UNIT 1- INTRODUCTION TO HUMAN RESOURCE MANAGEMENT.ppt
- 1. Reaccredited by NAAC with A+ Presidency Group Presidency College Presidency College Hebbal – Kempapura, Bengaluru – 560024 www.presidencycollege.ac.in INTRODUCTION TO HUMAN RESOURCE MANAGEMENT UNIT 1
- 2. Reaccredited by NAAC with A+ Presidency Group Presidency College Unit I:Introduction to Human Resource Management 08 Hours Syllabus: Introduction – Meaning of HRM – Objectives of HRM – Importance of HRM – Functions and Process of HRM - Duties and Responsibilities of Human Resource Manager – Recent trends in HRM. Managerial and operative role of Human Resource Management
- 3. Reaccredited by NAAC with A+ Presidency Group Presidency College Meaning Human Resource Management (HRM) is that part of management process which develops and manages the human element of the enterprise considering their resourcefulness in terms of total knowledge, skills, creative abilities, talents, aptitudes and potentialities for effectively contributing to the organisational objectives.
- 4. Reaccredited by NAAC with A+ Presidency Group Presidency College Definition • Byars and Rue – “Human resource management encompasses those activities designed to provide for and coordinate the human resources of an organization Human resource functions refer to those tasks and duties performed in organizations to provide for and coordinate human resources”. • Ivancevich and Glueck – “Human resource management is the function performed in organizations’ that facilitate the most effective use of people (employees) to achieve organizational and individual goals”.
- 5. Reaccredited by NAAC with A+ Presidency Group Presidency College OBJECTIVES OF HUMAN RESOURCES MANAGEMENT 1. Right Person -To ensure the availability of the right person for the right job at the right time. 2. Achievement of goals: To help the organisation to attain its goal effectively through competent and efficient work force 3. To tap the potential of human resources and develop their talents & knowledge through customized training & Development programs 4. To provide supportive work environment leading to employees job satisfaction and self actualization 5. To build team spirit and cooperation among employees 6. To provide job security during employment 7. To retain talented work force by developing employees skills & knowledge leading to career progression
- 6. Reaccredited by NAAC with A+ Presidency Group Presidency College OBJECTIVES OF HUMAN RESOURCES MANAGEMENT 8. Work Culture: An HR manager needs to be active while calling for strategies to foster better work culture like Automated activities, Quick operations and empowerment to employees, Developing and maintaining healthy and transparent relations, employee management software etc. 9. Team Integration One of the prime roles and objectives of HRM is to make sure the team coordinates efficiently 10. Workforce Empowerment Talking about employee motivation, nothing can work better than empowering them.
- 7. Reaccredited by NAAC with A+ Presidency Group Presidency College Significance/Importance of HRM • It Improves Organizational Effectiveness The human resource management system of a company has a significant impact on individual and organizational effectiveness. A good HRMS brings consistency in human resource management practices and improves human relations in the company. • It Can Increase Employee Commitment An HRMS focused on increasing employee commitment will recruit selectively, provide employees with intensive training, and offer a high level of compensation. • It Helps Empower Employees The focus of an HRMS can be increasing the involvement of employees and empowering them. Under such a system, employees are given more decision-making power, and teamwork is encouraged.
- 8. Reaccredited by NAAC with A+ Presidency Group Presidency College Significance/Importance of HRM • It Improves Occupational Safety Occupational injuries and fatalities can have devastating consequences for employee morale. Such incidents can also potentially jeopardize the business. • It Enhances Customer Service Small businesses have typically limited market share. Providing excellent customer service is one strategy to defend market share. • Managing the employee regularity. The success of any organization lies in the selfless contribution and commitment of its employees. The employee presence or employee attendance matters the most to a company. • Safeguarding Employee Rights. Employee rights are equally important to employee benefits. It is the primary function of the business organization to safeguard its employee rights in terms of wages, overtime, workplace safety, wrongful termination or discrimination. With the help of a human resource management tool, one can efficiently work on the human rights of employees, keeping them privileged
- 9. Reaccredited by NAAC with A+ Presidency Group Presidency College Human Resource Management Functions 1. Job design and job analysis Job design is a process that involves several aspects. Some of them are describing duties to employees, taking them through the responsibilities, and of course, educating them about the operations of the job. The next part is job analysis which involves identifying the day-to-day functions required for smooth functioning. This is done to determine a future course of action for the organization's recruitment process. • 2. Planning of Human Resources Proper planning of the available human resources is an essential part of the HRM job profile. Each organization has certain available human resources. It is the job of the HR managers to train and distribute the resources in a way that helps the organization reach its potential in the best way.
