1 hrm introdution

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Human resource management is a series ofintegrated decisions that form theemployment relationship; their quality

contributes to the ability of the organizationsand the employees to achieve theirobjectives.


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A. Organizational planning and development: Needs of an org in terms of a company short & long

term objective Designing of an org structure Developing inter-personal relationship

B. Staffing and employment :1. Manpower planning or HRP Process of manpower planning: Job analysis

Skill inventory

Personnel forecasting

Employment plan

T&D of personnel


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Factors of recruitment :- Size of Organization

Employment condition

Salary structure and Working condition

Image of the Organization Organization Policies


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It is concerned with the task of placing anemployee in job for which he is best fitted.

Induction

TransferPromotion


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Golden Handshake Retirement

Death

Resignation Suspension

Discharge & Dismiss

Retrenchment & Outplacement

Layoff


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C. Training & Development Benefits of Training

Higher Performance

Less Supervision

Participative Management

Less Learning Period Economy of Material and Equipments

Types of Training Orientation Training

On the Job Training

Safety Training Refresher Training

Off Job Training (Lectures, Conference, Seminar etc.)


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D. Compensation, Wage & Salary Administration Process

Job Evaluation

Wage & Salary Program

Performance Appraisal Motivation

Factors Effecting Wage Rate Demand & Supply

Bargaining Power

Cost of Living

Comparative Wages

Ability to Pay

Job Requirement

Govt. Policy

Goodwill of Company


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E. Employee Service and Benefits Safety Provisions

Employee Counseling

Medical Services

Fringe Benefits Other Welfare Services


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F. Employee RecordsG. Labor & Industrial Relation

H. Personnel Research & Audit


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record and report is astatement describing anevent, situation andhappening in a clearmanner.

It provide both qualitativeand quantitativeinformation as to whathappened and what ishappening.

Hrm records, Audits and research


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Managerial functions Planning

Organizing

Staffing

Directing controlling

Operative functions Procurement Development

Compensation Maintenance and motivation Integration Industrial relations


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Management process

The five basic functions of planning,organizing, staffing, leading, and

controlling.


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Procurement JOB ANALYSIS AND DESIGN

HUMAN RESOURSE PLANNING

RECURITMENT

SELECTION PLACEMENT

ORIENTATION


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DEVELOPMENT CAREER PLANNING AND DEVELOPMENT

WORKERS TRAINING

EXECUTIVE DEVELOPMENT

ORGANIZATIONAL DEVELOPMENT

COMPENSATION JOB EVALUATION]

PERFORMANCE EVALUATION

WAGES ADMINISTRATION INCENTIVES AND BENEFITS


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RemunerationMonetary

-Hourly andMonthly Rates-Wages-Salaries

-Incentives-Individualplans-Group plans

Fringe Benefits-PF-Gratuity-Medicalcare-Accidentrelief

Perquisites-Company carClub-Membership-Paid holidays-FurnishedHouse etc.

Components Of Employee Remuneration

Non Monetary

JobResponsibilitiesgrowthprospects


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Helps in determining the number and

kinds of jobs and qualification needed to

fill these jobs

Job Analysis

The requirement of a job are known as job

description .The qualities demanded from the job holders

are termed as job specification

Job Description and Specification

To determine its value elective to all the

other jobs in the organization .process

of grading and rating the job.

Job Evaluation

survey like: what are other firm paying? Whatare they doing by way of social insurance?

What is the level of pay offered by other firms

for similar occupation.

Wage Survey and Analysis ofrelevant organizational problem

Whether the organization wishes or able to pay

amount above ,below or equal.

Which jobs are to be placed in each of the pay

grades.

Wage structure

Flexible

Regularly reviewed and revised.Rules of Administration

Wage Payment

JobDeterminationProcess


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MAINTANCE NAD MOTIVATION] SOCIAL SECURITY WORKERS PARTICIPATION MOTIVATION JOB ROTATION

HR RECORDS,RESEARCH ANDAUDIT HR INFORMATION SYSTEM

INTEGRATION IR DISCIPLINE GRIEVANCE REDRESSAL DISPUTE SETTLEMENT CB


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HRM PM1

It places emphasis on a continuous

development of people at work.1

It is a routine, maintenance oriented

administrative function.

2

It has favoured all round development of

employees. 2

It has favoured contractual employment

based on written agreement.

3It has attached more importance to the

abilities of employees3

It has attached highest importance to

rules.

4Employees is treated as a resource as a human

being4 Employees is treated as a commodity or tool .

5 The speed of decision making is fast. 5 The speed of decision making is slow.

6It supports performance related

remuneration.6 It supports fixed remuneration.

7It practices division of work along with

the team work.7 It practices division of work.

8

It uses latest techniques of training &

development with audio-visual facilities. 8

It uses outdated methods of training &

development.

9It decides behavior norms based on

individual values & mission of business.9

It decides behavior norms based on

customs & practices.

10HRM treats employee as a profit

centered10 PM treats as a cost centered.

11 HRM deals with managing workforce oneof the primary resources that contribute 11

PM deals with payroll, employment law


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HRM PM

HRM angle emphasize onthe mutual benefit

Speed of decision

making is fast Motivators work group

challenges andcreativity on the job

Employees should beused mostly for orgbenefits and profits.

Speed of decision

making is low Motivators are

compensation andreward


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Social objective

Organizational objective

Functional objective

Personal objective


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Knowledge Intelligence

Communication skills

Objectivity and fairness Leadership and motivational qualities

Emotional maturity

Empathy


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Authority The right to make decisions, direct others

work, and give orders.

Staff authority (Advisory) The authority gives right to the HR

manager to advise other managers oremployees.

Line authority (Superior-Subordinate)

The authority of managers to direct peoplein his or her own department.


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Line manager (Line Authority) A manager who is authorized to direct the

work of subordinates and is responsible foraccomplishing the organizations tasks.

Staff manager (Staff Authority) A manager who assists and advises line

managers.


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1. Place the right person on the right job

2. Orientate new employees

3. Train employees for jobs new to them4. Improve the job performance of each

person

5. Gain creative cooperation and developingsmooth working relationships


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6. Interpret the companys policies andprocedures

7. Control costs

8. Develop the abilities of each person

9. Maintain morale

10. Protect employees health and physicalcondition

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Carries out 3 distinct functions:-

1. Line function

2. Coordination function

3. Staff function

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A line function The HR manager directs the activities of

the people in his or her own departmentand in related service areas (like the plant

cafeteria).

2009 Pearson Education SouthAsia. All rights reserved.

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A coordinative function

HR managers also coordinatepersonnel activities, a duty often

referred to as functional control.


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Staff (assist and advise) functions

Assisting and advising line managersis the heart of the HR managers job.


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HR specialist HR manager

HR Executive


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