hrm- an introduction lec. 2

7/27/2019 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

hrm- an introduction lec. 2

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