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GRABITHUMAN RESOURCE MANAGEMENT.

THE FLOW

Definition

Approaches and their Implications

Functions

Emerging Roles

Challenges

Strategic HR Management

In a Nutshell

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DEFINITION

Human resource management is the function performed in an organization that facilitates the most effective use of people(employees) to achieve

organizational and individual goals

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MAINTAINING HR

1.Human Resources Planning

2.Recruitment

3.Selection and Screening

4.Orientation

5.Training and Development

6.Performance appraisal

7.Rewards and Recognition

8.Retention and Replacement

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Acquiring Human

Resources

SCIENTIFIC MANAGEMENT APPROACH

1• Fredrick Taylor- father of scientific

management

2• Study of motions

3• Workers were solely motivated through

money

4• Workers to maximize production in order to

satisfy their one work related need- money

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HUMAN RELATIONS APPROACH

1• The Hawthorne studies – 1930-40’s

2• Growing strength of unions

3• Social and psychological factors also

affected employee productivity

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WHY HUMAN RELATIONS APPROACH FAILED??

1• Did not recognize individual

differences

2• Did not recognize need for job

structure

3

• Failed to recognize other factors that could influence employee satisfaction and productivity

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HUMAN RESOURCES APPROACH

Organization goal & needs of employee are capable of existing in harmony

Employees are asset for organization

Organization should create contributive work environment to reap maximum benefit

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CHALLENGES BEFORE HR MANAGER

Unlike other resources each employee is different from other.

method of encouragement & motivation can be different from person to person

Expectations of employees are high because they know their value .

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OPERATIVE FUNCTIONS

Employment

Human Resources Development

Compensation

Employee Relations10

EMPLOYMENT

Induction

Placement

Selection

Recruitment

Human Resource Planning

Job Analysis

11

HUMAN RESOURCE PLANNING

Present and future manpower requirements

Net human resource requirements

Mould, change and develop employees to meet future organizational requirements

Attract and acquire human resources from the market

12

RECRUITMENT

Tapping existing sources of applicants

Identifying new sources of applicants

Attracting the candidates to apply for jobs in the organization

Deciding the recruitment procedure

13

SELECTION

Scanning CV’s

Testing Interviewing

EvaluatingFormulationResults

Selection14

HUMAN RESOURCE DEVELOPMENT

Performance Appraisal

Training

Management Development

Career Planning & Development

15

COMPENSATION

Job Evaluation

Wages & Salary Admin

Incentives

Fringe benefits

16

EMERGING ROLE OF HUMAN RESOURCE MANAGEMENT

It is the competence and attitude of the human resource that can make or break a business.

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Role of HR Executives

Service Providers

Executives Facilitator Consultant Auditor

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CHALLENGES FOR HR PROFESSIONALS

WHY AND WHERE????

WHAT???

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WHERE DID THESE CHALLENGES COME FROM???

Competition in Industries

Employee’s choose

Employers

Challenges

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THE CHALLENGES

WORKER PRODUCTIVITY

QUALITY IMPROVEMENT

CHANGING ATTITUDES OF WORKFORCE

IMPACT OF THE GOVERNMENT

QUALITY OF WORK LIFE

TECHNOLOGY AND TRAINING

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Strategic Human Resource Planning Involves

Design

HR goals in alignment

with goals of the

organization are designed

Identify

HR required to achieve these

goals is identified

Develop

HR is developed

internally or acquired them from outside.

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IN A NUTSHELL

• complex• challengingHRM

• Scientific Management Approach• Human Relations Approach• Human Resources Approach

3 approaches

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Functions of HRM

Managerial Function

Planning Organizing Staffing Directing Controlling

Operative Function

Employment

HR development

Compensation

Employee relations

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Roles of HR

Executives

service provider

executive

facilitatorConsultant

auditor

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