Human Resource MANAGEMENT

LECTURE NO. 1

INTRODUCTION TO HR MANAGEMENT
Human Resource management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, HUMAN Resource management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.

DEFINITION OF HR MANAGEMENT
Human planning, controlling development, Resource of Management directing the is the and organizing,

procurement, integration,

compensation,

maintenance
resources to

and
the

separation
end that

of

human

individual,

organizational, and societal objectives are

accomplished.

FUNCTION OF HR MANAGEMENT
HUMAN RESOURCE MANAGEMENT

PLANNING ORGANIZING DIRECTING CONTROLLING PROCUREMENT

DEVELOPMENT COMPENSATION INTEGRATION MAINTENANCE SEPARATION

Human Resource Management

Planning:
Planning means the determination in advance of a personnel program that will contribute to goals established for the enterprise.

Organizing:
Organizing means to design the structure of relationships among Jobs, Personnel and physical factors.

Human Resource Management

This function are also called command and motivation. At considerable number of difficulties getting people to go to work effectively.

Directing:

as actuation, any rate, a are involved in willingly and

The Control is that the observation of action and its comparison with plans and the correction of any deviations that may occur.

Controlling:

Human Resource Management

Procurement:
This first operative function of Human Resource management is concerned with the obtaining of the proper kind and number of personnel necessary to accomplish organizational goals.

Development:
Development has to do with the increase of skills, through training, that is necessary for proper job performance.

Human Resource Management

This function is defined as the adequate and equitable remuneration of personnel for their contribution.

Compensation:

It is concerned with the attempt to effect a reasonable reconciliation of individual, societal and organizational interests..

Integration:

Human Resource Management

Maintenance:
The maintenance of willingness is heavily affected by communications with employees, the physical condition of the employee should be maintained their health and safety too.

Separation:
It is concerned with the attempt to effect a reasonable reconciliation of individual, societal and organizational interests..

RESPONSIBILITIES OF HR MANAGER
There are some basic responsibilities of a HR manager are: 1.To classify jobs and prepare wage and salary scales. 1.To counsel employees. 2.To deal with disciplinary problems. 3.To negotiate with labor unions and service union contracts. 4.To develop safety standards and practices.

Continue

RESPONSIBILITIES OF HR MANAGER
6.To manage benefit programs, such as group insurance, health, and retirement plans. 7.To provide for periodic reviews of the performance of each individual employee, and for recognition of his or her strengths and needs for further development. 8.To assist individuals in their efforts to develop and qualify for more advanced jobs. 9.To plan and supervise training programs. 10.To keep continuous agenda of developments in personnel management.

CHALLENGES OF MODERN HR MANAGEMENT

Among the many challenges the following FIVE are the most critical and commonly applicable.

1. 2. 3.

Changing mix of the work force Changing personal values of the work force Changing expectations of citizen employees

4.

Changing demands of government

1.CHANGING MIX OF THE WORK FORCE

1.
2. 3. 4. 5. 6.

Increased numbers of minority members entering occupations requiring greater skills. Increasing levels of formal education for the entire work force. More female employees. More married female employees. More working mothers and A steadily increasing majority of white collar employees in place of the blue collar.

2.

CHANGING PERSONAL VALUES OF THE WORK FORCE

Work is regarded as having spiritual meaning, buttressed by such behavioral norms as punctuality, honesty, diligence and frugality. Ones job is a central life interest and provides the dominant clue in interpersonal assessment. A work force with this set of values is highly adapted to use by business organizations in their pursuit of the values of productivity, efficiency and effectiveness.

3. CHANGING EXPECTATIONS

OF

CITIZEN EMPLOYEES

1.Freedom of speech. 2.The right to privacy. 3.Drinking / smoking habits. 4.Kinds of friends. 5.Type of neighborhood. 6.Records of arrest. 7.Ability to pay bills in queue. 8.Ever received psychiatrics counseling.