Description
The presentation tells about the difference of hrm stages and modern HRM stages.
UNIT-I
HISTORY OF HRM (Stages to Modern HRM)
? ?
?
The Industrial Revolution Trade Unionism Scientific Management “F.W.Taylor developed 4 principles of scientific management
-Development of true sciences -scientific selection and training of workers -friendly cooperation b/w management & workers -development of every worker to his fullest potential
?
Industrial Psychology
Acc. to “Hugo Munster berg” theory „matching the worker?s skills with job.
?
Human Relations Movement
„Hawthorn Experiment? came in to existence.
?
Behavioral Sciences „Frederick Hertzberg?, „Maslow?,?likert? and other theories related with
Motivation and Leadership came into existence.
?
Human Resource Specialist & Employee Welfare
Evolution of the Concept of HRM
? ? ? ? ? ?
The Commodity Concept The factor of Production Concept The Paternalistic concept The Humanitarian Concept The Human Resource Concept The Emerging Concept
Genesis and Growth of HRM in INDIA
? ? ?
?
1920- Concern for welfare of Factory Workers 1931- Royal Commission came into existence & Appointment of „Labor Officer? 1948- “Factory?s Act” came into existence & state that Factories employing 500 or more workers have to appoint „Welfare Officer? 1950- Two professional bodies were established?
?
Indian institute of Personnel Management (NIPM),Kolkata National Institute of Labor Management (NILM), Mumbai
? ? ? ?
1960- Labor Welfare, Industrial Relation, HR administration emerged as the complimentary parts of HRM. 1970- Welfare shifted to higher efficiency. 1980- IIPM & NILM become National Institute of Personnel Management (NIPM),Kolkata 1990- HRM as a distinct and important part of any organization
PERIOD 1920-1940 1940-1970
DEVELOPMENT Beginning Struggling for Recognition Introduction of Sophisticated Techniques Promising
OUT-LOOK Legalistic Technical and Legalistic Impersonal and Professional Philosophical
FOCUS Statutory welfare Paternalism
STATUS Clerical Administrative
1970-1990
Regulatory conformance Human values, Productivity through people Development of potential
Management
1990-2000
Executive
After 2000
Bright
Psychological
Top Level
Definition of HRM
“HRM is the planning, organizing, directing, controlling of the procurement, development, compensation, integration, maintenance and reproduction of HR to the end that individual organizational and social objectives are accomplished.” -FLIPPO
Difference b/w HRM & Personnel Management
DIMENSIONS
?Philosophy
PERSONNEL MGT
?Employees
HUMAN RESOURCE MGT
?Rules
?Nature
?Communication
are made for rules and regulations ?Confined to procurement and training of personnel ?Slow and downward
?Slow
?Decision
making ?Approach
?Job
and regulations are meant for employees. ?Also integrated with corporate management. ?Fast and both upward and downward. ?Fast
?People
?Work
oriented
+ work oriented
design ?Management?s role ?Level of trust
?Division
of labor ?Transactional
?low
?Team
work ?Transformational
?High
Features of HRM
?
? ? ? ? ? ? ? ? ?
?
? ?
Comprehensive Function Continuous Function Pervasive Function Challenging Function Staff Function People Oriented Action Oriented Individual Oriented Development Oriented Future Oriented Science as well as Art Interdisciplinary Nervous System
FUNCTIONS OF HRM
Managerial Function
Planning Organizing Staffing Directing Controlling
Operative Function
Procurement Development Compensation Integration Maintenance
Scope of HRM
Nature of HRM
Employee Hiring Prospects of HRM
HRM
Industrial Relation
Employee executive implementation
Employee Maintenance
Employee Motivation
Objectives of HRM
Personnel Objective Functional Objective Organizational Objective
Social Objective
IMPORTANCE OF HRM
SOCIAL SIGNIFICANCE PROFESSIONAL SIGNIFICANCE SIGNIFICANCE FOR INDIVIDUAL
ROLE OF HR MANAGER
PERSONNEL ROLE
CLASSICAL ROLE
MISCELLANEOUS ROLE
WALFARE ROLE
FIREFIGHTING ROLE
HRM Model
Nature of HRM HR Planning
Job analysis
Recruitment & selection
Placement
T&D Remuneration Motivation Participative Management Communication Safety & Health Welfare Promotions Industrial Relations
Competent & Willing workforce
Organizational Goals
Trade Unionism
Dispute & their Settlement Future of HRM
Comparison b/w HRM & HRD
Dimensions
?
