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Introduction
An organization is nothing without its HR.
What is management?
Management is the process of efficiently getting activities completed with and through other people. The management process includes planning, organizing, staffing, directing and controlling activities that take place to accomplish objectives.
Any definition of management has 4 Ms . any definition of management must include three common factors: Goals, limited resources and people. Management is the process of efficiently getting activities completed with and through other people.
HRM refers to a set of programs, functions and activities designed & carried out in order to maximise both employee as well as organizational effectiveness. Activities include - Human resource planning, Job analysis, & design, selection and recruitment, training & development, performance appraisal,& job evaluation, employee & executive remuneration, motivation, welfare, safety & health, Industrial relations etc.
The utilization and development of HR is not by any means an ancillary activity but a central element in the operation of a business. Thus, HRM is a process consisting of four functions- acquisition, development, motivation and maintenance- of human resources.
Acquisition: procurement of people with necessary skills, knowledge & aptitude. It includes, job analysis, man power planning, recruitment, selection, placement, induction, & internal mobility. Development: process of improving, moulding, changing & developing the skills, knowledge, creative ability, aptitude, attitude, values, commitment based on the present & future requirements. Includes Training, executive devt, career planning, HRD.
Motivation & compensation: process that inspires people to give their best to the orgn thru the use of intrinsic (achievement, recognition , responsibility) & extrinsic (job design, work scheduling, appraisal based incentives) rewards. Maintenance: aims at protecting & preserving the physical & psychological well being of employees thru various welfare measures. Includes health & safety, employee welfare, social security measures(workmens compensation in accidents, Maternity benefits, dependant benefits, retirement benefits like PF, pension & gratuity etc.
Organizations have now adopted the Human resource approach which treats the organizational goals and employee needs as being mutual and compatible and which can be pursued in unison Employees are asset to organization Policies, programs and practices should cater to the needs of employees and should help them in their work and also in their personal development.
It is necessary to create and maintain a conducive work environment, to encourage the employees to develop and harness their knowledge and skills for their good and the good of the organization. HR policies and practices should be in alignment with the goal of balancing individual and organizational needs.
Importance of HRM
1.Good HR practices can help in attracting and retaining the best people in the organization. 2.Good recruitment and selection activities identify the best people for available jobs and make sure that they are placed in suitable positions 3. Performance appraisal and training develop individuals who need skills, knowledge and attitudes different from those they currently possess. 4.Good HR practices can also motivate organizational members to do outstanding work.
HRM Process
5 basic activities
1. 2. 3. 4. 5. Human Resource planning Staffing Training and development Performance appraisal and Compensation
Staffing
It involves a set of activities aimed at attracting and selecting individuals for positions that will facilitate the achievement of organizational goals
Basic steps are
Recruitment
Involves finding and attempting to attract job candidates who are suitable Job analysis, job description, and job specification are important tools
Selection
To find qualified people Preliminary screening, application blank, selectiontest, comprehensive interview etc.
Development programs are designed to educate employees beyond the requirements of their present position, to prepare them for promotions, to fit into the orgns
Performance Appraisal
Involves defining the expectations for employee performance, measuring , evaluating and recording employee performance against these expectations and providing the employee with feedback regarding their performance.
Major purpose- to influence employee performance and development in a positive way As a control technique it requires standards, information and corrective action.
It is the formal evaluation of an individuals job performance. It involves giving feedback to the individual and includes constructive solutions for further improvement. The major purpose of PA is to influence in a positive way, both employee performance and organizational development.
Objectives of Appraisals
Performance feedback Performance improvement Identification of potential Promotion decisions Compensation administration Workforce planning Validation of selection procedures.
Inputs
Setting Verifiable Objectives that become standards
Outputs
Measuring performance against standards 1 Formal comprehensive review( annually) 2. Progress or periodic reviews(Quarterly, monthly) Continous monitoring( daily with emphasis on self control.
Compensation
Consists of wages paid directly to the employees for the amount of time worked or the number of units produced.
Monetary and non-monetary
Wages include basic pay, merit increases, or onuses Benefits protection plans, services, pay for time not worked & income supplements
A sound compensation program enhances the orgns ability to attract and retain employees
Objectives
Societal Objectives
Organizational Objectives
Functional Objectives
Societal Objectives
Manage HR in an ethical & socially responsible manner Ensure compliance with legal & ethical standards
Organizational Objectives
Bring organizational effectiveness
Functional Objectives
Level of service must be tailored to fit the organization It should employ the skills & abilities of the workforce efficiently It should provide well trained & well motivated employees
Personal Objectives
Provide job satisfaction Meet the self actualization needs Stimulate every employee to achieve his potential Maintain a quality of work life Communicate HR polices to get opinions, suggestions, etc
Functions
In order to realize the objectives, HRM should perform certain functions There is correlation b/w objectives and functions Some functions help realize specific objectives
Supporting Functions
Legal compliance Benefits Union- management relations Human resource planning Employee relations Selection Training and Development Appraisal Placement Assessment Appraisal Placement Assessment Training and development Appraisal Placement Compensation Assessment
Organizational Objectives
Functional Objectives
Personal Objectives