2. Introduction
• HRM is a management function concerned with
hiring, motivating & maintaining people in an
organization. It focuses on people in
organization.
• In other words, HRM is concerned with getting
better results with the collaboration of people. It
is an integral but distinctive part of management,
concerned with people at work and their
relationships within the enterprise.
3. Features:
Managing people.
People oriented process.
Develops employee’s potentialities.
Integral part of organizations.
Continuous activity.
Securing employee co-operation.
Future oriented.
Challenging activity.
6. Functions:
Procurement of manpower.
Development of manpower.
Performance and compensation
payment to manpower employed.
Integration of interests of man power &
organization.
Motivation & maintenance of man
power.
Provision of welfare facilities.
Maintaining cordial industrial relations.
8. Objectives:
To attain maximum individual development
To mold effectively the human resources
To establish desirable working relations
To ensure satisfactions to the workers
To help organizations to achieve its goals
Ensure competent & willing work force.
Improve service rendered by the enterprise
to the society.
Maintain high morale & good human
9. DEFINITION OF PERSONNEL;
MANAGEMENT ??
It can be defined as obtaining, using
and maintaining a satisfied work-force.
It is significant part of management
concerned with employees at work
and with their relationship within the
organization.
10. EVOLUTION OF HRM !!!
Evolution of HRM started in 19th
century.
HRM emerged from personnel mgmt
and personnel mgmt emerged from
manpower-planning.
Human resource gained attention as
the work-force considered to be an
important resource to gain competitive
advantage of organizations and also
the resources of the organization.
11. As HRM evolved it considered
employees as the assets of the
organization.
The consideration of changes taking
place in managing human resource
led to the formation of STRATEGIC
HUMAN RESOURCE PLANNING .
It is crucial for achieving a
corporation’s long-term goal.
12. “There is no magic in the
success of the companies
,The secret of their success
is simply the way that they
treat their employees.
‘AKIO MORITA’
FOUNDER, “SONY”
14. Challenges faced by HR
Managers
Managing the Vision
Internal Environment
Changing Industrial Relations
Building Organizational Capability
Job Design and Organizational
Structure
15. Cont..
Managing Large Workforce
Psycho Social Environment
Employee Satisfaction
Modern technology
Computerized Information System
Legal Environment
Managing Human Relations
16. CONCLUSION
In spite of all the problems HR
Managers are able to overcome all
these problems with the support of
management and employees. In the
current business world managing
employees are becoming complex
task and this can be handled
effectively only by our great HR
Leaders.
18. Workforce Management
Defination:-
encompasses all the
activities needed to maintain a
productive workforce, under the
umbrella of human resource
management, WFM is sometimes
referred to as HRMS systems, or even
part of ERP systems.
19. Characteristic
Composition of workforce
Women at work
Changes in employees value
Level of Education
Dual career couples
Size of workforce
Employee expectation
Life –style changes
20. Personnel Philosophy
It revolves around beliefs and
assumption about people.
These determines how people should
be treated.
Its abt knowing their nature, needs,
value and their approach towards
work.
21. Function
Style of mangement.
Creates and redefines operational
goals.
Approaches for treating people:-
1. Commodity approach.
2. machine approach.
3. humanistic approach.
22. Based on following beliefs.
Consider them as an ASSET.
Can be developed
Committed to work if develop
belongingness
Care aout their needs.
Contribute to maximum if they get
opportunity.
Create healthy and motivating work
climate
23. Personnel manual
•A document which contains the details of
personnel policy of an organization .
•Copies of personnel manual must be
distributed to managerial employees by top
management.
•Manual is mainly used for decision-making.
24. Purpose
Systematic approach
Providing a fundamental
communication tool
Avoiding difficulties due to
misunderstandings
Providing fair opportunities.
Written policies.
Enables managers to maintain cordial
relations.
25. Benefits
Gives clear explanation
Useful in supervisory training
Document of company ‘s faith
Act as a ready made guide
Training manual for staff
Avoids indecision
Avoids unfair employment practices
Acts as communicating devices
27. PEOPLE MANAGEMENT
• All about Managing People i.e. H.R of company.
• Low employee turn over at Infosys.
• Rigorous selection process and Proactive HRD practice.
INFOSYS’S HRM STRATEGY
Get the big picture
Develop a Mission Statement or Statement of Intent
Conduct a SWOT analysis of the organization
Conduct a detailed human resources analysis
Determine critical people issues
Develop consequences and solutions
Implementation and evaluation of the action plans
28. Recruitment Training
HR Policy
Reward and Performance
Recognition Management
29. FACILITIES FOR EMPLOYEES
• Employee training
• Recreation facilities.
• Events.
• Insurance and security facilities.
• Transport facilities.
• Maternal leaves.
• Creche facilities.
• ESOP.
• Reward system.
30. Strategic Reward Systems
Skill-based pay
Training Culture
Overtime
pay rules in
contract Merit pay reinforces
performance culture
Rewards
Labor
Relations
Performance
Management
Employment
Sign-on Bonus
Merit Pay
MBAO 6030 Human Resource Management
32. EMPLOYEE STOCK OPTION PLAN (ESOP)
•Highly profitable reward system.
•Offers emotional and financial ownership to the employees.
•Performance management tool for attracting and retaining
talent.
•Win loyalty, accountability of employees as their own
interest is vested into it.
33. LEADERSHIP TRAINING
• Institute setup in 2001
• Objective- to create world class
leaders at the forefront of the
business
• Leaders split into 3 tiers
• Each tier mentored by a tier of
senior colleagues
• Focuses strongly on quality
processes and methodologies
and enhancing managerial
capabilities.
• Sessions with senior leaders.