INTRODUCTION OF HUMAN RESOURCE MANAGEMENT

INTRODUCTION OF HRM

1. S. P. COLLEGE LECTURE SERIES FOR PREPARATION OF NET / SET EXAM BY:- PROF. RITA KAKADE M.COM, M.PHIL, N ET, DTL, G. D. C. & A. ASST. PROF. S. P. COLLEGE Introduction of Human Resource Management

2. CONTENTS INTRODUCTION OF HRM IMPORTANCE FUNCTIONS SCOPE OF HRM HUMAN RESOURCE DEVELOPMENT HUMAN RESOURCE PLANNING ORGANIZATION OF HRM JOB ANALYSIS JOB DESCRIPTION JOB SPECIFICATION

3. INTRODUCTION HRM is concerned with the human beings in an organization. “The management of man” is a very important and challenging job because of the dynamic nature of the people. No two people are similar in mental abilities, tacticians, sentiments, and behaviours; they differ widely also as a group and are subject to many varied influences. People are responsive, they feel, think and act therefore they can not be operated like a machine or shifted and altered like template in a room layout. They therefore need a tactful handing by management personnel.

4. HRM is the process of managing people of an organization with a human approach. Human resources approach to manpower enables the manager to view the people as an important resource. It is the approach through which organization can utilize the manpower not only for the benefits of the organization but for the growth, development and self satisfaction of the concerned people. Thus, HRM is a system that focuses on human resources development on one hand and effective management of people on the other hand so that people will enjoy human dignity in their employment.

5. Definitions of HRM “It is the process of managing people in organizations in a structured and thorough manner.” “The HRM is the process of attracting, holding and motivating all manager line and staff.”(7) - Dunn and Stephens

6. OBJECTIVES OF HRM 1. To help the organisation to attain its goals effectively and efficiently by providing competent and motivated employees. 2. To utilize the available human resources effectively. 3. To increase to the fullest the employee’s job satisfaction and self-actualisation. 4. To develop and maintain the quality of work life (QWL) which makes employment in the organisation a desirable personal and social situation. 5. To help maintain ethical policies and behaviour inside and outside the organisation. 6. To establish and maintain cordial relations between employees and management. 7. To reconcile individual/group goals with organisational goals.

7. Werther and Davis have classified the objectives of HRM into four categories as shown in the following table

8. IMPORTANCE OF HRM 1) Attract and retain talent 2) Train people for challenging roles 3) Develop skills and competencies 4) Promote team spirit 5) Develop loyalty and commitment 6) Increase productivity and profits 7) Improve job satisfaction 8) Enhance standard of living 9) Generate employment opportunities.

9. FUNCTIONS OF HRM The function performed by the resource management can broadly be classified into two categories, viz. (1) Managerial functions, and (2) Operative functions

10. FUNCTIONS OF HUMAN RERSOURCE MANAGEMENT

11. Scope of HRM ❖ Human Resource Planning ❖ Design of the Organization and Job ❖ Selection and Staffing ❖ Training and Development ❖ Organizational Development ❖ Compensation and Benefits ❖ Employee Assistance ❖ Union/Labour Relations ❖ Personnel Research and Information System

12. HUMAN RESOURCE DEVELOPMENT CONCEPT IMPORTANCE/OBJECTIVES DIFFERENCE BETWEEN HRM AND HRD

13. CONCEPT OF HUMAN RESOURCE DEVELOPMENT HRD is the part of human resource management that specifically deals with training and development of the employees. Human resource development includes training an individual after he/she is first hired, providing opportunities to learn new skills, distributing resources that are beneficial for the employee's tasks, and any other developmental activities. Human resources development (HRD) refers to the vast field of training and development provided by organizations to increase the knowledge, skills, education, and abilities of their employees.

14. OBJECTIVES/IMPORTANCE OF HRD 1. HRD Develops Competent HR 2. HRD Creates Opportunity For Career Development 3. Employ Commitment 4. Job Satisfaction 5. Change Management 6. Opportunities For Training And Development 7. Performance Improvement

15. Difference between HRM and HRD

16. BASIS FOR COMPARISON HRM HRD Meaning Human Resource Management refers to the application of principles of management to manage the people working in the organization. Human Resource Development means a continuous development function that intends to improve the performance of people working in the organization. What is it? Management function. Subset of Human Resource Management. Function Reactive Proactive Objective To improve the performance of the employees. To develop the skills, knowledge and competency of employees. Process Routine Ongoing Dependency Independent It is a subsystem. Concerned with People only Development of the entire organization.

