Module 1 The Function and Goals of Human Resource Management.pptx

• Presentation Objectives:
o Define HRM
o Explore the evolution from Personnel Management to HRM
o Differentiate HRM from HRD
o Discuss the core functions of HR
o Understand Human Capital and its management

1. Module 1: The Function and Goals of Human Resource Management Module 1

2. Introduction Overview of HRM : Importance in modern organizations HRM as a strategic partner in business success Presentation Objectives : Define HRM Explore the evolution from Personnel Management to HRM Differentiate HRM from HRD Discuss the core functions of HR Understand Human Capital and its management

3. Defining Human Resource Management (HRM) Definition : HRM is the strategic approach to managing people effectively in an organization. Ensures employees contribute to business objectives. Key Points : Focus on recruitment, development, and retention. Aligns with organizational goals.

4. Evolution from Personnel Management to HRM Personnel Management : Traditional, administrative approach. Focus on employee welfare and record-keeping. Transition to HRM : Strategic and integrated approach. Emphasis on organizational culture, performance management, and employee engagement. New Concepts in HRM : Employee experience and satisfaction. Data-driven decision-making. Emphasis on diversity, equity, and inclusion.

5. Key Differences between Personnel Management and HRM Personnel Management : Administrative function, reactive, task-oriented. Limited scope, focused on employee welfare. HRM : Strategic function, proactive, goal-oriented. Broader scope, aligned with organizational strategy. Focus on long-term development and organizational culture.

6. Differentiating HRM and HRD Human Resource Management (HRM) : Comprehensive management of people in organizations. Involves recruitment, selection, compensation, and employee relations. Human Resource Development (HRD) : Subset of HRM focused on learning and development. Aims at enhancing employee skills, knowledge, and abilities. Involves training, career development, and organizational development.

7. Core Functions of Human Resource Department Recruitment and Selection : Attracting and hiring the right talent. Utilizing various methods like interviews, assessments, and background checks. Training and Development : Continuous learning opportunities. Onboarding programs, workshops, and e-learning platforms. Performance Management : Regular assessment of employee performance. Setting objectives, providing feedback, and performance appraisals.

8. Core Functions of Human Resource Department 4. Compensation and Benefits : Designing pay structures, incentives, and benefits. Ensuring competitiveness and fairness. 5. Employee Relations : Managing employee interactions and maintaining a positive work environment. Handling disputes, grievances, and conflict resolution. 6. Compliance and Legal Issues : Ensuring adherence to labor laws and regulations. Mitigating risks related to employment practices.

9. Human Capital and Its Importance Human Capital Defined : The collective value of the capabilities, knowledge, skills, and experience of employees. Seen as a key asset for competitive advantage. Human Capital vs. Physical Capital : Human capital is intangible and grows over time with investment. Physical capital depreciates over time

10. Human Capital Management (HCM) What is HCM? : A strategic approach to optimizing the value of human capital. Involves talent acquisition, workforce planning, and analytics. Goals of HCM : Aligning human capital with business strategy. Enhancing employee productivity and engagement. Facilitating growth through continuous learning and development.

11. The Role of Technology in HCM HR Information Systems (HRIS) : Digital tools to manage HR processes. Enhances data management and decision-making. People Analytics : Data-driven insights into workforce trends. Predictive analytics for talent management.

12. Excellent Human Capital Management (HCM) Practices at Google and Microsoft 1. Talent Acquisition and Recruitment: Google: Google is known for its rigorous and innovative hiring process, which includes multiple rounds of interviews, case studies, and skill assessments. They use structured interviews to minimize biases and rely heavily on data analytics to make hiring decisions. This ensures that they attract and retain top talent who are not only skilled but also align with the company’s culture. Microsoft: Microsoft focuses on hiring diverse talent by partnering with various organizations and universities. Their recruitment process emphasizes inclusivity and involves targeted outreach to underrepresented groups. Microsoft’s hiring approach is also data-driven, using AI to help identify the best candidates and to reduce unconscious bias.

13. Excellent Human Capital Management (HCM) Practices at Google and Microsoft 2. Employee Development and Learning: Google: Google offers extensive learning and development opportunities through programs like "Google Learning," which provides employees with access to online courses, workshops, and mentorship programs. They also encourage "20% time," allowing employees to spend 20% of their work time on projects they are passionate about, fostering innovation and personal growth. Microsoft: Microsoft has a strong focus on continuous learning, exemplified by their "Growth Mindset" philosophy, which encourages employees to embrace challenges, learn from feedback, and persist in the face of setbacks. They offer a wide range of professional development programs, including leadership training, technical certifications, and access to the "LinkedIn Learning" platform.

14. Excellent Human Capital Management (HCM) Practices at Google and Microsoft 3. Employee Engagement and Culture: Google: Google's workplace culture is centered around collaboration, creativity, and transparency. They foster an open communication environment where employees feel valued and empowered to share ideas. Google's " Googlegeist " employee survey is a key tool for measuring employee satisfaction and engagement, with results driving organizational changes. Microsoft: Microsoft has transformed its culture under CEO Satya Nadella , emphasizing empathy, collaboration, and inclusivity. Their focus on a "One Microsoft" approach encourages cross-team collaboration and alignment with the company’s mission. Regular employee surveys and town hall meetings are used to gauge employee sentiment and ensure alignment with corporate values.