HRM
?An
HRD
?An
Status Orientation Aims
?
independent function with independent sub-function ?A service & reactive Function
?Seeks
integrated system consisting of interdependent sub-system ?A proactive function
?Seeks
?
?
Incentives used
Responsibility Morale Productivity Relationship
to improve the efficiency of people & administration ?Salary & economic rewards
?Only
to develop the total organization its culture
?Focus
?
of HR Manager
on challenges, creativity & motivation ?Of all the managers
?
?Improved
satisfaction & Morale as the cause of improved performance
?Improved
performance as the cause of improved satisfaction
HRM in Organizational Structure
Organizational Structure
?
?
?
It defines and describes the authority and responsibility relationship b/w various positions. It indicates the location of decision centers in the organization. It provides the channels of communication among the members.
Types of organizational structure
? ?
?
?
?
H R Department in Line Organizational Structure H R Department in Functional Organizational Structure H R Department in Line & Staff Organizational Structure H R Department in Divisionalised Organizational Structure H R Department in Matrix Organizational Structure
H R Department in Line Organizational Structure
C.E.O.
H R Manager
Employment Officer
Training Officer
Wage & Salary Officer
Welfare Officer
clerks
clerks
clerks
clerks
H R Department in Functional Organizational Structure
C.E.O.
H R Manager
Employment Officer
Training Officer
Wage & Salary Officer
Welfare Officer
clerks
clerks
clerks
clerks
H R Department in Line & Staff Organizational Structure
C.E.O.
H R Manager
Employment Officer
Training Officer
Wage & Salary Officer
Welfare Officer
clerks
clerks
clerks
clerks
Line Function
Staff Function
H R Department in Divisionalised Organizational Structure
C.E.O.
H R Manager
H R Officer (Northern Division)
H R Officer (Southern Division)
H R Officer (Eastern Division)
H R Officer (Western Division)
Employment Officer
Training Officer
Wage & Salary Officer Welfare Officer
clerks
clerks
clerks
clerks
H R Department in Matrix Organizational Structure
C.E.O.
G.M.
Engineering Department Project A
H. R. Department
Finance Department
Marketing Department
Project B
Project C
H R Policies
?
A policy is a predetermined course of action established to guide the performance of work towards the expected objective.
Policy is a type of standing plan that serves to guide subordinates in the execution of their task.
?
“Personnel or Labor or industrial relations policy
provides guidelines for a wide variety of employment relationship in the organization. These guidelines identifies the organizational intention in Recruitment, Selection, Promotion, Development, Compensation, Motivation & otherwise leading and directing people in the working of the organization”.
- Dale yoder
Essentials of a sound H R Policy
? ?
?
? ? ? ? ?
?
?
It should express the intention of top management. It should represents the principles which will guide the action. It should be based on the objective of the organization. It should be longlasting and realistic It should be definite, positive and clear. It should be brief, general and flexible, It should be in written form. It should be based on the careful analysis of facts and information. It should be fair and equitable. It should be capable of being executed.
Formulation of Policy
Identify the Needs
Gathering Information
Examining policy Alternatives
Putting the policy in Written form
Getting Approval
Implementation
Evaluation and Appraisal
Types of H R Policy
? ? ?
?
? ?
Written and Unwritten Policy General Policy Specific Policy Imposed Policy Originated Policy Appealed Policy
Importance of H R Policy
?
? ? ? ? ? ? ?
?
?
Clear thinking Uniformity and consistency of administration Continuity and stability Sense of security Delegation of authority Team work and loyalty More control Prompt decision making Improve confidence Eliminates biasness
Limitations of H R policy
? ? ? ? ? ?
Less flexibility High cost for formulation High time in formulation High energy in formulation It can not cover all the problems It can not change before certain time
doc_811104415.ppt
The presentation tells about the difference of hrm stages and modern HRM stages.
