Lec One-Introduction to HRM and Gaining Competitive Advantages
HRM- An Introduction Lec. 2
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Transcript of HRM- An Introduction Lec. 2
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HRM- An Introduction
By: Dr. Rinku Sanjeev
Faculty- HR
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Objectives of HRM
To help the organization reach its goals.
To employ the skills and abilities of the workforceefficiently.
To provide the organisation with well trained andwell motivated employees.
To increase to the fullest the employees jobsatisfaction and self actualization.
To develop & maintain a quality of work life.
To communicate HR policies to all employees. To be ethically and socially responsive to the needs
of society.
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Scope of Human Resources Management
The Scope of HRM are:
Personnel Aspect: This is concerned with manpower planning,recruitment, selection, placement, transfer, promotion, trainingand development, lay off and retrenchment, remuneration,
incentives, productivity, etc. Welfare Aspect: It deals with working conditions and amenities
such as canteens, crches, rest and lunch rooms, housing,transport, medical assistance, education, health and safety,recreation facilities.
Industrial Relations Aspect: This covers union-managementrelations. Joint consultation, collective bargaining, grievance anddisciplinary, settlement of disputes, etc.
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Functions of HRM1. Managerial Functionsi. Planning: is the conscious determination of future course of action. This
involves why an action, how to take action & when to take action. Manpower Planning
Labour turn-over rate
Forecasting the future requirements.
ii. Organising: is the process of dividing work into convenient tasks or duties,grouping of such duties in the form of positions into dept. & section assigning
duties to individual position that work is carried out as planned. Establishment of inter-relationship within organization.
Identifying the various sub-groups headed by individuals, for managerial jobsas well as operative jobs.
iii. Directing:
Issuing instruction
Developing communications network Interpreting various industrial laws
Integration of workers
iv. Controlling
Providing basic data for establishing standards
Makes job analysis
Performance appraisal
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Contd.2. Operative Functions
i. Employment or procurement of personnel Human Resource Planning
Recruitment
Selection
Induction
Placement
ii. HRD or Human Resource Development Training (skill development)
Performance Appraisal
Career Planning & Development
Organizational Change & organizational Development
iii. Compensation Management Job Evaluation
Wage & Salary Administration
Fringe Benefits
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Contd.
iv. Human relations & Industrial Relation:
Motivation
Morale
Job Satisfaction
Communication
Grievance & Discipline procedure Quality of work life & Quality circles
v. Record Keeping
Maintain information concerned with the staff
It assists in decision making
vi. Personnel planning & Evaluation. Evaluation of performance, personnel policy
Personnel audit
Survey & Assessment
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Role of HR Professionals
A. Personnel Role
B. Welfare Role
C. Administrative RoleD. Fire- fighting Legal Role
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Personnel Role
AdvisoryAdvising management on effective
use of human resources.
Manpower Planning , recruitment, selection.
Training and development of line men.
Measurement and assessment of individual
and group behaviour.
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Welfare Role
Research in Personnel & OrganisationalProblems.
Managing services- Canteens, grain shops,
transport co-operatives, crches, etc. Group dynamics- Group Counseling,
Motivation, Leadership, Communication etc.
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Administrative Role
Time Keeping
Salary & wage administration- incentives
Maintenance of records. Human EngineeringMan- machine
relationship
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Fire-fighting Legal Role
Grievance handling
Settlement of disputes
Handling disciplinary actions, Collective bargaining
Joint consultation
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The Changing HR Environment
& Challenges
Economic
Technological Political
Social
Demographic
Legal Cultural
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Economic Challenges
A specific countrys
economic conditions
Global Trade
international trade, globaleconomy
expansion of Indian Co
to other countries and
labor markets
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Labour Market Conditions &
Labour Unions
Labour Marketwherean organization recruitsemployees from
Local economicconditions
Local climate
Is our workforce
unionized?
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HR & Productivity
Outsourcing is becoming
increasing popular
assists in decreasing inputs
and increase flexibility decreases no. of permanent
workers
just contract as required
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HR & Productivity
Can help increaseproductivity by ensuringworkers are happy
involves: finding better/more efficiency
ways to meet objectives
working on improving quality oflife
retraining and outplacement
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Technology Computerization - increased flex.,
when & where work is done
decreases geographical barriers
New issues arising:
Concerns over data control
Rights to privacy
Using technology to monitor
employees
Use of HRIS systems to aid HR
departments
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Changing Work Force 2 main categories of
workers ID: information workers: data
use, transmission, and thosewho produce the data
(fastest growing segment)
non-information workers:those working in mfg andservice sector
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Demographic Challenges
Refers to the composition ofthe workforce
increased no. of women in the
workplace (70% of employmtgrowth)
Aging workforce
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Demographic Challenges
Need for increased
accessibility for
disabled persons
Shift in worker focusand changes in
attitudes towards work
life balance
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Cultural Challenges
ethnic diversityIndia is a
cultural mosaic bringing
additional challenges and
opportunities
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Internal Environment
Organizationalculture= valuesbeliefs andassumptions
positive culture =retention andrecruitment success