15. Excellent Human Capital Management (HCM) Practices at Google and Microsoft 4. Performance Management: Google: Google uses a structured performance management system that includes quarterly OKRs (Objectives and Key Results) and regular performance reviews. The OKR system helps employees align their personal goals with the company’s objectives, ensuring that everyone is working towards the same outcomes. Feedback is continuous, and the review process is transparent, which helps in identifying areas for improvement and growth. Microsoft: Microsoft has moved away from traditional performance reviews to a more continuous feedback model called "Connects." This system focuses on ongoing conversations between managers and employees about performance, career development, and future aspirations. The emphasis is on helping employees grow rather than merely assessing past performance.

16. Excellent Human Capital Management (HCM) Practices at Google and Microsoft 5. Compensation and Benefits: Google: Google offers competitive compensation packages that include not only salary but also bonuses, stock options, and comprehensive benefits. Their benefits package is designed to support employees’ well-being, with perks like on-site healthcare, fitness centers, and generous parental leave policies. Google also emphasizes work-life balance, offering flexible work arrangements and time off. Microsoft: Microsoft’s compensation strategy includes a mix of salary, bonuses, and stock awards, ensuring that employees are rewarded for their contributions. Their benefits package is extensive, covering health, retirement, and family support, such as adoption assistance and parental leave. Microsoft also provides flexibility in work arrangements, promoting a healthy work-life balance.

17. Excellent Human Capital Management (HCM) Practices at Google and Microsoft 6. Diversity, Equity, and Inclusion (DEI): Google: Google has made significant investments in DEI initiatives, including unconscious bias training for all employees, diverse hiring practices, and support for Employee Resource Groups (ERGs). They regularly publish diversity reports to hold themselves accountable and are committed to creating an inclusive environment where everyone can thrive. Microsoft: Microsoft is a leader in promoting diversity and inclusion, with initiatives like the "Global Diversity and Inclusion" program that focuses on attracting, retaining, and developing diverse talent. They also have strong support for ERGs and are transparent about their progress through annual diversity reports. Microsoft’s commitment to accessibility and inclusion extends to their products, ensuring they are usable by people of all abilities.

18. Excellent Human Capital Management (HCM) Practices at Google and Microsoft 7. Technology and Innovation in HCM: Google: Google leverages technology to enhance their HCM practices through tools like "People Analytics," which uses data to predict employee outcomes and improve decision-making. They also use AI to personalize learning and development opportunities for employees, ensuring that each individual’s needs are met. Microsoft: Microsoft utilizes its own technology, such as "Microsoft 365" and "LinkedIn," to drive HCM initiatives. They use AI and machine learning to improve hiring practices, performance management, and employee engagement. Their use of technology in HCM also extends to fostering collaboration and innovation across teams, breaking down silos, and encouraging knowledge sharing.

19. Key Takeaways Data-Driven Decision Making: Both companies utilize data analytics and AI to inform their HR practices, which leads to more effective and unbiased decision-making. Continuous Learning: Lifelong learning is emphasized, with structured programs that help employees grow both personally and professionally. Inclusive Culture: A strong focus on diversity, equity, and inclusion is crucial for building a supportive and innovative workplace. Employee Empowerment: Empowering employees through flexible work arrangements, transparent communication, and opportunities for growth fosters higher engagement and satisfaction. Strategic Alignment: Aligning HRM practices with organizational goals ensures that the workforce is driving the company’s success. These practices illustrate how strategic Human Capital Management can contribute to a company’s overall success, making them valuable lessons for future HR professionals.

20. Challenges and Future Trends in HRM Current Challenges : Navigating remote work and hybrid environments. Addressing diversity, equity, and inclusion. Managing workforce well-being and mental health. Future Trends : Increased use of AI and automation in HR processes. Emphasis on personalized employee experiences. Growth of gig economy and its impact on HRM.

21. SUMMARY Summary of Key Points : The evolving role of HRM and its strategic importance. The distinction between HRM and HRD The critical functions of the HR department. The concept and management of human capital. Final Thoughts : HRM is integral to business success in a dynamic environment. Continuous learning and adaptation are key for future HR professionals.

22. Q&A Open the floor for questions and discussion. Encourage students to share their thoughts or experiences related to HRM.

23. References Armstrong, M. (2021). Armstrong's Handbook of Human Resource Management Practice (15th ed.). Kogan Page. This book provides a comprehensive overview of HRM, including strategic HRM, employee relations, performance management, and learning and development. · Noe , R. A., Hollenbeck, J. R., Gerhart , B., & Wright, P. M. (2020). Human Resource Management: Gaining a Competitive Advantage (12th ed.). McGraw-Hill Education. This textbook discusses HRM’s strategic role in organizations, covering topics such as talent management, HR development, and the impact of HRM on business success. · Dessler , G. (2023). Human Resource Management (17th ed.). Pearson. Dessler’s book is a widely used resource that covers the essential functions of HR, including recruitment, training, performance management, and employee relations, with a focus on modern HR practices. · Boxall , P., Purcell, J., & Wright, P. (2022). The Oxford Handbook of Human Resource Management (2nd ed.). Oxford University Press.