- 10. Reaccredited by NAAC with A+ Presidency Group Presidency College Human Resource Management Functions 7. Employee Learning and Development The learning and development part can be considered one of the advisory functions of HRM. Learning and development is a continuous process that encourages the development of employees. 8. Managerial relations managerial relations deal with the connections within the various processes that exist within an organization. 9. Labor relations t is the job of HR to spot the communication gaps between two employees or an employee and the organization.
- 11. Reaccredited by NAAC with A+ Presidency Group Presidency College Human Resource Management Functions 10. Employee engagement and communication Encouraging the employees to engage and communicate is an essential part of any organization. Increased communication and engagement are the ways to ensure employee satisfaction.
- 12. Reaccredited by NAAC with A+ Presidency Group Presidency College FUNCTIONS OF HRM Managerial Functions • Planning • Organising • Staffing • Directing • Coordinati ng • Controllin g Operative Functions • Recruitment • Selection • Performance Appraisal • Training & Development • Compensatio n Mgt • Employee Welfare • Personal record • Separation • Professional Development • Ensuring legal Compliance Advisory Functions • Strategic Partners to top Mgt • Advise to dept heads
- 13. Reaccredited by NAAC with A+ Presidency Group Presidency College Processes in Human Resource Management 1. Human Resource Planning: Generally, we consider Human Resource Planning as the process of people forecasting. Right but incomplete! It also involves the processes of Evaluation, Promotion and Layoff. – Recruitment: It aims at attracting applicants that match a certain Job criteria. – Selection: The next level of filtration. Aims at short listing candidates who are the nearest match in terms qualifications, expertise and potential for a certain job. – Hiring: Deciding upon the final candidate who gets the job. – Training and Development: Those processes that work on an employee onboard for his skills and abilities upgradation.
- 14. Reaccredited by NAAC with A+ Presidency Group Presidency College Processes in Human Resource Management 2. Employee Remuneration and Benefits Administration: The process involves deciding upon salaries and wages, Incentives, Fringe Benefits and Perquisites etc. Money is the prime motivator in any job and therefore the importance of this process. Performing employees seek raises, better salaries and bonuses. 3. Performance Management: It is meant to help the organization train, motivate and reward workers. It is also meant to ensure that the organizational goals are met with efficiency. The process not only includes the employees but can also be for a department, product, service or customer process; all towards enhancing or adding value to them. • Nowadays there is an automated performance management system (PMS) that carries all the information to help managers evaluate the performance of the employees and assess them accordingly on their training and development needs.
- 15. Reaccredited by NAAC with A+ Presidency Group Presidency College Processes in Human Resource Management 4. Employee Relations: Employee retention is a nuisance with organizations especially in industries that are hugely competitive in nature. Though there are myriad factors that motivate an individual to stick to or leave an organization, but certainly few are under our control. Employee relations include Labor Law and Relations, Working Environment, Employee heath and safety, Employee- Employee conflict management, Employee- Employee Conflict Management, Quality of Work Life, Workers Compensation, Employee Wellness and assistance programs, Counseling for occupational stress. All these are critical to employee retention apart from the money which is only a hygiene factor.
