Role-of-HR-manager.ppt
- 2. DEFINITIONS MANAGEMENT – Effective utilization of human resources for the achievement of organizational objectives thru the combined efforts of human resources that technological, financial, physical and all other resources are utilized. HUMAN RESOURCES – Defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization.
- 3. HUMAN RESOURCE MANAGEMENT HRM is an integral but distinctive part of management, concerned with people at work and their relationship within the enterprise. HRM can be defined as managing (planning, organising, directing, controlling) the functions of employing , developing and compensating human resources resulting in the creation and development of human relations with a view to contribute proportionately to the organisational, individual and social goals.
- 4. SIMILAR TERMS Labour Management Labour Administration Personnel Management Personnel Administration Human Capital Management Human Asset Management Employment Administration Employee-Employer Relations Union Management Relations Industrial Relations
- 5. NATURE OF HRM Comprehensive Function – Concerned with all types of people inside the organization People Oriented – Dealing with human relationships within an organisation Action Oriented – Actions rather than procedures and records – Solution of personnel problems to achieve both organisational and personal goals. Individual Oriented – Provide services and programmes to facilitate employee satisfaction and growth. Development Oriented – Developing the potential of employees to achieve maximum.
- 6. • Pervasive Function – Inherent in all organisations and at all levels • Continuous Function – On going or never ending exercise rather than a one shot function. • Future Oriented – Concerned with helping an organisation to achieve its objectives in the future. • Challenging Function – Due to dynamic nature of people’s emotions and they can’t be treated like machines • Science as well as Art – Science –Tools, Principles and Techniques ; Art – Handling People
- 7. • Staff Function – Advisory or Directing or monitoring Function •Young Discipline – Started in the last part of 19th century.Relatively new specialized area as compared to manufacturing and marketing. •Interdisciplinary – Involves application of knowledge drawn from Sociology, Psychology and Economics. •Nervous System – Intimately associated with every movement inside the organisation
- 8. OBJECTIVES OF HRM 1. To create and utilize an able and motivated workforce, to accomplish the basic organizational goals. 2. To establish and maintain sound organizational structure and desirable working relationships among all the members of the organization. 3. To secure the integration of individual or groups within the organization by co-ordination of the individual and group goals with those of the organization. 4. To create facilities and opportunities for individual or group development so as to match it with the growth of the organization
- 9. 5. To attain an effective utilization of human resources in the achievement of organizational goals. 6. To identify and satisfy individual and group needs by providing adequate and equitable wages, incentives, employee benefits and social security and measures for challenging work, prestige, recognition, security, status. 7. To maintain high employees morale and sound human relations by sustaining and improving the various conditions and facilities. 8. To strengthen and appreciate the human assets continuously by providing training and development programs.
- 10. 9. To consider and contribute to the minimization of socio- economic evils such as unemployment, under- employment, inequalities in the distribution of income and wealth and to improve the welfare of the society by providing employment opportunities to women and disadvantaged sections of the society. 10. To provide an opportunity for expression and voice management. 11. To provide fair, acceptable and efficient leadership. 12. To provide facilities and conditions of work and creation of favorable atmosphere for maintaining stability of employment.
- 11. FUNCTIONS OF HRM MANAGERIAL FUNCTIONS Planning – Formulating the future course of action Organising – Establishing an intentional structure of roles for people in an orgn such as chain of command, division of labour, assignment of responsibilities. Staffing – Obtaining and maintaining capable and competent personnel. Directing – Coordinating and motivating towards organisational objectives Controlling – Measurement and rectification of activities
- 12. Operative Functions Of HRM Employment – Involves procuring & employing individuals with suitable knowledge, skills & exp Human Resource Development – Process of training and developing employees to improve and update their knowledge and skills Compensation Management – Includes all the extrinsic rewards that an employee receives during and after the course of his job Employee Relations – deals with employees in the organisational context , as a social group that contributes to the orgn.
