HRM is the study of activities regarding people working in an organization. It is a managerial function that tries to match an organization’s needs to the skills and abilities of its employees.From industrial revolution era to the present era, various stages to development of management of human resource practices are classified as follows: Industrial revolution era— 19th century (Adam smith to Charles Babbage) 1. Trade union movement era — close to the 19th century 2. Social responsibility era — beginning of the 20th century Howard Bowen 3. Scientific management era— 1900-1920s( F. W. Taylor) 4. Human relations era— 1930s-1950s (Elton Mayo and Fritz Roethlisberger) Hawthorne experiments5. Behavioural science era— 1950s-1960s (organization is a socio-technical system) Elton W. Mayo (The Hawthorne Studies) 6. Systems and contingency approach era — 1960 onwards 7. Human resource management era — 1980 onwardsDefinitions of HRM Human Resources management (HRM) It is a management function concerned with hiring, motivating and maintaining people in an organization. It focuses on people in organizations. Human resource management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals.Definitions of HRM Human Resources managemen Ua) 0 According to the Invancevich and Glueck, “HRM is concerned with the most effective use of people to achieve organizational and individual goals. It is the way of managing people at work, so that they give their best to the organization”. O According to Dessler (2008) the policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising comprises of HRM.* Generally HRM refers to the management of people in organizations. It comprises of the activities, policies, and practices involved in obtaining, developing, utilizing, evaluating, maintaining, and retaining the appropriate number and skill mix of employees to accomplish the organization’s objectives. *The goal of HRM is to maximize employees’ contributions in order to achieve optimal productivity and effectiveness, while simultaneously attaining individual objectives (such as having a challenging job and obtaining recognition), and societal objectives (such as legal compliance and demonstrating social responsibility).Evolution of HRM in India: O Evolution of HRM in India Welfare (1920s-1930s) O Administration (1930s- 1940s) O Employee relations (1940-1960s) O Functional expertise (1970s-1980s) O Business partner / player (1990s)IMPORTANCE OF HRM: Most important resource Put other resources to proper use Help transform lifeless factors of production into useful products Capable of enlargement — produce extraordinary things when inspired pbooaoe Can help organisation achieve results quickly, efficiently & effectively Importance of human resources can be discussed at four levels: Q Corporate Q Professional Q Social Q NationalCorporate Corporate HRM can help an enterprise in the following ways: + Attracting talent through effective HRP + Developing necessary skills & attitude with training + Securing cooperation through motivation + Retaining talent through the right policies Professional HRM helps improve quality of work life and contributes to growth in the following ways: + Opportunities for personal development = Motivating work environment = Proper allocation of work = Healthy relationships between individuals & groupsSocial Society benefits from good HRM in many ways: Good employment opportunities Development of human capital Generation of income & consumption Better lifestyles Drivers of development of a country Deliver economic growthO Human O Resource 0 Management |) HUMAN: To achieve the company’s goal we need a human (Employees). By Human mean people working in a company. |) RESOURCES: Financial, Human, Stock(material), Technological etc. which are required to achieve the company’s goal. L) MANAGEMENT: All the task that we control to achieve the company’s goal, the management is an activity that plan, organize ,control, lead etc.1) Management is a function to check performance and monitor all the resources that the company can achieve the goal efficiently 1} Management ensures that the employees and resources company should be utilized correctly and more effectivelyObjectives of HRM maximize the return on investment from the organization's human capital and minimize financial risk * To align the capabilities and behaviours of employees with the short-term and long-term goals of the organisation * To help the organisation reach its goals. * To employ the skills and abilities of the workforce efficiently * To provide the organisation with well-trained and well-motivated employees * To increase to the fullest the employee’s job satisfaction and self-actualization * To develop and maintain a quality of work life * To communicate HR policies to all employees * To be ethically and socially responsive to the needs of society[Q Scope of HRM is very vast covers all major activities in the working life of a worker - from time an individual enters into an organization until he or she leaves, comes under the purview of HRM IQ Prospects of Nature of HRM Industrial Relations Employee Maintenance Employee Hiring Employee & Executive Remuneration Employee Motivation Compensation (Organisation (Organizational Development rath Training and DevelopmentFUNCTIONS OF HRM O Asa part of maintaining organizational competitiveness, strategic planning for HR effectiveness can be increased through the use of HR metrics and HR technology O Compliance with equal employment opportunity (EEO) laws and regulations affects all other HR activities. (1 The aim of staffing is to provide a sufficient supply of qualified individuals to fill jobs in an organization. 0 Job analysis, recruitment and selection are the main functions under STAFFING 0 Workers job design and job analysis laid the foundation for staffing by identifying what diverse people do in their jobs and how they are affected by them.Functions of HRM 0 Job analysis is the process of describing the nature of a job and specifying the human requirements such as knowledge, skills, and experience needed to perform the job. O The end result of job analysis is job description. 