17. ORGANIZATION OF HRM

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19. HUMAN RESOURCE PLANNING

20. HUMAN RESOURCE PLANNING CONCEPT OBJECTIVES/IMPORTANCE PROCESS OF HR PLANNING FACTORS INFLUENCING HR PLANNING ADVANTAGES OF HR PLANNING LIMITATIONS OF HR PLANNING

21. HUMAN RESOURCE PLANNING-CONCEPT Human Resource Planning (HRP) is the process of forecasting the future human resource requirements of the organization and determining as to how the existing human resource capacity of the organization can be utilized to fulfil these requirements. It, thus, focuses on the basic economic concept of demand and supply in context to the human resource capacity of the organization.

22. OBJECTIVES OF HUMAN RESOURCE PLANNING 1. Ensure adequate supply of manpower as and when required. 2. Ensure proper use of existing human resources in the organisation. 3. Forecast future requirements of human resources with different levels of skills. 4. Assess surplus or shortage, if any, of human resources available over a specified period of time. 5. Anticipate the impact of technology on jobs and requirements for human resources. 6. Control the human resources already deployed in the organisation. 7. Provide lead time available to select and train the required additional human resource over a specified time period.

23. IMPORTANCE OF HRP 1. Human resource planning meets the organisation need for right type of people in right number at right times. 2. By maintaining a balance between demand for and supply of human resources, human resource planning makes optimum use of human resources, on the one hand, and reduces labour cost substantially, on the other. 3. Careful consideration of likely future events, through human resource planning might lead to the discovery of better means for managing human resources. Thus, foreseeable pitfalls might be avoided. 4. Manpower shortfalls and surpluses may be avoided, to a large extent.

24. IMPORTANCE OF HRP 5. Human resource planning helps the organisation create and develop training and succes­sion planning for employees and managers. Thus, it provides enough lead time for internal succession of employees to higher positions through promotions. 6. It also provides multiple gains to the employees by way of promotions, increase in emolu­ments and other perquisites and fringe benefits. 7. Some of the problems of managing change may be foreseen and their consequences miti­gated. Consultations with affected groups and individuals can take place at an early stage in the change process. This may avoid resistance for change.

25. IMPORTANCE OF HRP 8. Human resource planning compels management to asses critically the strength and weak­nesses of its employees and personnel policies on continuous basis and, in turn, take corrective measures to improve the situation. 9. Through human resource planning, duplication of efforts and conflict among efforts can be avoided, on the one hand, and coordination of worker’s efforts can be improved, on the other. 10. Last but no means the least, with increase in skill, knowledge, potentialities, productivity and job satisfaction, organisation becomes the main beneficiary. Organisation is benefitted in terms of increase in prosperity/production, growth, development, profit and, thus, an edge over its competitors in the market.

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27. ADVANTAGES OF HR PLANNING Benefits of Human Resource Planning The human resource planning helps in forecasting the future needs of the manpower and not only this, but it also helps in anticipating the vacancies arising in the near future. It is cost effective, i.e. the enterprise can anticipate the shortage and surplus of manpower and can control the imbalance, that may become unmanageable or expensive. Better planning for the employee development. Through human resource planning, the skills of the existing employees can be improved by giving them timely training and development opportunities. Training programs become more effective since the manpower gaps, arising out of shortage or surplus, can be determined through the manpower planning and the training can be imparted accordingly. It helps to make the strategic decisions related to the hiring and training of the manpower, in the case of shortage and layoff, termination or replacement of the manpower, in a case of surplus. Through Human Resource planning, the idle arising out of vacancy can be reduced and thus the overall performance of the business remains unaffected.

28. LIMITATIONS OF HR PLANNING The future is uncertain. There are several external factors viz. Technological, political, cultural, etc. that affects the employment opportunities. Therefore, the management can consider the human resource planning as a guiding factor and can not rely completely on it. With the surplus manpower, the companies try to remove this imbalance using termination, layoff, removal of the existing employees. This could create a sense of insecurity among them, and that would result in the loss of their faith in the company. The human resource planning is time-consuming since it collects the complete information regarding the personnel requirements of each department and then finds the suitable sources to satisfy the needs. The human resource planning is an expensive process. All the activities carried out from the time the manpower need arises till the final placement of employees, consumes lot of time and is very expensive.

