INTRODUCTION TO HRM

BY G.SRIDHAR ,MBA EDUCOMP SOLUTIONS LIMITED, KODAIKANAL,TAMIL NADU

Concept of HRM
Most effective use of people to achieve organizational & individual goals.

Definition

HRM encompasses those activities designed to provide for and coordinate the human resources of the organization -Byars and Rue
HRM is a process Acquiring Developing Motivating Retaining

that consist of

History of HRM
Scientific Management Approach (1900) Employees should be forced and managed Employees were considered in terms of

productivity F.W. Taylors contribution Scientific method to design and implement job Time and motion study Economic man Differential piece rate system Focused on welfare program
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 Human

Relations Approach (1930-40)

Hawthorne studies Productivity based on social and

psychological factors Group relationship and management support Unionism leads to this approach Shift from wages and incentives to job security and working conditions
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 Not very successful a happy worker is a productive worker partially true did not recognize individual difference Did not recognize the need for job structure Did not influence satisfaction and productivity

 Human

Resources Approach

Organization goals and employee

needs are mutual and compatible

Principles Employees are assets Policies, programs and practices must cater to the employees needs Create and maintain a conducive work environment
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Employee motivation

Employee reward

Employee performance

Organizational performance
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Evolution of HRM in India

Period 1920-1940 1940-1970 Development Beginning Struggling for recognition Introduction of sophisticated techniques Outlook Legalistic Technical and legalistic Impersonal and professional Focus Statutory Paternalism Status Clerical Administrative

1970-1990

Regulatory conformance

Management

1990

Promising values, productivity through people

Philosophical

Human

Executive

FUNCTIONS OF HRM
Managerial Functions

Operative Functions

MANAGERIAL FUNCTIONS
Planning Formulating the future course of action

Organizing
Establishing an intentional structure of the roles for people

Staffing
Obtaining and maintaining capable and competent personnel

Directing
Directing the resources towards organizational goals

Controlling
Measurement and rectification of activities
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OPERATIVE FUNCTIONS 1. EMPLOYMENT Procuring and employing individuals

a) Job analysis

matching the employees skills and abilities with job requirements it involves job description, job specification, job requirements and employee specification

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b) Human resource planning

Estimating the present and future human resources requirements Estimating the net human resources requirements Taking measures to mould existing employees Developing action plan for acquisition

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c) Recruitment seeking and attracting prospective candidates it involves

Identifying and creating new sources Stimulating and attracting the candidates

to apply for the job Deciding the recruitment procedure

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d) Selection
Choosing RIGHT CANDIDATE for

RIGHT JOB It involves. Scanning the CVs Identifying suitable testing techniques Involving respective departments Evaluating the candidates and fix salary& benefits Medical fitness Intimating the candidates Employing selected candidates
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e) Placement
Placing based on the needs of the

organization It involves discussion with line & functional manager and identifying mentor conducting follow-up study and evaluating performance identifying mistakes in placements and correcting them

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f) Induction Introducing new employees to the

organization, its business, culture, values, beliefs, practices and procedures. 2) HUMAN RESOURCE DEVELOPMENT Training and developing the human resources Developing attitudes, values and beliefs

a) Performance appraisal
Evaluating performance of the employees on the job and developing a plan for improvement
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It includes Developing performance appraisal system Developing performance appraisal method Training the employees about PA Implementing the system Obtaining feedback on its effectiveness
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b) Training
development of knowledge, skills and attitudes It includes Identifying the training needs Designing suitable training program Conducting training program Evaluating the effectiveness

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c) Management development Developing the employees to meet future changes and challenges d) Career planning & development Identifying ones career goals and formulating plans of them through education and experiences e) Organization change and OD 3) COMPENSATION Extrinsic rewards that an employee receives during and after course of his job

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a) Job evaluation
Systematic determination of the value of

each job in relation to others It involves

identifying suitable techniques evaluating various jobs ascertaining the relative worth of jobs

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b) Wage and salary administration

it includes. Conducting wage and salary survey in market and industry Determining wage and salary Implementing wage and salary programs Evaluating the effectiveness

c) Incentives Rewards in addition to regular wages and salary

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d) Fringe benefits
Monetary and non-monetary benefits It includes Disablement benefits

Housing facilities Canteen facilities Conveyance facilities Educational facilities Credit facilities Recreational facilities Medical and welfare facilities
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4) EMPLOYEE RELTIONS it includes increasing productivity employee satisfaction and motivation developing team building

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H R POLICIES & PROCEDURES

Define the role of HR Dept Guidelines for treating employees Keep Workforce secure & satisfied Keeps balance of organizational

objectives, individual expectations and market demands. Policies should be easy to understand and implement. Procedures help implementing policies
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EMERGING ROLE OF HUMAN RESOURCE MANAGEMENT Value of Human Resources

HR- a competitive advantage all corporate strengths are dependent on people -Adi Godreg Human Resources Accounting accounting people as organizational resources. Human resources accounting is measurement of the cost and the value of the people for an organization - Eric Flamholtz
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Role of HR Executives

The Service Provider The Executive The Facilitator The Consultant The Auditor
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Challenges to HR Professionals

Worker Productivity
Quality Improvement Changing Attitudes of Workforce Impact of Government Quality of Work Life (QWL) (extent to which employee work meets his professional needs) Technology and Training

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Strategic Human Resource Management

Management of available resources Optimum utilization of human resources Strategic HR Planning involves aligning HR goals with Organizational goals Help in planning of resources, acquiring, developing & retaining of personnel.

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THANK YOU

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