HUMAN RESOURCE MANAGEMENT INTRODUCTION Human Resource Management is An Art for Businesses, Science for Corporations, and a Subject for Others.... Human Resource Management (HRM) act as a catalyst for overall development of nation’s economy. HRM is a way of management that links people-related activities to the strategy of a business or organisation. HRM is often referred to as "strategic HRM". It has several goals: To meet the needs of the business and management (rather than just serve the interests of employees); To link human resource strategies / policies to the business goals and objectives; To find ways for human resources to "add value" to a business; To help a business gain the commitment of employees to its values, goals and objectives. It is an approach to the management of people in an organization. Organizations are made up of people i. e 1
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HUMAN RESOURCE MANAGEMENT
INTRODUCTION
Human Resource Management is An Art for Businesses,
Science for Corporations, and a Subject for Others....
Human Resource Management (HRM) act as a catalyst for
overall development of nation’s economy. HRM is a way of
management that links people-related activities to the strategy of
a business or organisation. HRM is often referred to as "strategic
HRM". It has several goals:
To meet the needs of the business and management (rather
than just serve the interests of employees);
To link human resource strategies / policies to the business
goals and objectives;
To find ways for human resources to "add value" to a
business;
To help a business gain the commitment of employees to its
values, goals and objectives.
It is an approach to the management of people in an
organization. Organizations are made up of people i. e employees
and function through them. It is the human resource which brings
success and prosperity to a business enterprise. Human Resource
Management also called Personnel Management, deals with
various problems relating to manpower employed. Such problems
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include personal planning, recruitment and selection, induction,
performance appraisal, employee training and development,
promotions and transfer of employees, compensation payment,
career planning and participative management. The person who
looks after personnel functions/ problems is called
Personnel/Human Resource Manager. HRM is relatively a new term
for what was earlier called as personnel management. The term
HRM got popularity in the USA by 1970s. This is a management
function which helps managers to plan, recruit, select, train,
develop, remunerate and maintain members for an organization.
HRM is the latest nomenclature use to denote personnel
management. The policies of management relating to personnel
matters/problems are called policies. Human Resource
Management in a Business Context provides an international focus
on the theory and practice of people management. A thorough and
comprehensive overview of all the key aspects of HRM, including
case studies, articles from HRM Guide and other sources, key
concepts, review questions and problems for discussion and
analysis.
The link between Human Resources and Business
Strategy
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All elements of the business strategy have implications for
human resources, as illustrated in the table below. The
challenge for management is to identify and respond to these HR
challenges:
Examples of Key Strategy
Issues
Possible Human Resource
Implications.
What markets should the
business compete in?
What expertise is required in these
markets? Do existing management
and employees theright experience
and skills.
Where the business should be
located to compete optimally?
Where do we need our people? How
many do we need?
How can we achieve
Improvements in our unit
production costs to
remain competitive?
How productive is the workforce
currently? How does this compare
with competitors? What investment
in the workforce (e.g. training,
recruitment) and their equipment is
required to achieve the desired
improvement in productivity?
How can the business effect
cultural change?
What are the current values of the
workforce? How can the prevailing
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culture be influenced/changed to
help implement a change
programmed?
How can the business respond
to rapid technological change
in its markets?
What technological skills does the
business currently possess? What
additional skills are needed to
respond to technological change?
Can these skills be acquired through
training or do they need to be
recruited?
An important part of HRM is the Human Resources Plan. The
purpose of this plan is to analyse the strategic requirements of the
business in terms of manpower - and then to find a way of meeting
the required demand for labour. This is the subject of a separate
revision note.
Human Resource Management, in the sense of getting things
done through people. It's an essential part of every manager's
responsibilities, but many organizations find it advantageous to
establish a specialist division to provide an expert service
dedicated to ensuring that the human resource function is
performed efficiently.
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"People are our most valuable asset" is a cliché which no
member of any senior management team would disagree with. Yet,
the reality for many organizations is that their people remain
under valued
under trained
under utilized
poorly motivated, and consequently
perform well below their true capability
The rate of change facing organizations has never been greater
and organizations must absorb and manage change at a much
faster rate than in the past. In order to implement a successful
business strategy to face this challenge, organizations, large or
small, must ensure that they have the right people capable of
delivering the strategy.
The market place for talented, skilled people is competitive and
expensive. Taking on new staff can be disruptive to existing
employees. Also, it takes time to develop 'cultural awareness',
product/ process/ organization knowledge and experience for new
staff members.
As organizations vary in size, aims, functions, complexity,
construction, the physical nature of their product, and appeal as
employers, so do the contributions of human resource
management. But, in most the ultimate aim of the function is to:
"ensure that at all times the business is correctly staffed by the
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right number of people with the skills relevant to the business
needs", that is, neither overstaffed nor understaffed in total or in
respect of any one discipline or work grade.