- 16. Reaccredited by NAAC with A+ Presidency Group Presidency College Planning Recruitment Selection Socialization/ orientation Training & Development Performance Appraisal Promotions, Transfers, Demotions & Separations Human Resource Process
- 17. Reaccredited by NAAC with A+ Presidency Group Presidency College Roles and Responsibilities of HR Manager 1. Human Resource Planning 2. HR Manager Job Analysis and Design 3. Hiring Candidates 4. Training and Development 5. Design Workplace Policies 6. Monitor Performance 7. Maintaining Work Culture 8. Resolve Conflict 9. Ensure the Health and Safety of Employees 10. Rewards and Incentives
- 18. Reaccredited by NAAC with A+ Presidency Group Presidency College Roles and Responsibilities of HR Manager 1. Human Resource Planning HR managers are responsible for planning and achieving organizational objectives. They usually identify, prepare, and execute business goals with top-level executives. This makes human resource planning a critical role for HR managers. It helps ensure an organization has the right number of employees with the necessary skills to meet its goals. 2. HR Manager Job Analysis and Design • Job description • Employee’s position in the organization • Resources the employee will need to perform the job efficiently • Work schedule • Salary, incentives, and other employee benefits In addition to this, the roles of the HR manager include the following: • Job rotation: Transferring employees from one task to another depending on the requirement and their skills • Job enlargement: Merging previously distributed (similar) functions into one job • Job enrichment: Adding more responsibility to an employee’s job • Creating high-performance working groups: Building teams to complete tasks that require high levels of performance
- 19. Reaccredited by NAAC with A+ Presidency Group Presidency College Roles and Responsibilities of HR Manager 3. Hiring Candidates Finding and hiring the right talent is a very complex process. Modern human resources departments do more than just post job requirements in portals to fill open positions. They develop strategic solutions to attract suitable candidates to fulfill the demands of the business. 4. Training and Development The Human Resources department is responsible for developing and administering training and development programs. Training and development programs are designed to improve employees’ performance and help them adapt to changes in the workplace.
- 20. Reaccredited by NAAC with A+ Presidency Group Presidency College Roles and Responsibilities of HR Manager 5. Design Workplace Policies • Standard operating procedures • Anti-harassment and non-discrimination • Paid leaves, sick leaves, and time-off benefits • Meal and break periods • Time tracking • Employee attendance and punctuality 6. Monitor Performance General HR roles and responsibilities closely related to training include examining employee performance records to identify the scopes of improvement and arranging training workshops to upskill them.
- 21. Reaccredited by NAAC with A+ Presidency Group Presidency College Roles and Responsibilities of HR Manager 7. Maintaining Work Culture HR roles & responsibilities shape and maintain organizational culture. Therefore, it is essential to create a positive impression of the company from day one, so the new employees know what to expect. 8. Resolve Conflict In every organization, employees come from diverse backgrounds. And when people with opposite opinions meet, the conflict chances rise significantly. Whether the issue is between two employees or an employee and the management, the human resources management has to be the mediator for conflict resolution.
- 22. Reaccredited by NAAC with A+ Presidency Group Presidency College Roles and Responsibilities of HR Manager 9. Ensure the Health and Safety of Employees Employees are an important asset of the organization. Unless they are safe and healthy, they won’t be able to give their best to the company. Thus, HR managers need to ensure the health and safety of employees. 10. Rewards and Incentives Lastly, HR managers must reward employees based on their performance and other factors like punctuality. The biggest benefit of rewarding workers is that it creates a desire for other employees to excel at their job in the hope of getting incentives.
- 23. Reaccredited by NAAC with A+ Presidency Group Presidency College
- 24. Reaccredited by NAAC with A+ Presidency Group Presidency College Recent Trends in HRM 1. Work-force diversity Today’s work force comprises of people of different gender, age, social class, religion, education, language martial status, lifestyle, beliefs, ideologies and background characteristics such as geographic origin, tenure with the organization, and economic status and the list could go on. Diversity is critically linked to the organization’s strategic direction. Where diversity flourishes, the potential benefits from better creativity and decision making and greater innovation can be accrued to help increase organization’s competitivenessy 2. A hybrid structure The personnel groups relocated when work-from-home became a routine, leaving all the teams and companies to disband from one particular geographical location to anywhere in the nation. Where some organizations are encouraging their employees to start in-office jobs again, many are content with a hybrid culture and are continuing to play by that.
