UNIT-VUNIT-V

Human Resource Management (HRM)Human Resource Management (HRM)

INDEX INDEX UNIT 5 PPT SLIDESUNIT 5 PPT SLIDES

S.NO. S.NO. TOPIC TOPIC LECTURE NO. LECTURE NO.

1.1. Human Resources Management HRMHuman Resources Management HRM L1L1

2.2. Concepts of HRM, HRD and Personnel ManagementConcepts of HRM, HRD and Personnel Management L2L2

3.3. Industrial Relation ( PMIR), HRM vs PMIRIndustrial Relation ( PMIR), HRM vs PMIR L3L3

4.4. Basic functions of HR Manager: Manpower planningBasic functions of HR Manager: Manpower planning L4L4

5.5. Recruitment, Selection, Training and DevelopmentRecruitment, Selection, Training and Development L5L5

6.6. Placement, Wage and Salary AdministrationPlacement, Wage and Salary Administration L6L6

7.7. Promotion, Transfer, Separation, Performance AppraisalPromotion, Transfer, Separation, Performance AppraisalL7L7

8.8. Grievance Handling and Welfare AdministrationGrievance Handling and Welfare Administration L8L8

Definition of HRM:-Definition of HRM:-

► Dale Yoder – “The Management of human Dale Yoder – “The Management of human resources is viewed as a system in which resources is viewed as a system in which participants seek to attain both individual and participants seek to attain both individual and group goals.”group goals.”

► Flippo – HRM “ is the Planning, organizing, Flippo – HRM “ is the Planning, organizing, directing and controlling of the procurement, directing and controlling of the procurement, development ,compensation, integration, development ,compensation, integration, maintenance and reproduction of human maintenance and reproduction of human resources to the end that individual, resources to the end that individual, organizational and societal objectives are organizational and societal objectives are accomplished”.accomplished”.

Concepts of HRM:-Concepts of HRM:-

►EmploymentEmployment►Selection and trainingSelection and training►Employee services Employee services ►Wages Wages ► Industrial relationsIndustrial relations►Health and safety &Health and safety &►EducationEducation

Functions of personnel Mgt:-Functions of personnel Mgt:-

Operative functionsOperative functions

ProcurementProcurement

Development Development

CompensationCompensation

MaintainingMaintaining

Managerial Managerial functions functions

Planning Planning

OrganizingOrganizing

Co-ordinationCo-ordination

DirectingDirecting

MotivatingMotivating

ControllingControlling

Human Resource Human Resource Development:-Development:-

►HRD is the process by which the HRD is the process by which the employees of an organization are employees of an organization are helped in a continuous and planned helped in a continuous and planned way to develop their capabilities.way to develop their capabilities.

Difference btw HRM & HRD:-Difference btw HRM & HRD:-

►HRM is a routine HRM is a routine function.function.

► Independent one.Independent one.► Exclusive Exclusive

responsibility of responsibility of personnel dept.personnel dept.

► It considers salary, It considers salary, economic rewards, economic rewards, job simplification as job simplification as important important motivators. motivators.

►HRD is a continuous HRD is a continuous development development function.function.

►HRD is a sub-system.HRD is a sub-system.►Aims at developing Aims at developing

the capabilities of all the capabilities of all its managers.its managers.

► It considers informal It considers informal work groups, job work groups, job enrichment, as main enrichment, as main motivators.motivators.

Basic Functions of Manager:-Basic Functions of Manager:-

► From the stage of identifying the manpower From the stage of identifying the manpower requirements to the stage of ensuring that requirements to the stage of ensuring that the employees contribute to the corporate the employees contribute to the corporate goals, the personnel manager has to look goals, the personnel manager has to look after all the functions.after all the functions.

► In this process of job analysis, job In this process of job analysis, job description and job specification assist the description and job specification assist the personnel manager at every stage.personnel manager at every stage.

Manpower planning:-Manpower planning:-

DefinitionDefinition:- Manpower planning is :- Manpower planning is defined as a rational method of defined as a rational method of assessing the requirements of human assessing the requirements of human resources at different levels in the resources at different levels in the organization. It ends with proposals for organization. It ends with proposals for recruitment, retention, or even recruitment, retention, or even dismissed.dismissed.

Recruitment:-Recruitment:-

► Recruitment is often called a positive Recruitment is often called a positive function because the applications are function because the applications are invited as this stage for further scrutiny and invited as this stage for further scrutiny and short listing.short listing.

► Sources of recruitment include: internet, Sources of recruitment include: internet, execuite search agencies (head-hunters), execuite search agencies (head-hunters), advertisements in the media including TV advertisements in the media including TV and radio, employment exchanges, and radio, employment exchanges, university and college campuses, technical university and college campuses, technical and trade journals….and trade journals….

Selection:-Selection:-

►The process of identifying the most The process of identifying the most suitable persons for the organization is suitable persons for the organization is called selection.called selection.

►Selection is called a negative function Selection is called a negative function because at this stage the applications because at this stage the applications are screened and short listed on the are screened and short listed on the basis of the selection criteria.basis of the selection criteria.