UNIT-I
HISTORY OF HRM (Stages to Modern HRM)
? ?
?
The Industrial Revolution Trade Unionism Scientific Management “F.W.Taylor developed 4 principles of scientific management
-Development of true sciences -scientific selection and training of workers -friendly cooperation b/w management & workers -development of every worker to his fullest potential
?
Industrial Psychology
Acc. to “Hugo Munster berg” theory „matching the worker?s skills with job.
?
Human Relations Movement
„Hawthorn Experiment? came in to existence.
?
Behavioral Sciences „Frederick Hertzberg?, „Maslow?,?likert? and other theories related with
Motivation and Leadership came into existence.
?
Human Resource Specialist & Employee Welfare
Evolution of the Concept of HRM
? ? ? ? ? ?
The Commodity Concept The factor of Production Concept The Paternalistic concept The Humanitarian Concept The Human Resource Concept The Emerging Concept
Genesis and Growth of HRM in INDIA
? ? ?
?
1920- Concern for welfare of Factory Workers 1931- Royal Commission came into existence & Appointment of „Labor Officer? 1948- “Factory?s Act” came into existence & state that Factories employing 500 or more workers have to appoint „Welfare Officer? 1950- Two professional bodies were established?
?
Indian institute of Personnel Management (NIPM),Kolkata National Institute of Labor Management (NILM), Mumbai
? ? ? ?
1960- Labor Welfare, Industrial Relation, HR administration emerged as the complimentary parts of HRM. 1970- Welfare shifted to higher efficiency. 1980- IIPM & NILM become National Institute of Personnel Management (NIPM),Kolkata 1990- HRM as a distinct and important part of any organization
PERIOD 1920-1940 1940-1970
DEVELOPMENT Beginning Struggling for Recognition Introduction of Sophisticated Techniques Promising
OUT-LOOK Legalistic Technical and Legalistic Impersonal and Professional Philosophical
FOCUS Statutory welfare Paternalism
STATUS Clerical Administrative
1970-1990
Regulatory conformance Human values, Productivity through people Development of potential
Management
1990-2000
Executive
After 2000
Bright
Psychological
Top Level
Definition of HRM
“HRM is the planning, organizing, directing, controlling of the procurement, development, compensation, integration, maintenance and reproduction of HR to the end that individual organizational and social objectives are accomplished.” -FLIPPO
Difference b/w HRM & Personnel Management
DIMENSIONS
?Philosophy
PERSONNEL MGT
?Employees
HUMAN RESOURCE MGT
?Rules
?Nature
?Communication
are made for rules and regulations ?Confined to procurement and training of personnel ?Slow and downward
?Slow
?Decision
making ?Approach
?Job
and regulations are meant for employees. ?Also integrated with corporate management. ?Fast and both upward and downward. ?Fast
?People
?Work
oriented
+ work oriented
design ?Management?s role ?Level of trust
?Division
of labor ?Transactional
?low
?Team
work ?Transformational
?High
Features of HRM
?
? ? ? ? ? ? ? ? ?
?
? ?
Comprehensive Function Continuous Function Pervasive Function Challenging Function Staff Function People Oriented Action Oriented Individual Oriented Development Oriented Future Oriented Science as well as Art Interdisciplinary Nervous System
FUNCTIONS OF HRM
Managerial Function
Planning Organizing Staffing Directing Controlling
Operative Function
Procurement Development Compensation Integration Maintenance
Scope of HRM
Nature of HRM
Employee Hiring Prospects of HRM
HRM
Industrial Relation
Employee executive implementation
Employee Maintenance
Employee Motivation
Objectives of HRM
Personnel Objective Functional Objective Organizational Objective
Social Objective
IMPORTANCE OF HRM
SOCIAL SIGNIFICANCE PROFESSIONAL SIGNIFICANCE SIGNIFICANCE FOR INDIVIDUAL
ROLE OF HR MANAGER
PERSONNEL ROLE
CLASSICAL ROLE
MISCELLANEOUS ROLE
WALFARE ROLE
FIREFIGHTING ROLE
HRM Model
Nature of HRM HR Planning
Job analysis
Recruitment & selection
Placement
T&D Remuneration Motivation Participative Management Communication Safety & Health Welfare Promotions Industrial Relations
Competent & Willing workforce
Organizational Goals
Trade Unionism
Dispute & their Settlement Future of HRM
Comparison b/w HRM & HRD
Dimensions
?
