Unit 1 - HRM in Context.pptx 5th Sem

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Human Resource Management involvesall management decisions & practicesthat directly affect or influence people

who work for the organization. HRM is the organizational function that

deals with issues related to people suchas compensation, hiring, performance

management, organizationdevelopment, safety, benefits,employee motivation, communication,administration, & training.

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1. Human Focus get jobs done through people Recognize employee as an assets

2. Management Function planning, implementing, controlling & maintenance

3. Continuous Process On going process

4. Dynamic Nature Adaptable towards changing environment

5. Mutuality oriented Promotes mutual goal, respect, reward,

responsibility

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Achieving high productivity

Through training programs

Increasing the quality of work life

Providing adequate responsibility, opportunity

Increasing workforce commitments

Enhancing organizations efficiency & productivity

Management of organizational culture Different culture, values, beliefs

Goal achievement

Personal, functional, organizational, societal

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Job Analysis

Collection of job related information for jobdescription, job specification

Human Resource Planning

Estimation of demand & supply of manpower Recruitment & Selection

Recruitment- making pool of qualified candidates

Selection- reviewing application, tests, interviews

Training & Development Developing skills, ability & motivation

On the job training & off the job training

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Performance Appraisal Process of evaluating employees performance

related strength & weaknesses Help to assess how well the work is been done

Compensation & Benefits Compensation- rewards like pay, incentive Benefits- health care, family related benefits

Health & Safety Minimizing hazardous situation like poor

environment, harmful chemicals etc.

Employee Relations Maintaining harmonious relation among

management & employees

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Personnel Management Human Resource ManagementPeople as input in productionprocess.

People are valuable resources inorganization system.

Concern of personneldepartment.

Concern of all level of managers.

Job design based of division oflabor.

Job design based on team work.

Organizations interestuppermost.

Mutuality of interests oforganization and individuals.

Emphasis on rules/regulations Emphasis on development andutilization of human potential.

Discipline, control & directionoriented.

System oriented with supportiveenvironment growth, performance.

Reactive actions Proactive actions

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A) Internal Environment i. Organizational Goals & Policies

It provides guidelines for decision making to achieve goals.

ii. Organizational Culture HR practices need to be implemented that best fit

organizations culture.

iii. Reward System Should ensures attraction & retention of quality human

resource.

iv. Labor Unions Formed to safeguard members & recruitment, selection

training should conduct with consultation with union

representatives

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B) External Environment i. Political-legal

Legislature - Enacts rules, regulations & laws.

Executives - Implement rules, regulations & laws.

Judiciary - Ensures rules, & laws are effectively followed.

ii. Technology Automation, robotics, computerization change the field of

HRM

iii. Socio-cultural forces Traditions, beliefs affect attitude & expectation of HR towards

organization

iv. Economic forces Forces are globalization, demography, economic

health

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Globalization Process of business transactions across borders

Organization retaining qualified people can

sustain the organization

Technological Advances Skilled, innovative workforce required

Nature of Work Specialized workers are in high demand

Workforce Diversity Working together with diversified people

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Legal Trends

Government rules & regulations, union laws

The Contingent workforce Part-time temporary workers appointed for

short-term contracts

Continuous Improvement Program &Work Process Engineering

Total quality management concern withstakeholders, customers, suppliers

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THANK YOU!!!