HRM SP PPT Unit - 1 2021
HRM SP PPT Unit - 1 2021
HRM SP PPT Unit - 1 2021
MANAGEMENT
UNIT – I
Understanding Human Management and Framework:
HRM is climbing up the peak of humanitarianism with its distinct policies and
programmes. HRM insists on mutuality.
2. Mutual respect--- “Give respect and take respect”. Respect among the members
leads to a healthy culture and climate.
3.Mutual rewards---
4.Mutual Responsibilities----
Whenever you see a balance sheet of a company , you see the assets and
liabilities which are usually the material elements.
Can you name the company that puts human resources as assets in balance
sheet and started the tradition of considering their employees as appreciating
assets?
It is Infosys!!!!!
You all know that it is a very successful company, and the success has come with
just not planning and utilization of material resources, but with Human resources,
as they are the most valuable assets for any organization.
So you see how important people are in delivering the best of whatever the
organisation IItt iiss IInnffoossyyss!!!!!!!!!!
PERSONNEL MANAGEMENT VS
HRM
PM HRM
Management of employed Management of employee’s
people skills, ability, knowledge
Economic man Economic + social
+Psychological man
3. All people represents the organization. The building, equipment and other
resources productive only because they are being handled by the hyper energise
force of humans.
4.People are different from each other. They vary in abilities, nature, personality,
religion etc. people are also influenced by social economic and environmental
factors
5. Human resources have to be acquired, developed and motivated to give higher
performances and also must be retained.
Administrative
Personnel practices
Legal compliance forms and paperwork
Operational Actions
Managing employee
relationship issues
Employee advocate
Strategic HR
Organizational/business strategies
HR strategic or planning , Evaluation of HR effectiveness.
HRM WHEEL
SCOPE OF HRM
HRM OBJECTIVES & FUNCTION
HRM OBJECTIVES SUPPORTING FUNCTION
SOCIETAL OBJECTIVES LEGAL COMPLIANCE
BENEFITS
UNION – MGMT RELATIONS
3.EMPLOYEE DEPLOYMENT
6.IMPROVE COMMUNICATION
8. COUNCELLING IF REQUIRE
In the medieval times there were examples of kings like Allaudin Khilji who
regulated the market and charged fixed prices and provided fixed salaries to their
people. This was done to fight inflation and provide a decent standard of living
during the pre independence period of 1920 the trade union emerged.
Many authors who have given the history of HRM say that HRM started because
of trade union....... and the First World War.
The Second World War created awareness regarding workers rights and 1940‘s to
1960‘s saw the introduction of new technology to help workers.
The 1960‘s extended the scope of human resource beyond welfare. Now it was a
combination of welfare, industrial relation, administration together it was called
personnel management. With the second 5 year plan, heavy industries started and
professional management became important.
In the 70‘s the focus was on efficiency of labour while in the 80‘s the focus was on
new technology, making it necessary for new rules and regulations.
In the 90‘s the emphasis was on human values and development of people and with
liberalization and changing type of working people became more and more important
there by leading to HRM which is an advancement of personnel management.
It is critical that today’s organizations align their human resources to better meet
strategic objectives. A failure to do so results in wasted time, energy, and resources.
Organizations are more likely to achieve this alignment with their corporate objectives
when they review their recruitment and selection processes for fit, communicate the
mission and vision statements, use joint goal setting, design an appropriate reward
system, empower the workforce, promote and develop from within, and use teams to
achieve synergy.
Human Resource Management is the management function that helps the managers to
plan, recruit, select, train, develop, remunerate and maintain members for an
organization. HRM has four objectives of societal, organizational, functional and
personal development. An organization must have set policies;
Definite procedures and well defined principles relating to its personnel and these
contribute to the effectiveness, continuity and stability of the organization.
HR Management Challenges
4 Organizational restructuring
6. Globalization
Economic and Technological Change:
Several economic changes have occurred that have altered employment and
occupational patterns in the United States. A major change is the shift of jobs from
manufacturing and agriculture to service industries and telecommunications.
This shift has meant that some organizations have had to reduce the number of
employees, while others have had to attract and retain employees with different
capabilities than previously were needed. Additionally, pressures from global
competitors have forced many U.S. firms to close facilities, adapt their management
practices, and increase productivity and decrease labour costs in order to become
more competitive. Finally, the explosive growth of information technology,
particularly that linked to the Internet, has forced many changes throughout
organizations of all types.
•GLOBAL COMPETITION
“ Policies are statements of the organisation’s over-all purposes and its objectives in
the various areas with which its operations are concerned- personnel, finance,
production, marketing and so on.”
Peter Drucker says: “The management must gear its policies and objectives in such a
fashion that the employees perform their work. It implies a consideration of human
being as a resource having psychological properties, abilities and limitations requiring
same amount of engineering attention as any other resource and it is the management
alone that can satisfy the requirements of motivation, participation, satisfaction,
leadership.
HR Policies are:
1) The keystone in the arch of management and the life-blood for the
successful functioning of the personnel management for lasting improvement
in labour relations.
4) Balanced with the kind of reputation the enterprise wants to build up.
5) Recognise the desire of workers.
6) In the best interest of all parties- employer, employee and public community.
3) Major policies- pertaining to the over-all objectives, procedures and control which
affect an organisation as a whole. Ex: product, financing, org. structure, plant
location etc.
4) Minor policies- cover relationships in a segment of an organisation, with
considerable emphasis on details and procedures. Such policies are the outgrowth
of major policies and preserve their unity of purpose.
Forms of delivery of HR policies:
5) Union contract
1) Initiating a policy.
2) Uncovering of facts by the personnel department.
3) Recommending a policy to the top management and eliciting the views of all
concerned.
4) Putting down a policy in writing.
5) Explaining and discussing the proposed policy with members of the
organisation.
6) Adopting and launching it.
7) Communicating it to employees at all levels.
8) Administering it.
9) Initiating follow-up action on it.
10) Evaluating it.
11) Reformulating the policy.
For Example
The statement Objectives of the Tata Iron & steel Co. Ltd. gives a clear cut policy
towards its employees: