BBA-SEM-3-HRM-Introduction of Human Resource of Management
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Human Resource Management (HRM) focuses on attracting, developing, and maintaining an effective workforce, involving various functions such as employee hiring, remuneration, training, and industrial relations. The objectives of HRM include achieving organizational goals, maximizing human resource development, ensuring employee satisfaction, and fostering a collaborative work environment. Ultimately, HRM is about managing the workforce to improve both individual and organizational performance.
BBA-SEM-3-HRM-Introduction of Human Resource of Management
- 1. HUMAN RESOURCE MANAGEMENT: chapter 1chapter 1 The most important quality of successful people Is Their willingness to change
- 2. Learning ObjectivesLearning Objectives Define Human Resource Management (HRM) List the different functions of HRM
- 3. “It takes knowledgeable, people to run a business”
- 4. “It takes reliable, run a business”
- 5. “It takes motivated people to run a business”
- 6. It takes knowledgeable, reliable, and motivated people to run a business successfully
- 7. HRM makes all this possible!!!
- 8. HumanHuman – people, us ResourceResource – Assets/costs for organizations ManagementManagement – co- ordination and control to achieve set goals But humans
- 9. HRM is about…HRM is about… Employee Hiring Employee Remuneration Maintaining Employee morale Encouraging Innovation Enhancing Skills of Employees or Saving Jobs Employee Motivation Industrial Relations
- 10. HRM is about…HRM is about… Legal issues
- 11. HRM is about… Planning staffing needs
- 12. HRM is about… Recruiting, selecting, and hiring
- 13. HRM is about… Organizing work processes
- 14. HRM is about… Training
- 15. HRM is about… Communicating performance feedback
- 16. HRM is about… Career or employment counseling
- 17. HRM is about… Encouraging Innovation GGooooggllee 2070 10 Job Continuous Innovation Discontinuous Innovation
- 18. Before hiring Tons of issues…Tons of issues…
- 19. While recruiting and hiring Before hiring Tons of issues…Tons of issues…
- 20. While recruiting and hiring Before hiring While employed Tons of issues…Tons of issues…
- 21. While recruiting and hiring When terminating employment Before hiring While employed Tons of issues…Tons of issues…
- 22. After termination While recruiting and hiring When terminating employment Before hiring While employed Tons of issues…Tons of issues…
- 23. Definition…Definition… The set of organizational activities directed at attracting, developing, and maintaining an effective work force. HRM involves all management decisions and practices that directly affect the people of an organization.
- 26. PlanningPlanning Organization’s Environment Mission and Objectives Framing the strategies Strengths and weaknesses (SWOT) Organization Structure Technology and leadership
- 28. StaffingStaffing Obtaining people with appropriate skills, ability, knowledge & experience Key person of Job analysis, recruitment and selection
- 30. DevelopingDeveloping Ensure the employees posses the knowledge and skills to perform satisfactory in their jobs Performance Appraisal can identify employees key skills.
- 31. MonitoringMonitoring Design and administration or reward systems Job evaluation, Performance Appraisals, pay and benefits
- 33. MaintainingMaintaining The administration and monitoring of work safety, health and welfare polices to retain workforce Maintain the legal standard and regulation
- 34. Managing RelationshipManaging Relationship Maintain relationship with union & non union work place
- 36. Managing the ChangeManaging the Change Helping others to imagine the future, communicating the vision. Setting the clear expectations for Performance and developing capability to recognize
- 37. CHAK DE INDIA film not base on 16 girls whoCHAK DE INDIA film not base on 16 girls who won the world championshipwon the world championship BUTBUT its based on ONE MAN ONE VISIONits based on ONE MAN ONE VISION
- 38. EvaluatingEvaluating Designing the procedures and processes that measure, evaluate and communicate the value- added component of HR
- 40. Cont…Cont… 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.
- 41. Cont…Cont… To increase to the fullest the employee's job satisfaction 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 provide the employees clarity in transaction of business. To inculcate the sense of team spirit, team work and inter-team collaboration.
- 42. Scope of HRMScope of HRM HRM consists of people-related functionsHRM consists of people-related functions as hiring, training & development, performance review, compensation, safety-health, welfare, industrial relations HRM consists arrangement of HR policiesHR policies and practices with the organization's strategies
- 43. Cont…Cont… HRM assumes that its people who make the difference. They alone capable for generating value for the organization HR not only focusing of business development but also in non business activities like education, health and recreation
Editor's Notes
- #11: Most people think this is the primary reason to perform HRM tasks. It shouldn’t be! HRM is most important for the reasons outlined on the following slides.
- #12: What tasks need to be performed? Who is able to do them?
- #13: “Hire Hard; Manage Easy!”
- #14: How should tasks be performed? How do the pieces fit together?
- #15: Owners should make sure employees can perform assigned tasks. Training is likely necessary to ensure this.
- #16: Employees need to know how they are performing. This process works best when informal feedback is offered and when formal feedback occurs on a given schedule.
- #19: This series of slides points out that legal issues can occur anywhere in the process of employing or terminating employment (either by your choice or the employee’s). Before hiring, is the workplace safe?
- #20: Have you asked legally valid questions in the interview? Have legal forms been signed?
- #21: Have contracts been followed? Has employee not been harassed? Have records (timecards, feedback, etc.) been kept? Have you paid taxes where appropriate?
- #22: Are there sufficient grounds for firing?
- #23: Have records been retained?