HRM1

Human Resources Define Resources Can resources be owned ?

What do you understand by “ Human Resources” ?

Can Human resources be owned?

Hiring, – contract – a mutual agreement – time, remuneration, duties & responsibilities

Human Resources Management An employee – motivated individual

with attitude, perception, beliefs , motive & direction with the right qualification & skills

Managing Machines & managing Human beings

Human Resources – a department – involved in people mgmt

Personnel Management & HRM HRM – addressing an

employee as an individual – beyond the terms of the contract/agreement – not just a pay slip number –

(dehumanization)

Personnel management - deals only with the terms of the contract

MEANING OF HUMAN RESOURCE

According to Leon C. Megginson,

“the term Human Resources can be defined as” the total knowledge, skills, creative abilities, talents and aptitude of an organization’s workforce, as well as the value, attitudes and beliefs of the individuals involved.”

DEFINITION OF HUMAN RESOURCE MANAGEMENTHuman Resource Management can be defined as “the field of Management which has to do with Planning, Organizing, Directing and Controlling the functions of procuring, developing, maintaining and utilizing a labor force”

DEFINITION OF HUMAN RESOURCE MANAGEMENT

The process for making efficient & effective use of Human Resources, so that the set goals are achieved

“Employees can make or mar an organization”

Rourkela Steel Plant (RSP) – Orissa – first public sector plant to be set up in India

RSP saw a decade of loss making – due to external & internal factors

External Factors – steep decline in steel prices, recession in steel industry world wide

Internal factors – Poor equipments, low employee morale, absence of leadership

Turn around strategy was brought about within 4 yrs by – Dr. Sanak Mishra - selected as CEO in 2001

Currently heads Indian greenfield projects of Arcelor Mittal

Elected as president of Indian Institute of Metals (Kolkata - 2009)

Reasons for turnaround:

Regenerating strength within people - employee motivation, leadership practices, maintenance of equipment health etc..

Visited employees on shop floor & encouraged them to speak about their contributions & aspirations

Within a month & a half, he had travelled the length & breadth of the plant interacting with several hundred employees

How to induce an employee to make and not mar an

organization? 1. Getting people who can make an organization

2. Enabling people to acquire required capabilities

3. Motivating people to contribute their resources continuously

GOALS OF HRMProvide a range of services which supports the

achievement of corporate objectives.

Enable the organization to obtain and retain the skilled, committed and well-motivated workforce.

Create a climate in which productive and harmonious relationships can be maintained between management and employees, thus developing mutual trust.

GOALS OF HRM

Ensure that people are valued and rewarded for what they do and achieve.

Ensure that equal opportunities are available to all.

Maintain and improve the physical and mental wellbeing of employees.

SCOPE OF HRM & Functions: Human resource planning: HRP takes care of

optimal allocation & utilization of the human resource. It involves dealing with recruitment, promotions, transfers & resignations

HR Administration: it involves the establishment function as well as handling legal compliances. It ensures that returns are filled up & submitted timely to the concerned authorities & payroll functions

Human Resource Development: it is a proactive function which involves training identification, conducting training programs & surveys. It greatly affects the organizations culture building

Industrial Relations: it defines the relation between the owners of capital & the dispensers of labour

HRIS: it contains all the stored information & renders easy access for facilitating decision making.

Case study – IBM turnaround strategy

Case Study - IVS

OBJECTIVE OF HRM

HRM : OBJECTIVES

Organizational Societal Functional Personal

OBJECTIVE OF HRM Personal Objectives: Personal objective of employees must

be met if employees are to be maintained, retained and motivated.

Functional Objectives: To utilize the scarce human resources to full fill the organizational demand. It facilitates the organization to accomplish the mission and vision.

Organizational Objectives: HRM is a continuous process. It is not an end in itself but assists the organization with its primary objectives.

Societal Objectives: HRM ensures ethically healthy working culture where there is no discrimination with anybody and equal employment opportunity, safety and quality of work life.

OBJECTIVE OF HRM at WIPRO

To respect the individual, as people are the greatest assets

To govern individual & company relationships with high standard of conduct & integrity

To be close to the customer through employeesTo achieve & maintain leadership in people

management

COMPONENTS OF HRM

Five “M” are the main aspects of any kind of business activities and for any kind of organization to run its functions smoothly.

These are Men, Machines, Material, Money and Minut i.e. Time. But the most important asset for any business organization is the first M i.e. Men.

COMPONENTS OF HRM

Four major components have been identified for effective and efficient human resource management. These are values, emotions, skills, and motivation.

Values: Values generally influence attitude and behavior. Managing human resources requires great values of employees so that team spirit and sound culture can be imagined.

COMPONENTS OF HRMEmotions: It is a kind of cognitive factor by which emotional intelligence can be imagined. The control over mind, making decisions and ensuring enthusiasm are the response of emotions. Skills: A kind of attribute of a person which embarks competencies for achieving the goal. Technical skills, Human skills and Conceptual skills are essential for HRM. (Basic Skills, Thinking Skills, Interpersonal Skills, Functional Skills etc…)

COMPONENTS OF HRM

Motivation: Motivation is important as oxygen is important for life.

There are number of factors which motivate employees in the organization like; responsibility, authority, working conditions, organizational culture and organizational policy etc.

HRM MODEL

The three Ps make the sense of all about the HRM.

These are: People, Process and Performance. People, are the common factor while process involves the organizational process and performance is linked with the return on investment.

HRM MODEL

Changes in socio-economic, technological innovation and political conditions are bound to bring about change in the environment within the organizations.

HRM MODEL

People

Shareholder

Management

Government

Employees

Community

Process

HRP

T&D

Reward System

HR Policies

HRM

IR

Performance

HR Outcomes

Congruence

Commitment

Cost effectiveness

• Corporate Strategy

• Business Strategy

• HRM

APPROACHES TO HRM

Hard and Soft approaches to HRM. ‘Hard’ approach to HRM in which employees

are viewed as a resource to be managed like any other factor of production.

In this approach, the critical task for management is to align the formal structure and HR systems of the organization so that they drive the strategic objectives of the organization.

APPROACHES TO HRM

‘Soft' approach to HRM in which employees are viewed as a valuable asset whose commitment will assist in achieving organizational success.

APPROACHES TO HRM

The objective for organization in such an approach is to integrate HR policies with the strategic planning process, to gain the willing commitment of employees, to achieve flexibility through avoidance of rigid bureaucratic structures and to improve quality.

ROLE OF STAKEHOLDERS IN HRM

Key stakeholders: Government – Is a key stakeholder. The significance of this stakeholder is of particular relevance for public sector organizations, because government act as both stakeholder and employer. Government may act as a key driving force for HRM reform.

Key stakeholders: Management –the real appeal of HRM for top management is its apparent ability to bring coherence, direction and form to a cluster of existing personnel policies.

ROLE OF STAKEHOLDERS IN HRM Key stakeholders: Unions – As key

stakeholders in Organizational decision making. It includes direct involvement of employees, in addition to representation by unions on behalf of employees.

Thank You