- Introduction to HRM NEW 2023 ICFAI.pptx

Human resources management topic

1. HRM - Overview Points to be discussed : 1.Introduction 2.HRM- Meaning and definition 3. Importance of HRM 4.Functions of HRM

2. Introduction “ Watch your thoughts, for they becomes your actions, Watch your actions, for they in turn, becomes your subordinates ’ character ” . Anonymous

3. Introduction An organization is nothing without its HR. What is IBM without its employees? A lot of factories, expensive equipments, and some impressive bank balances. Similarly, if we remove employees from such varied organizations as Ranchi university, TISCO, Indian Army, etc. what would we have left? Not much.

4. The above paragraph is meant to dramatize something that most of take for granted. When we think of the millions of organizations that provide us with goods and services, any one or more of which will probably employ us during our life time, how often do we explicitly consider that these organizations depend on people to make them operate?

5. Introduction It is only under unusual circumstances, such as when the clerks go on a strike at the local supermarket or the employees walk out in a company, that we recognize the important role that they play in making the organizations work.

6. But how did these people come to be the employees in their organizations? How were they found out and selected? Why do they come to work on a regular basis?

7. How do they know what to do on their jobs? How does management know whether employees are performing adequately or not.

8. If they are not ,what can be done about it? Will today ’ s employees be prepared for the work the organization will require of them in 5,10, 15 years?

9. These are some of the questions whose answers lie in the subject of HRM. But before we attempt to understand how an organization should manage its human resources, we need to answer the following questions-

10. Introduction What is human resource in an organization? What is management? What is Human Resource management ?

11. Introduction Human resource-definition To look after the various functions set for the organization, adequate resources in men and materials have to be arranged by individuals who serve as managers or supervisors within the organizations.

12. Introduction Such people have to make things happen to aid in the achievement of organizational objectives-to coordinate the resources of the organizations -the four important Ms.viz., Man (HR), Money, Machinery, and Materials . But the most important component of an organization is its HR or people at work.

13. HR definition HR have been defined as the knowledge, skills, creative abilities, talents, and aptitudes obtained in the population, and from the view point of individual enterprises, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.

14. HR definition Prof.Jucius calls these resources, human factors, which refer to a “ whole consisting of inter-related,inter-dependent and interacting physiological, psychological, sociological, and ethical components ” .

15. Management – definition Management is the process of efficiently getting activities completed with and through other people.The management process includes planning, organizing, staffing,directing and controlling activities that take place to accomplish objectives.

16. Lawrence Appley “ When you do things yourself, you are a technician, when you get things done through others your are a manager ”

17. Management-definition While an agreement on the exact definition of management has not been reached, any definition of management must include three common factors: Goals, limited resources and people.

18. Management-definition With reference to the definition given above, goals are the “ activities completed ” , limited resources are implied in “ efficiently ” and people are those in “ through other people ” .

19. HRM- definition HRM is concerned with the people dimension in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to high levels of performance and ensuring that they continue to maintain their commitment to the

20. HRM- definition Organization are essential to achieving organizational objectives. This is true regardless of the type of organization-government, business, education, health, recreation or social action.

21. HRM-definition Getting and keeping good people is critical to the success of every organization,whether profit or non-profit, public or private.

22. HRM-definition Lawrence Appley the former president of the American Management Association, has perhaps given the best possible definition of HRM. According to him, “ HRM is a function of guiding human resources into a dynamic organization that attains its objectives with a high degree of morale and to the satisfaction of those concerned. It is concerned with getting results through people ” .

23. HRM-definition According to him, “ all management is HR management ,and as it deals with human beings its development can best be discussed in terms of human development- philosophical, psychological, spiritual and physical ” .

24. HRM-definition The utilization and development of HR is not by any means an ancillary activity but a central element in the operation of a business. Thus,HRM is a process consisting of four functions- acquisition,development, motivation and maintenance- of human resources.

25. HRM-definition HRM is the process of planning, organizing, directing and controlling of the process of Procurement, development, compensation, integration, maintenance and preservation of Human Resource of an organization so that individual, organizational and societal goals are achieved.

26. Importance of HRM 1.Good HR practices can help in attracting and retaining the best people in the organization. 2.Good recruitment and selection activities identify the best people for available jobs and make sure that they are placed in suitable positions

27. Importance of HRM 3. Performance appraisal and training develop individuals who need skills, knowledge and attitudes different from those they currently possess. 4.Good HR practices can also motivate organizational members to do outstanding work.

28. The modern human resource approach is based on the following: 1. Employees are asset to organization 2. Policies , programs and practices should cater to the needs of employees and should help them in their work and also in their personal development.

