Human Resource Management

- the policies, practices, & systems that influence employees behavior, attitudes, & performance.

Many companies refer to HRM as involving people practices."

Human Resource Management

The function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational & individual goals.

Overall Framework for Human Resource Management

HUMAN RESOURCE MGT

Conducting job analyses Planning labour needs & recruiting Selecting job candidates Equal employment opportunity (EEO) compliance Orienting & training new employees

Managing wages & salaries

HUMAN RESOURCE MGT

Providing incentives &
benefits Appraising performance

Training & developing

Building employee commitment

Labor relations
Safety, health, & wellness

Influence of Technology in HRM

Human Resources Information System (HRIS)
A computerized system that provides current & accurate data for the purposes of control & decision making.

Benefits:
Store & retrieve of large quantities of data. Combine & reconfigure data to create new info. Institutionalization of organizational knowledge. Easier communication. Lower admin productivity costs & response time; increased

Most Common HRIS Applications Payroll 76.7%

Benefits administration
Benefits enrollment Recruitingapplicant tracking

57.1
41.4 39.1

Personnel administration
Training & development Employee self-service

39.1
31.6 24.8

Manager self-service
Other

18.0
3.8

History of HRM
Stage I- HR in pre-industrial era Stage II Industrial Revolution & the Factory System Stage III- Emergence of the Modern corporation & managerial capitalism Stage IV- Scientific Management Stage V- WW-I & emergence of HRM as a profession

Contd.
Stage VI- The human relations movement Stage VII- Personnel management maintenance 1935-1970 Stage VIII - Quality of work life era Stage IX - Contemporary HRM

Historical Foundations of HRM

Scientific Management

Welfare Work

Industrial Psychology

Human Relations

Evolution of HRM in India

Period 1920s1930s 1940s1960s 1970s1980s

Devt. Status Beginning

Outlook Pragmatism of capitalists Technical, legalistic Professional, Legalistic, impersonal Philosophical

Emphasis Statutory, welfare, paternalism Introduction of techniques Regulatory, conforming, imposition of standards on other functions Human values, productivity through people

Status Clerical

Struggling for recognition Achieving sophistication

Administrative

Managerial

1990s

Promising

Executive

Source: C.S. Venkataratnam & B.K.Srivastava, Personnel Management & Human Resources, p.5.

Why Is HR Mgt Imp to All Managers?

mistakes you dont want to make -

Hiring the wrong person for the job Experiencing high turnover Finding employees not doing their best

Having your Co. taken to court because of your discriminatory actions Having your Co. cited under occupational safety laws for unsafe practices

Objectives of the HRM Function

Helping the organization reach its goals Employing the skills & abilities of the workforce efficiently Providing the organization with well-trained & wellmotivated employees Increasing to the fullest the employees job satisfaction & self-actualization

Objectives of the HRM Function (contd..)

Developing & maintaining a quality of work life that makes employment in the orgn desirable

Communicating HRM policies to all employees

Helping to maintain ethical policies & socially responsible behavior Managing increased urgency & faster cycle time

HRM & Organizational Effectiveness

Performance Legal compliance Employee satisfaction Absenteeism Turnover

Training effectiveness Trg return on investmt Grievance rates Accident rates

If the HRM function is to be successful, managers in other functions must be knowledgeable & involved

Who Performs HRM Activities

In most organizations two groups perform HRM activities:

1) HR managers-

specialists (staff)
2) Operating managers

(line)

Line Versus Staff Authority

Authority is the right to make decisions, to direct the work of others, & to give orders

Line Versus Staff Authority Line managers are authorized to direct the work of subordinates
in charge of accomplishing the organizations basic goals

Staff managers assist & advise line managers in accomplishing these goals HR managers are generally staff managers

Line Managers HR Responsibilities Placing the right person in the right job Starting new employees in the organization Training employees for jobs that are new to them

Interpreting the companys policies & procedures

Controlling labor costs Protecting employees health & physical

conditions

Responsibilities of HR Departments
Employment & recruiting

Training & devt

Compensation Benefits Employee Services Employee & community relations Personnel records Health & safety Strategic planning

What Roles Do HR Depts. Perform?

Strategic Partner

Administrative Expert

Human Resources

Employee Advocate

Change Agent

Competencies Needed by HR Professionals:

Communication skills Problem solving Leadership Recruiting/staffing Employment law Training & development Technology Forecasting Compensation design Benefits design & administration Accounting & finance Record keeping

Human Resource Competency Model