Evolution of human resource management The importance of the human factor Objectives of human resource management Inclusive growth

wth and affirmative action -Role of human resource manager Human resource policies Computer applications in human resource management Human resource accounting and audit.

 Early phase Legal Phase

Welfare Phase
Development Phase

At enterprise level At the individual level At society level At national level

 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 quality of work life To communicate the policies to all employees

Administrative Roles

Operational Roles

Strategic Roles

Policy maker Administrative expert Advisor Housekeeper Counselor Welfare officer Legal Consultant

Recruiter Trainer, Developer, Motivator Co-ordinator/ Linking Pin Mediator Employee champion

Change agent Strategic partner

 Human resource policies are systems of codified

decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Personnel policies guide action. They offer the

general standards or parameter based on which decisions are reached. They serve as a road map for manager on number of issues such as recruitment, selection promotion and compensation.

Straight-forward, clear and concise human resource policies are important for a number of reasons. Failing to implement policies and job descriptions leaves your company open to legal challenges, grievances and lawsuits, especially if you inconsistently apply your human resources policies and your pay structure / system. Grievances and lawsuits lead to:
Increased costs that affect your profits
Increased turnover Negative moral

 The nature of the organization

What they should expect from the organization?

What the organization expects of them? How policies and procedures work?

What is acceptable and unacceptable behavior?

The consequences of unacceptable behavior

 Derived from personnel objectives of an organization. Past experiences are summarized in the form of useful

guidelines that helps manages to speed decision making process. Helps managers and subordinates to dispose of repetitive problems in consistent manner. Serves as standing plan that can be put to use repeatedly while solving problem of a recruiting nature It permits managers to transfer some of the recruiting problems to subordinates. It facilities some transfer of decision making to lower level of organization. It helps in achieving coordination of organizational members and help predict more accurately the action and decision of others.

 Originated policies Appealed policies

Imposed policies
General policies Specific policies

Written or implied policies

1. Identifying the need 2. Collecting data 3. Specifying alternative 4. Communicating the policy 5. Evaluating the policy

 Computer

applications in Strategic HRM and HR

planning Computer applications in Job analysis Computer applications in Recruitment Computer applications in Selection Computer applications in Human Resource development and Career Planning Computer applications in Performance Appraisal Computer applications in Compensation and Benefits Computer applications in Performance Appraisal Computer applications in Compensation and Benefits Computer applications in Health and safety Computer applications in Labor relations