HRM
?An
HRD
?An
Status Orientation Aims
?
independent function with independent sub-function ?A service & reactive Function
?Seeks
integrated system consisting of interdependent sub-system ?A proactive function
?Seeks
?
?
Incentives used
Responsibility Morale Productivity Relationship
to improve the efficiency of people & administration ?Salary & economic rewards
?Only
to develop the total organization its culture
?Focus
?
of HR Manager
on challenges, creativity & motivation ?Of all the managers
?
?Improved
satisfaction & Morale as the cause of improved performance
?Improved
performance as the cause of improved satisfaction
HRM in Organizational Structure
Organizational Structure
?
?
?
It defines and describes the authority and responsibility relationship b/w various positions. It indicates the location of decision centers in the organization. It provides the channels of communication among the members.
Types of organizational structure
? ?
?
?
?
H R Department in Line Organizational Structure H R Department in Functional Organizational Structure H R Department in Line & Staff Organizational Structure H R Department in Divisionalised Organizational Structure H R Department in Matrix Organizational Structure
H R Department in Line Organizational Structure
C.E.O.
H R Manager
Employment Officer
Training Officer
Wage & Salary Officer
Welfare Officer
clerks
clerks
clerks
clerks
H R Department in Functional Organizational Structure
C.E.O.
H R Manager
Employment Officer
Training Officer
Wage & Salary Officer
Welfare Officer
clerks
clerks
clerks
clerks
H R Department in Line & Staff Organizational Structure
C.E.O.
H R Manager
Employment Officer
Training Officer
Wage & Salary Officer
Welfare Officer
clerks
clerks
clerks
clerks
Line Function
Staff Function
H R Department in Divisionalised Organizational Structure
C.E.O.
H R Manager
H R Officer (Northern Division)
H R Officer (Southern Division)
H R Officer (Eastern Division)
H R Officer (Western Division)
Employment Officer
Training Officer
Wage & Salary Officer Welfare Officer
clerks
clerks
clerks
clerks
H R Department in Matrix Organizational Structure
C.E.O.
G.M.
Engineering Department Project A
H. R. Department
Finance Department
Marketing Department
Project B
Project C
H R Policies
?
A policy is a predetermined course of action established to guide the performance of work towards the expected objective.
Policy is a type of standing plan that serves to guide subordinates in the execution of their task.
?
“Personnel or Labor or industrial relations policy
provides guidelines for a wide variety of employment relationship in the organization. These guidelines identifies the organizational intention in Recruitment, Selection, Promotion, Development, Compensation, Motivation & otherwise leading and directing people in the working of the organization”.
- Dale yoder
Essentials of a sound H R Policy
? ?
?
? ? ? ? ?
?
?
It should express the intention of top management. It should represents the principles which will guide the action. It should be based on the objective of the organization. It should be longlasting and realistic It should be definite, positive and clear. It should be brief, general and flexible, It should be in written form. It should be based on the careful analysis of facts and information. It should be fair and equitable. It should be capable of being executed.
Formulation of Policy
Identify the Needs
Gathering Information
Examining policy Alternatives
Putting the policy in Written form
Getting Approval
Implementation
Evaluation and Appraisal
Types of H R Policy
? ? ?
?
? ?
Written and Unwritten Policy General Policy Specific Policy Imposed Policy Originated Policy Appealed Policy
Importance of H R Policy
?
? ? ? ? ? ? ?
?
?
Clear thinking Uniformity and consistency of administration Continuity and stability Sense of security Delegation of authority Team work and loyalty More control Prompt decision making Improve confidence Eliminates biasness
Limitations of H R policy
? ? ? ? ? ?
Less flexibility High cost for formulation High time in formulation High energy in formulation It can not cover all the problems It can not change before certain time
doc_811104415.ppt