29. JOB ANALYSIS CONCEPT OBJECTIVES STEPS OUTCOMES JOB DESCRIPTION JOB SPECIFICATION

30. JOB ANALYSIS-CONCEPT Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job descriptions and job specifications.

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32. Specifically, job analysis involves the following steps:- Collecting and recording job information Checking the job information for accuracy. Writing job description based on the information Using the information to determine the skills, abilities and knowledge that are required on the job. Updating the information from time to time.

33. STEPS OF JOB ANALYSIS

34. i ) Job description and ii) Job specification. Note:- These data are recorded separately for references. OUTCOME OF JOB ANALYSIS

35. JOB DESCRIPTION CONCEPT IMPORTANCE / USES CONTENTS

36. JOB DESCRIPTION- CONCEPT Job Description  is an important document, which is basically descriptive in nature and contains a statement of job Analysis. It provides both organizational information’s (like location in structure, authority etc) and functional information (what the work is). It gives information about the scope of job activities, major responsibilities and positioning of the job in the organization. This information gives the worker, analyst, and supervisor with a clear idea of what the worker must do to meet the demand of the job.

37. IMPORTANCE OF JOB DESCRIPTION 1) Better Recruitment 2) Better Compensation Data 3) Legal Compliance Fair Labour Standards Act.  Equal Pay Act of 1963 Title VII of the Civil Rights Act of 1964 Occupational Safety and Health Act (OSHA). Equal Employment Opportunity. Age Discrimination in Employment Act. Americans with Disabilities Act. 4) People Planning Headcount – both current and gaps Succession planning. Training, development, and performance.

38. JOB DESCRIPTION-CONTENTS Job Description: A statement containing items such as:- Job title / Job identification / organization position Location Job summary Duties Machines, tools and equipment Materials and forms used Supervision given or received Working conditions Hazards

39. JOB SPECIFICATION CONCEPT IMPORTANCE CONTENTS

40. JOB SPECIFICATION-CONCEPT A job specification defines the knowledge, skills and abilities that are required to perform a job in an organization. Job specification covers aspects like education, work-experience, managerial experience etc which can help accomplish the goals related to the job.

41. JOB SPECIFICATION-IMPORTANCE 1. Job specification highlights all the specific details required to perform the job at its best 2. It gives the HR managers a threshold and a framework on the basis on which they can identify the best prospects 3. Helps in screening of resumes and saves time when there are multiple applications by choosing those who are closest to the job specification 4. HR managers can used job specification as a benchmark to evaluate employees and give them required trainings 5. It also helps companies during performance appraisal and promotions

42. Education Must be an engineer and MBA in marketing for a reputed MBA institute Work experience Must have prior work experience in marketing & sales (preferably telecom or FMCG) Skills & Knowledge 1. Must be a good communicator and must be able to lead a team. 2. Prior experience in handling ATL-BTL activities and managing promotional events. 3. Must be able to handle social media like Facebook , Twitter and help build online brand 4. Experience in managing PR and media 5. Strong analytical skills and problem solving skills 6. Must understand business, come up with innovative products and launch them Personality Traits & Characteristics 1. Must be presentable and a good orator 2. Should be calm in complex situations and show leadership skills in managing multiple teams 3. Should be emotionally strong and should give timely deliverables Job Specification Example Here is a sample job specification, which is prepared for a marketing manager in a telecom company.

43. COMPONENTS OF JOB SPECIFICATION There are many parameters which are considered while giving the job specification for a certain profile.  1. Educational Qualification:  2. Experience:  3. Skills & Knowledge:  4. Personality traits and characteristics:

44. JOB ANALYSIS JOB TITLE JOB LOCATION JOB SUMMARY REPORTING TO WORKING CONDITIONS JOB DUTIES MACHINES TO BE USED HAZARDS QUALIFICATION EXPERIENCE TRAINING SKILLS RESPONSIBILITIES EMOTIONAL CHARACERISTICS SENSORY DEMANDS JOB SPECIFICATION JOB DESCRIPTION

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