Description
This is a presentation includes fundamentals of human resources management.
“all corporate strengths are dependent on people.” - Adi Godrej
What is management ?
? Management process includes the planning,
organizing, leading and controlling that takes place in order to accomplish objectives. ? Management is the process of efficiently getting activities completed with and through other people
3 Common Factors
1 2 3
GOALS
Limited Resources
PEOPLE
Human Resources Management definition
consists of people with various backgrounds
An depends on people to make them operate Organization
is nothing without human resources
HRM Definition
? “HRM is the function performed in organizations that
facilitates the most effective use of people to achieve organizational and individual goals.”
- Ivancevich and Glueck
History of HRM
? They say that communication is the oldest existential
phenomenon on earth. ? Well, if that's the case then human resource management would get the second place in the sibling hierarchy. ? In spite of being added as a subject in management courses fairly late, HRM has been a concept that was utilized ever since human beings started following an organized way of life.
History of HRM - 1
? Scientific Management Approach (mid 1900s) –
? Study of motion and fatigue ? ‘one-best-way’ to accomplish the task ? Piece-rate system
? Welfare programmes
? Failed to bring behavioural changes and increase in
productivity
? Human Relations Approach (1930-40)
? Effect of social and psychological factors ? Relations and respect ? High Productivity
History of HRM - 2
? Human Resources Approach (1970s) ? Principles
? ?
?
Employees are assets Policies, programmes and practices - help in work and personal development Conducive environment
Scientific management approach
1
• Fredrick Taylor- father of scientific management • Study of motions • Workers were solely motivated through money • Workers to maximise production in order to satisfy their one work related need- money
2
3
4
Human relations approach
1
• The hawthorne studies – 1930-40’s
2
• Growing strength of unions
3
• Social and psychological factors also affected employee productivity
Why human relations approach Failed??
1
• Did not recognize individual differences
2
• Did not recognize need for job structure
3
• Failed to recognize other factors that could influence employee satisfaction and productivity
Human Resources Approach
? Organization goal & needs of employee are
capable of existing in harmony ? Employees are asset for organization ? Organization should create contributive work environment to reap maximum benefit
Are HRM and Personnel Management the in nature and scope. same? ? The two are different both
? The most important differentiating factor is that
personnel management views the man as an economic man who works for salary. ? HRM treats people as human beings having economic, social and psychological needs or simply put, HRM treats people as assets. ? Thus, HRM is a broader concept.
Difference between PM and HRM
Dimension Employment Contract Managerial task Key Relations Speed of decision Management role Pay Job design Evolution Conflict handling Personnel Managment Careful delineation of written contracts Monitoring Labour Management Slow Transactional Fixed grades Division of labour Precedes HRM Reach temporary truce HRM Aim to go beyond contract Nurturing Customer Fast Transformational Performance based Team work Latest in the evolution of the subject Mutuality of interests
Objectives of HRM
Personal
Societal
Objectives of HRM
Functional
Organizational
HRM Objectives
1
increasing value of the human capital
2 4
recruiting and maintenance HR
3 5
6
HR skills and capability development Identifications and compensation Cost and effectiveness system result Efficient administration
Why is HRM Important to an Organization?
? The role of human resource managers has changed.
HRM jobs today require a new level of sophistication.
? Employment legislation has placed new requirements
on employers. ? Jobs have become more technical and skilled. ? Traditional job boundaries have become blurred with the advent of such things as project teams and telecommuting. ? Global competition has increased demands for productivity.
Personnel policies and procedures ? A policy is a plan of action.
? It is a statement of intention committing the
?
? ? ?
management to a general course of action. Organizations need to evolve HR policies as they ensure consistency and uniformity in treating people. A policy must be stated in terms broad enough so as to be applicable in varying situations. A policy does not spell out the detailed procedure by which it has to be implemented. That is the role of a procedure. It a method for carrying out a policy.
The Context of HRM
Enacted Environment ? An organization seeks to create its own
environment out of the central environment. ? This is called the enacted environment and is created by aggressively scoping, narrowing and scanning the external environment. ? In effect, the organization creates the environment to which it reacts. ? It does not react to the entire environment.
