Understanding Human Resource Management Shilu Pradhan Nepal Administrative Staff College

Contents Concepts Objectives of HRM Personnel management Vs human resource management Functions of HRM Environment of HRM in Nepalese Organizations

“Nurturing potential into performance”

What is HR? People become HR when they combine energy & physical strength with competencies (knowledge, skills, attitudes, potential for growth) HRM can be seen as an interaction between human beings & the organization On the one hand, One has to put the right person on the job: well educated, qualified & well selected On the other, you have to create an organization with possibilities for people to develop themselves

Defining HRM “HRM is concerned with the “people” dimension in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to high levels of performance, and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives.” (Decenzo and Robbins)

Objectives of HRM Employs the skills & abilities of the workforce Increases Employees’ job satisfaction and self- actualization Achieving Quality of Work Life Increasing employee commitment Managing organizational culture Managing change

Personnel Management Vs Human Resource Management Reactive in nature versus proactive in nature Emphasis on compliance versus commitment Rules dominated versus culture and values dominated Low level of trust to high level of trust Basis of pay is job evaluation versus performance evaluation

Functions of HRM Acquisition -k|fKtL_ Development (lasfz_ Utilization -kl/rfng_ Maintenance -;+ef/_

Acquisition -k|fKtL_ Human Resource Planning It is the predetermination of the number and kind of human resources required in an organization for a specific time period in the future. It involves Job Analysis It is the process of collecting information about a job i.e. job description and specification Recruitment Recruitment is the process of finding qualified people and encouraging them to apply for work with the firm.

Selection Socialization Selection is the process of choosing qualified and right people from among the prospective candidates Socialization It is the process of adaptation of new employees to organization culture

Development (lasfz_ Training It is the systematic development of the knowledge, skills and attitudes required by an individual to perform a given task successfully. Management Development It involves programmes to enhance abilities to mangers to develop their potential for future job responsibilities

Career Development It involves tracking career goals and paths of employees

Utilization -kl/rfng_ Motivation It is a process of stimulating people into action through transferring capacity to work into willingness to work Performance Appraisal It is the process of evaluating the performance of the employee with regard to the performance set by the organization

Compensation Management Compensation management is the act of providing monetary value to an employee for the work they do by means of a company process or policy.

Maintenance -;+ef/_ Employee discipline It ensures adherence by employees to rules and standards of acceptable behaviour. Labour Relations It deals with employer-employee relations, grievance handling and employee discontent with job and condition of employment

Exercise: In a group (of four members), discuss the functions of HRM in Nepalese government organizations and present it by a group leader. Group 1 :- Acquisition Group 2 :- Development Group 3 :- Utilization Group 4 :- Maintenance

Environment of HRM in Nepalese Organizations Least concerned with developing human competencies & potential for growth of employees People not considered as a source of competitive advantage and important assets HRM is not given a strategic role Human resources are viewed as a cost rather than assets by management Lack of mutual trust between labor and management

Conti… Multiplicity of unions, union rivalries, politicization of unions etc. Managers tend to see organizations in terms of power, prestige, domination, hierarchical & mechanistic structure & poor information & communication systems HRD and HR planning is an area of least priority Job rotation is not linked to career planning of employees

Thank you