3. Concept of HRM
Humans refer to workforce, for any organization,
performing task(s) to achieve common goal(s).
4.
5. Meaning of HRM
‘An art of managing people at work that they give their
best to organization for achieving set goals.’
Aims of HRM
To develop an effective organization
Working together to make up an enterprise
Enable individuals to make their best contributions
towards the success.
6. Role of HRM
Having the right combination of skills , knowledge,
aptitude and attitude to achieve its strategic goals.
Responsible for developing people related structures,
policies and procedures. It includes ensuring
compliance with internal policies(employee
handbook).
7. Class Participation Activity (CPA)01
Sara is considering hiring a Human Resource manager
for a hospital. What traits should she be looking for in
any potential candidate?
What is likely to be included in the duties of the
recruited HR manager above?
8. Macro Trends in HRM
Changes in work force composition
1. Alternative and flexible workforce can be a long term
solution to tight labor market.
2. Organization adopt a source blind approach to
deploying talent in workers must be treated with respect
regards to culture, inclusion and work assignment.
3. Increasing work force diversity to cut down racism and
to diverse ethnically.
9. Increase employee expectation of employers
Employees are demanding personalized work experience
, inclusive culture and more flexibility with equality on
the part of employer. Employees expect more
transparency and accountability from organization that
hope to attract and retain them.
Changes in societal expectations
Organizations are judged on the basis of relationship
with their employees, customer and communities and
their impact on society.
10. Change in the nature of work
In 2019 talent trends report refer this trend as work force
re balancing, jobs are being unbundled in to task that
are automated and augmented with technologies .
Change in evaluation and valuation of talent
It will require to change policies, procedures and
programs that define how candidate and employees are
evaluated, compensated and developed .
11. Strategic human resource management
Formulating and executing human resource policies and
practices that produce the employee competencies and
behaviors that company needs to achieve its strategic
aims.
Performance and Human Resource Management
The HR manager puts in place the policies and practices
that produce the employee competencies and skills the
company needs to achieve its strategic goals.
12. HR and Value Addition
It entails improving the company’s processes, aligning
HR’s activities with the company’s strategy, and fostering
employee engagement.
Sustainability and Human Resource Management
Company are not only reviewed by their financial
Performance but by their environmental and social
activities as well.
13. Group Activity 01
Develop outlines showing how trends like workforce
diversity, technological innovation, globalization, and
changes in the nature of work have affected the college
or university you are attending now.
14. Group Activity 02
Help SewCool, a company suffering from high
turnover, figure out why their employees are
disengaged—then help them establish practices to
create an engaged workforce.