The HR Functions
Functions of HRM - 1
Managerial
Planning
Organizing
Staffing
Directing
Controlling
Function of Human Resources Management
Planning-it is an ongoing process of developing business mission and objective &formulating the action to accomplish that . Identification of needs of employee & to predict the future changes are part of planning Organizing-It is establishment of Staffing-It is internal filling the position with organization qualified people structure .Its and keeping it focus is on filled . division coordination & Recruiting hiring control of task . training evaluating In this function transferring are HR manager the specific assign the activity of this responsibility and authority to function. job holder. Controlling-It is Directing-it is establishing process of performance maximum standard based utilization of on organizations human resources goal measuring contribution . It them and also includes comparing the forming good actual human relation& performance to coordination standard among different performance & level of taking proper department action .
Functions of HRM - 2
Operational Employment HR Development Compensation Mgt Employee Relations
HR Planning
Performance Appraisal
Job Evaluation
Recruitment
Training
Wage and Salary Admn
Selection
Management Development
Incentives
Placement
Career Planning and Development
Bonus
Induction
Fringe Benefits
Human process of forecasting a firm’s future Resource Planning ? HRP is the
demand for, and supply of, the right type of people in the right number. ? It includes demand forecasting and supply forecasting. ? Demand forecasting is the process of estimating the quantity and quality of people required to meet future needs of the organization. ? Supply forecast determines whether the HR department will be able to procure the required personnel.
Traditional HR functions: Administration focused only Reactive Separated & isolated from Company’s mission Production focused only Vertical authority Human Resources=cost
HR on the next century functions: focused on Strategy Pro - Active As key part of the Company’s mission Focused on Services Horizontal responsibility HR=investment (expertise)
Human Resource Planning, Recruitment, and Selection Human Resource Research
Human Resource Development
HUMAN RESOURCE MANAGEMENT
Compensation and Benefits Employee and Labor Relations
Safety and Health
Challenges Before HR Manager
Unlike other resources each employee is different from other.
method of encouragement & motivation can be different from person to person
Expectations of employees are high because they know their value .
Economic development and Technology development
HR challenges to be faced Human resources availability and quality Demographic Organization Re-structuring
Thank you
doc_276554594.pptx
This is a presentation includes fundamentals of human resources management.
“all corporate strengths are dependent on people.” - Adi Godrej
What is management ?
? Management process includes the planning,
organizing, leading and controlling that takes place in order to accomplish objectives. ? Management is the process of efficiently getting activities completed with and through other people
3 Common Factors
1 2 3
GOALS
Limited Resources
PEOPLE
Human Resources Management definition
consists of people with various backgrounds
An depends on people to make them operate Organization
is nothing without human resources
HRM Definition
? “HRM is the function performed in organizations that
facilitates the most effective use of people to achieve organizational and individual goals.”
- Ivancevich and Glueck
History of HRM
? They say that communication is the oldest existential
phenomenon on earth. ? Well, if that's the case then human resource management would get the second place in the sibling hierarchy. ? In spite of being added as a subject in management courses fairly late, HRM has been a concept that was utilized ever since human beings started following an organized way of life.
History of HRM - 1
? Scientific Management Approach (mid 1900s) –
? Study of motion and fatigue ? ‘one-best-way’ to accomplish the task ? Piece-rate system
? Welfare programmes
? Failed to bring behavioural changes and increase in
productivity
? Human Relations Approach (1930-40)
? Effect of social and psychological factors ? Relations and respect ? High Productivity
History of HRM - 2
? Human Resources Approach (1970s) ? Principles
? ?
?
Employees are assets Policies, programmes and practices - help in work and personal development Conducive environment
Scientific management approach
1
• Fredrick Taylor- father of scientific management • Study of motions • Workers were solely motivated through money • Workers to maximise production in order to satisfy their one work related need- money
2
3
4
Human relations approach
1
• The hawthorne studies – 1930-40’s
2
• Growing strength of unions
3
• Social and psychological factors also affected employee productivity
Why human relations approach Failed??
