hrm ppt edited-2

8/6/2019 Hrm Ppt Edited-2

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Human resource management (HRM) is thestrategic and coherent approach to themanagement of an organization's most valued

assets - the people working there, whoindividually and collectively contribute to theachievement of the objectives of the business.

In simple words, HRM means employing people,

developing their capacities, utilizing, maintainingand compensating their services in tune with the

job and organizational requirement.


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All organisation are concerned with whatshould be done to achieve sustained highlevels of performance through people.

Consequently the subject of adequateinvolvement of workers as derived from the somany attempts made by managementpractitioner is to look for the best way tomanage so as to accomplish an objective ormission with the least inputs of materials andhuman resources available.


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In any serious and competitive society workersare one of the tools for economic progress. Theirwelfare is taken into serious considerationbecause without a dedicated workforce anorganization crumble.

It is therefore apparent that the issue ofadequate involvement of worker has relevance inmanagerial function and activities that are aimed

at directing the productive effort of theworkforce toward achieving organisationalobjectives.


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Thus , the best of HR practices are not sporadic

in nature but they aim at a definite vision of

management of ensuring active participation of

employees in the attainment of organizational

goal.


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Why are employees in some companies happy

to stick with the company while others look for a

change?


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FOUR CRITICAL DIMENSIONS OF BEST

PRACTICES


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Attract and Access

Develop and Grow

Engage and Align Transition


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Role Of HR Manager

Initial Role :-

1. To sort out the applications of the job seekers.

2. To call for interviews.

3. To shortlist the candidates for a final interview.

4. To conduct an enquiry about the candidates' past,

through phones or through an investigating agency.

5. To issue appiontment letter.

6. To impart induction training programme.

7. To hand over the person to the concerned Deptt. Head.


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Other Major Roles:-

1. To ensure that there are no unrest in the organisation.

2. To ensure discipline on the company.3. To supervise and interact with the security agency of the companyfor innovative measures to check the workers.

4. To interact with the ad. Agencies for release of advertisement forrecruitment.

5. To carry out training programme for the employees.


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6. To print the house journals

7. To review policies for the employees.

8. To help the departmental heads to make review/evaluate of theirstaff.

9. To motivate senior executives to retain their staff.

10. To sort out and make strategies for retaining key person/s.

11. To hold the EXIT interviews and make the settlement bill.


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HR Practices at Google


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INNOVATIVE PRACTICES IN HR AREAS

Recruitment and selection

Learning and development

Rewards and recognition Career planning

Compensation and benefits

Performance management

Leadership and development

Organization structure


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RECRUITMENT AND SELECTION

Diversity among employees

For recruitment they expect the personhas to be comfortable with technology

and be optimistic about the future.

Employee referrals Bar Raisers


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Short stories

Connect with employees


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LEARNING ANDDEVELOPMENT

SMEs

EWelcome

GOLD (Godrej Organization for Learning andDevelopment)


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REWARDS AND RECOGNITION

MAD (Mutual Admiration)

Smart Work and Smart Reward


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CAREER PLANNING

Career Success Centre


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COMPENSATION ANDBENEFITS

Paternity leave

Extra three months maternity leave at half the

salary leave No attendance monitoring

Unlimited sick leave

Equal privileges for employees across levels


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PERFORMANCE MANAGEMENT

360 degree feedback system

Performance Task Force


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LEADERSHIP ANDDEVELOPMENT

Food for thought

Succession planning

Employee empowerment

Reach out


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ORGANIZATION STRUCTURE

Flexi and Part time

Skits

Employee Engagement Manager

People Champions

Orientation along with parents

People Movement Management ReviewCommittee


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the role of HR manager

MICROSOFT


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Microsoft Overview

One of the wealthiest and most successful companies in the world.

Even more important, from a human resource perspective,

is the fact that Microsoft is an employee-driven organization.

While other organizations base their success on bettermanufacturing techniques, or better technology, Microsofts successis based on the effectiveness of their employees. Essentially,Microsoft value their staff and realize the importance of their staff.

This focus on employees may, in the future, expand to allorganizations. Microsoft then, is worth studying as an example of

best practice in human resource management.


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In the Beginning -Recruitment and Selection

from the beginning of the company he believed in

recruiting extremely intelligent staff, favoring

intelligence over experience,

eg. new college graduates , their smart friends.

its the effectiveness of our developers that

determines our success and take our 20 best

people away, and I will tell you that Microsoftwill become an unimportant company by bill

gates.


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Once selected, these students had to undergo athorough selection process.

first stage was an interview by at least 3, andsometimes up to 10,

These interviews were designed not to test knowledge,but to test thought processes, problem-solvingabilities, and work habits .

Technical interviews are described as being focused

mainly on problem-solving, with interviewers posingproblem scenarios. To test the composure of thecandidate and also their creative problem-solving skills,unexpected questions were also included.


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After this series of interviews, if the majority

of interviewers were favorable the

interviewee would finally meet with their

manager and this manager would make a final

hire/no hire decision.

The very last step is an interview by someone

outside the hiring group, this person isindependent and so unbiased in their opinion.


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Recruitment and Selection - Later Stages

They had to change their methods when the

number of new employees required could no

longer be sourced only from universities.

The recruiting practices continued to be active

rather than passive, with Microsoft head

hunting the best staff. These staff were found,

monitored and recruited from othercompanies by over 300 recruiting experts,


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Microsoft use human resources for

competitive advantage, basing their success

on having the very best people in the industry

and inspiring them to be the best. It is this

that leads to Microsofts unique recruitment

practices


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Employee Motivation

The important thing about Microsoft is that they employpeople who specifically will be motivated by theenvironment they provide. They do not employ skilledpeople and expect them to be motivated.

They employ intelligent and driven individuals and givethem the environment and the opportunity to developbeyond their current level.

The fit between employee and organization is important tomotivation and this is what Microsoft ensures. Microsoftensures that the goals of the organization are understoodvia its strong culture and by employees being clearly awareof what is required of them.


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Employee motivation can also be related to

Maslows hierarchy of needs theory.


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Employee Loyalty and Satisfaction

Microsoft attempted to cater to the needs of its employees from thebeginning. Recognizing that the majority of employees were just out ofcollege, the Microsoft company operated like a campus. The formerdirector of human resources describes this saying, how do you makeyoung kids who had never been away from home - or only as far ascollege - comfortable? We wanted to keep the atmosphere at work onethey were somewhat familiar with, and also make sure it gave them asense of social belonging

Employee satisfaction was also afforded by the opportunity for growth,development also occurred by encouraging horizontal transfers, and

employees were encouraged to develop themselves by switching jobs(Bartlett 6).


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Employee Rewards

In the early days Gates was a firm believer that employeeownership was critical in raising motivation and employeeretention, in lieu of high salaries he offered employeesequity

the company offering stock options to employees based onperformance.

with semi-annual performance reviews linked to payincreases, bonus awards and stock options

The system also included the process of employees

evaluating themselves, these self-evaluations then beingsent to the manager who does their own evaluation. Theemployee and manager then meet to discuss the review


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Presented By: - Group 5

Anmol SandhuKunal Juneja

Priyanka Chouhan

Gaurav Pandey

Akhil Kalra

Kumari Anjani

hrm ppt edited-2

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