,caste ,etc.
 Employee’s values and
education has resulted in
INCREASED-
 EMPLOYEES EXPECTATIONS.

 BETTER PAY.

 BETTER WORKING
CONDITIONS.
Cont….
 CONSIDER HUMAN RIGHTS,
ISSUES ON CHILD LABOUR .e.g..
Reebok and Nike
 PROVIDING FLEXIBLE WORKING
HOURS,ATTRACTIVE
PACKAGES,JOB
CONTENTS,GROWTH
OPPURTUNITIES SO that they love
their job and do not show
absenteeism, grievance, or leave
their jobs.
Thank you