BM11191011

• Human Resource Management


  The planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organization and social objectives are accomplished
• Human Resource Management


  The management of workers (manpower) in an organization so that they could be in a position to serve the organization with dedication and high performance
• Human resource is a staff function
• HRM is an ongoing procedure that tries to keep the organization supplied with the right people in the right position when they are needed
• Human Resource Management


  • Focuses on people in the organization
  • Applying management principles in procuring, developing and maintaining people in the organization
  • HR Decisions must influence effectiveness of organization leading to better service to customer and high quality products at reasonable price
• Personnel Management


  Obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization
• Personnel Management


  An administrative function of an organization that exists to provide the personnel needed for organizational activities and to manage the general employee-employer relationship
• Personnel Management plays an important role to promote the employees so that employees can contribute their maximum for achieving the enterprises goals
• Human Resource Management


  Deals with issues related to compensation, performance management, organization development, safety, wellness, benefits, employee motivation, training and others
• Differences between Personnel Management and Human Resource Management


  • Employment contract: Careful dimension of written contract (Personnel Mgt) vs Aims to go beyond contract (Human Resource Mgt)
  • Rules: Importance of devising clear rules (Personnel Mgt) vs Impatience with rules (Human Resource Mgt)
  • Guide to Mgt action: Procedures (Personnel Mgt) vs Business needs (Human Resource Mgt)
  • Behavior referral: Norms, customs and practices (Personnel Mgt) vs Values/Mission (Human Resource Mgt)
  • Managerial task vis-à-vis labor: Monitoring (Personnel Mgt) vs Nurturing (Human Resource Mgt)
  • Key relations: Labor (Personnel Mgt) vs Customer (Human Resource Mgt)
  • Initiatives: Piecemeal (Personnel Mgt) vs Integrated (Human Resource Mgt)
  • Speed: Slow (Personnel Mgt) vs Fast (Human Resource Mgt)
  • Management role: Transactional (Personnel Mgt) vs Transformational (Human Resource Mgt)
  • Communication: Indirect (Personnel Mgt) vs Direct (Human Resource Mgt)
  • Managerial skills: Negotiation (Personnel Mgt) vs Facilitation (Human Resource Mgt)
  • Selection: Separate (Personnel Mgt) vs Integrated (Human Resource Mgt)
  • Pay: Job Evaluation (Personnel Mgt) vs Performance related (Human Resource Mgt)
  • Labor management: Collective bargaining contracts (Personnel Mgt) vs Individual contracts (Human Resource Mgt)
  • Job design: Division of labor (Personnel Mgt) vs Teamwork (Human Resource Mgt)
  • Training and development: Controlled course (Personnel Mgt) vs Learning organization (Human Resource Mgt)
  • Shared Interest: Organization interest uppermost (Personnel Mgt) vs Mutuality of interests (Human Resource Mgt)
  • Conflict handling: Temporary (Personnel Mgt) vs Climate and culture (Human Resource Mgt)
  • Focus of attention for intervention: Personnel procedures (Personnel Mgt) vs Cultural and structural strategies (Human Resource Mgt)
• Human Resource Management is all encompassing, includes human resource development and more, goes far beyond traditional personnel function, is more proactive and change oriented, and needs competencies of a different nature from traditional personnel function required
• Importance of Human Resource Management


  • Hire the right persons for the job
  • Low attrition rate
  • Ensure people do their best
  • Time saved in not conducting useless interviews
  • Avoid legal actions for any discrimination
  • Safety laws are not ignored
  • Equity towards employee in relation to salary etc
  • Effective training
  • Avoid unfair labor practices
• HR Department Responsibilities


  • Human Resource Planning
  • Recruitment
  • Selection
  • Orientation (Induction/socialization)
  • Training and Development
  • Performance Appraisal
  • Promotion, transfers, demotion and separation
• Human Resource Planning


  The process of forecasting a firm's future demand for and supply of the right type of people in the right number
• Human Resource Planning


  The process by which management ensures that it has the right personnel who are capable of completing those tasks that helps the organization to achieve its goals and objectives
• Human Resource Planning


  Planning for future personnel needs of an organization, taking into account both internal and external activities and factors of the environment
• Importance of Human Resource Planning


  • Planning for future needs
  • Planning for balance
  • Planning for recruitment/selection/layoff
  • Planning for staff development
  • Evaluation of job requirement
• Basic Procedure for HR Planning


  • Type and strategy of organization
  • Organizational growth cycle and planning
  • Environmental uncertainty
  • Time horizon
  • Type and quality of forecasting information
  • Nature of jobs being filled
  • Outsourcing
• Forecasting Techniques

  • Ratio Analysis
  • Regression Analysis
  • Work study Techniques
  • Delphi Technique
  • Managerial judgements
• HR Supply Forecast


  • Existing Human Resources
  • Internal Source of Supply
  • External Source of Supply
• Job Analysis


  The process of studying and collecting information relating to the operational responsibilities of a specific job
• Job Analysis involves


  • Collecting and recording job information
  • Checking the job information for accuracy
  • Writing job description based on the information
  • Using the information to determine the skills, abilities and knowledge
  • Updating the information from time to time
• Job Description


  A list of job duties, responsibilities, reporting relationships, working conditions and supervisory responsibilities
• Job Specification


  A list of job's "human requirements" that is the requisite education, skills, personality and so on
• Use of Job Analysis Information


  • Recruitment and Selection
  • Career Planning
  • Performance Appraisal
  • Health and Safety
  • Salary and Wages
  • Employee discipline
  • Training & Development
• Recruitment


  The process of finding and attracting capable applicants for employment
• Sources of Recruitment


  • Internal Factors: Recruitment policy, Human resource plan, Size of firm
  • External Factors: Supply and demand, Unemployment rate, Labor market, Political, Social, Cost, Image
• Organizations ability to recruit depends on reputation, attractiveness of location and of specific job offer
• Factors Governing Recruitment


  • Civil Rights Movement
  • Women's Movement
• Equal pay Act of 1964 prohibits discrimination by employers on basis of sex
• Compatible worth defines candidates suitability for a position or category
• Selection


  The process of differentiating between applicant's in order to identify those with greater likelihood of success in a job
• Sources of Recruitment


  • Advertisements in newspapers and professional journals
  • Employment agencies
  • Word of mouth
  • Visits to colleges and university campuses
• Recruitment


  • Striking a balance between internal or external sources
• Internal sources of recruitment

  • 1
  • 2
• External sources of recruitment


  • Supply and demand
  • Unemployment rate
  • Labor market
  • Political
  • Social
  • Cost
  • Growth
  • Image
• Internal factors governing recruitment


  • Recruitment policy
  • Human resource plan
  • Size of firm
• Organizations' ability to recruit depends on reputation, attractiveness of location and of specific job offer
• The Civil Rights Movement and Women's Movement led to the Equal Pay Act of 1964 which prohibits discrimination by employers on the basis of sex
• Compatible worth


  Defines candidates' suitability for a position or category