1. Hrm Introduction

8/7/2019 1. Hrm Introduction

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HUMAN RESOURCE MANAGEMENT

IQRA UNIVERSITY


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HRM

An organization is known bythe people it is composed of


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HRM

A survey of corporate CEOs found that the

majority of top HRM executives nowdirectly report to the CEO and that 43percent of fortune 500 firms assigned the

top HR professional to a Vice President position


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HRM

According to recent researches specificHRM activities have been shown to bedirectly related to corporate performanceindicators such as return on investment(ROI) and return on equity (ROE)


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Secret of success

Success can be achievethrough effective andefficient man management.


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Secret of success

An organization that wants to manage

human resources to meet its goal has

to handle three most critical tasks Selection, Compensation and

Training & Development of Human

Resource


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Human Resource Management

HRM encompasses those activities

that provides, motivate & coordinatethe human resource in anorganization.


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HRM focuses on human resourceplanning, interpersonal relationship,

goal setting and appraisals, rewardmanagement, motivational dynamicsand training and development of skillsat various levels


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Today the aim of HR Manager is todevelop a work culture that is

flexible, integrated, performanceoriented, quality conscious,cooperative, collaborative and

supportive.


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The corporate success depends howeffectively the human resource

functions are integrated with the restof the corporate activity for theachievement of corporate excellence


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Old Myths New Reality

People go into HR because

they like people.

Any one can do HR

HR people must create thepractices that makeemployees morecompetitive, not morecomfortable.

HR activities are based on

theory and research. HRprofessionals must masterboth theory and practice.


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HR deal with the soft side ofa business and is thereforenot accountable.

HR focus on cost which mustbe control.

The impact of HR practices onbusiness results can and mustbe measured. HRprofessionals must learn howto translate their work intofinancial performance.

HR practices must createvalue by increasing theintellectual capital within thefirm. HR professional mustadd value not reduce it.


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HR is HRs JOB HR work is as important to

line managers as arefinance, strategy and otherbusiness domains .

HR professionals shouldjoin with managers inchampioning HR Issues.


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Current ScenarioThe scenario in which human resources areto be managed are constantly changing.

To grow and thrive in today's competitiveenvironment organization must deal withseveral major challenges.

Meeting challenges is necessary to createvalue and to gain competitive advantages.


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Values and Challenges

Value:Traditional View: It is a function of accounts (payroll)

Current definition: How human resource is

managed is critical to the long term value of acompany

Current definition of value includes not only profitsbut employees growth, satisfaction, and careerdevelopment opportunities.


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Personnel Aspects Of A Managers Job

Conducting job analyses (determining the nature of eachemployees job)

Planning labor needs and recruiting job candidates

Selecting job candidates

Orienting and training new employees

Managing wages and salaries (compensating employees)

Providing incentives and benefits

Appraising performance

Communicating (interviewing, counseling, disciplining)

Training and developing managers

Building employee commitment


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Personnel Mistakes

Hire the wrong person for the job Experience high turnover

Have your people not doing their best

Waste time with useless interviews

Have your company in court because of discriminatory actions Have your company cited by OSHA for unsafe practices

Have some employees think their salaries are unfair andinequitable relative to others in the organization

Allow a lack of training to undermine your departmentseffectiveness

Commit any unfair labor practices


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Basic HR Concepts

Getting results The bottom line of managing

HR creates value by engagingin activities that producethe employee behaviorsthe company needs to

achieve its strategicgoals.


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Line and Staff Aspects of HRM

Line manager A manager who is authorized to direct the

work of subordinates and is responsible for

accomplishing the organizations tasks. Staff manager

A manager who assists and advises linemanagers.


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Line Managers HRM Responsibilities

1. Placing the right person on the right job

2. Starting new employees in the organization (orientation)

3. Training employees for jobs new to them

4. Improving the job performance of each person

5. Gaining creative cooperation and developing smooth workingrelationships

6. Interpreting the firms policies and procedures

7. Controlling labor costs

8. Developing the abilities of each person

9. Creating and maintaining department morale

10. Protecting employees health and physical condition


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Functions of the HR Manager

A line function

The HR manager directs the activities of thepeople in his or her own department and in

related service areas (like the plant cafeteria). A coordinative function

HR managers also coordinate personnelactivities, a duty often referred to as

functional control. Staff (assist and advise) functions

Assisting and advising line managers is the

heart of the HR managers job.`


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HR & Authority

Authority The right to make decisions, direct others

work, and give orders.

Implied authority The authority exerted by an HR manager by

virtue of others knowledge that he or she hasaccess to top management.

Line authority The authority exerted by an HR manager by

directing the activities of the people in his or

her own department and in service areas.


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Employee Advocacy

HR must take responsibility for:

Clearly defining how management should betreating employees.

Making sure employees have the mechanismsrequired to contest unfair practices.

Represent the interests of employees within

the framework of its primary obligation tosenior management.


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A Changing HR Environment

Globalization

Technological Advances

Exporting Jobs

The Nature of Work

Workforce Demographics


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HR and Technology

Benefits of technological applications for

HR

Intranet-based employee portals through which

employees can self-service HR transactions. The availability of centralized call centers staffed with

HR specialists.

Increased efficiency of HR operations.

The development of data warehouses of HR-related

information.

The ability to outsource HR activities to specialist

service providers.


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THETHE

FACTORIESFACTORIES

ACT, 1934ACT, 1934


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FACTORYFACTORY

Section 2 (j):Section 2 (j):

AAny premises,ny premises,

1)1) Where 10 or more workers are / were workingWhere 10 or more workers are / were working onon

any day of the preceding 12 months.any day of the preceding 12 months.

2)2) Manufacturing process.Manufacturing process.


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SectionSection--66

The Provincial Government may treat different Departments orThe Provincial Government may treat different Departments or

Branches of a specified Factory as separate Factories.Branches of a specified Factory as separate Factories.


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REGISTRATION CERTIFICATE

Section 9-A:

(1) Registration Mandatory requirement

(2) Registration Certificate for one year & renewable

automatically on payment of fee


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Section 9:Section 9:Notice to Inspector of Factories for commencement of workNotice to Inspector of Factories for commencement of work

Name of the Factory & its situationName of the Factory & its situation

Address for communicationAddress for communication

Nature of manufacturing processesNature of manufacturing processes

Nature and power to be usedNature and power to be used

Name of the Manager of FactoryName of the Manager of Factory


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PRECAUTIONS INCASEOFFIRE

Section-25

i. Every Factory shall be provided with such means of

escape in case of fire.

ii. If it appears in the notice of Inspector that any Factory is

not provided with the means of escape, he may direct to

adopt the measures within specified period.

iii. Doors affording exit from any room shall not be locked

or fastened, so that they can be easily and immediately

opened.


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PRECAUTIONS INCASEOFFIRE

iv. Doors, windows or other exit affording means of escape

in case of fire, shall be distinctively marked in a

language understood by the majority of the workers orby some clearly understood sign.

v. Clearly audible means of giving warning in case of fire to

every person employed therein shall be provided.

vi. A free passage giving access to each means of escape

in case of fire shall be maintained.

vii. Where explosive or highly inflammable materials are

used or stored, all the workers should be familiar with

the means of escape in case of fire.


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PROTECTIONS

Section-27

Only a trained male worker shall be engaged to clean or

lubricate any part of the machinery when it is in motion.No woman or child shall be allowed for this purpose.

Section-33-F

Excessive Weights: No person shall be employed to lift,

carry or move any load so heavy as to be likely to cause himinjury.

Section-33-G

Protection ofEyes: Where manufacturing process is being

carried, effective screens or suitable goggles shall be provided.


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NOTICEOFPERIODS FORWORK

Section-39

(I) Notice of periods for work for adults showing clearly the

period which adult workers may be required to work shallbe displayed and correctly maintained.

(ii) Where all the adult workers in a Factory are required to

work within the same period, the Manager of the Factory

shall fix those periods for such workers generally.(iii) Where all the adult workers in a Factory are not required

to work within the same periods, the Manager of the

Factory shall classify them into groups according to the

nature of their work.


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NOTICEOFPERIODS FORWORK

(iv) For each group, which is not required to work on a

system of shifts, the Manager of the Factory shall fix

the period within which the group may be required towork

(v) A group which is required to work on a system of shifts

and the relays are not to be subject to pre-determinedperiodical changes of shift the Manager shall fix the

periods within which each relay or the group may be

required to work.


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DISPLAY OFFACTORY NOTICES

Section 76:

i) Display of Notices containing such

abstracts of this Act and the rules made

there under in English and in the

language at some noticeable place ornear main entrance


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NOTICE OF CERTAIN ACCIDENTS

Section 33Section 33

Intimation of death or severe injury within 24Intimation of death or severe injury within 24

hours to;hours to; Chief InspectorChief Inspector

Inspector of the areaInspector of the area

District MagistrateDistrict Magistrate

Commissioner appointed under the WorkmensCommissioner appointed under the WorkmensCompensation Act, 1923Compensation Act, 1923

Social Security Officer of the areaSocial Security Officer of the area

Officer Incharge of the Police Station (in case of death)Officer Incharge of the Police Station (in case of death)


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Health & Safety

Section 13 Cleanliness.

Repainted or revarnished once in every five years

Section 14 Disposal of wastes & effluents

Effective arrangements for their disposal

Section 15 Ventilation & Temperature

Adequate ventilation by circulation of fresh air andtemperature for conditions of comfort etc.


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Section 18 Overcrowding

No work room to be overcrowded to an extent

injurious to the health of the workers

Section 19 Lighting

Sufficient, suitable - emergency lighting provision


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Section 20 Drinking water

Effective arrangements to provide sufficient and

clean drinking water at suitable points

Provision of cold drinking water in hot weather


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Section 21

Rest Rooms

Separately for male & female

Sufficient rest rooms conveniently situated and

accessible to workers


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Section 23

Precautions against contagious orinfectious disease.

Hygienic card for medical examination twice a

year

Shall not be put on work till he/she is declaredfree of such a disease.


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Section 23-A Compulsory vaccination andinoculation

As and when prescribed

The expenses to be borne by the employer

Section 24 Provision of Canteen

Facility of canteen 250 workers - No Loss No Profit

Section 25 Fire precautions


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Section 34 (Weekly hours)(Weekly hours)

48hours in a week

48hours in a week

Section 35 (weekly holiday)(weekly holiday)

SundaySunday Substituted Leave within three days before orSubstituted Leave within three days before or

after Sundayafter Sunday


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Section 37 (Intervals for rest)(Intervals for rest)

One hour after Six hoursOne hour after Six hours

Half an hour after Five hoursHalf an hour after Five hours


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Section 47 (Extra pay for overtime )

Double payment of the ordinary rate

Section 47-A

Obligation to work overtime Any adult worker may be required to work overtime,

provided that such working conforms to the

provisions of the Act and the rules made thereunder.


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Section 49-B (Annual Holidays)

14 days leave on completion of 12 months service

Accumulation up to 2 years entitlement

Section 49-C (Pay during annual holidays) At a rate equivalent to the daily average of wage


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Section 49-H (Casual and sick leave)

10 days casual leave per year 16 half days sick leave per year

Section 49-I(Festival holidays)

Festival holidays to be allowed as notified by theProvincial Government.


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Thank you

1. Hrm Introduction

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