Introduction to Human Resource Management.pptx

this is all slide about introduction of human resource management

1. Introduction to Human Resource Management Sanju Gaire

2. Concept of Human Resource Management HRM involves all the activities necessary for manpower management. According to Ricky W. Griffin- Human resource management is the set of organization activities directed at attracting ,developing and maintaining an effective workforce. Sanju Gaire

3. Objectives/Importance of HRM HRM ensures availability of competent and dedicated workforce within the organization Manage Effective Staff: HRM involves workforce planning, recruitment, selection, appointment, and placement of right person to the right job. The effective use of HR automatically facilitates for proper utilization of other physical resources of the organization. Sanju Gaire

4. Objectives/Importance of HRM Utilization of Physical Resources: HRM helps for the effective utilization of physical resources including money, material, machine, etc. The effective utilization of resources helps in minimizing waste and maximizing productivity and also helps to compete in competitive market. Increases Productivity: The proper use of efficient and dedicated manpower contributes to maximizing productivity through appropriate use of other resources and also helps to gain and maintain competitive advantage in the market. Sanju Gaire

5. Objectives/Importance of HRM Focus on Goal Achievement: HRM involves selection and appointment of right person to the right job. It also involves development and implementation of efficiency improvement program of workforce. Helps to Solve Problem: It is a psychological phenomenon and sometimes create complexity to the management. Professional and competent employees can understand the organizational situation and help in solving HR problems. Communication system among managers and sub-ordinates is a key way to solve the problem related to HR. Sanju Gaire

6. Objectives/Importance of HRM Job Satisfaction: Incentives are provided to the employees on the basis of their skills and availability of organizational resources which helps in improving employees performance. It gives them utmost satisfaction and sense of belongingness. Self Development of Workers: HRM provides opportunities and facilities to the employees for their personal development on the job. This involves training, seminar, further education, and other efficiency development program for the employees. Sanju Gaire

7. Objectives/Importance of HRM Goal Integration Organization objective is to earn profit and wealth maximization whereas individual objective of employee is to earn financial incentives in term of salary, allowance ,bonus etc. Maintain quality of Work Life: HRM is the means of maintaining quality of work life of employee. It helps to maintain good relation with employees and working environment of the organization which encourage creativity and effectiveness of employee. Sanju Gaire

8. Objectives/Importance of HRM Adaption with Change Change is natural and inevitable because social environment is changeable. Change brings new concept, knowledge, idea, technology and strategy in production and distribution. Sanju Gaire

9. Functions/Components of HRM Sanju Gaire

10. Responsibilities of HR Manager Service Provider The fundamental responsibility of HR Manager are to provide service to the internal managers regarding the issue of Human Resource. The services may cover varied areas of HRM such as HR planning, Job analysis, Recruitment and Selection, Placement and Socialization and Training and Development. Such services is to provide to bring effectiveness in HR performance as well as overall organizational performance. Sanju Gaire

11. Responsibilities of HR Manager Advice Provider HR Manager provides advice to top manager and line manager on various issues such as job design, planned layout, healthy and safety requirements, etc. HR Manager also performs the responsibility of counselor, mentor and problem solver by providing proper advice to managers and team leaders. Sanju Gaire

12. Responsibilities of HR Manager Guidance Provider The HR Manager provides guidance to the management on HR policies procedures, provisions to be followed which are mentioned in labour legislation enacted by the Government. They also provide guidance for reliable decision on various issues such as pay increase performance appraisal, motivation, employee benefits and welfare, etc. HR manager facilitates for taking the right decision at the right time to solve probable problem. Sanju Gaire

13. Duties of HR Manager Reactive and Proactive Role: HR manager play a reactive role as they do the activities in accordance of instruction from top management They also provide advice to the line manager in their request for the better performance and also play the role of internal consultant and provide guidance on the issue relating to maintain core value of organizational performance. Business Partner Role: HR Manager integrate their activities with top management to achieve pre determined objectives. HR Manager make proposal for innovations for adding value in performance and also share the responsibility with line managers, team leader and employees for successful functioning of the organization. Sanju Gaire

14. Duties of HR Manager Strategic Role: HR Manager play strategic role to prepare strategies, HR plans and policies by integrating with strategic plan and policies of the organization. Interventionist Role: HR manager observe and analyze all the activities that are occuring in organization and also involve in the preparation of job design, division of work, plant layout and introduction of new technology for performance improvement. HR manager interfere when they have find the existing HR management processes should be changed for better performance of organization. Sanju Gaire

15. Innovative Role: HR manager needs to make offer to introduce new innovative process and procedures which can enhance organizational performance. HR manager needs to prepare detail analysis of change before implementation. Internal Consultancy Role: HRM Expert and Manager need to work as internal Consultant providing suggestions to top manager and line manager about the issue Duties of HR Manager Sanju Gaire

16. Duties of HR Manager Monitoring role: HR Manager need to ensure that organization procedures and policies are implemented uniformly. HR Manager work as regulator and supervise each and every activity of the organization to maintain discipline among the employees. This role is concerned with labour legislation. Sanju Gaire

