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Intro To HRM 2020

HRm

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Kave Mathi
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32 views

Intro To HRM 2020

HRm

Uploaded by

Kave Mathi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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INTRODUCTION TO

HUMAN RESOURCE
MANAGEMENT
History of HRM - 1

• Scientific Management Approach (mid 1900s) –


– Study of motion and fatigue
– ‘one-best-way’ to accomplish the task
– Piece-rate system
– Welfare programmes
– Failed to bring behavioural changes and increase in
productivity
• Human Relations Approach (1930-40)
– Effect of social and psychological factors
– Relations and respect  High Productivity
History of HRM - 2

• Human Resources Approach (1970s)


– Principles
• Employees are assets
• Policies, programmes and practices - help in work and
personal development
• Conducive environment
Human Resource Management
• “HRM is the function performed in
organizations that facilitates the most
effective use of people to achieve
organizational and individual goals.”
– Ivancevich and Glueck
Human Resource Management at
Work

• What Is Human Resource Management


(HRM)?
– 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.

1–7
Importance of HRM

HRM is Important For Organizations Because

• Different people working in the organization have a different set


of values, attitudes, beliefs…therefore they may not totally
agree with each other all the time!

• Motivational Needs Are Not The Same For All The Employees…
therefore Individual Aspirations Have To Be Identified

• Expectations of today’s employees are very different…finding


the right employees and retaining them is a challenge…
therefore right talent has to be nurtured in the organization
Basic HR Concepts
• The bottom line of
managing: Getting results
• HR creates value by
engaging in activities that
produce the employee
behaviors that the company
needs to achieve
its strategic goals.
HR Activities

• HR Planning and Analysis


• Equal Employment Opportunity
• Staffing
• HR Development
• Compensation and Benefits
• Health, Safety, and Security
• Employee and Labor/Management Relations
Line and Staff Aspects of HRM

• Line manager
– A manager who is authorized to direct the work
of subordinates and is responsible for
accomplishing the organization’s tasks.
• Staff manager
– A manager who assists and advises line
managers.
Line Managers’ HRM
Responsibilities
1. Placing the right person on the right job
2. Starting new employees in the organization (orientation)
3. Training employees for jobs that are new to them
4. Improving the job performance of each person
5. Gaining creative cooperation and developing smooth working
relationships
6. Interpreting the firm’s policies and procedures
7. Controlling labor costs
8. Developing the abilities of each person
9. Creating and maintaining department morale
10. Protecting employees’ health and physical condition
Typical Division of HR Responsibilities –
Eg. Of Recruitment

• Managers
HR Unit
– Advise HRlegal,
Develops of jobeffective
openings interviewing techniques
– Trains managers
Decide whether toindo conducting
own final selection
interviewinginterviews
– Conductsinterview
Receive interviews training
and testing
from HR unit
– Sends
Do finaltop
interviewing
three applicants
and hiring
to managers
where appropriate
for final review
– Checks reference
Review referencesinformation
– Does final
Provide feedback
interviewing
to HRandunithiring
on hiring/rejection
for certain jobdecisions
classifications

Figure 1–1
Functions of HRM - 1

Managerial

Planning Organizing Staffing Directing Controlling


Functions of HRM - 2
Operational

HR Compensation Employee
Employment
Development Mgt Relations

Performance
HR Planning Job Evaluation
Appraisal

Wage and
Recruitment Training
Salary Admn

Management
Selection Incentives
Development

Career
Placement Planning and Bonus
Development

Induction Fringe Benefits


Human Resource Management at
Work

Acquisition

Fairness Training

Human
Resource
Management
Health and Safety (HRM) Appraisal

Labor Relations Compensating

1–16
The Changing Environment of
Human Resource Management

Globalization Trends

Technological Trends
Changes and Trends in
Human Resource
Management
Trends in the Nature of Work

Workforce Demographic Trends

1–17
Emerging role or HRM
• Value of Human Resource
• Competitive advantage
• Human Resource
Accounting – It is
measurement of the cost
and value of people for an
organization
ROLE OF HR EXECUTIVES

• Service provider

• Executive

• Facilitator

• Consultant

• Auditor
Roles of HR
• Executive role –specialists in the areas that
encompass people management.
• Audit role –check other departments and the
organisation as a whole to ensure all HR
policies (Health & Safety, Training, Staff
Appraisal etc) are being carried out in
accordance with the company’s HR policy.
• Facilitator role –help or facilitate other
departments to achieve the goals as laid out
in the HR policies of the organisation.
Roles of HR

• Facilitator role -involve training being


delivered for issues that arise in the areas
relating to people management.
• Consultancy role – the HR department will
advise managers on how to tackle specific
managing people issues professionally.
• Service role – in this capacity the HR
department is an information provider to raise
awareness and inform departments and
functional areas on changes in policy.
Challenges to HR Professionals

• Worker productivity
• Quality improvement
• The changing attitudes of workforce
• The impact of the government
• Quality of work-life
• Technology and Training

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