Ma'am's notes

2. Meaning of HR/Definition
• “The total knowledge, skills,creative
abilities, talents and aptitudes of an
organizations workforce as well as
the value attitudes and beliefs of the
individuals involved”

3. Meaning of HRM
• HRM refers to a set of programmes, functions and
activities designed and carried out in order to
maximize both employees as well as organizational
effectiveness.
• HRM means employing people,developing their
resources,utilising,maintaining & compensating
their services in tune with the job and
organisational requirements with a view to
contribute to the goals of the
organisation,individual & the society.

4. Definition
• HRM can be defined as managing the
functions of employing, developing &
compensating human resources resulting in
the creation & development of human
relations with a view to contribute
proportionately to the
organizational, individual & social goals.

8. NATURE OF HUMAN RESOURCES
• Complex Dynamism
a. Economic
b. Physiological
c. Psychological
d. Sociological
e. Ethical Beings
Social System
Challenging Task

9. OBJECTIVES OF HRM
Social/Societal
Objectives
Organizational
Objectives
Functional
Objectives
Personal/Individual
Objectives

10. Features of HRM
• HRM is concerned with employees both as
individual & as a group in attaining goals.
• It is concerned with the development of human
resources
• HRM covers all levels & categories of employees
• It applies to the employees in all types of
organizations in the world.
• HRM is a continuous & never ending process.
• It aims at attaining the goals of organization.
• Organizational goals

11. • Individual employee goals
• Goals of society
• HRM is a central sub-system.
• It is concerned mostly with managing human
resources at work.

12. Functions of HRM
Managerial Functions Operative Functions
Employment
Planning
Human Resources
Organizing Development
Compensation
Directing
Human Relations
Controlling
Industrial Relations
Recent trends in
HRM

13. HRM as a Central Sub-System
Marketing
Finance Materials
HRM
Technology Information
Production

14. Operative Functions
1. EMPLOYMENT
 Job Analysis
 Human Resource Planning
 Recruitment
 Selection
 Placement
 Induction & Orientation

15. 2.HUMAN RESOURCE DEVELOPMENT
Performance Appraisal
Training
Management Development
Career Planning & Development
Internal Mobility
Transfers
Promotion
Demotion
Change & Organization Development

16. 3.COMPENSATION
Job Evaluation
Wage & Salary Administration
Incentives
Bonus
Fringe benefits
Social Security Measures

17. 4.HUMAN RELATIONS
5.INDUSTRIAL RELATIONS
6.RECENT TRENDS IN HRM

18. Differences B/W P.M and HRM
DIMENSIONS PM HRM
Employment Careful delineation of Aim to be ‘beyond
Contract written contracts contract’ ‘can do’
outlook
Rules Importance of devising Impatience with ‘rule’
Guide to Clear rules/mutuality ‘Business need’
management procedures
action
Behaviour Norms/customs & Values/mission
referent practice
Nature of Pluralist Unitarist
relations
Conflict Institutionalized De-emphasised

19. DIMENSION PM HRM
Key relations Labour management customer
Corporate plan Marginal to Central to
Speed of decision slow Fast
Management role transactional Transformational
leadership
Key managers personnel General/business/line
managers
communication indirect Direct
standardization high Low
Job categories & grades Many Few
communication Restricted flow Increased flow
Job design Division of labour Team work
Training & development Controlled access to courses Learning companies

20. ORGANISATION OF HR DEPARTMENT
• Two issues
–Place of the HR department in the overall
set up
–Composition of the HR department itself
• HRM in a small scale unit
• HRM in a large scale unit
• Composition of a HR/Department

21. HRM in a small scale unit
Owner/manager
Production Sales Office accountant
manager manager manager
Personnel
assistant

22. HRM in a large scale unit
Chairman &
managing
Director
Director
Director Director Director Director
production Personnel/H
Finance Marketing R&D
RM

23. Composition of a HR/Personnel
Department
Director-personnel/HRM
Manager Manager
Manager HRD Manager HR
Personnel Administration
HRP PR Appraisal
Training &
Hiring Canteen Development
Grievance
Medical
Handling
Compensation Welfare
Transport
Legal

24. PERSONNEL POLICIES AND PRINCIPLES
• HRM policies as “a set of proposals and actions
that act as a reference point for managers in their
dealings with employees”.
• “personal policies constitute guides to action.
They furnish the general standards on which
decisions are reached. Their genesis lies in an
organization's values, philosophy, concepts and
principles”.

25. A few specific personnel policies are:-
• Policy of hiring people
• Policy on terms & conditions of employment
• Policy with regard to medical assistance
• Policy regarding housing, transport, uniform &
allowances.
• Policy regarding training & development
• Policy regarding industrial relations

26. FORMULATING POLICIES
There are 5 principal sources for determining the
content & meaning of policies:-
Past practice in the organization.
Prevailing practice in rival companies.
Attitude & philosophy of founders of the company
as also its directors & the top management.
Attitude & philosophy of middle and lower
management
The knowledge & experience gained from
handling countless personnel problems on a day-
to-day basis.

27. Why adopt policies?
• The work involved in formulating personnel policies
requires that the management give deep thought to
the basic needs of both the organization & the
employees.
• Establish policies ensure consistent treatment of all
personnel throughout the organization. Favoritism &
discrimination are, thereby minimized.
• Continuity of action is assured even though top-
management personnel change.
• Policies serve as a standard of performance.
• Sound policies help build employee motivation &
loyalty.
• Sound policies help resolve intrapersonal,
interpersonal & intergroup conflicts.

28. PRINCIPLES
• Principle of individual development to offer full &
equal opportunities to every employee to realize
his full potential.
• Principle of scientific selection to select the right
person for the right job.
• Principle of free flow of communication
• Principle of participation to associate employee
representative at every level of decision making.
• Principle of fair remuneration

29. • Principle of incentive
• Principle of dignity of labour
• Principle of labour management
• Principle of team spirit
• Principle of contribution to national prosperity

30. CHALLENGES OF HRM
• Globalization
• Corporate re-organizations
• New organizational forms
• Changing demographics of work forces
• Changed employee expectation
• New industrial relations approach
• Renewed focus on people
• Managing the managers
• Interests of the weaker sections of society.

31. HRM MODEL
HR Planning
Job Analysis
Recruitment
Selection
Placement
Training & Development
Remuneration
Motivation
Participative Management

32. Communication
Safety & Health
Welfare
Promotions
Industrial Relations
Trade Unionism
Disputes & Settlement
Future of HRM
Ethical Issues in HRM

33. Careers in HRM
• Supervisors/officer Level
• Junior Management Level Jobs
• Middle Management Level Jobs
• Senior Management Level
• General Management Level

34. Organization Design & Line & Staff
Relationships
Steps in Designing Organizational Structure
 External Environment
 Overall aims & purpose of the enterprise
 Objectives
 Activities
 Decisions to be taken across horizontal & vertical
dimensions
 Relationships
 Organization structure
 Job structure
 Organization climate
 Management Style
 Human Resources