chapter 01 ihrm ( own )

8/8/2019 Chapter 01 IHRM ( Own )

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CHAPTER 1

STRATEGIC ROLE OF HRM

Management

Management involves coordinating andoverseeing the work activities of others sothat these activities are completed efficientlyand effectively.


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MANAGEMENT PROCESS

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


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MANAGERS FUNCTIONS

Planning.

1. Establishing goals and standards.

2. Developing rules and procedures.

3. Forecasting.


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MANAGERS FUNCTIONS (contd)

Organizing.

1. Giving specific task to each employee.2. Establishing departments.

3. Delegating authority to subordinates.

4. Establishing channels of authority and

communication.5. Coordinating the work of subordinates.


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Staffing.

1. Determine what type of people to be hired.

2. Recruiting prospective employees.

3. Selecting employees.

4. Setting performance standards.

5. Compensating employees.

6. Evaluating performance.

7. counseling employees.

8. Training and developing employees.


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Leading.

1.Get the job done.

2. Maintaining morale.

3. Motivating subordinates.


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Controlling.

1. Setting standards such as sales quotas, quality

standards or production levels.

2. Comparing actual performance with set standards.

3. Taking corrective actions as needed.


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What is Human Resource Management

Managing people within the organization within the employer-employee relation.

Involves the productive use of people in achievingorganizations strategic business objectives and the satisfactionof individual employee needs.

The policies and practices involved in carrying out the people orhuman resource aspects of a management position includingrecruitment, selection, screening, training, appraising and

rewarding etc.

The process of acquiring, training, appraising, andcompensating employees and attending to their labor relations,health and safety and fairness concerns.


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FUNCTIONS OF HR MANAGER

Conducting job analysis.

Planning labor needs and recruiting job candidates.

Selecting job candidates.

Orienting and training new employees.

Managing wages and salaries.

Providing incentives and benefits.

Appraising performances.

Communicating (interviewing, counseling, disciplining).

Training and developing managers.

Building employee commitment.

Employee health and safety.

Handling grievances and labor relations.


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THREE DISTINCT FUNCTION OF HR MANAGER

A line function. Exerts line authority within the HR department. A coordinative function. Ensures that line managers are

implementing the firms HR objectives, policies and procedures.

Staff function (assist and advise)1. Assists in strategy design and its execution.2. Assists in hiring, training, evaluating, rewarding counseling,

promoting and firing employees.3. Administers various benefits programs like health and accident

insurance, retirement and vacation etc.

4. Handles grievances and labor relation.5. Provides up to date information on current trends and new

methods of solving problems.6. Represents the employee interests within the frame work of its

main obligation to senior management.


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FUNCTIONS OF LINE MANAGERS

(HRM RESPONSIBILITIES)

Placing the right person on the right job.

Orientation of employees.

On job training.

Improving the job performance of each employee.

Developing smooth working relations.

Interpreting the companys policies and procedures.

Controlling labor cost.

Developing the abilities of each person.

Morale building.

Protecting employees health.


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WHY IS HR MANAGEMENT IMPORTANT

TO ALL MANAGERS

May hire wrong person.

Experience high turnover.

People may not doing their best.

Waste time with useless interviews.

Company may be taken to court for its discriminatory actions.

Employees think that their salaries are unfair comparatively.

Lack of training in the department.

Commit any unfair labor practices.


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LINE VERSUS STAFF AUTHORITY

Authority. The right to make decisions, to direct thework of others, and to give orders.

Line Managers. Who are authorized to direct thework of subordinates and is responsible foraccomplishing the organization's tasks.

Staff Manager. Manager who assists and advisesline managers.


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LINE VERSUS STAFF AUTHORITY

(contd)

Functional control.The authority exerted by HR manager as coordinator

of personnel activities.

Line authority. The authority exerted by HRmanager by directing the activities of the people inhis own department.

Implied authority. The authority exerted by HRmanager by virtue of other s knowledge that he hasaccess to top management.


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CHANGING ENVIRONMENT OF HR

MANAGEMENT

Globalization.

Technological Advances.

Exporting Jobs.

The Nature ofWork.

Workforce Demographics.


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NEW PROFICIENCES OF HR MANAGER

HR proficiencies. Represent traditional knowledgeand skills in areas such as employee selection,

training and compensation. Business proficiencies.Assist in creating

profitable enterprises that serve customerseffectively. So, HR manager should be familiar with

how companies operate including strategic planning,marketing, production and finance.


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NEW PROFICIENCES OF HR MANAGER

(contd)

Leadership proficiencies. They need the abilitiesto work with and lead management groups and drive

the changes required. Learning proficiencies. HR manager to stay

abreast of and apply all the new technologies andpractices affecting the profession.


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KNOW YOUR EMPLOYMENT LAW

Equal employment law. laws related toemployees like what questions it interviewers ask,

how it selects employees for training programs andevaluate managers etc.

Occupational safety and health law. Maintainstrict guidelines regarding safety practices.

Labor laws. What the supervisor can and cannotsay and do etc.

chapter 01 ihrm ( own )

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