HUMAN RESOURCE MANAGEMENT
Approved by AICTE, New Delhi and Affiliated to AUT, Coimbatore SRI VENKATESWARA COLLEGE OF COMPUTER APPLICATIONS AND MANAGEMENT Approved by AICTE, New Delhi and Affiliated to AUT, Coimbatore INTRODUCTION The term Human Resources is used for the individuals who work in a firm Human Resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce Several terms have been used to represent human resources. These include ‘personnel’ , ‘people at work’ , ‘manpower’, staff and ‘employees’ SVCCAM, Coimbatore
HUMAN RESOURCE MANAGEMENT "People are our most valuable asset" The ultimate aim of the function is to: "ensure that at all times the business is correctly staffed by the right number of people with the skills relevant to the business needs", Failure in not having a carefully crafted human resources management strategy, can and probably will lead to failures in the business process itself SVCCAM, Coimbatore
DEFINITION Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. HRM is concerned with the most effective use of people to achieve organizational and individual goals SVCCAM, Coimbatore
SHORT DEFINITION It may be defined as the art of procuring , developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner. SVCCAM, Coimbatore
QUALITIES OF HR MANAGER Physical – Health, Vigour Mental – Ability to understand and learn Moral Educational Technical Experience Ability to take decisions Should be patience Good leader to guide his subordinates Good Communicator SVCCAM, Coimbatore
EVOLUTION OF HRM Evolution of Personnel management started in 19th century There was no department as such for taking care of above problem only welfare officers The exact growth of personnel management started during First World War because the number of munitions manufactured at a large scale So the number of employees needed to manufacture increased on the other hand the welfare officer also increased by 1300 SVCCAM, Coimbatore
Contd.. During war women recruited at a large scale to fill the gap of men who left the factories to joint war Which in turn leads to employ unskilled women The title labour manager or employment manager came in the year 1920 Companies started merger and acquisition as strategy to grow They created their own specialist personnel department to unify the different policies SVCCAM, Coimbatore
SECOND WORLD WAR LEADS TO IMPROVEMENT IN PERSONNEL MANAGEMENT Second world war increased the importance of having personnel department Again in second world war the number of women employees is more to fill the gap left by men Again re-training proper recruitment taken place Government saw the there is a huge need to have personnel department to take care of all employees The role of personnel management during war time was small SVCCAM, Coimbatore
Contd… But there is an increasing in the bargaining between employer and unions during pre world war. The bargaining power of unions has increases which resulted in unnecessary official and unofficial strikes The situation becoming worse and worse Due to this reason personnel manager was blaming for lacking of negotiation skill to resolve these situation In the year mid of 1960's organization started giving much importance to employ the personnel specialist to perform different activities Improvement in selection training appraisal and new management techniques
RISING ROLE OF HRM The role of HRM has gain more important in the year 1980 During 1990,s the success of large Japanese corporation took surprise to many western companies Success of these Japanese firm is due to effective management of workforce The practice of these companies also started practiced by western companies SVCCAM, Coimbatore
EVOLUTION OF HRM – Contd… The Commodity Concept – Labour are regarded as commodity, wages are based on demand and supply. Government role is less The Factor of Production Concept – Workers are like machine tools The Paternalistic Concept – As parents meet the requirements of children The Humanitarian Concept – To improve productivity, social and psychological needs must be met The Behavioural Human Resource Concept – Employees are assets of an organization The Emerging Concept – Employees should feel that the organisation is their own. SVCCAM, Coimbatore
Paternalistic Practices Clerical Welfare Administrator 1940-60 Period Emphasis Status Roles 1920-30 Welfare Management Paternalistic Practices Clerical Welfare Administrator 1940-60 Expanding role to cover labour, welfare, industrial relations Administrative Appraiser Advisor Mediator Fire Fighting 1970-80 Efficiency and Effectiveness Developmental Change Agent Trainer Educator 1900s-onwards Productivity gains through human assets Proactive Developer Counselor Coach Mentor SVCCAM, Coimbatore
Nature of HRM Pervasive force:. It is present in all enterprises. It permeates all levels of management in organizations Action oriented: The problems of employees at work solved through rational policies. Individually oriented: It tries to help employees develop their potential fully. It encourages them to give their best to the organizations People oriented: HRM is all about people at work both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. SVCCAM, Coimbatore
Contd., Future oriented: Helps an organization meet its goals in the future by providing for competent and well motivated employees. Development oriented: HRM intends to develop the full potential of employees. The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure. Integrating mechanism: HRM tries to build and maintain cardinal relations between people working at various levels in the organization. SVCCAM, Coimbatore
Contd., Comprehensive functions: HRM is concerned with managing people at work. It covers all types of people at levels in the organization Auxiliary service: HR departments exist to assist an advice the line or operating managers to do their personnel work more effectively. HR manager is a specified advisor. Inter disciplinary function: HRM is a multi disciplinary activity, utilizing knowledge and inputs drawn from psychology, sociology, economics etc. Continuous functions: It cannot be practiced only one hour each day or one day a week. It requires a constant alertness and awareness of human relations and their importance in every day operations.
SCOPE OF HRM Personnel aspect: This is concerned with manpower planning, recruitment, selection, placement, transfer promotion, training ad development lay off and retrenchment remuneration incentives productivity etc Welfare aspect: It deals with working conditions and amenities such as canteens, crèches rest and lunch room housing transport medical assistance education , healthy and safety recreation facilities etc Industrial relations aspects: This covers union management relations joint consultation collective bargaining grievances and disciplinary procedures settlement of disputes etc. SVCCAM, Coimbatore
OBJECTIVES OF HRM To help the organization reach its goals. To ensure effective utilization and maximum development of human resources. To ensure respect for human beings. To identify and satisfy the needs of individuals. To ensure reconciliation of individual goals with those of the organization. To achieve and maintain high morale among employees. To provide the organization with well-trained and well-motivated employees. SVCCAM, Coimbatore
Contd., To increase to the fullest the employee's job satisfaction and self-actualization. To develop and maintain a quality of work life. To be ethically and socially responsive to the needs of society. To develop overall personality of each employee To enhance employee's capabilities to perform the present job. To equip the employees with precision and clarity in transaction of business. To inculcate the sense of team spirit, team work and inter-team collaboration. SVCCAM, Coimbatore
ROLE OF HR MANAGER Policy Initiation Advisory Role Linking Pin Role Representative Role Decision-making Role Mediator Role Leadership Role Welfare Role Research Role SVCCAM, Coimbatore