17. BASIS FOR COMPARISON PERSONNEL MANAGEMENT HUMAN RESOURCE MANAGEMENT Meaning The aspect of management that is concerned with the work force and their relationship with the entity is known as Personnel Management. The branch of management that focuses on the most effective use of the manpower of an entity, to achieve the organizational goals is known as Human Resource Management. Approach Traditional Modern Treatment of manpower Machines or Tools Asset Type of function Routine function Strategic function Basis of Pay Job Evaluation Performance Evaluation Communication Indirect Direct Labor Management Collective Bargaining Contracts Individual Contracts Initiatives Piecemeal Integrated Management Actions Procedure Business needs Decision Making Slow Fast Job Design Division of Labor Groups/Teams Focus Primarily on mundane activities like employee hiring, remunerating, training, and harmony. Treat manpower of the organization as valued assets, to be valued, used and preserved. Sanju Gaire

18. TRENDS IN HRM The after-effects of the pandemic have left a paradigm shift everywhere. HR is changing its structure almost every day in accordance with the changes in technology.   Hybrid structure: The workforce changed as the practice of working from home gained popularity, which compelled all organizations to dissolve and relocate across the nation. While some organizations advocate resuming in-office work, many are ok with a hybrid culture and are still operating under it. Sanju Gaire

19. 2.   Addressing Workplace Burnout And Mental Health Challenges Multinational business has addressed job stress and mental health issues by taking proactive initiatives. They have put in place wellness initiatives, made mental health resources available, and promoted candid discussions about wellbeing. Additionally, Adobe promotes the value of taking breaks to avoid burnout and to support staff members' mental health. Adobe also provides flexible work schedules. Adobe encourages a healthier workplace culture that supports employee well-being and addresses the effects of burnout through these efforts. . 3. Employee experiences are given priority. Today's workers desire a quality culture and a safe working environment in addition to a high salary. According to HRM trends, a competitive salary keeps employees, and a desirable workplace atmosphere and background also influence hiring decisions.HR executives should use strategies to support a healthy workforce, giving workers better adaptability to changes and disruptions. Sanju Gaire

20. 4.  Purpose-Driven Work And Workplace Workers now care more about a company's culture and how it supports its values. People want to work for a company that gives them a sense of purpose and meaning, either through their job or by believing in what the company represents. Businesses will work to show their values and demonstrate to employees and customers what their brand stands for. 5.  Organizational Agility . Organizational agility means that a company can easily adjust and change when things around it change. It's like a company's ability to quickly adapt and respond to new situations or problems. For example, if a company can quickly switch its focus to make different products or provide new services when the market changes, it's considered agile. Being agile helps a company stay competitive and successful even when things are uncertain or unpredictable Sanju Gaire

21. 6  Four-Day Workweek The company's employees worked four days a week while receiving full pay. The experiment aimed to assess the impact on productivity, job satisfaction, and work-life balance. The results were positive, with employees reporting reduced stress, improved focus, and enhanced work-life balance without a significant drop in output. This experiment garnered international attention and sparked discussions about alternative work arrangements. 7 DEI in the Spotlight: From certain time  most companies have been using the keywords diversity, equity, and inclusion, and for good reason. Initiatives related to DEI are a part of efforts to address issues at work such as bias, discrimination, harassment, and unfair pay. The shift from in-person to virtual and hybrid work environments has raised the need for DEI. Sanju Gaire

22. HRM ENVIRONMENT 1 Technological factors: Technology advancements and innovations impact how organizations run because they give them the ability to expand, improve their reputation with stakeholders, and produce more income. This also gives them the chance to increase employee compensation. The use of new technology by an enterprise may result in the requirement for two employees rather than three, and working from home lowers the expenses of space and transportation. This and other technological advancements help to reduce the costs associated with human resources. Sanju Gaire

23. 2 Legal factors:  The human resources department is mandated to follow  a number of laws that have been passed by the government. If the human resources department does not pay attention to the legal aspects of its employment, it may run into problems with the law, which could result in the collapse of the company. 3 Globalization The growth of information technology and mass media, as well as the free flow of capital and labor across international borders, have all contributed to the structural transformation of the world, creating a dynamic and cutthroat corporate climate.HR managers should be ready to face challenges and utilize the various opportunities provided by globalization. Sanju Gaire

24. 4 Work force diversity: Any organization's capacity to manage a diverse group of individuals that can contribute in innovative ideas, thoughts, and viewpoints to their job will determine its level of success in the future. Diversity is the variations among persons. Age, origin, nationality, gender, physical abilities/qualities, culture, sexual orientation, educational background, geographic location, income, marital status, military experience, religious beliefs, parenting status, and work experience are just a few examples of the variety of the workforce. In order to effectively manage workplace diversity, Cox (1993) suggests that a HR Manager needs to change from view ("our way is the best way") to a culturally relative perspective ("let's take the best of a variety of ways"). Sanju Gaire

25. 5 Nature of work The global economy used to be built on agriculture before shifting to industrialization. Today, the majority of the economies of wealthy countries have shifted toward knowledge and service industry. Reduced managerial positions, decentralized decision-making, increased employee accountability, involvement, teamwork, and increased automated processes, etc. A high degree of knowledge and abilities have become more and more necessary due to increased quality awareness. Employers are required to retrain and educate their less experienced workers Sanju Gaire