1. INTRODUCTION TO HRM
Lesson 1

2. LESSON OBJECTIVE INTRODUCTION IMPORTANCE OF HRM NATURE OF HRM
HR OBJECTIVES
HR FUNCTIONS
KEY HR CHALLENGES
HR ROLES AND COMPETENCIES NEEDED.

3. INTRODUCTION
HR manages the people who provide Competitive Advantage to
the organization.
Competitive Advantage
By offering skills, capabilities, systems and practices
By aligning HR plan with business plan HR is becoming strategic
Innovation is the key to competitive advantage which is been provided by the human resource
HR function converts adverse situation into an opportunity
Organizational change and change agent

4. WHAT IS HUMAN RESOURCE MANAGEMENT
Human resource management is the function performed in an
organization that facilitates the most effective use of people
(employees) to achieve organizational and individual goals

5. IMPORTANCE OF HRM
It is the competence and attitude of the human resource that can make or break a business.
Unlike other resources human resource is dynamic in nature
A nation with a rich human resource can develop fast.
Quality human resource are the asset to the organization and they are the contributors to gain competitive advantage.

6. NATURE OF HUMAN RESOURCE MANAGEMENT
HRM refers to the application of management principles to management of people in an organization !!!! HRM consist of people-related function . Building human capital is a major function of HR professionals HRM necessitates alignment of HR policies and practices with organizational strategies.

7. NATURE OF HUMAN RESOURCE MANAGEMENT
Who Is an HR Manager?
In the course carrying out their duties, every operating manager is, in essence, an HR manager.
HR specialists design processes and systems that operating managers help implement.

8. NATURE OF HUMAN RESOURCE MANAGEMENT
Acquiring Human resources
Maintaining Human Resources
Developing Human resources

9. HRM OBJECTIVES
SOCIETAL
ORGANISATIONAL
FUNCTIONAL
PERSONAL

10. HRM FUNCTIONS Managerial Functions Operative Functions Planning
Organizing
Controlling
Directing
Operative Functions
Employment/staffing
Human Resource Development
Compensation Management
Human relations

11. HR CHALLENGES Globalization of Business
Outsourcing and increased competition
Stockholder, employee, manager concerns?
Is this socially responsible
Economic and Technological Changes
Occupational shifts from manufacturing and agriculture to service industries and telecommunications.
Pressures of global competition causing firms to adapt by lowering costs and increasing productivity.
Technological Shifts and the Internet
--Growth of information technology.

12. HR CHALLENGES Workforce Availability and Quality Concerns
--Inadequate supply of workers with needed skills for “knowledge jobs”
--80% of manufacturing jobs report shortage of qualified workers
Growth in Contingent Workforce
--Represents 20% of the workforce
--Increases in temporary workers, independent contractors, leased employees, and part-timers caused by:
Need for flexibility in staffing levels
Increased difficulty in firing regular employees.
Reduced legal liability from contract employees

13. HR Management Roles Administrative Role
Clerical and administrative support operations (e.g., payroll and benefits work)
Technology is transforming how HR services are delivered.
Outsourcing HR services to reduce HR staffing costs
Operational and Employee Advocate Role
“Champion” for employee concerns
Employee crisis management
Responding to employee complaints

14. Changing Roles of HR Management

15. Strategic Role for HR Employee Advocate Role Strategic Role
“Contributing at the Table” to organizational results
HR becomes a strategic business partner by:
Focusing on developing HR programs that enhance organizational performance.
Involving HR in strategic planning at the onset.
Participating in decision making on mergers, acquisitions, and downsizing.
Redesigning organizations and work processes
Accounting and documenting the financial results of HR activities.

16. Operational to Strategic Transformation of HR

17. HR Management Competencies and Careers
Important HR Competencies
Strategic contribution to organizational success
Business knowledge of organization and its strategies
Effective and effective delivery of HR services
Familiarity with HRMS technology
Personal credibility

18. HR Management as a Career Field
HR Generalist
A person with responsibility for performing a variety of HR activities.
HR Specialist
A person with in-depth knowledge and expertise in a limited area of HR.
HR Manager
A person who is a line manager for HR Generalists and Specialists

19. ACTIVITY
There are certain mantras of management success. Best managed companies are more employee-friendly, and focus on training and fair remuneration. Find and list out top 5 Indian companies known for best HR practices and also try to analyze what are the key features that set them apart