1
• Did not recognize individual differences
2
• Did not recognize need for job structure
3
• Failed to recognize other factors that could influence employee satisfaction and productivity
Human Resources Approach
? Organization goal & needs of employee are
capable of existing in harmony ? Employees are asset for organization ? Organization should create contributive work environment to reap maximum benefit
Are HRM and Personnel Management the in nature and scope. same? ? The two are different both
? The most important differentiating factor is that
personnel management views the man as an economic man who works for salary. ? HRM treats people as human beings having economic, social and psychological needs or simply put, HRM treats people as assets. ? Thus, HRM is a broader concept.
Difference between PM and HRM
Dimension Employment Contract Managerial task Key Relations Speed of decision Management role Pay Job design Evolution Conflict handling Personnel Managment Careful delineation of written contracts Monitoring Labour Management Slow Transactional Fixed grades Division of labour Precedes HRM Reach temporary truce HRM Aim to go beyond contract Nurturing Customer Fast Transformational Performance based Team work Latest in the evolution of the subject Mutuality of interests
Objectives of HRM
Personal
Societal
Objectives of HRM
Functional
Organizational
HRM Objectives
1
increasing value of the human capital
2 4
recruiting and maintenance HR
3 5
6
HR skills and capability development Identifications and compensation Cost and effectiveness system result Efficient administration
Why is HRM Important to an Organization?
? The role of human resource managers has changed.
HRM jobs today require a new level of sophistication.
? Employment legislation has placed new requirements
on employers. ? Jobs have become more technical and skilled. ? Traditional job boundaries have become blurred with the advent of such things as project teams and telecommuting. ? Global competition has increased demands for productivity.
Personnel policies and procedures ? A policy is a plan of action.
? It is a statement of intention committing the
?
? ? ?
management to a general course of action. Organizations need to evolve HR policies as they ensure consistency and uniformity in treating people. A policy must be stated in terms broad enough so as to be applicable in varying situations. A policy does not spell out the detailed procedure by which it has to be implemented. That is the role of a procedure. It a method for carrying out a policy.
The Context of HRM
Enacted Environment ? An organization seeks to create its own
environment out of the central environment. ? This is called the enacted environment and is created by aggressively scoping, narrowing and scanning the external environment. ? In effect, the organization creates the environment to which it reacts. ? It does not react to the entire environment.
The HR Functions
Functions of HRM - 1
Managerial
Planning
Organizing
Staffing
Directing
Controlling
Function of Human Resources Management
Planning-it is an ongoing process of developing business mission and objective &formulating the action to accomplish that . Identification of needs of employee & to predict the future changes are part of planning Organizing-It is establishment of Staffing-It is internal filling the position with organization qualified people structure .Its and keeping it focus is on filled . division coordination & Recruiting hiring control of task . training evaluating In this function transferring are HR manager the specific assign the activity of this responsibility and authority to function. job holder. Controlling-It is Directing-it is establishing process of performance maximum standard based utilization of on organizations human resources goal measuring contribution . It them and also includes comparing the forming good actual human relation& performance to coordination standard among different performance & level of taking proper department action .
Functions of HRM - 2
Operational Employment HR Development Compensation Mgt Employee Relations
HR Planning
Performance Appraisal
Job Evaluation
Recruitment
Training
Wage and Salary Admn
Selection
Management Development
Incentives
Placement
Career Planning and Development
Bonus
Induction
Fringe Benefits
Human process of forecasting a firm’s future Resource Planning ? HRP is the
demand for, and supply of, the right type of people in the right number. ? It includes demand forecasting and supply forecasting. ? Demand forecasting is the process of estimating the quantity and quality of people required to meet future needs of the organization. ? Supply forecast determines whether the HR department will be able to procure the required personnel.
Traditional HR functions: Administration focused only Reactive Separated & isolated from Company’s mission Production focused only Vertical authority Human Resources=cost
HR on the next century functions: focused on Strategy Pro - Active As key part of the Company’s mission Focused on Services Horizontal responsibility HR=investment (expertise)
Human Resource Planning, Recruitment, and Selection Human Resource Research
Human Resource Development
HUMAN RESOURCE MANAGEMENT
Compensation and Benefits Employee and Labor Relations
Safety and Health
Challenges Before HR Manager
Unlike other resources each employee is different from other.
method of encouragement & motivation can be different from person to person
Expectations of employees are high because they know their value .
Economic development and Technology development
HR challenges to be faced Human resources availability and quality Demographic Organization Re-structuring
Thank you
doc_276554594.pptx