Professional Documents
Culture Documents
History of HRM Meaning of HRM Functions Significance Challenges of HRM HR Policies and Programmes Organizational Structure Components of HRM Role of HR manager
HISTORY OF HRM
The development and growth of HRM is very slow
in the initial stages but later it has made a steady progress throughout the world. The development of HR is owed basically to the development of various disciplines and to the changes in the industrial sector
introduced Scientific Management, time study, and motion study concepts in 19th century Human relations movement undertaken by humanitarians like Elton Mayo and others Establishment of ILO in 1919 Impact I&II world wars Great Industrial Revolution Development social sciences Increasing role of Governments Development of Trade Unions/Labour movement Development and growth of the organizations
Setting up of Royal Commission of Labour by British India in 1929 Establishment of ILO in 1919 After Independence Adoption of the concept of Welfare State in the Constitution of India Passing and enforcing various labour laws to ameliorate the working conditions of labour Adoption of five year plans
MEANING OF HRM
Human Resource Management is a modern term
earlier it referred to as Personal Administration or Personnel Management HRM is a process consisting of acquisition, development, motivation and maintenance of human resources.
FUNCTIONS OF HRM
Ensuring that the organization fulfils all of its equal employment
opportunities and other Government obligations Carrying out job analysis to establish the specific requirements for individual jobs within an organization Forecasting the human resource requirements necessary for the organization to achieve its objectives-both in terms of number of employees and skills Developing and implementing a plan to meet these requirements Recruiting and selecting personnel to fill specific jobs within an organization Orienting and training employees Designing and implementing management and organizational development programmes Designing systems for appraising the performance of individuals Assisting employees in developing career plans Designing and implementing compensation system for all employees
SIGNIFICANCE OF HRM
With good HR policies and practices an organization can hire, develop and utilize best brains in the Attract and retain talent marketplace, realize its professed goals and deliver results better than others
Attract and retain talent Promote team spirit Increase Productivity Improve job satisfaction Train people for challenging roles Develop skills and competencies Develop loyalty and commitment
CHALLENGES OF HRM
Vision penetration Internal environment Change in industrial relations Building organizational capabilities Job design and organizational structure Increasing size of workforce Changing psycho-social system Satisfaction of higher level needs Equalitarian social system Technological advances Computerized information system Changes in legal environment Management of human relations
thinking and action in decision-making Policies are implemented by procedures A procedure is a well thought out course of action A programme is comprehensive plan covering a large territory Programmes help in translating procedures into concrete action Prorgrammes are complex sets of goals, procedures, rules, steps to be taken, resources to be employed and other elements necessary to carry out a given course of action
TYPES OF HR POLICES
Originated policies
Appealed policies
Imposed policies General policies Specific policies Written or implied policies
Uniformity
Better control Standards of efficiency Confidence Speedy decisions Coordinating devices
Easy to understand
Precise Stable as well as flexible Based on facts Appropriate number Just, fair and equitable Reasonable Review
Organizational Structure is essential to achieve stated goals. An Organizational Structure specifies formal reporting relationships between members, which can be a line or a staff relationship.
The relationship existing between two managers due to delegation of authority and responsibility and giving or receiving instructions or orders is called line relationship
Staff relationship
The relationship between a line manager and the staff authority is advisory, which means that the staff, a supporting unit, recommends action or alternative actions to the line manager
ORGANIZATION OF HR DEPARTMENT
The internal structure of a HR/personal department depends on various factors such as nature and size of the organization, managerial preference to structure operations clearly, external forces etc. Small firms have only a single section, headed by a personnel officer taking care of everything. Medium sized firms may create a separate personnel/HR department having experts in the personnel field supported by administrative staff. In large firms the structure of a personnel/HR department may take various shapes, depending on organizational resources, competitive pressures and total employee strength.
Compensatio n Manager
Welfare Officer
assistants
assistants
In functional organization, all activities of an organization are divided into various functions such as production, marketing, finance etc. Each functional area is headed by a specialist who directs the activities of that area for the entire organization.
Recruiting officer
Training Manager
Compensatio n Manager
Welfare officer
assistants
assistants
assistants
assistants
_ _ _ _ _ _ _ _ ___ _ _ _ _ _ _ __________ _ _ _ _ _ _ __ _ _____ Recruiting Training Compensation Welfare officer Manager Manager Officer assistants assistants
assistants
BM Nagpur
COMPONENTS OF HRM
ACQUISITIO N HR Planning Recruiting Employee socialization
MAINTENANC ESafety &Health Employee Relations External Influences
MOTIVATION Job Design Performance Evaluation Rewards Discipline
ROLE OF A HR MANAGER
PERSONAL ROLE A advisory role WELFARE ROLE A organizational CLERICAL ROLE A time keeping LEGAL ROLE A grievance handling B disputes redressal C discipline D WPIM
B planning role
B salary admn.
C HR records
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