1 Job description spells out work duties and activities of employees. 0 Beginning with the orientation of new employees, talent management and development includes different types of training. 1 Orientation is the first step towards helping a new employee to adjust himself to the new job and the employer. 0 It is a method to acquaint new employees with particular aspects of their new job, including pay and benefit programmes, working hours and company rules and expectations0 Compensation in the form of pay, incentives and benefits are the rewards given to the employees for performing organizational work. O HRM addresses various workplace risks to ensure protection of workers by meeting legal requirements and being more responsive to concerns for workplace health and safety along with disaster and recovery planning 0 The relationship between managers and their employees must be handled legally and effectively. 0 tis important to develop, communicate, and update HR policies and procedures so that managers and employees alike know what is expected.HRM Objectives Supporting Functions Societal Objectives Legal compliance Benefits Union- management relations Organizational Objectives Human Resource Planning Employee relations Selection Training and development Appraisal Placement Assessment Functional Objectives “Appraisal Placement Assessment Personal Objectives Training and development Appraisal Placement Compensation AssessmentOver 20 years of Industry Experience in the field of Human Resources and Resource Management. Experience of supporting Large businesses and working with Business Leaders as Resource Manager and HR Business Partner. Program Managed HR Pilot Projects at Global and Country level for HP/HPE. Led Change Management for India HR for HP as part of the separation in to 2 companies of HPE and HPI Experience of leading Performance & Talent Management with Succession Planning for large business units with successful Talent rotation initiatives.TATA STEEL Tata steel’s Personnel Policy The statement Objectives of the Tata Iron & steel Co. Ltd. Gives a clear cut policy towards its employees: 1) By a realistic and generous understanding and acceptance of their needs and rights. 2) By proving adequate wages, good working conditions, job security, an effective machinery for redressal of grievances and suitable opportunities of promotion. 3) By treating them as individuals, giving them a sense of self-respect. 4) By creating a sense of belongingness through human and purposeful activities as an integral part of human1) The keystone in the arch of management and the life-blood for the successful functioning of the personnel management for lasting improvement in labour relations. 2) The statements of Intention indicating an agreement to a general course of action and purposes. 3) A positive declaration and a command to an organisation translating the goals into selected routes and dictating practices and procedures. Administrative Personnel practices Legal compliance forms and paperwork Operational Actions Strategic HR Managing employee Organizational business relationship issues strategies Employee advocate HR strategic or planning Evaluation of HR effectiveness.AON Hewitt India. Aon Hewitt provides one of the finest outsourcing solutions to help companies of all sizes. Their services are backed with a well-optimized technology platform to deliver high-quality HR services Global leader in human resource solutions. Partners with organizations to solve their complex benefits, talent and finance related challenges and — improve _ business performance. Designs, implements, communicates, and administers a wide range of human capital, retirement, investment management, health care, compensation and talent management strategies. It is ranked number 1 human resources consulting and outsourcing firm in the world with more than 65000 employees. 1. Hindustan Unilever Limited 2..Aditya Birla Group 3 .LG Electronics India Pvt. Ltd. 4. Godrej Consumer Products Ltd. 5. Bharti Airtel Limited 6. NTPC Limited 7.Becton Dickinson India Private Limited 8 .Aircel Limited 9. Wipro Ltd+ Leave policy + Employee provident fund * Gratuity Policy. + Paternity and maternity leave policy. Sexual harassment workplace policy Recruitment Policies New Regular Staff Employee Orientation Staff Retention Attendance and Leave Policies Grievance Handling Drug/Alcohol Abuse Employee Relations Personal Debts Performance Evaluation Feedback and Coaching Insurance Policy Termination Policy Bpecepee5o0ocoooHUMAN RESOURCE POLICI Recruitment Policies Recruitment is done in-house. (I | Detailed Recruitment Process to guide IQ Advertising the Position: To ensure that the applicant pool is diverse and qualified. IQ Screening/Interviewing Candidates IQ Offering the Position IQ Concluding the Search New Regular Staff Employee Orientation I 90 Days orientation period is important to: 0 Assess the employee’s job performance 0 Evaluate the employee’s overall compatibility O Orient the employee to the job.HUMAN RESOURCE POLICI New Regular Staff Employee Orientation (Q_ HR file of each staff employee is maintained. [File includes the following Documents: 0 ID Proof Permanent Account Number Address Proof Oo o O Copy Of Employment Agreement 0 Educational Certificates o Professional CertificatesHUMAN RESOURCE POLICIE: Staff Retention 0 Employees as Assets Environment places attention on systems that inform what the talent needs are. Attention is given to attracting and selecting the right people. 1 Culture of Interdependence Focus on building relationships and do not take on this challenge alone Create and maintain systems that allow people to grow professionallyAttendance and Leave Policies * Being absent from or reporting to work after the scheduled beginning time requires the employee to properly notify the supervisor in advance. The department head is responsible for maintaining work schedules. Employees are allowed to take three leaves in each quarter. 