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1 Nature, Scope, Challenges 1

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Sandeep Agarwal
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44 views

1 Nature, Scope, Challenges 1

Uploaded by

Sandeep Agarwal
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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NATURE , SCOPE AND

CHALLENGES IN HRM.
Definition.
• Strategic and coherent approach to the
management of an organization most valued
assets-the people who are working
individually /collectively contribute to the
achievement of its objectives.
Def….
• Scientific process continuously enabling the
employees to improve their competency and
capability to perform their duties so that the
goals of the org are achieved faster.
Nature of HRM
• HRM is concerned with the people;s dimensions in the
organisation.
• It believes that Organization means people.
• HRM involves application of management principles and
functions.
• Decisions relating to employees must be integrated and
consistent..
• Decisions must influence the effectiveness of the organization.
• HRM functions are not only for business establishments but
also for non business organizations.
SCOPE OF HRM
• Manpower planning.
• Recruitment.
• Selection.
• Training and development..
• Salary administration.
• Performance appraisal.
• Management development.
• Job analysis and design.
• Employee and executive remuneration.
• Motivation and communication.
Objectives.
• Obtaining and developing the right personnel.
• Providing effective motivation and leadership.
• Paying attractive payment schedule.
• Desirable working relationship among employees.
• Recognition and satisfaction of employee s needs.
• Maintenance of high morale.
Characteristics of HRM
• Diverse.
• Strategic with an emphasis on integration.
• Commitment oriented.
• Belief that people should be treated as
assets.
• Management driven activity.
• Focused on business values.
Reservations about HRM
• Morality of HRM.
• Contradictions in the reservations about
HRM.
• HRM and personal management.
• How HR impacts org. performance.
Challenges to HRM
• Globalization.
• Profitability through growth.
• Technology.
• Intellectual capital.
• Change, change and more
change.
THE SEMANTICS.
Personal management and HRM

• Differences between HRM and PM.


Dimensions PM HRM

Employment contract Written care fully Aims to go beyond contract

rules important Performance is more


important
Key relations Labour management Customer related.

Management role transactional transformational

pay Fixed grades. Performance related.

Respect to employees. `expandable and Assets.


replaceable.
HRM functions and objectives.

PERSONAL OBJECTIVES

FUNCTIONALOBJECTIVES

ORG. OBJECTIVES

SOCIAL OBJECTIVES.
OBJECTIVES AND FUNCTIONS.

• Social- legal,benefits,unions management


relations.
• Org. objective.-HR planning.employee
relation.selection.trg. And
develop.appraisal.placement.assessment.
• Functional obj.- appraisal. placement assesment.
• Personal objective.-Trg. And development
appraisal.placement.compensation.assessment.
Organization of HR dept.

Owner/manager

Production
Sales mgr Office mgr accountant
mgr.

Personal assistant
Organization Chart
Chairman&MD

DIRECTOR PRODUCTIO DIRECTOR FINANCE DIRECOTR HRM

Director R&D Director mktg


Outsourcing.
• Also known as sub contacting.
• Activities which are out sourced
• Employee hiring.
• Training and development.
• Pay roll preparation.
• Benefits administration.
• Statutory records maintenance.
• Why? -down sizing.rapid growth.decline of business growing
competition.restructuring.

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