Human Resource Management

“The only vital value an enterprise has is the experience, skills, innovativeness and insights of its people”

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InfosysInfosys Limited was started in 1981 by seven people with US$ 250. Today, we are a global leader in consulting, technology and outsourcing with revenues of US$ 6.994 billion (FY12). Infosys provides business consulting, technology, engineering and outsourcing services to help clients in over 30 countries build tomorrow’s enterprise.

Infosys has a global footprint with 65 offices

and 74 development centres in US, India,

China, Australia, Japan, Middle East, UK,

Germany, France, Switzerland, Netherlands,

Poland, Canada and many other countries.

Introduction to HRM

Infosys and its subsidiaries have 149,994 employees as on March 31, 2012.

Introduction to HRM

Working with Infosys is not a job. It's a journey. An experience. There's so much to explore here - even about yourself - that every day is a new day. You want a challenging and enjoyable work environment. We want you to realize your potential. You want to be recognized for your work. We want you to fulfil your aspirations.

Today, Infosys is building tomorrow's enterprise. And guess who's making this possible? Infoscions. Our people - yesterday, today and tomorrow. We believe there's a bit of an Infoscion in everyone.

People make or Mar the organization

HRMMeaning & Definition

“Human Resource Management is the planning, organizing, Directing and Controlling of the procurement, development, compensation, integration, maintenance and

reproduction of human resources to the end that individual, organizational and societal objectives are accomplished”

Integral Part of the Process of Management Comprehensive Function

Pervasive Function

People Oriented

Science as well as art Continuous processInterdisciplinary

Nature of Human Resource Management

“Human resource management is the effective use of human resources in order to

enhance organizational performance”“Defined as the art of procuring, developing and maintaining competent workforce to achieve goals of an organization in an effective and efficient manner”

Functions of HRM

Managerial1. Planning2. Organizing3. Directing4. Co-ordinating5. Controlling

Operative1. Procurement2. Development3. Compensation4. Integration5. Maintenance

“Human Resource Management is the planning, organizing, Directing and Controlling of the procurement, development, compensation, integration,

maintenance and reproduction of human resources to the end that individual, organizational and societal objectives are accomplished”

-Edwin B Flippo

Scope of HRMPersonnel Aspect: concerned with manpower planning,recruitment,selection,promotion,training and development,incentives,productivity etc.

Welfare Aspect: deals with working conditions and amenities such as canteen,creches,transport,medical

assistance,education,recreation facilities.Industrial Relation Aspects: covers union-management

relations, joint consultation, collective bargaining, grievances and settlement of disputes ,etc.

HR Planning

Training &Development

Compensation Management

Performance Management

CareerManagement

LeadershipDevelopment

Competence Building

Process of HRM

Evol

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1. The Commodity Concept 2. Factor of Production Concept

3. Paternalistic Concept 4. Humanitarian Concept

5. Behavioral Human Resource Concept

6. Emerging Concept

Period Emphasis Status Roles

1920-30 Welfare management Paternalistic practices

Clerical Welfare AdministratorPoliceman.

1940-60 Expanding the role to cover Labour,Welfare,Industrial Relations and Personnel Administration

Administrative AppraiserAdvisorMediatorLegal Advisor

1970-1980

Efficiency, Effectiveness dimensions added Emphasis on Human values, aspirations, dignity, usefulness

Development Change Agent, IntegratorTrainer, Educator.

1990s-Onwards

Incremental Productivity gains through human assests

Proactive, growth oriented

Developer, CounselorCoach, Mentor, Problem Solver

Difference Personal Management HRMNature of relations Contractual Unitarist

Strategic aspect Management of people employed. Management of Knowledge, Skills and Abilities

Belief & Assumption Employees are cost centres, Management controls cost.

Profit centre- invest capital for development & future use.

Leadership and management role

Emphasizes much on leadership style which is very transactional. 

HRM creates leaders who are transformational.

Pay policies and job design

Pay policies in personnel management is merely based on skills and knowledge required for the perspective jobs only.

encourages organizations to look beyond pay for functional duties. 

Key relation Labour Management Customer

Speed of Decisions Slow Fast

Communication Indirect Direct

Managerial Task vis-à-vis labour

Monitoring Nurturing

Job Categories and grades

Many Few

Job Design Division of Labour Team work

HRM

VS

Pers

onal

Man

agem

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Toyota maintains high profile in its HRM policies and practices

Toyota’s HRM framework

1. HRM strategy should have super ordinate goals linked to organizational goals and these goals must be rendered to core HRM practices.

2. The mix of local ethos with international practices to obtain commitment and organizational integration of workforce serves as a great learning tool.

3. Respect - To achieve an environment where all team members treat other with dignity, trust each other, and care about the work we do, we foster initiative and creativity.

Treat the employees as human beings

To help the organization reach its goals.To ensure effective utilization and maximum development of human resources.To ensure respect for human beings. To ensure reconciliation of individual goals with those of the organization.To achieve and maintain high morale among employees.To provide the organization with well-trained and well-motivated employees.To increase to the fullest the employee's job satisfaction and self-actualization.To develop and maintain a quality of work life.To be ethically and socially responsive to the needs of society.To enhance employee's capabilities to perform the present job.To equip the employees with precision and clarity in transaction of business.To inculcate the sense of team spirit, team work and inter-team collaboration.

Objectives

Of HRM

To respect the individuals, as people are the greatest assets.

To be close to the customer through employees

To achieve & maintain leadership in people management

To govern individual and company relationships with the highest standard of conduct & integrity.

ObjectivesHRM

@ Wipro

HRM Systems & Techniques

Finance Marketing Production

InformationR&D HRM

HRM as a Central

Sub System

HRM as a Sub System

Development Employment

Compensation HRM Employee Relations

Work Force

Human Resource Management Systems (HRMS) provide a link between human resource and other resources and functional areas of management.

HRM System

Organization

TransformationInput Output

Feedback

VisionStrategiesGoalsSkillsTalentsKnowledgeTechnologyPolicies

Creative IdeasKnowledgeHR PoliciesHR PracticesMotivationLeadershipCommunication

PerformanceMarket ShareCustomer ServiceProfitExpansionDiversificationValue AdditionStrategy Implementation

HRM Techniques

HRM Function Techniques

Job Design Engineering Approach, Human Approach, Job Characteristics approach, Job rotation, Job Enlargement, Job Enrichment

Recruitment Promotion, transfers, Present employees, Scouting, Advertisement, Walk-ins, Consult-in, Head-hunting, Body shopping, Business alliances, Tele-recruitment.

Selection Application blank, test, interviews.

Human Resource Development Performance appraisal, training, Management development, Career development.

Performance Appraisal Graphic rating scales, ranking, paired comparison, forced distribution, check-list, assessment centers.

Training & Development Vestibule training, role-play, lecture, programmed instructions, Job rotation, coaching, job instruction.

Compensation Job evaluation, salaries in comparable organizations, ability to pay, productivity, cost of living.

Importance of HRM

At the Enterprise level

Train People for challenging Roles

Develop skills and competenciesAttract and retain talent

At the individual level

Develop loyalty and Commitment

Promote Team SpiritGrowth Opportunities to people

Improve Job Satisfaction

At the Enterprise level

Train People for challenging Roles

Generate Employment OpportunitiesIncrease Productivity and profit

At the Enterprise levelEnhance Standard of Living