7923 634032744256393750
Click here to load reader
-
date post
20-Oct-2014 -
Category
Documents
-
view
411 -
download
0
description
Transcript of 7923 634032744256393750
1
Components of Human Resource Management
Dr Ashutosh N Misal
04/07/2023 07:23 PM© Dr Ashutosh N Misal
2
1. Human Resource Organization
Achieving success by organization design and development, motivation, the application of effective leadership and the process of getting across the message about what the enterprise is setting out to do and how it proposes to do it
Desired corporate culture is required to be developed and reinforced
Organization Development interventions are needed to achieve integration, improve teamwork, motivate human resource, develop proper leadership, facilitate communication system, manage conflict and change and obtain commitment
04/07/2023 07:23 PM© Dr Ashutosh N Misal
3
2. Human Resource Planning
How many people organization wants; type of people organization wants at present and future in terms of their expertise and how they “fit” the corporate culture
Forecasting demand and supply for future labour
It provides base for recruitment programmes and Human Resource Planning
04/07/2023 07:23 PM© Dr Ashutosh N Misal
4
3. Human Resource Systems
Programmes such as Recruitment Management: Process of
obtaining required human resource
Information Management: ensuring all policies and practices well articulated and communicated to the workforce
Training management: identification of training needs, preparation of training strategy and appropriate training system
Performance Management: technique of appraising performance systematically against defined criteria, reviewing progress to date and assessing potential for advancement. Three main appraisal systems: performance appraisal, performance coaching and counseling
04/07/2023 07:23 PM© Dr Ashutosh N Misal
5
3. Human Resource Systems
Programmes such as Reward Management: method to ensure
that people are rewarded in accordance with their contribution
Career Management: charting special career paths for individuals for advancement in the organization
Health and Safety Management: maintaining healthy and safe system of work in an organization
Discipline Management: administrating discipline to foster positive employee behaviour that will promote organizational objectives
Culture Management: system of thinking and behaving shaped by values, attitudes, rituals and sanctions in an organization
04/07/2023 07:23 PM© Dr Ashutosh N Misal
6
4. Human Resource Development
The process by which the employees of an organization are helped, in a continuous planned way to: (a) acquire or sharpen capabilities required to perform various tasks and functions associated with their present and expected future roles, (b) develop their general enabling capabilities as individuals so that they are able to discover and exploit their own inner potentials for their own and organizational development purposes; and (c) develop an organizational culture where superior subordinate relationship, team work, and collaboration among different sub-units are strong and contribute to organizational health, dynamism and pride of employees (Rao)
04/07/2023 07:23 PM© Dr Ashutosh N Misal
7
4. Human Resource Development
Two main purposes To provide employees with greater opportunity to grow and succeed within the company
To strengthen management and professional teams at all organizational levels
04/07/2023 07:23 PM© Dr Ashutosh N Misal
8
4. Human Resource Development
(Udai Pareek) Four subsystems necessary for introducing HRD
Planning and Administration of H R – MPP, recruitment, promotion and career planning
Job and salary administration – performance appraisal, job analysis and potential analysis
Training, performance feedback, counseling and organizational development
Industrial relations and welfare of workers
04/07/2023 07:23 PM© Dr Ashutosh N Misal
9
4. Human Resource Development
Ensures that organization has people with skills and knowledge it needs to achieve its strategic objectives
Thrust of HRD is on training and development
Ensure that all people practice support continuous development, learning and high performance; work to create participative cultures and to dissolve autocratic and dependent mindsets; help prepare people and institutions to succeed in rapidly changing global village; and treat their employees like customers for enduring success of the organization
04/07/2023 07:23 PM© Dr Ashutosh N Misal
10
5. Human Resource Relationships
Handling of employees individually and collectively as members of trade unions and staff associations
To increase cooperation, trust and to involve employees actively in company’s affairs
Deals with problem solving, disciplinary cases and grievance handling
04/07/2023 07:23 PM© Dr Ashutosh N Misal
11
6. Human Resource Utilization
To achieve productivity through people Treat them as adult, treat them as
partners, treat them with dignity, and respect
Following actions are required Conduct productivity drive Improve manpower budgeting and control techniques Introduce work measurement Use appropriate payment method…bonus, profit
sharing etc Improve motivation Involve employees in improvement programs Introduce new technology Negotiate productivity agreement Device proper training programs
04/07/2023 07:23 PM© Dr Ashutosh N Misal
12
7. Human Resource Accounting
Accounting for people as organizational resource
Measurement of the cost and value of people to organizations that involves….
Costs incurred on recruiting, selecting, hiring, training and developing employees and judging their economic value to the organization
HRA can provide data pertaining to turnover costs, cost of employee’s absence, and its impact of performance on others
Traditional accounting treat people only as expenses and now as business partners and assets
04/07/2023 07:23 PM© Dr Ashutosh N Misal
13
8. Human Resource Audit
To assess the effectiveness of H R function and to ensure regulatory compliance
Turnover, compensation practice, exit interview summaries, employee complaints, H R budget and expenditures, and so on
04/07/2023 07:23 PM© Dr Ashutosh N Misal
14
9. Human Resource Functions HR involves nothing less than managing change,
technology, innovation and diversity Primary responsibilities of H R Manager are… Develop a thorough knowledge of corporate culture,
plans and policies Act as an internal change agent and consultant, expert
and facilitator Actively involve himself in company’s strategy
formulation Keep communication open between HR function and
individuals and groups within organization Develop various organization teams and their working
relationship with other teams and individuals Relate people and work to achieve organizational
objectives effectively and effectively To diagnose problems and determine appropriate
solution in H R areas Provide coordination and support services for the
delivery of HRD programs and services Evaluate impact of an HR intervention and improve
individual, group and organizational performance
04/07/2023 07:23 PM© Dr Ashutosh N Misal
15
10. Strategic H R M
Integrating HR into strategic planning process
Linking HR practices to business strategy and to one another
Developing partnership with line management so that HR programs meet real business needs
Internally transforming of HR structure and staff
Enhancing HR administrative efficiency
Measuring the bottom-line impact of HR activities
04/07/2023 07:23 PM© Dr Ashutosh N Misal
16
11. H R Balance Score Card
Provides managers with the instrumentation they need to navigate to future competitive success
BSC measures organizational performance across four balanced perspectives…
financial, customers, internal business process, and learning & growth
Scorecard emphasizes that the financial and non-financial measures must be part of the information system for employees at all levels of organization
04/07/2023 07:23 PM© Dr Ashutosh N Misal
17
11. H R Balance Score Card Financial perspective…Does the
business strategy, implementation, and execution adds value for shareholders?
Customer perspective…How well has the business articulated and executed its customer and market strategies to deliver superior future financial returns?
Internal Business Process perspective…deliver value proposition to attract and retain customers and satisfy shareholders expectations of financial returns
Learning & Growth perspective…What are people capabilities, learning and innovation that add value to organization?
04/07/2023 07:23 PM© Dr Ashutosh N Misal