Unit 1.pptx- HRM - Unit - 1- Bangalore University

Notes for BBA - HRM - Bangalore North University

1. Unit – 1 Human Resource Management Meaning of HRM HR is the total knowledge,skills,creative abilities, talents and aptitudes of an organizations workforce ,as well as the value, attitudes and beliefs of the individuals involved Characteristics of HRM HRP Job analysis Recruitment and selection Orientation and placement Training and development Performance appraisal and job evaluation Employee and Remuneration Welfare,safety and healthy measures

2. Objectives of HRM Effective utilization of resources – policies in exact way Maintain org Structure - Relationship bt employees and management - Defines positions, rights and duties Maintain Goal Harmony -Gap bt individual and org goal Ensure employee satisfaction -Provided kind of facilities and opportunities, they will satisfied with their work Increase org Productivity - Increase production and enhancement org goals and objectives

3. Importance of HRM Corporate level R etain employees for recruitment, selection, placement and orientation Develop employees for T&D, PA Org has competent team and dedicated person Professional level Providing opportunities for personal devp of employee Allocating of work and relationship of team members Social level Plays a major role in society for labour Helps the job seekers National level It increase the economic growth and standard of living and maximum employment

4. Functions of HRM 1.Managerial Functions a.Planning b.Organizing c.Directing d.Co ordinating e.Controlling 2.Operative functions a.Procurement – process of recruitment and selection b.Maintenance - maintain all welfare activities,canteen,rest room,parking,leaves c.Development – updating skills d.Work culture – day of work culture you do in the company e.Educate managerial personnel – educate according to markets standards f.Conducting research – continuous innovative methods g.Devp commn system – convey info from top to bottom h.Compensation – adequate and equitable remuneration to all i.Integration – effective reconciliation of individual and org j.Employment - stable and security of job k.HRD – effective of the programs

5. Process of HRM Step1 : HRP - roles responsibilities divide Step2: Acquire Project Team – complete the project Step3: Develop Project Team- interaction and understanding Step4: Manage Project Team- feedback, resolving issues, co ordinating changes HRM Activities Leadership – process of social relationship with one person T&D Performance appraisal Staffing Justice determination – principles of right and strict performance of moral obligations Collective bargaining – set up issues of emp pay, working hours, training and health, safety OD

6. Techniques of HRM Techniques in Job Design Job rotation Job enlargement Job enrichment Techniques in Recruitment and Selection Advertising Test Interview Promotion Transfer Techniques in Performance Appraisal Ranking technique Graphic rating scale Paired comparison Forced distribution Techniques in Training and development role play Lecture technique Vestibule training – training with skilled persons for a group of employees

7. HR Manager provide direction to all functional managers He must be senior executive Role of HR Manager 1.Role play as specialist – specialized in all the criterion 2.As controller – monitor and implement the programs 3.As agent- work as consultant, making Decision effectively 4.As counselor – facing challenges in material, health,child education. Qualities of HR Manager Knowledge Creativity Intution Commitment Flexibility Discipline

8. Differences bt Personnel mgnt and HRM Personnel Management HRM 1.It includes job analysis, recruitment, orienting and training, wages and salaries, incentives,PA . 1.Its responsible to attract and overseeing org leadership and culture 2.Always focus on the individual growth and devp 2.Always focus on the org goals and team devp 3.Centralized ,every decision takes by the leader 3.decentralized,decision by coordinating with each other 4.Transactional leadership style, performer will get reward, on performer will get punishment 4.Transforming leadership style ,motivates the leader for the next level 5.Contract role and no changes in the agreement till it ends 5.Contract role ,but chances in changing the agreement based on performance 6.Pay policies is decided based on the skills set even though in contract 6.Pay changes to encourage and motivate emp ,use to give profit sharing and individual incentives plans

9. Recent Trends in HRM 1.Work force Diversity Comprises of people with age,gender,social class, sexual orientation, marital status, lifestyles,ideologies 2.Requirements of changing skill Skill deficiencies make lower productivity ,customer complaints and emp accidents 3.Globalization Rise of Multinational corporations, org train emp to meet their expectations. 4.Corporate downsizing Reducing number of employees in the org Reason for layoff 5.Continuous improvement of HR Activities Org focus on quality and builds a better foundations 6.Work life balance Skilling emp in most relevant manner Rise of tech makes better work life balance

10. New challenges of HRM 1.Rework vision and mission of the company - Employee education, communication and work involvement 2.Info and knowledge age Man replaced by machines working with ideas and concepts 3.Retaining talent Increase compensation and sustain org performance Retain and given opportunities 4.Enhancing supplementary services Recreational activities conducting yoga Health related camps company training 5.Managing Global workforce -facing the challenges in globalization 6.Challenges on mergers and acquisitions