HUMAN RESOURCE MANAGEMENT Effect On Engagement.pptx

EMployee satisfaction through HRM engagement among Employees

1. HUMAN RESOURCE MANAGEMENT Effect On Engagement

2. CHAPTER 1: MAIN POINTS OF CHAPTER 1  • Definition and Concept of Human Resource Management • History of Human Resource Management • Functions of Human Resource Management • Emerging role of Human Resource Management • Role of HR Executives • Challenges to HR Professionals • Strategic Human Resource Management HRM Meaning andDefinition  Human Resource Management is also a function of management, concerned with hiring, motivating and maintaining people in an organisation. It focuses on people in the organisation. Organisations does not only consist of building, machines  or inventories. It is people they manage and staff the organisation HRM applies management principles in procuring, developing, maintaining people in the organisation. Aims at integrated decision making and decisions on different aspects of employees are consistent with other HR decisions HR Decisions must influence effectiveness of the organisation leading to better service to customer and high quality product and services at reasonable price. It is not confined to business establishment only, HRM is applicable also to the non business  HRM Meaning andDefinition     organisation, like government department, education, health care etc.

3. Human Resource Management is a series of integrated  decisions that form the employment relationship; their quality contributes to the ability of the organisations and the employees to achieve their objectives. • - Milkovich and Boudreau Definition Human Resource Management is concerned with the people  dimension in management. Since every organisation is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organisation are essential to achieving organisational objectives. This is true Definition  regardless of the type of organisation – government, business, education, health, recreation or social action. - David A. Decenzo and Stephen P. Robbins Definition  • Human Resource Management is the planning, organising, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organisational, and social objectives are accomplished. - Edwin B. Flippo

4. HUMAN RESOURCE MANAGEMENT  • Management is concerned with accomplishment of objectives by utilizing physical & financial resources through the efforts of human resources. • “Personnel/Human resource management is the function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational goals & individual goals.” Invancevich and Glueck Basic Concepts Human resource management is………...  • Managing (planning , organizing , directing & controlling) the functions of employing, developing & compensating human resources resulting in creating & developing human relations & utilization of human resources with a view to contribute proportionately to organisational,individual and social goals. • Process of managing human talent to achieve an organizations objectives. • “In many fast-growing economies it is easier to access money & technology than good people”. Human resource management is………...  • Managing (planning , organizing , directing & controlling) the functions of employing, developing & compensating human resources resulting in creating & developing human relations & utilization of human resources with a view to contribute proportionately to organisational,individual and social goals. • Process of managing human talent to achieve an organizations objectives. • “In many fast-growing economies it is easier to access money & technology than good people”.

5. Hr department  • A support function within companies that serves a vital role in designing & implementing company policies for managing employees. Why study HRM  • Whether to plan to work in HR department or not –staffing the organisation,designing jobs & teams,developing skillful employees,identifying approaches for improving performance,rewarding employee success ….labelled HRM issues are as relevant to line managers as to HR department. • Knowledge about systems and practices available to help build a skilled & motivated workforce. Why study hrm …  • Awareness of economic,social & legal issues that facilitate or constrain efforts to achieve organisational goals. • Employee skills,knowledge,abilities most distinctive & renewable resources • Integral part of every managers job • “YOU CAN GET CAPITAL & ERECT BUILDINGS , BUT IT TAKES PEOPLE TO BUILD A BUSINESS” Nature of HRM  • Pervasive force – all organisations, all levels • Integrating mechanism • Action oriented – record keeping, written rules • Individual oriented • People oriented • Future oriented • Continuous function • Development oriented • Comprehensive function • Auxiliary service • Inter-disciplinary function