29. 3. It is necessary to create and maintain a conducive work environment , to encourage the employees to develop and harness their knowledge and skills for their good and the good of the organization. 4. HR policies and practices should be in alignment with the goal of balancing individual and organizational needs.

30. MISSION OF AN ORGANIZATION VISION & OBJECTIVES HRM OBJECTIVES STRATEGIES & POLICIES OF HRM MANAGERIAL FUNCTIONS OF HRM OPERATIVE FUNCTIONS OF HRM EMPLOYMENT HUMAN RESOURCES DEVELOPMENT COMPENSATION MANAGEMENT EMPLOYEE RELATIONS HRP RECRUITMENT SELECTION PLACEMENT INDUCTION PLANNING ORGANISING DIRECTING CONTROLLING PERFORMANCE APPRAISAL TRAINING MANAGEMENT DEVELOPMENT ORGANIZATION CHANGES & ORGANIZATION DEVELOPMENT JOB EVALUATION WAGE & SALARY ADMINISTRATION FRINGE BENEFITS CAREER PLANNING & DEVELOPMENT MOTIVATION MORALE JOB SATISFACTION COMMUNICATION GRIEVANCE & DISCIPLINARY ORGANIZATIONAL DESIGN JOB DESIGN JOB ANALYSIS

31. Functions of HRM 1.Managerial functions Planning Organizing Staffing Directing Controlling

32. Functions of HRM Operative functions of HRM 1.Employment 2.Human Resource Development 3.Compensation management 4.Employee relations

33. Functions of HRM- Operative functions EMPLOYMENT(Acquisition function) 1.Human resource planning 2.Job analysis 3.recruitment 4.selection 5.placement 6.induction

34. HRD HRD is the process of training and developing employees to improve and update their knowledge. It includes : 1.performance appraisal 2.training 3.management development 4.career planning and development 5.Organizational change and organizational development.

35. 3.Compensation management It includes all the extrinsic rewards that an employee receives during and after the course of his job for his contribution to the organization. It encompasses 1. base salary, 2.incentives 3.bonus and benefits

36. 3.Compensation management Compensation management includes the following components: 1. Compensation management includes the following components:

37. Job evaluation It is a systematic determination of the value of each job in relation to other jobs in the organization, in the industry and in the market. It involves classifying a job based on its importance and its contribution to the organization and its requirements.

38. Wage and salary administration 1.conducting wage and salary survey in the market 2.determining wage and salary rates 3. implementing wage and salary administration programs 4.evaluating the effectiveness

39. Incentives Are the rewards an employee earns in addition to regular wages or salary based on the performance of the individual, team or organization

40. Fringe benefits Monetary and non monetary benefits given to employees during their employment or in the post employment period. It includes: Disablement benefits Housing facilities Canteen facilities Post retirement benefits Legal aids etc

41. Employee relations It includes: 1.Motivation 2.Morale 3.Job satisfaction 4.Communication 5.Grievance Handling 6.Disciplinary action

42. HR policies and procedures HR policies refer to the principles and rules of conduct which formulate, redefine, break into details and decide the actions that govern the relationship with employees in the attainment of the goals of the organization

43. Definition According to Flippo,(1976) “ a policy is a man-made rule of predetermined course of action that is established to guide the performance of work towards the organization ’ s objectives. It is a type of standing plan that serves to guide subordinates in the execution of their tasks ”

44. Manpower planning policy Recruitment policy Selection policy Job reservation policy Promotion and transfer policy Training policy Wage policy Overtime policy Leave with pay policy Welfare policy Social security policy, so on and so forth

45. Competencies of HR Managers Knowledge of Human behavior Skill of Man management Attitude (right) towards their job, employees (Theory X,Y), organization

46. Conclusion Change is the law of nature It is a necessary way of life in different circles. Though there might be some discontentment during the early stages of change, people learn to meet the changes and adapt themselves to the changing situation.

47. Conclusion This discipline of management has also been undergoing several changes. This discipline has been changed from labor management to personnel management and recently to Human Resource Management.

48. However, there is a growing awareness about the importance of the human side of enterprises, to overall progress. There is a realization now that, even in the sphere of technology, it is the automation in the minds of people that worries the most than the automation of machines.

49. Conclusion There are no two opinions on the fact that it is people, not science and technology, which will determine our future, and also that of the organizations and the world we live in and the way we live.

50. Conclusion In that sense, the personnel functions, which had an inauspicious beginning in the 1920s will blossom into a profession when its outlook becomes more philosophical and the focus rests on upholding human values.

51. Practical work& assignment Visit an organization in your vicinity and learn about their organization of HR department. Prepare a report and submit . Write the differences between traditional personnel management and modern HR management.