HUMAN RESOURCE MANAGEMENT CHAPTER 1 (UNIT 1) (INTRODUCTION)

DEFINITION
Human Resource Management is that field of management which has to do with planning, organizing, directing and controlling the functions of procuring, developing, maintaining and utilizing a labour force, such that the

(i) Objectives for which the company is established economically and effectively.
(ii) Objectives of all levels of personnel are served to the highest possible degree. (iii) Objectives of society are duly considered and served.

MICHEAL

OBJECTIVES OF HRM
SOCIET AL

ORGANIZATION AL

FUNCTIONAL

PERSON AL

FUNCTIONS OF HRM
PERFORMANCE APPRAISAL TRAINING & DEVELOPMENT CAREER PLANNING

RECRUITMENT & SELECTION

WAGE & SALARY ADMN

HR PLANNING

FUNCTIONS

LABOUR WELFARE

ROLE OF HR MANAGER

HR Role
Welfare Role Administrative Role Legal Role

CHANGING ROLE: REASONS

LIBERALIZATION DEMOGRAPHICS INTERNAL CUSTOMERS

GLOBALIZATION

CORPORATE REORGANIZATION S

EXTERNAL CUSTOMERS

DISINVESTMENT

TECHNOLOGY

MANAGING MANAGERS

FEATURES OF HRM
Interdisciplinary
Continuous

Development Oriented

Staff Function

Comprehensiv e

FEATURES

Young Discipline

EVOLUTION OF HRM

Industrial Revolution Trade Unionism Scientific Management Industrial Psychology Human Relations Movement Behavioral Sciences Human Resource Specialist and Employee Welfare

CHARACTERISTICS OF WORKFORCE

Large Size Women at work Young and dynamic Changes in values Higher qualifications Dual career couples

Life-Style changes

HUMAN RESOURCE MANAGEMENT CHAPTER 2 (UNIT 1) (HR PLANNING)

HR PLANNING

HR PLANNING: MEANING

HR Planning is the process of forecasting an organization's future demand for, and supply of, the right type of people in the right number.

It is only after this that the HRM department can initiate the recruitment and selection process.
HRP is a sub-system in the total organizational planning.

HR PLANNING: IMPORTANCE

Helps estimate future personnel needs Part of strategic planning

Facilitate international expansion

Foundation for personnel functions Increasing investment in HR

FACTORS AFFECTING HRP

Type & Strategy

Outsourcing

Growth Cycles

HRP
Time Horizons

Environment

Type & Quality of Information

Nature Of Jobs

HR DEMAND FORECASTING

Demand forecasting is the process of estimating the future quantity and quality of people required.

The basis of the forecast must be the annual budget and long-term corporate plan, translated into activity levels for each function and department.
Demand forecasting must consider several factors- both external as well as internal.

DEMAND FORECASTING TECHNIQUES

Managerial Judgement Ratio Trend Analysis

Work Study Techniques

Regression Analysis

Delphi Technique

HR SUPPLY FORECAST

HR Supply forecast determines whether the HR department will be able to procure the required number of personnel.
Specifically, Supply forecast measures the number of people likely to be available from within and outside an organization.

SUPPLY FORECASTING TECHNIQUES

Turnover Rate Inflows & Outflows

Productivity Level

Conditions of Work & Absenteeism

HRIS

A Human Resource Information System is a systematic procedure for collecting, storing, maintaining, retrieving and validating data needed by organization about its human resources. The HRIS is usually a part of the organizations larger management information system (MIS).

Promotion

Upward reassignment of an individual in an organizational hierarchy

Increased

Responsibility Enhanced Status Increased Income

43

Reasons for Promotion

Growth of Business
Recognition for a job well done Employee motivation and growth

44

Criteria for Promotion

Performing Present Duty Well Experienced & Qualified Willing to handover Current Responsibilities Enthusiastic about New Role Familiar with the Job Responsibilities Proficient with Interpersonal Skills Adequately Trained
45

Promotion Policy

Statement of the organisations broad directives on promotion matters

Ratio

of Internal Promotion : External Recruitment Identifying Ladders of Promotion Pre-Requisites for being Considered Any Factors which disqualify from Promotion Seniority vs. Merit

46

What is Transfer?

Reassignments to similar positions in other parts of the firm Usually involves no change in grade / salary Can be initiated by the employee / employer

50

Employee Initiated

Personal Enrichment More Interesting Job Greater Convenience Better Career Advancement Opportunities

51

Employer Initiated

Vacate a position Fill a position Consolidate a position Find a better fit

52