Professional Documents
Culture Documents
23
Acknowledgements
These notes have been prepared from the books written by the following authors: V.S.P Rao Schwind, Das, Werther, Davis
Unit-I
Concepts & Perspectives of HRM; HRM in changing environment, HRM functions, Role of HR Practitioners; HR Policies, Corporate objectives and Human Resource Planning.
Definition
Human resource may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner.
Features
Pervasive Force Action Oriented Individually oriented People oriented Development oriented Integrating mechanism Comprehensive Function Auxiliary Service Inter-disciplinary function Continuous function
Scope of HRM
Personnel aspect
Welfare aspect
Industrial relations aspect
Misconceptions
1. Lack of expertise 2. Alienation from the mainstream 3. Fascination with latest fads 4. Lack of respect
Objectives of HRM
1. To contribute to organizational
effectiveness 2. To be efficient and cost effective 3. To be responsive to lager societal concerns 4. To meet personal needs of its employees
Objectives of HRM
1. 2. 3.
4.
5. 6. 7.
To help the organization reach its goals To employ the skills and abilities of the workforce efficiently To provide the organization with well trained and well motivated employees To increase to the fullest the employees job satisfaction and self-actualization To develop and maintain a quality of work life To communicate HR policies to all employees To help maintain ethical policies and behavior
Importance of HRM
1.
Enterprise Level
a)
2.
Individual Level
a) b) c)
Promotes team work and spirit Excellent growth opportunities Work with diligence and commitment
3.
Society Level
a) b)
Role of HR Manager
Changing from protector and screener to the planner and change agent Planning and implementing downsizing, restructuring and other cost cutting activities
HRM in India
Static Legalistic Ritualistic
History of HRM
1.
Industrial Revolution
Fragmented and Dull jobs, workers did portion of the job, workers were glorified machine tools, interests of workers not protected
2.
Scientific Management
Taylor advocated, work is broken down into smallest mechanical elements and rearranging them into efficient combination. Individuals should be matched physically and mentally to the requirements of the task. Piece rate system.
History of HRM
3.
Trade Unionism
Collective bargaining, unfair labor practices, grievance handling, disciplinary procedures, pay and benefits
4.
History of HRM
5.
Terminology
Management HRM Empowerment HRD Job Analysis Employee Development
Case
Does Sincerity pay?
Environmental Challenges
Economic Challenges
Government and Legal Challenges Technological Challenges
Societal Challenges
Demographic Challenges
Economic Challenges
Global Trade Challenge Challenge of Productivity Improvement
2.
Technological Challenges
Computerization Automation
3.
Demographic Challenges
Increasing number of women in the workforce Shift from Primary to Service jobs Educational attainment of workers Employment of older workers More part time workers Unemployment
4.
Cultural Challenges
Factors Influencing Personnel FunctionExternal Technological Economic Political Social Local & Govt. Issues Unions Employers demands Workforce diversity Internal
Rao
Personnel Aspect
Recruitment, selection, placement training, appraisal, compensation, productivity
Welfare Aspect
Working conditions, amenities, facilities, benefits
3.
Compensation
Job Evaluation Wage and salary administration Incentives Bonus Fringe benefits Social security measures
Personnel Policy
Brewster and Richbell defined Personnel policies as a set of proposals and actions that act as a reference point for managers in their dealings with employees. Personnel policies constitute guides to action. They furnish the general standards or bases on which decisions are reached. Their genesis lies in an organization's values, philosophy, concepts and principles. E.g. equal employment opportunity to minorities
Procedures
Procedures are action guidelines. They are derived from policies.
Objectives
Forecast personnel requirements Cope with changes Use existing manpower productively Promote employees in a systematic manner
Benefits
Reservoir of Talent Prepare people for future Expand or contract Cut costs Succession Planning
6. Job Level
resources 2. Preparing Manpower Inventory 3. Determining Manpower Gaps 4. Formulating Manpower Plans
HR Planning Process
Benefits of HR Planning
Better view of the HR dimensions of business decisions
Lower HR costs through better HR management.
Problems in HRP
Accuracy Support Numbers game
Indian Organizations
Inadequate records Improper retrieval systems Non-computerized personnel information Current technologies and knowledge not put to use optimally Changes in labor market Difficulties in forecasting resignations, deaths, turnovers etc.
Guidelines
Objectives Top Management Support Manpower Inventory Human Resource Information System Coordination
Suggested Readings:
3.
4.
5.
6.
7. 8. 9.
Education Asia, New Delhi. Rao, V.S.P., Human Resource Management-Text & Cases, Excel Books, New Delhi. Ramaswamy, E; Managing Human Resources, Oxford University Press, New Delhi Irancevich, John, Human Resource Management, Irwin/McGraw Hill. Casio, Wayne F; Managing Human Resources, McGraw Hill Inc. Subba Rao, P; Essentials of Human Resource Management & Industrial Relations, Text, Cases & Games, Mimbai, Himalaya Publishing House. Mondy R.W; Noe, R.M., Premeaux, S.r. and Mondy J.B; Human Resource Management, Prentice Hall Inc. Saiyodain, Human Resource Management, TMH, N.Delhi. Aswthappa, Human Resource Management, TMH, N.Delhi.