7/28/2019 Intro Duction to Hrm http://slidepdf.com/reader/full/intro-duction-to-hrm 1/27 Introduction to HRM Session 1 •Definition & concept of HRM • History of HRM •Functions of HRM •HR Policies & Procedures •Emerging role of HRM •Role of HR Executives •Challenges to HR Professionals • Strategic HRM
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Fredrick Taylor- (1911) – “One Best Way to Accomplish the task”
– Henry Fayol – Principles of Management
–Max Webber- Bureaucracy
– Economic Man gained popularity – which suggested thata worker was basically motivated by economic gain andthat financial incentives alone could maximise the
worker‟s output. –Piece –rate system – where workersgets higher pay for every unit of output that exceedsdaily output standard.
– Based on oversimplified concept of humanbehaviour.
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It didn‟t recognize individual differences. Eachemployee is unique and his wants and needsare also different. Something that motivatesone worker may not motivate another worker.
– The approach didn‟t recognize job structure.
– Approach also failed to recognize other factorssuch as career development, performancemanagement and job enrichment.
1. Employmenti. Job Analysis: It is the process of determining and
recording all the pertinent information about a specific job, including the tasks involved, the knowledge andskill set required to perform the job successfully.
ii. Human Resources Planning
iii. Recruitment
iv. Placement
v. Induction
2. Human Resource Developmenti. Performance Appraisal
•Sustain motivated and quality work force through appropriate
and fair performance evaluation, reward and recognitionsystems
•Maintain a quality Human Resource Management System tomeet the international standards as per ISO 9001. Plan, design,train, equip and motivate the department staff to meet thisstandard of expectation.
– Business has become knowledge based,service oriented, competitive and moredynamic in this new age. The quality of humanresources has become an essential factor in
determining the success of any organisation.
• Human Resource Accounting
– Today, criticality of the contributions of humanresources have been acknowledged.
– HRA is the measurement of cost and value of people for an organisation.
“Our philosophy is to create brands that people love
and make Cadbury a fun place to work,” explains HRDirector Radhakrishnan Menon.
To formalize this commitment, Cadbury brings inexternal consultants to measure their People Care Index(PCI) every year. A leadership objective, PCI is used toassess and challenge the organization‟s „people first‟
agenda. “We would like this vision to touch every partof the organization – be it the operator, the sales team,thefrontline or the managers.
• Strategic human resource managementhas been defined as „ the linking of
human resources with strategic goalsand objectives in order to improvebusiness performance and developorganizational culture that foster innovation and flexibility „.
• Strategic HR means accepting the HRfunction as a strategic partner in theformulation of the company‟s strategies aswell as in the implementation of those
strategies through HR activities such asrecruiting, selecting, training and rewardingpersonnel.