Human Resource Management

Unit -1Presented By:

RIYA AGARWAL(GA080)RICHA AGARWAL(GA081)PRIYA DEORA(GD044)SUCHI PATEL(GP075)AMRITA SHARMA(GS093)

WHAT IS HUMAN RESOURCE MANAGEMENT?

Human resource management (HRM, or simply HR) is a function in organizations designed to maximize employee performance in service of an employer's strategic objectives. HR is primarily concerned with the management of people within organizations, focusing on policies and systems.

The policies and practices involved in carrying out the people or human resource aspects of a management position , including recruiting , screening , training, rewarding and appraising.- Gary Dessler.

The Evolution of HR

Labor Relations

Beginning in the 1900s during the Industrial Revolution, a companys managers tended to treat people as interchangeable.

Industrial Relations

After Word War I, in the 1920s, workers rights and formal rights emerged.

Personnel Administration

After World War II, in the 1940s, personnel administration focused on efficiency improvements. During the 1960s, this function evolved to ensure legal compliance. It also included recruiting, hiring, training and assessing workers.

Human Resources

In the 1980s, human resource management included the application of new theories related to change management, motivation and team building. During this period, many companies experienced mergers and acquisitions.

Difference between personnel management and human resource managementBASIS

Approach

Concern

Decision making

Focus

Assumption

NATURE OF HRM

The various features of HRM include:

It is pervasive.

Its focus is on results.

It consists of people related function.

It tries to help employees develop their potential fully.

It is not confined to business establishments only.

It is all about people at work, both as individuals and groups.

It tries to build and maintain cordial relations between people working at various levels in the organization.

Principles of Human Resource Management

Individuality approach

Fair and just policies

Rewards should be earned

Judge the strength

Make employees feel worthwhile

Access to organizational information

Equal pay for equal work

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

FUNCTIONS OF HRM

RECRUITMENT

SELECTION

TRAINING

DEVELOPMENT

MOTIVATION

PRODUCTIVITY

DISCIPLINE

REWARD SYSTEM

TRADE UNION

Changing Environment of Human Resource Management (HRM)

Work force Diversity

2. Economic and Technological Change

3. Globalization

4. Organisational Restructuring

5. Changing Nature of Work

OUTSOURCING OF HUMAN RESOURCE ACTIVITIES.

CASE STUDY 1

Angram finance started as a small organization 10 years ago with only 50 workers. The employer Mr. Patel is 12th passed man without any formal degrees to his credit. He employed people who he knew and who had reasonable capabilities of performing accounts work. No formal recruitment procedures were followed nor were any formal qualifications asked for. Now his son who has done his MBA wants to expand and improve the organization activities. He hired an HR professional to conduct all the HR functions. He decides to discontinue the old 50 workers and employ properly qualified ones in their place.

The 50 workers rise in protest and request the senior employer to protect them and their source of income. The son reconsiders his decision and decides to give some less important jobs that do not involve much skill and decision making to them. But they refuse to accept this move and resent working under young juniors.

How would you handle the situation if you were to take over as the new human resource manager?

Case study 2

Company XYZ is a Pepsi bottler in Delhi. The market for its product are seasonal. It dips in the winter resulting in excess of skilled bottling staff between October to February. If laid off, these employees will be difficulty and costly to replace.

Each employee receives 3 months of intensive training before being fully qualified. There is a huge demand for these employees as well as there is a shortage of bottlers.

PROBLEMS FACED BY COMPANY

Excess of skilled bottling staff between October to February.

Cant be laid off.

Huge demand for employees.

What steps can be taken by the company to overcome this problem?

SOLUTION

Outsourcing

Shifting of skilled employees

Recycling