- 25. Reaccredited by NAAC with A+ Presidency Group Presidency College Recent Trends in HRM 3. Global expansion on the rise Shifting your work into the global market – remote working is an initial step. With changing times and technology the trends in HRM have taken a turn too, and the inauguration of a business in foreign lands is becoming a cakewalk. Furthermore, governments uplifting strict policies in this post- pandemic era – support the businesses too. 4. Employee experiences take precedence Employees today don’t just want a good pay check but a quality culture and healthy work environment as well. As a part of trends in HRM, a good remuneration retains an employee, and a qualified environment and experience assist in the choice too. 5.HR leaders should bring about methods to encourage positive workforce health, making the employees more flexible to changes and disruptions. 6. Analytics gaining the front seats With no physical human contact, tracking and measuring the work and employees became strenuous, especially when the workforce is spread throughout the globe. Analytics is said to play an impacting role in offering information for decision-making.
- 26. Reaccredited by NAAC with A+ Presidency Group Presidency College Recent Trends in HRM 7.Requirements of changing skill Recruiting and developing skilled labor is important for any company concerned about competitiveness, productivity, quality and managing a diverse work force effectively. 8. Change Management Change management systematically deals with changes in an organization’s goals, processes or technologies. It aims to implement efficient strategies to execute changes, controlling them and helping people to adapt to them with minimal hindrances.
- 27. Reaccredited by NAAC with A+ Presidency Group Presidency College Managerial Functions Planning: It is a predetermined course of action. Planning pertains to formulating strategies of programmes and changes in advance that will contribute to the organisational goals. In other words, it involves planning of human resources, requirements, recruitment, selection, training etc. Organising: It involves providing for the division of work among the most capable groups and individuals. It brings together physical and human resources together and establishes responsibility, authority and accountability. Staffing: Concerned with obtaining capable people whose personal characteristics match the job requirements of available positions in the organization.
- 28. Reaccredited by NAAC with A+ Presidency Group Presidency College Managerial Functions of HRM Directing: Motivating people, maintaining homogenous work groups, , stimulating commitment to work, and providing fair compensation Tapping the maximum potentialities of the people is possible through motivation and command. Co- ordination deals with the task of blending efforts in order to ensure successful attainment of an objective. Controlling: Controlling involves checking, verifying and comparing of the actuals with the plans, identification of deviations if any and correcting of identified deviations. Thus, action and operation are adjusted to pre-determined plans and standards through control. Auditing training programmes, analysing labour turnover records, directing morale surveys, conducting separate interviews are some of the means for controlling the HRM function and making it effective.
- 29. Reaccredited by NAAC with A+ Presidency Group Presidency College Operative Functions of Human Resource Management Recruitment • One of the main operative functions of HR is taking care of recruitment. HR Managers estimates how much manpower the firm requires by analysing the existing workforce and the workload. After acquiring the candidates with desired qualification and/or experience, they delegate responsibilities. Compensation • Employees look for financial support while they work in an organisation.. Here compensation is the payment that the employees receive in exchange for the work they do. The compensation must be equitable and sufficient. Development • The HRM needs to upgrade the existing staff and develop them. Arranging for training and development of the staff is important for the overall growth of the firm.
- 30. Reaccredited by NAAC with A+ Presidency Group Presidency College Operative Functions of Human Resource Management Workplace Environment • . One of the managerial and operative functions of HRM is to ensure the organisational goals are met and steady productivity is maintained. For this, good maintenance of the workplace, providing a productive ambience, etc. are necessary. Relationship Building • While performing the managerial and operative functions of HRM, the managers also build a relationship with the workers across industries by joint consultation, bargaining or acting as a mediator if disputes occur. Motivation • Employees need to be continuously motivated so that they give in full effort to achieve the prior set goals. If at any point in time they feel demotivated, the HR manager should be there to guide them and motivate them in whatever way necessary- monetary or non-financially. Occasional incentives motivate workers and ensure more efficiency in the work to be delivered.
- 31. Reaccredited by NAAC with A+ Presidency Group Presidency College