INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

INTRODUCTION TO HUMAN RESOURCEMANAGEMENT1I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.Lawrence ,GE

The key for us, number one, has always been hiring very smart people.Bill Gates,Microsoft

DefinitionHuman resource management is that part of management concerned with people at work and with their relationships within the organisation. It seeks to bring together men and women who make up an enterprise, enabling each to make his own best contribution to its success both as an individual and as a member of a working group.

-National Institute of Personnel Management of IndiaHistory of HRMScientific Management Approach (mid 1900s) F. W. Taylor Study of time and motionone-best-way to accomplish the taskPiece-rate systemWelfare programmesFailed to bring behavioural changes and increase in productivityHuman Relations Approach (1930-40)Hawthorne experimentEffect of social and psychological factorsRelations and respect High Productivity

History of HRMHuman Resources Approach (1970s)Principles Employees are assetsPolicies, programmes and practices - help in work and personal developmentConducive environment

Objectives/Purpose/ScopeTo attain maximum individual developmentTo mould human resources effectivelyTo establish desirable working relationshipsTo ensure satisfaction of the workersTo establish and maintain a product and self respecting relationshipTo help organisation to achieve its goalsTo maintain high morale and good human relationsChallenges of HRMIndividuals differ from one anotherCustomization of stimulation and motivationDemanding personnel

Difference between HRM and Personnel ManagementHRM

-Proactive Function-HRM is the latest developmentAttached more importance to abilities for employees-Works on basis of Integrated initiatives-Speed of decision making is fast-Emphasises on the satisfaction of higher needs for motivating people-Uses latest techniques for T&DPersonnel Management

-Reactive Function-PM precedes HRM-Attached high importance to rules, evaluation is within the framework of rules-Works on the basis of piecemeal initiatives-Speed of decision making is slow-Emphasis on economic rewards and traditional job design for motivating people- Uses outdated methods for T&D

Functions of HRMManagerial FunctionOperational Function

Managerial Functions-Planning-Organizing-Staffing-Directing-ControllingFunctions of HRM 10Emerging role or HRMValue of Human ResourceCompetitive advantageHuman Resource Accounting It is measurement of the cost and value of people for an organization

11Challenges before HR ManagerChallenges relating to Recruitment, selection and development of manpower.Challenges relating to Industrial relationsChallenges relating to provision of welfare facilitiesChallenges relating to manpower managementChallenges relating to expansion, modernisation and automationChallenges relating to Trade union activitiesChallenges relating to execution of personnel policiesChallenges to HR ProfessionalsWorker productivityQuality improvementThe changing attitudes of workforceThe impact of the government Quality of work-lifeTechnology and Training

Some points to refreshMechanistic Vs organic organizationFormal and Informal OrganizationsTall and Flat Organizational StructuresResponsibility, Authority and AccountabilityLine and Staff Functions