DEFINATIONS OF PERSONNEL MANAGEMENT/HRM
1. According to Edwin Flippo:
“Personnel management is the planning, organizing, directing
and controlling of the procurement, development, compensation,
integration, maintenance and separation of human resources to
the end that individual, organizational and social objectives are
accomplished”.
2. According to George R. Terry:
“Personnel management is concerned with the obtaining and
maintaining of a satisfactory and satisfied work force”.
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3. According to Michale Armstrong:
“HRM is strategic approach to the acquisition, motivation,
development and management of the organizations human
resources. It is develop to shaping an appropriate corporate
culture, and introducing programmes which reflects and support
the core values of the enterprise and ensure its success”.
4. “HRM is a process of bringing people and organizations
together so that the goals of each are met. It is a part of
management process which is concerned with the management of
human resources in an organization”.
FEATURES of HRM :
Organizational management
Personnel administration
Manpower management
Industrial management
But these traditional expressions are becoming less common for
the theoretical discipline. Sometimes even employee and industrial
relations are confusingly listed as synonyms, although these
normally refer to the relationship between management and
workers and the behavior of workers in companies.
The theoretical discipline is based primarily on the assumption
that employees are individuals with varying goals and needs, and
as such should not be thought of as basic business resources, such
Employee needs extend beyond the training classroom Includes coaching, group work, and problem solving Need for basic employee development Need for structured career development ASTD changes its name to the American Society for
Training and Development
Relationship Between HRM and HRD
Human resource management (HRM) encompasses many functions
Human resource development (HRD) is just one of the functions within HRM
Primary Functions of HRM
Human resource planning Equal employment opportunity Staffing (recruitment and selection) Compensation and benefits Employee and labor relations Health, safety, and security Human resource development.
Secondary HRM Functions
Organization and job design
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Performance management/ performance appraisal systems
Research and information systems.
HRD Functions
Training and development (T&D) Organizational development Career development
1. Training and Development (T&D): Training – improving the knowledge, skills and attitudes of
employees for the short-term, particular to a specific job or task – e.g.,
Employee orientation Skills & technical training Coaching Counseling
Development – preparing for future responsibilities, while increasing the capacity to perform at a current job
Management training Supervisor development
2. Organizational Development: The process of improving an organization’s effectiveness
and member’s well-being through the application of behavioral science concepts
Focuses on both macro- and micro-levels HRD plays the role of a change agent
3.Career Development:
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Ongoing process by which individuals progress through series of changes until they achieve their personal level of maximum achievement.
Career planning Career management
Learning & Performance
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Critical HRD Issues
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1. Strategic management and HRD2. The supervisor’s role in HRD3. Organizational structure of HRD
1.Strategic management:It aims to ensure organizational effectiveness for the
foreseeable future – e.g., maximizing profits in the next 3 to 5 years.
HRD aims to get managers and workers ready for new products, procedures, and materials.
2. Supervisor’s Role in HRD: Implements HRD programs and procedures. On-the-job training (OJT). Coaching/mentoring/counseling. Career and employee development. A “front-line participant” in HRD.
3. Organizational Structure of HRD Departments: Depends on company size, industry and maturity. No single structure used. Depends in large part on how well the HRD manager
becomes an institutional part of the company – i.e., a revenue contributor, not just a revenue user.
Challenges for HRD
Changing workforce demographics Competing in global economy Eliminating the skills gap Need for lifelong learning Need for organizational learning
A Framework for the HRD Process
HRD efforts should use the following four phases (or stages):1. Needs assessment2. Design
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3. Implementation4. Evaluation
Training & HRD Process Model
1.Needs Assessment Phase:
Establishing HRD priorities Defining specific training and objectives Establishing evaluation criteria
2.Design Phase:
Selecting who delivers program Selecting and developing program content Scheduling the training program
3. Implementation Phase:
Implementing or delivering the program
4. Evaluation Phase:
Determining program effectiveness – e.g.,
Keep or change providers? Offer it again? What are the true costs? Can we do it another way?
HRD is too important to be left to amateurs. HRD should be a revenue producer, not a revenue user. HRD should be a central part of company. You need to be able to talk MONEY.
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Challenges before HR Management
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In fact in the face of enornous and the rapid changes in the
business environment in India backed by liberalisation of economy,
globalisation of business, modernisation of technology and large
scale employment, a need exist for a fresh look at the human
resources. Multinationals, foreign investors and NRIs entering the
Indian business in a big way communist countris adopting the path
of capitalism and large scale technology transfer, all such factors
necessitate a wider perspective of human resoures in the days to
come.some of the factors,which pose grater challagenes to the
HRM in future are :
1.A larger, faster and greater growth of industrialization is
expected in the next decade.
2.There is a possibility for more takeovers, acquisations and
mergers in future in India.
