Human capital management

Human Capital Management

By

Sandeep C

Human Capital Management: Personal Management is the part of

management concerned with people at work and relationship with an enterprise.

Human resources management is to obtain the greatest Benefit from the employees ability and the employees obtain material & psychological rewards from their work.

We deal with……………..

Human Resources Planning.

Job Analysis & Design.

Recruitment & Selection.

Training & Development.

Compensation & benefits.

Employee Relations.

Motivation & Change Management.

Strategic HRM.

Human Resources Planning.

Is the process of Identifying, Quantifying current & future people resources needs.

It should also reveal deficiencies and limitations in an organization's human resources competencies and capacity.

Contd. Analysis of Existing staff.

Forecasting of HR future needs over a defined timescales.

A forecasts of actual staffing needs to achieve organisational ambitions ‘’The Demand Forecast”

To meet supply & demand, an integrated action plan is prepared.

An HRIS (Human Resources Information System) provides insight of internal supply of manpower.

Job Analysis & Design.

Importance: It becomes a basis for –Performance

Appraisal, Training, Reward Systems, Staff

Development, work design.

Skills needed to perform.

Qualification requirement.

Physical & Social environment, contact inside and

outside the organization.

Future prospects.

Template:

• Minimum wage= pressure on the relationship

• Inflation• Economic Growth

Recruitment & Selection. Is the process of getting new people to the

organisation.

Selection: Identifying a particular person to fill a particular post from either within or outside the organisation.

Benefits of Recruiting from Inside organisation: Captialises on past investments in current employees, rewards the employee, ease of communication at all levels.

HRIS and Use of Intranet.

Contd.. Cost of Recruitment per employee (RC)

RC = AC + AF + RB + NS + SI + IM + TC + S&B + OPT x Time to fill the post

H Consider Country specific recruitment and the law.

Contracts of Employment. (Implied terms).

Selection: Validity + Reliability + Acceptability.

Contd. Use of GRAPHOLOGY. (Used mostly in

France, UK and US) analyzing candidates character by his handwriting.

Use of METAPHYSICS (Used mostly in China) analyzing candidates character by his appearance.

Training & Development. To foster learning among its members Development is the effort oriented towards

broadening an individuals knowledge and skills.

Need Assessment

Programme design

Implementation

Evaluation.

Compensation & Benefits. Pay – Pay Structure = Pay level + Job Structure.

A person ratio = (Perceived outcomes like pay, benefits etc) against (Perceived inputs like Education, effort, experience).

Linking pay to performance: The Rationale approach.

Employee benefits = Mandated benefits (social security, medical treatment, unemployment compensation).

Non Mandated benefits (health plans, private pension plans, Training and development etc.)

Employee Relations Adversarial, Traditional, Partnership, Power

Sharing.

Physcological Contract: It is between employer & employee concerns

the assumptions, expectations, promises and mutual obligations between an organization and its employees.

Happy Staff = Happy client/customers,

Happy Customers/Client = Happy Shareholders/ Revenue.

Motivation. Influencing motivation = Great Company (brand),

Great Job, Compensation & lifestyle.

* Maslow –Hierarchy of Needs.……* Herzberg – Hygiene Factors.

‘’Adam’’ Theory of needing to avoid physical deprivation.

‘’ Abraham” Theory – the need for man to realise his human potential for perfection.

Performance Measurement. Psychological & Personality Traits.

Organisational based behavior in the work place.

Results against Key Performance Indicators.

Self evaluation, Peer Evaluation, Subordinate Evaluation, Superior evaluation, customer evaluation.

Combination of all these is called – 360 degree feedback.

Change Management. LEWIN 3 step approach to change.

Unfreezing – preparing for the needed change.

Changing - Moving to a new level by introducing planned changes.

Refreezing – Making the change permanent, re-stabilise the new situation.

The change may be influenced by External / Internal.

Breaking through the Change is called G & C effect – Glass & Ceiling effect.

Strategic HRM

Integrating ……. Staffing, Staff development, Staff Welfare. Staff appraisal. Performance Management. Compensation. Training. Promotion. Work Systems. Recruiting, Recognition and Reward.

Influence of Japanese Management on HR thinking (1980s)

Theory J Theory A Theory ZLength of

Employment

Length of EmploymentCareer pathCareer path

lifetime short long lifetime short longProgression

and exposureto many

areas

Progression and

exposureto many

areas

SpecialisedIn chosen

area

SpecialisedIn chosen

area

Lessspecialise

dThan A

Lessspecialise

dThan A

Slow Rapid Slow

Slow Rapid Slow

PromotionPromotionAppraisalAppraisal L_______ P___________ ?L_______ P___________ ?

Consensus

By many

Consensus

By many

Decision makingDecision making

ConsensusBy many

ConsensusBy many

IndividualIndividual

Responsibility forDecision outcome

Responsibility forDecision outcome

collectivecollective individualindividual ? ?

Walfare benefitsWalfare benefits Many Few ManyMany Few Many

oyalty erformance

An HRIS software

Blue Ocean!!!

New York Police Department : Blue Ocean Thinking

Strategic Challenge: How to beat crime?

Think out of the box!!!

{RE: Skinner: Reward and Punishment immediate}

What kind of staff?

WAKE UP!!!!!

Active teamwork, creative, committed

[Harvard 4 Cs ?]

Thank you