HOIMAN RESOURCE MANAGEMENT
What is Management??? It is the art of getting Work done through other People Management in business and organizations is the function that coordinates the efforts of people to accomplish goals and objectives using available resources efficiently and effectively
What is HR???? Human resources is the set of individuals who 2 make up the workforce of an organization, business sector, or economy. other terms sometimes used include "manpower", "talent", "labour", or simply "people". I1
HRM - Definition . It is defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner "HRM is the function performed in organizations that facilitates the most effective use of people to achieve organizational and individual goals 13
Definition HRM is planning, organizing directing and controlling of the procurement , development, compensation, integration, maintenance, and separation of human resources to the end that individual, organizational and social objectives are accomplished Core Elements of HRM Organizations -People -- Management. The HRM process consists of planning, attracting, developing, and retaining the human resources (employees) of an organization
Concept . Human resource management means management of people at work. HRM is the process which binds people with organizations and helps both people and organization to achieve each others goal. Various policies, processes and practices are designed to help both employees and organization's to achieve their goal
. Human resource management is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation ttain higher goal a the level of commitment is maintained are the important activities.
. Human Resources help in transforming the lifeless factors of production into useful products They are capable of enlargement i.e capable of producing an output that is greater than the sum of inputs. Once they get inspired, even ordinary people can deliver extraordinary results. They can help an organization achieve results quickly , efficiently and effectively.
Functions of HRM erformance & reward managent Talent management Training & development uccession & career planning Personnel dministration Labor relations Recruitment selection & introduction HRM HR planning
Nature of HRM Pervasive function Action Oriented LIndividual Oriented People Oriented Future Oriented Development Oriented Integrating Mechanism Comprehensive function Continuous function
Objectives: . To help the organization reach its goals. To employ the skills and abilities of the work force efficiently To provide the organization with well trained and well motivated employees To increase to the fullest the employee's job satisfaction and self actualization. To develop and maintain a quality work Life. To communicate HR policies to all employees . To be ethically and socially responsive to the needs of the society.
It includes the personnel aspects of the management job, like Conducting the job analysi:s * Planning labour needs and recruiting job candidates Selecting job candidates Orienting and training new employees . Managing wages and salaries . Providing incentives and benefits . Appraising performance . Conducting interviews, counseling, disciplining Training and developing managers . Building emplovee commitment
Objectives of HRM To help the organization reach its goals . To employ the skills and abilities of the work force To provide the organization with well trained and well To increase to the fullest the employee's job satisfaction efficiently. motivated employees and self actualization To develop and maintain quality of work life To communicate the l HR policies to all employees. . To be ethically and socially responsible to the needs of society
.Trade Unionism: Workers ioined hands to protect against the exploitive tendency of employers and unfair labor practices. TU tried to improve work conditions, pay and benefits, disciplinary actions etc. Human relations movement: After Hawthorne experiments conducted by Elton Mayo, productivity not only depends on rewards, and the job design but also on certain social and psychological factors also Human relations movement led to the implementation of behavioural science techniques in industrv
To improve productivity, physical, social and psychological needs of workers must be met. As Mayo and others stated, money is less a factor in determining output, than group standards, group incentives and security. The organization is a social system that has both economic and social dimensions. The Humanitarian concept The Human Resource Employees are the most valuable assets of an organisation. concept There should be a conscious effort to realise organisational goals by satisfying needs and aspirations of employees The Emerging concept Employees should be accepted as partners in the progress of a company. They should have a feeling that the organisation is their own. To this end, managers must offer better quality of working life and offer opportunities to people to exploit their potential fully. The focus should be on Human Resource Development
Relevance of HRM Change Management . Competence . Commitment Congruence of objectives Motivation
Functions of HRM Managerial Directing Controlling Staffing Planning Organizing
Human resource policies . Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning Each company has a different set of circumstances, and so develops an individual set of human resource policies.
Types of Policies Functional or Organizational -policies which are grouped for different categories of personnel eg- for the mgmt dealing with planning, organizing & controlling etc. i. Centralized - are planned for companies with several locations and are formulated at the Head Office ii. ii. Major Policy ain to overall objectives, procedures and control which affect an organization as a whole. They are formulated by the Board of Directors and framework is established within which major executives for the remaining policies necessary to carry out the major objectives of an organization. Minor Policy- cover relationships in a segment of and organization with considerable 'emphasis on details and procedures. iv.
CHARECTERSTICS . Related to Objectives Easy to Understand Precise Stable as well as flexible Based on Facts Appropriate numbers . Fair and Equitable Reasonable . Review