What is human resource management, Nature, Scope, Objectives and Ethical issue.pptx

What is human resource management, Nature, Scope, Objectives and Ethical issue.

1. Unit:1 Human resource management Topic: Human resource management, Management process, Nature, Scope, Objectives and Ethical issue By S.SAKTHI 21psyb39

2. Outline What is human resource management Management process Nature of human resource management Scope of human resource management Objectives of human resource management Ethical issue of human resource management

3. What is human resource management The process of acquiring, training, appraising, and compensation employees and of attending to their labour relations, health and safety and fairness concerns. Hrm is management function concerned with hiring, motivating and maintaining people in organisation. It comprises of the activities, policies, and practices involved in obtaining, utilizing, evaluating, maintaining and retaining the appropriate number and skill mix of employees to accomplishing the organization’s objectives.

4. Hrm includes concept and techniques that needs to perform people or personnel aspect of management like: Conducting job analyse Planning labour needs and recruiting candidate for job Selection job candidates Orienting and training new employee Management wages and salaries Providing incentives and benefits Appraising performance Communication Training employees, developing managers Building employees relations and engagement

5. Management process 1. planning – Basic function of management. - Involves setting objectives and developing best action to achieve them. It implies on decision making and focus on achieving goals. - Preparatory step for actions and helps in bridging the gap between the present and the future

6. Management process 2. organizing - Identification and division of work - Departmentalization, assignment of duties. - Importance of organizing are giving clarity in working relationships, optimum utilization of resources, effective administration, expansion and growth.

7. Management process 3. Staffing - Makes for higher performance by putting right person on the right job. Helps in discovering and obtaining competent personnel for various jobs. Ensure continuous survival and growth of the organization through successful planning managers. It helps to ensure optimum utilization of the human resource - Process includes recruitment, selection, placement, training, development, promotion and career planning.

8. Management process 4. Directing - Directing means giving instruction and guiding people in doing work. It concerned with instructing, guiding, supervising and inspiring people in the organization to achieve its goals. - It guides employees to fully realize their potential and capabilities by motivating and providing effectives leadership. Helps in bring stability and balance in organizations.

9. Management process 5. Controlling - Control means ensuring that activities in an organization are performed as per the plans. - It involves in accomplishing organizational goals, judging accuracy of standards, measurement of actual performance, making efficient use of resource, improving employee motivation, ensuring order and discipline, taking corrective action.

10. Nature of hrm Pervasive force HRM is pervasive in nature. It present in all enterprises. It is permeates by all levels management in the organization. Action oriented Focuses on the action rather than on record keeping, writing, procedure, or rules. Through rational policies, problem faced by employees is solved. Individually oriented Helps employee develop their potential fully. Encourage them to give their best to organisation.

11. Nature of hrm Motivates employees through a systematic process of recruitment, selection, training, and developments coupled with fair wage policies. People oriented Hrm is all about people at work, both individual and group. Tries to put people on assigned job in order to produce good results. The resultant gains are used to reward people and motivate them towards further improvement in productivity. Future oriented Effective hrm helps an organisation meet its goals in future by providing for competent and well motivated employees.

12. Nature of hrm Development oriented Hrm intend to develop the potential of employees. The reward structure is tuned to the need of employees. Training is offered to sharpen and improve their skills. Employee are rotated on various job to gain experience and exposure Every attempt is made to use employees talent fully in the service of organization goals. Integrating mechanism Focuses on building and maintaining cordial relation between people working at various level in the organisation.

13. Nature of hrm It tries to integrate human assets in the best possible manner in service of organization. Comprehensive function Concerned with any organization decision which impact on workforce or potential work force. It is basically a methods of developing potentialities of employee so that they get maximum satisfaction out of their work and gives the best to the efforts to the organisation (pigors and Myers). Auxiliary service : Hr department exist to assist and advise the line or operating manage to do their personnel work more effectively. Hr manager is specialist advisor and it is staff function.

14. Nature of hrm Interdisciplinary function Hrm is multidisciplinary activity, utilising knowledge and inputs drawn from psychology, anthropology, economics and etc. To unravel the mystery surrounding the human brain, managers need to understand and appreciate the contributions of all such soft discipline. Continuous function According to terry, HRM is not a one shot deal. It cannot be practised only one hour a day or week, it requires a constant practice, alertness and awareness of human relation.

