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overview-HRM1.ppt
- 1. 1 Welcome to managing Human resource An empowered organization is the one in which individuals have the knowledge, skill, desire& opportunity to personally succeed in away in away that lead to collective organizational success ----- Stephen R. Covey
- 2. 2 What is HRM? • HRM is the process of bringing together people & organization so that the goals of the organization are met . • It is the management of HR in the organization
- 3. 3 What is HRM? • “HRM is the planning ,organizing ,directing ,controlling, co-ordinating of the procurement, development, compensation, integration,maintainence,& separation of human resource to the end that individual ,organizational & societal objectives are accomplished”
- 4. 4 • HRM is set of programs, functions &activities designed & carried inorder to maximize both the employee as well as organizational effectiveness. • It is the management function that helps recruit, select, train &develop members of the organization What is HRM?
- 5. 5 Why HR is important? • Only resource that is able to produce an output more than the input. • Is animate, living &active. • Is complex &unpredictable. • Each individual has his own distinct background. • Only resource that appreciates in value with the passage of time
- 6. 6 Assumptions underlying HRM • The members of the org. are the reservoirs of untapped resources • There is scope for unlimited dev of these resources. • It is more of self dev than a push from outside • The organization also undergoes dev with the dev of its members • Org further dev a culture in which utmost emphasis is placed on harmonious superior – subordinate relation , teamwork, collaboration among different groups of individuals , open communication • Top management takes initiatives for HRM , formulate necessary plans , & strategy
- 7. 7 Evolution of HR • Peter F drucker & Douglas Mc.Gregor in 1950’s • Commodity concept • Factors of production concept • Paternalistic concept • Humanitarian concept • Behavioral Human relations concept • Emerging concept
- 8. 8 What is OB? • A field of study that investigates the impact that individuals, groups and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness.
- 9. 9 Importance of HRM • Significance for an enterprise • Professional significance • Social significance • National significance
- 10. 10 Significance for an Enterprise 1. Attracting & retaining required talent thru effective HR planning , recruitment , selection placement orientation, compensation & promotion policies 2. Developing necessary skills & right attitude thru training, development, performance appraisals etc 3. Utilizing effectively the available HR 4 Ensuring that the enterprise will have in future a team of competent & dedicated employees
- 11. 11 Professional Significance 1. Providing maximum opportunity for personal development of each EE 2. Maintain a healthy relationship between individuals & different work groups 3. Allocating work properly
- 12. 12 Social Significance • Provide employment that provide social & psychological satisfaction to the people. • Maintaining a balance between jobs available & job seekers numbers qualification , needs & aptitude • Physical & mental health of the employees
- 13. 13 National Significance • The efficient exploitation & utilization of the nations resources requires an efficient & committed work force • Helps to speed up the process of economic growth , higher standard of living & fuller employment
- 14. 14 Objectives of HRM • Primary –to ensure competent &willing workforce to the organisation • Secondary– 4 fold • Societal objective • Organizational objective • Functional objective • Personal objective
- 15. 15 Secondary Objectives of HRM Societal objective Organizational objective Functional objective Personal objective
- 16. 16 Functions of HRM • Basic managerial functions. – Planning – Organising – Directing – Controlling • Operative functions: • Procurement • Development • Compensation • Integration • Maintenance • Records, research
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- 18. 18 Qualities of HR Manager • Most significant– ability to deal with people • Others: – Fairness & firmness – Tact & resourcefulness – Sympathy &consideration – Knowledge of labor &other terms – Broad social outlook – Competence – Confidence – Communication skill – Quick decision making – Character
- 19. 19 Organisation Structure HRM in small scale unit owner manager Prod. manager Sales manager Office manager accountant Office asst.
- 20. 20 HRM in large scale unit ChairmanMD Director (prodn) Director Finance Director PersonnelHRM Director marketing Director R &D
- 21. 21 Composition of HRpersonnel dept director Manager personnel manager admin. Manager HRD Manager IR appraisal T & D PR canteen medical welfare transport legal HR plann hiring Compen. Griev. handl
- 22. 22 Challenges • Globalization • Profitability thru growth • Technology • Intellectual capital • Change
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