Human Capital Management By Sandeep C
Nov 03, 2014
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