15. Scope of hrm Personnel aspect Welfare aspect Industrial relationship aspect Man power planning, Recruitment selection, Placement transfer Training and development promotion lay off Retrenchment Remuneration Incentives Productivity Deal with working condition Amenities such ( canteen, creches, rest, lunch room, Housing, transport, safety, Medical assistance, health, Education, recreation Facilities and etc.. Union management relation Joint consultation Collective bargaining Grievance Disciplinary procedure Settlement of dispute etc.

16. objectives of hrm to help organisation reach its goals: HR department, like other departments in an organisation, exists to achieve the goals of the organisation first and if it does not meet this purpose, HR department (or for that matter any other unit) will wither and die. To employ the skills and abilities of the workforce efficiently : The primary purpose of HRM is to make people’s strengths productive and to benefit customers, stockholders and employees.

17. objectives of hrm To provide the organization with well-trained and well-motivated employees: requires that employees be motivated to exert their maximum efforts, that their performance be evaluated properly for results and that they be remunerated on the basis of their contributions to the organization. To increase to the fullest the employee’s job satisfaction and self-actualization : It tries to prompt and stimulate every employee to realize his potential. To this end suitable programmed have to be designed aimed at improving the quality of work life (QWL).

18. objectives of hrm To develop and maintain a quality of work life: the organization environment should be a desirable, personal and social situation. Without improvement in the quality of work life, it is difficult to improve organizational performance. To communicate HR policies to all employees: It is the responsibility of HRM to communicate in the fullest possible sense; tapping ideas, opinions and feelings of customers, non-customers, regulators and other external public as well as understanding the views of internal human resources.

19. objectives of hrm To be ethically and socially responsive to the needs of society: HRM must ensure that organizations manage human resource in an ethical and socially responsible manner through ensuring compliance with legal and ethical standards.

20. Ethical issues in hrm Employment issues – HR professionals are likely to face maximum ethical dilemmas in the areas of hiring of employees. Major challenges in this area are: Pressure to hire a friend or relative of a highly placed executive, Faked credentials submitted by a job applicant. Discovery that an employee who has been with the organization for some time, is skilled and has established a successful record, had lied about his educational credentials.

21. Ethical issues in hrm Cash and incentive plans – Cash and incentive plans include issues like basic salaries, annual increments or incentives, executive perquisites and long term incentive plans: Hr manager have to increase level of basic salaries to higher level in some point of time to retain employee as annual increment or incentives plans ( the fear of losing some outstanding executives) in that case HR managers is forced to give higher incentives to them than what the individuals actually deserve.

22. Ethical issues in hrm Employee discrimination – laws and regulations has been evolved to avoid the practices of treatment of employees on the basis of their caste, sex, religion, disability, age etc. there is pressure on the HR manager to protect an individual from any of discrimination practice in working place. They have to ensure that supervisors and managers are aware of their roles and responsibilities in the complaint process for further action.

23. Ethical issues in hrm Performance Appraisal – Ethics should be the basis of performance evaluation that should be an honest assessment of the performance and steps should be taken to improve the effectiveness of employees. However, HR managers, sometimes, face the dilemma of assigning higher rates to employees who are not deserving them. It is based on some unrelated factors e.g. closeness to the top management. And Some employees are given low rates, despite their excellent performance on the basis of factor like caste, religion or not being loyal to the appraiser.

24. Ethical issues in hrm Privacy – Though a company culture may be friendly and open and motivates employees to freely discuss personal details and lifestyles, the HR manager has an ethical obligation to keep such matters private and which is not affecting his professional life. Safety and health – Industrial work is often hazardous to the safety and health of the employees. Companies usually has health and safety professional but Hr manager must ensure that no employee are harmed or facing issues at the work place.

25. Ethical issues in hrm Restructuring and layoff – Companies expect HR must cope with keeping labor costs as low as possible and to invite fair wages, if this is not possible then Hr are forced to terminate their employees. layoff does not occur because workers did something wrong. Ex: companies may actually be facing a financial crisis due to the pandemic, forcing them to lay off people.

26. Reference Dessler, G. (2011). Human resource management. (6th ed.). Pearson Education.

27. Thank you