6 medical leaves per year are also allowed. * They can also avail 6 casual leaves. + No leaves are allowed in Probation period of 90 days. Grievance Handling The proceedings are informal in nature. If the grievant choose to take legal action, the internal grievance process will cease. All employees, including the grievant, shall cooperate at all stages in the investigation of a grievance. Detailed Grievance procedure is requiredDrug/Alcohol Abuse * Drug/Alcohol abuse + Being under the influence or the unauthorized use of drug/alcohol. * Reporting to work under the influence of drug/alcohol Strictly Prohibited on Talisman Solution’s Property Corrective Actions: * Verbal and Written Warnings * Termination of EmploymentEmployee Relations + Supervisors are responsible for training, assisting, motivating, directing and correcting behavior of staff. Supervisors are responsible for informing their subordinates of management's expectations. Supervisor should seek to correct the problem with the least amount of disruption to the work environment. Progressive discipline is utilized for regular, non- probationary employees and may include oral warning, written warning, suspension, and ultimately discharge. Oral warnings are typically issued during a private conference between the supervisor and the employee + Employees may be issued a written warning as a letter or memoPersonal Debts * The Company expects its employees to be prompt in the payment + Any employee who fails to do so may be subject to a writ of sequestration or other payroll deduction Performance Evaluation + The Company’s performance evaluation system is called Performance Evaluation (PE) + The PE system is designed to: 0 Promote and document performance assessments based on essential job functions and clear, realistic job standards 0 Promote a high level of employee performance through consistent feedback from supervisors Feedback and Coaching + Occur on an ongoing basis and at the optional mid-year review. + The purpose of feedback and coaching is to recognize effective performance and provide coaching for improvement. + Opportunity for supervisors and employees to discuss and update job standards set at the beginning of the yearInsurance Policy * The Company makes available group accidental & death insurance coverage for employees. * This is only for Regular/Confirmed Employees Termination Policy 0 Ifthe employee terminates the employment relationship 0 The employee shall fulfill the notice associated with the position he occupied If the employee is terminated for reasons which are considered misconduct: 0 The termination shall generally be immediate If the employee is terminated for reasons which are not considered misconduct O The termination shall generally occur after at least one documented discussion with the employee.Your Company Must Have in India (2021)To develop a thorough knowledge of corporate culture, plans and policies. To act as an internal change agent and consultant To initiate change and act as an expert and facilitator To actively involve in company’s strategy formulation To keep communication line open between the HRD function and individuals and groups both within and outside the organization To identify and evolve HRD strategies in consonance with overall business strategy. To facilitate the development of various organizational teams and their working relationship with other teams and individuals.* To try and relate people and work so that the organization objectives are achieved efficiently and effectively. * To diagnose problems and determine appropriate solution particularly in the human resource areas. * To provide co-ordination and support services for the delivery of HRD programmes and services To evaluate the impact of an HRD intervention or to conduct research so as to identify, develop or test how HRD In general has improved individual and organizational performance.Introduction Hi [student's first name], My name is [your name] and I’m a [your title] at [employer]. We’re currently hiring for a(n) [role], and based on your [interests], | think you should apply! [Employer] is a [brief description]. With tuition reimbursement, wellbeing programs like a free gym membership, and opportunities to meet employees with shared interests via resource groups and Slack, our culture is a place where people who are passionate about [extracurricular or interests] thrive. We have amazing opportunities for students just like you. Learn more about who we are! [insert CTA] | look forward to connecting more with you, [student’s first name]. Best, [your name]Show interest in students throughout their time at university Oo Innovate your campus recruiting by being physically present at the campus, not just once or twice in three years, but continuously. Your company is building its brand image with these employees of the future, and interacting with students during their time at university is only going to reinforce a positive image of your company. So take an interest in how your potential candidates are doing — show them you care about them and how they are handling university. Nurture talent when they’re struggling — for example, General Electric reps mentor undergraduate students. Keep your finger on the pulse and learn what students are interested in — show them that you’re really invested in them and support activities and causes they care about, such as current topics like global warming and renewable energies. Find ways to showcase to students how your company is doing its bit to tackle these issues. To help soon to be graduates, run resume workshops, not just for the students you are interested in, but for all of them. You never know who might come to you in the years to come.