Human Resource

Management
First WhoThen What. they first got the right
people on the bus, the wrong people off the bus,
and the right people in the right seatsand then
figured out where to drive it. The old adage
People are your most important asset turns out
to be wrong. People are not your most important
asset. The right people are.

- Jim Collins, Good To Great
History
Scientific Management
Trade Unionism
Human Relations Movement
Human Resources Approach
Introduction to HRM
Definition

HRM comprises of those activities designed
to provide for and coordinate the resources of
an organization
Human Resource Management (HRM) is the
process of acquiring, training, appraising, and
compensating employees and attending to
their labor relations, health and safety, and
fairness concerns.
Organization vision
Organization goals
HR planning
Where do you want
To be?
How do you get
There?
What kind of people
Do we have right now? (knowledge+
Skills+ Attitude

What kind of people do we need
(GAP Analysis; retirements,
Attrition)
Recruitment & Selection
How do we get the best people suited
To the job to apply (online job postings;
Referrals)

How do you select the right people
(tests+GD+personal Interview)
Job Analysis
Job Description What is it
To be done?

Job requirementsWhat kind of
People do we need for this job
Training & Development
How do you develop
Their knowledge/skills/
behavior
Grievance Handling
Career Planning & Management
QWL & Motivation
Performance Appraisal
Assessment of employees performance
Assessment of task success
Employee Retention
ACHIEVEMENT OF THE ORGANIZATIONS OBJECTIVES
Introduction to HRM


HRM is Important For Organizations Because

Different people working in the organization have a
different set of values, attitudes, beliefstherefore they
may not totally agree with each other all the time!

Motivational Needs Are Not The Same For All The
Employeestherefore Individual Aspirations Have To Be
Identified

Expectations of todays employees are very
differentfinding the right employees and retaining
them is a challengetherefore right talent has to be
nurtured in the organization



Introduction to HRM
HUMAN RESOURCE
MANAGEMENT
MANAGERIAL OPERATIVE
PLANNING ORGANIZING STAFFING DIRECTING CONTROLLING EMPLOYMENT COMPENSATION
EMPLOYEE
RELATIONS
HRD
MANAGERIAL FUNCTIONS OF HRM
PLANNING
What is the vision of the organizationwhat are the
objectives
Identifying the personnel programs such as training &
development to meet these objectives
Foresee the changes in the employees attitudes & identify
ways of effectively dealing with them
ORGANIZING
Creating an organization structure
Mapping People (Skills)RolesProcesses/Tasks for
effective utilization of resources





MANAGERIAL FUNCTIONS OF HRM

STAFFING
Obtaining & maintaining competent people at all levels in
the organization
Includes recruitment, selection, placement, induction,
transfer, career progression
DIRECTING
Coordination between different departments to ensure
maximum utilization of resources
CONTROLLING
Comparing the performance against a baseline
Training program evaluations, employee performance
audits, exit interviews Can be examples





EMPLOYMENT

JOB ANALYSIS:

Mapping Job Requirements to an individuals skills & motives

Involves preparation of Job Description (what kind of job) and Job specification (what kind
of person fits the job)

HUMAN RESOURCE PLANNING:

What are the future requirements of the organization
Forecasting the HR requirements to meet these future goals
How to develop the required HR pool
Taking stock of existing manpower inventory by taking into account attrition, downsizing, retirements,
Sabbaticals
EMPLOYMENT

RECRUITMENT:

Its all about encouraging the candidates to apply for the job!

What are the current sources of applicants in the organization

Developing new source of applicants

Encouraging & Attracting candidates to apply

Deciding the recruitment procedure (online, referrals, advertise)


PRE PLACEMENT TALKS ARE AN EXAMPLE FOR RECRUITMENT

EMPLOYMENT

SELECTION:

Its all about selecting the right candidate for the job!

Scanning the applications + CVs

Developing suitable techniques to chose the candidates (tests + GD +
Interview)

Evaluating the candidate and fixing their salaries + benefits

Informing all the candidates about the results

Employing the selected candidates

EMPLOYMENT

PLACEMENT:


Candidate accepts the job

A mentor is assigned to the candidate

Follow-up study on how well the candidate has adjusted to the new job and the
organization


INDUCTION:

Getting the employee acquainted with the new job, organization, its culture,
colleagues, practicesprocedures, responsibilities.

Can be formal.or Informal..is ongoing at least in the first few days!



HUMAN RESOURCE DEVELOPMENT

Process of training & developing the employees to improve their knowledge,
skills, and attitude so that it meets the organizations needs


CAREER
PLANNING
&
DEVELOPMENT
TRAINING
MANAGEMENT
DEVELOPMENT
PERFORMANCE
APPRAISAL
HRD
HRD

PERFORMANCE APPRAISAL:

Assess the strengths and weaknesses of all the employees on the jobdevelop
& implement a suitable improvement plan

It Involves:

Developing a Performance Appraisal System in accordance with Organizations
needs

Developing processes so that the system can be implemented

Training the employees to conduct the appraisal

Obtain feedback on the effectiveness and improving the appraisal system

HRD

TRAINING:

Systematic development of Knowledge, Skills, & Attitudes of an individual for a
job!

It involves:

Identify the Organizations needs

Identify the training needs of the individuals

Design the training program to bridge the gap (knowledge, skills, attitude)

Implement the training program

Assess the success of the training program



HRD

MANAGEMENT DEVELOPMENT:

Developing the employee to meet the future challenges of the organization

Includes developing the competency of the employee along with his/her
personality

It may not be as specific as a training program where the employee is taught
niche knowledge and skills

CAREER PLANNING & DEVELOPMENT:

Identifying individuals goals and facilitating their achievement

Career plan: where the individual wants to be!

Career Development: Where the organization wants the individual to be!



HR Challenges

Challenges to HRM




GOING
GLOBAL
NEW
TECHNOLOGY
MANAGING
CHANGE
MANAGING
HUMAN CAPITAL
RESPONDING
TO
MARKET
CONTAINING
COSTS
Line Managers HRM Jobs
The right person
Orientation
Training
Performance
Creativity
Working relationships
Policies and procedures
Labor costs
Morale
Protecting