3.With the presence and influence of more multinational and
tranationals, as well as higher standards and competitions, there is
a possibility for many small indigenous units to be sick
4.There is a possibility for the emergence of many large and giand
enterprises havening economies of scale, leading the units without
the merits of economies of scale and large scale production to wind
up.
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5.ISO 9000 and other international standardization requirement are
bound to dictate higher quality specification making it difficult for
less quality conscious business enterprises to survive.
6.Large investment and modernization would require highly skilled
and technically trend people who would replace less train, unskilled
and redundant workforce.
7.Increasing number of industrial houses are bound to introduce
scheme for golden handshake.
8.Import of technology may become more common in the days to
come resulting in increasing requirement of highly skill manpower.
9.Greater and greater training needs are bound to be identified for
updating the technological behavior skill.
10.There would arise greater needs for interpersonal skill,
behavioral and counciling skills of executive and hence greater
training needs in his directions are bound to arise.
11.Greater privatization of business and increase of employment in
the private sector may leads to greater training needs in the
private sector.
12.Quality of work life and quality circle programmes may receive
greater acceptance.
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HRM Challenges faced by Managers
The HR Managers of today may find it difficult because of the
rapidly changing business environment and therefore they should
update their knowledge and skills by looking at the organization's
need and objectives. The HRM challenges are
1. Managing the Vision :
Vision of the organization provides the direction to business
strategy and helps managers to evaluate management practices
and make decisions. So vision management becomes the integral
part of Man management in future.
2. Internal environment :
Creating an environment which is responsive to external changes,
providing satisfaction to the employees and sustaining through
culture and systems is a challenging task.
3. Changing Industrial Relations :
Both the workers and managers has to be managed by the same
HRM Philosophy and this is a daunting task for the managers.
4. Building Organizational capability :
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Even in the adverse circumstances the employees have to be
made to live in psychological state of readiness to continually
change.
5. Job Design & Organizational structure :
Instead of depending on foreign concepts we need to focus on
understanding the job, technology and the people involved in
carrying out the tasks.
6. Managing the large work force :
Management of large workforce poses the biggest problem as the
workers are conscious of their rights.
7. Psycho-Social environment :
Nowadays employees participation required not only in performing
job but also in democratizing and humanizing the institution.
8. Employee Satisfaction :
Managers should be aware of techniques to motivate their
employees so that their higher level needs can be satisfied.
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9. Modern technology :
There will be an unemployment due to modern technology and this
could be corrected by assessing manpower needs and finding
alternate employment.
10. Computerized Information System :
This is revolutionary in managerial decision making and is having
impact on coordination in the organization.
11. Legal environment :
To meet the changes in legal environment, adjustments have to be
made to the maximum utilization of human resources.
12. Managing Human Relations :
As the workforce comprises of both educated and uneducated,
managing the relations will be of great challenge.
In spite of all the problems HR Managers are able to overcome
all these problems with the support of management and
employees. In the current business world managing employees are
becoming complex task and this can be handled effectively only by
our great HR Leaders.
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Limitation of HRM
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Human resource management has its own limitations also.
Though personnel management has been in practice for quite
sometime now, human resource management is of recent origin.
Some companies have already has their personnel management
departments while some have taken initiative to appoint human
resource managers to look after their personnel function. Such
superficial actions may not bear much fruit. What is actually
needed is the fundamental change in attitudes, approaches and
the very management philosophy. Without such a change,
particularly at the top management level renaming of personnel
department or predestinating the personnel officer may not serve
the people.
At least some HRD people hold the view that HRM people hold
the view that HRM is something very distinct from personnel
management and neglect the importance of personnel
management. This is very dangerous approach. It must be
understood that a balanced and integrated approach is necessary.
Actually speaking the philosophy outlook, attitude, and approach to
the company own people may undergo a change not only of top
management but other levels of management. Then an integrated
approach is to HRM is necessary that is it becomes the part of the
personnel management, while the whole personnel function must
be viewed through the human resource angle.
HRM Philosophy and thrust must come from the top and
accepted by people at all levels. But unfortunately in many
organization top bosses remains passive leaving the HRD functions
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to be carried out by the personal manager waiting for the result to
come. If good result emerges the credit will go to the magnanimity
of the boss and all the discredit remains with the personal
manager. Hence the personnel manager may look at the HRD
programme with suspicion. This is very serious limitation.
Management must be not satisfied with the few training
programme at it happens in some organization now. HRM
functions must constantly strive to determine the actual needs and
an aspiration of the companies own people and plans to satisfy
them, develop their potentiality and use them. But unfortunately
management’s productivity and profitability approach still remains
undisturbed in many organizations.