Stages in selection process:-Stages in selection process:-

► Initial screening/ short listingInitial screening/ short listing►Comprehensive application/ bio data Comprehensive application/ bio data

screeningscreening►Aptitude or written testsAptitude or written tests►Group discussionGroup discussion►Personal interviewPersonal interview►Medical examinationMedical examination►Employment offerEmployment offer

Training and Development:-Training and Development:-

► Training and development are Training and development are essential for achieving organizational essential for achieving organizational goals.goals.

► Development is an activity aimed at Development is an activity aimed at career growth rather than immediate career growth rather than immediate performance performance

► Training methods:- 2 typesTraining methods:- 2 types1.1. On the job trainingOn the job training2.2. Off the job trainingOff the job training

On the job training:-On the job training:-

Learning by physically doing the workLearning by physically doing the work

► Job instruction trainingJob instruction training►Experiential trainingExperiential training►DemonstrationDemonstration►Apprentice trainingApprentice training

Off the job training:-Off the job training:-

Provide a relatively broad idea relating Provide a relatively broad idea relating to a given job or task.to a given job or task.► Lectures/tasks and class room instructionsLectures/tasks and class room instructions► ConferencesConferences► SeminarsSeminars► Team discussionsTeam discussions► Case studyCase study► Role-playingRole-playing► Programmed instructionsProgrammed instructions► Simulation exercisesSimulation exercises► Group decision makingGroup decision making

Placement:-Placement:-

►After training, the employee is placed After training, the employee is placed in position under the charge of in position under the charge of manager. The new recruit is allowed to manager. The new recruit is allowed to exercise full authority and is held exercise full authority and is held responsible for the results.responsible for the results.

Wage and Salary Wage and Salary Administration:-Administration:-

►Wage and salary administration is the Wage and salary administration is the process of fixing wage/ salary for process of fixing wage/ salary for different jobs in the organization different jobs in the organization through job evaluation , negotiations through job evaluation , negotiations with the unions.with the unions.

Promotion, Transfer, Promotion, Transfer, Separation:-Separation:-

Promotion:-refers to the advancement of Promotion:-refers to the advancement of an employee to a job with a higher an employee to a job with a higher authority and responsibility.authority and responsibility.

Transfer:-moves an individual employee Transfer:-moves an individual employee from one position to another.from one position to another.

Separation:-refers to termination of Separation:-refers to termination of employment. The employee is employment. The employee is separated from his job.separated from his job.

Performance appraisal:-Performance appraisal:-

Definition:- is the process of measuring Definition:- is the process of measuring and evaluating the performance or and evaluating the performance or accomplishments including individual accomplishments including individual behavior, of an employee on the job behavior, of an employee on the job front for a given period.front for a given period.

►Who will appraise:Who will appraise: supervisors, peers, subordinates, supervisors, peers, subordinates,

managers by themselves, users of managers by themselves, users of services, consultants.services, consultants.

Grievance Handling:-Grievance Handling:-

►Grievance is any dissatisfaction or Grievance is any dissatisfaction or feeling of injustice in connection with feeling of injustice in connection with one’s employment situation that is one’s employment situation that is brought to the attention of brought to the attention of management.management.

►A grievance is traceable to perceived A grievance is traceable to perceived non-fulfillment of one expectations non-fulfillment of one expectations from the organization.from the organization.

Welfare Administration:-Welfare Administration:-

►The payment of wages act,1936The payment of wages act,1936►The minimum wages act, 1948The minimum wages act, 1948►The workmen’s compensation act, The workmen’s compensation act,

19231923►The employee state insurance The employee state insurance

act,1948act,1948►The employee provident fund act,1952The employee provident fund act,1952

Job evaluation:-Job evaluation:-

Definition:-Is the technique of assessing Definition:-Is the technique of assessing systematically the relative worth of each systematically the relative worth of each job.job.Methods of Job evaluation:-2 typesMethods of Job evaluation:-2 types1.1. Non-quantitative methodsNon-quantitative methods► Ranking methodRanking method► Job classification or Grading methodJob classification or Grading method2. Quantitative methods2. Quantitative methods► points rating methodpoints rating method► Factors comparison methodFactors comparison method

Merit rating:-Merit rating:-

► Is the process of evaluating the relative Is the process of evaluating the relative merit of the person on a given job.merit of the person on a given job.

Objectives:-Objectives:-► To determine salary incrementsTo determine salary increments►Decide who has to be transferred, Decide who has to be transferred,

promoted, or demoted.promoted, or demoted.► To enhance employee morale.To enhance employee morale.► To guide and monitor the performance of To guide and monitor the performance of

those who are lagging behindthose who are lagging behind

Methods of Merit RatingMethods of Merit Rating

►Ranking method Ranking method ►Paired comparison methodPaired comparison method►Rating scaleRating scale►Forced distribution methodForced distribution method►Narrative or essay methodNarrative or essay method►Management by objectives (MBO)Management by objectives (MBO)