- 13. EMPLOYMENT Human Resource Planning – Forecasting the human resource requirements Recruitment – process of seeking and attracting prospective candidates against a vacancy in an orgn Selection – choose the right candidate for a job Placement – Selected candidate conveys his acceptance of the offer of employment made by the orgn Induction – Introducing a new employee to the orgn, its business, culture,values, practices and procedures
- 14. HUMAN RESOURCE DEVELOPMENT Performance Appraisal – Process of evaluating the performance of an employee on the job & developing a plan for improvement Training – Systematic development of knowledge, skills, attitudes required to perform a given task successfully. Management Development – developing the employees of an orgn to meet future changes and challenges Career Planning & Development – Identifying one’s career goals & formulating plans of reaching them thru education, work exp. Organisation Changes & Organisation Development
- 15. COMPENSATION MANAGEMENT Job Evaluation – Systematic determination of the value of each job in relation to other jobs in the orgn, industry & market. Wage and Salary Administration - Process of formulating and operating a suitable wage and salary program Fringe Benefits – Monetary & Non-Monetary benefits given to employees during their employment & post employment period.
- 16. SOME OF THE FRINGE BENEFITS Disablement Benefits Housing Facilities Canteen Facilities Conveyance Facilities Educational facilities for employees and their children Credit Facilities Recreational Facilities Medical & Welfare Facilities Post Retirement Benefits
- 17. EMPLOYEE RELATIONS Motivation Morale Job Satisfaction Communication Grievance & Disciplinary
- 18. IMPORTANCE OF HRM SIGNIFICANCE FOR AN ENTERPRISE Attracting and retaining the required talent thru effective HRP, recruitment, selection, placement, orientation, compensation and promotion policies. Developing the necessary skills & right attitude among the employees thru training, development and performance appraisal Securing the willing cooperation of all employees thru motivation, grievance handling. Utilising effectively the available human resources
- 19. PROFESSIONAL SIGNIFICANCE Providing maximum opportunities for personal development of each employee. Maintaining healthy relationships between individuals, and different work groups. Allocating work properly.
- 20. SOCIAL SIGNIFICANCE Providing suitable employment that provides social and psychological satisfaction to employees Maintaining a balance between the jobs available and the job seekers in terms of numbers, qualifications, needs and aptitudes Eliminating wastage of human resources thru conservation of physical and mental health.
- 21. ROLE OF HR MANAGER Service Provider - Providing info to individual employees, Depts or groups and also to the top mgmt Executive – to carry out recruitment, compensation, etc Facilitator – To coordinate and facilitate the resources to the employees Consultant – Motivation, Training, Grievance Handling Auditor – Ensuring that all members of the mgmt perform their respective roles
- 22. HUMAN RESOURCE POLICIES Policies are plans of action. Organizations need to evolve HR policies as they ensure consistency and uniformity in treating people. They help, motivate, and build loyalty Policies become benchmarks to compare and evaluate performance.
- 23. BENEFITS OF HR POLICIES The work involved in formulating personnel policies requires that the mgmt give deep thought to the basic needs of both the orgn and the employees. Favoritism and discrimination are thereby minimised Policies serve as a standard of performance Sound policies help build employee motivation and loyalty Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts.
- 24. 5 PRINCIPAL SOURCES FOR DETERMINING THE CONTENT & MEANING OF POLICIES Past practice in the organisation Prevailing practice in rival companies Attitudes and philosophy of founders of the company and top management Attitudes and philosophy of middle and lower management The knowledge and experience gained from handling countless personnel problems on a day-to-day basis
- 25. PERSONNEL PRINCIPLES – Fundamental truth established by research, investigation and analysis Principle of individual development Principle of scientific selection Principle of free flow of communication Principle of participation Principle of fair remuneration Principle of incentive Principle of dignity of labour Principle of labour management cooperation Principle team spirit Principle of contribution to national prosperity
- 26. Thank You