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Human Resources:

Human Resources HR is the total knowledge, skills, creative abilities, talents and aptitudes of an

organizationsworkforce as well as the values, attitudes and beliefs of the individuals involved

What is Human Resource Management (HRM)?:

What is Human Resource Management (HRM)? Human resource management is the effective

use of human resources in order to enhance organizational performance HRM is the art ofprocuring, developing and maintaining competent workforce to achieve goals of an organisation

in an effective and efficient manner

Evolution of HRM Concept:

Evolution of HRM Concept Labour / Manpowerdenotes physical abilities & capacities ofemployeescommodity - wages based on demand & supply Personnelpersons employed inserviceemployees as a whole HR- denotes resources of all the people who contribute their

services to the attainment of organisational goals

Evolution of HRM in India:

Evolution of HRM in India Welfare (1920s-1930s) Administration (1930s- 1940s) Employee

relations (1940-1960s) Functional expertise (1970s-1980s) Business partner / player (1990s)

Importance of HRM:

Importance of HRM HRmost important resource Put other resources to proper use Helptransform lifeless factors of production into useful products Capable of enlargementproduce

extraordinary things when inspired Can help organisation achieve results quickly, efficiently &

effectively

Objectives of HRM :

Objectives of HRM Maximize the return on investment from the organization's human capital

and minimize financial risk To align the capabilities and behaviors of employees with the short-

term and long-term goals of the organisation

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Objectives of HRM:

Objectives of HRM Societal objectives To be ethically & socially responsible to the needs of the

society while minimizing the negative impact of such demands upon the organizationOrganizational objectives To recognize the role of HRM in bringing about organizational

effectiveness Functional objectives To maintain the departments contribution at a levelappropriate to the organizations needs Personal objectives To assist employees in achievingtheir personal goals in a manner that their personal goals enhance the individuals contribution to

the organization

Scope of HRM:

Scope of HRM Very vast Covers all major activities in the working life of a worker - from timean individual enters into an organization until he or she leaves, comes under the purview of

HRM Prospects of HRM HRM Nature of HRM Industrial Relations Employee Maintenance

Employee Hiring Employee & Executive Remuneration Employee Motivation

Human Resource Management Functions

Recruitment

Recruitment The process by which a job vacancy is identified and potential employees are

notified The nature of the recruitment process is regulated and subject to employment law Mainforms of recruitment: through advertising in newspapers, magazines, trade papers and internal

vacancy lists, company websites

Recruitment Job descriptionoutline of the role of the job holder Person specificationoutlineof the skills and qualities required of the post holder Applicants may demonstrate their suitabilitythrough application form, letter or curriculum vitae (CV)

Selection

Selection The process of assessing candidates and appointing a post holder Applicants short

listedmost suitable candidates selected Selection processvaries according to organisation

Selection Interviewmost common method Psychometric testingassessing the personality of

the applicantswill they fit in? Aptitude testingassessing the skills of applicants In-tray

exerciseactivity based around what the applicant will be doing, e.g. writing a letter to adisgruntled customer Presentationlooking for different skills as well as the ideas of the

candidate

Employment Legislation

Discipline

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Discipline Firms cannot just sack workers Wide range of procedures and steps in dealing with

workplace conflict Informal meetings Formal meetings Verbal warnings Written warnings

Grievance procedures Working with external agencies

Development

Development Developing the employee can be regarded as investing in a valuable asset A sourceof motivation A source of helping the employee fulfil potential

Training

Training Similar to development: Provides new skills for the employee Keeps the employee up

to date with changes in the field Aims to improve efficiency Can be external or in-house

Rewards Systems

Rewards Systems The system of pay and benefits used by the firm to reward workers Money not

the only method Fringe benefits Flexibility at work Holidays, etc.

Trade Unions

Trade Unions Importance of building relationships with employee representatives Role of TradeUnions has changed Importance of consultation and negotiation and working with trade unions

Contributes to smooth change management and leadership

Productivity

Productivity Measuring performance : How to value the workers contribution Difficulty in

measuring some types of output especially in the service industry Appraisal Meant to be non-judgmental Involves the worker and a nominated appraiser Agreeing strengths, weaknesses and

ways forward to help both employee and organisation

Motivation:

Motivation Motivating employees to perform up to their potential is the key to maintaining a

productive, successful business Ways in which you can motivate employeesInteract - Talk to

your employees regularly Recognition & Appreciation - A job well done should be appreciated

and encouraged Pay them Right - Pay employees for what they are worth and they will be happy

to work. New challenges - Give employees new and interesting challenges to keep themstimulated and learning