HRM is of recent origin as it lacks universally approved academic
base. Different professionals tent to decline the term in different
ways. Until a general definition is accepted and operational frame
work is universally approved, the approach of the practitioner may
continue this is another draw back. However, a generally accepted
approach is expected to emerge in near future because of the
strenuous efforts of HRM professionals and thinkers.
Most of the HRD programmers are limited to the classroom
training in many organizations. This is another drawback of HRD.
On the job training developmental programmers, carrier planning
and counseling are used to develop people. Actually, speaking,
unless a proper learning atmosphere is created no training
programmed would be able to produce expected results.
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In many organizations adequate information and data base may
be lacking. This is serious threat to accuracy of information without
which HRM practice is difficult. Collection storing and retrieval of
information must therefore be given first priority which many
manager neglect.
In many organizations even the personal professionals
misunderstand HRM as synonymous to HRD. Some classroom
training programmers are generally arranged which are called HRD
programmers. These programmers are understood as Human
Resource Management. Such cursory classrooms are not the
actual HRD programmers even a well-planned and executed HRD
programmed is not HRM. HRD is the only part of HRM, which is
integrated approach to management. Human Resource
Management suffers from such limitation. However, the impact, it
has made on the managerial effectiveness has been spectacular
wherever it was introduce. Actually speaking a real need exists in
every Indian Organization for an HRM approach
Employment & Structural Changes
Human Resources in INDIA
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India is a vast country with equally vast population, second only
to china. According to official admission about 300 million people in
India are below poverty line. According to planning commission, an
annual income of Rs.7980 for rural and Rs.9120 for urban areas.
Although the life expectancy has increased during the years after
independence, infant mortality is still very high--95 per 1000 births.
Out of every 10 illiterates in the world, three are in India.
Every 7 out of 10 illiterates are women. About 25 % of girls are
illiterate. The drop-out in school ranged between 47 and 77 %
during 1985-86, according to latest information available. During
the 20 years after the adoption of constitution, the number of
illiterate persons in the country had risen from 300 million in 1951
to 387 million in 1971. According to 1981 census, the literacy rate
continues to be only 36%. School dropouts in the case of scheduled
tribes are as much as 87.2% and for scheduled castes 79%.
India has also got one of the largest child labor populations in
the world, some 40 million mostly engaged in hazardous jobs.
HUMAN RESOURCES DEVELOPMENT is not an academic pursuit, nor
isolated from the strategy and pattern of economic development.
The two are interrelated--one subserves the other. It cannot be
gainsaid that despite diversified industrial development during the
planning period, the spectacular growth of public sector in building
up infrastructure, growth in agricultural sector, the vast human
resources, urban and rural go largely wasted and are hardly
utilized.
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HUMAN RESOURCES DEVELOPMENT
It should not be confined to short-run narrow sectional interests,
but should have wider perspective of social development towards a
progressive direction for the benefits of our people at large. An
efficient and satisfied in organizational effectiveness and
managerial excellence. Dynamic employees are essential for any
organization that would like to be dynamic and growth-oriented.
HUMAN RESOURCES DEVELOPMENT aims at developing such
dynamism in employees along with several other qualities that in
combination make the organization perform well.
The central theme in the HUMAN RESOURCES DEVELOPMENT
approach is the development of the individual and the
development of work groups. The emphasis has shifted from
“Maximization of performances “and "compensation" towards
"employee potential awareness creation" and "employee potential
realization." The Personnel function has reduced human resources
in organization’s history and destiny. The employees are no longer
cogs in the organisational wheels but as the active agents shaping
not only their own futures but also future of the organisation. The
HUMAN RESOURCES DEVELOPMENT approach, therefore,
postulates a proactive rather than a reactive approach.
Human Resources are organic and complex and so is their
development. While education is an instrument for the general
development of the individual, HUMAN RESOURCES DEVELOPMENT
in the context of an organisation refers to the improvement in the
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capacities and capabilities of the personnel in relation to the needs
of the organisation. It involves the creation of a climate in which
the flower of human knowledge, skill, capabilities and creativity
care bloom. It involves the setting up of systems through which
human capabilities and potential can be identified and topped to
the mutual satisfaction of the individual and the organization.
HUMAN RESOURCES DEVELOPMENT, in the organizational
context, is a process by which employees of an organization are
continuously held in a planned way. Human resources are thought
of as “the total knowledge, skills, creative abilities, talents and
aptitudes of an organisation’s work-force, as well as the values and
attitudes of an individual involved. It is the sum total of inherent
abilities, acquired knowledge and skills represented by the talents
and aptitudes of the employed persons. “The HUMAN RESOURCES
DEVELOPMENT is concerned with the improvement of the above
said attributes of an individual as well as a group of persons. It is
the process of increasing the knowledge, the skills and the
capacities of all the people in an undertaking and a society.
Human resources can be developed by providing formal
education from elementary to the higher level, technical and