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HRM - Introduction

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HRM - Introduction

  1. 1. 1
  2. 2. “ ▪ "You must treat your employees with respect and dignity because in the most automated factory in the world, you need the power of human mind. That is what brings in innovation. If you want high quality minds to work for you, then you must protect the respect and dignity. " -Mr N.R. Narayana Murthy 2
  3. 3. Understanding Human Resource Management
  4. 4. “ ▪ Human: refers to the skilled workforce in an organization ▪ Resource: refers to limited availability or scarce ▪ Management: refers how to optimize and make best use of such limited or scarce resource so as to meet the organization goals and objectives 4
  5. 5. “ ▪ HRM is the process of bringing people and organization together so that the goals of each other are met. ▪ It is defined as an art of procuring, developing and maintaining competent workforce to achieve the goals of the organization in an effective and efficient way. 5
  6. 6. “ ▪ Human Resource Management as “planning, organizing, directing, controlling of procurement, development, compensation, integration , maintenance and separation of human resources to the end that individual, organizational and social objectives are achieved.” -Edwin Flippo 6
  7. 7. Nature of HRM
  8. 8. 8 consists of people- related functions necessitates alignment of HR policies and practices with the organisation’s strategies involves the application of management principles and functions assumes that it is the people who make the difference HR activities are not the sole responsibility of the HR specialists applicable to nonbusiness organisations too
  9. 9. Functions of HRM
  10. 10. 10 Managerial Functions Planning organizing Staffing Direction Controlling Operative Function Procurement Development Compensation Maintenance Motivation Integration
  11. 11. Objectives of HRM
  12. 12. 12 Primary Objective to ensure the availability of a competent and willing work force to an organisation Societal Objectives To be ethically and socially responsible to the needs and challenges of the society while minimising the negative impact of such demands upon the organisation Organisational Objectives To recognise the role of HRM in bringing about organisational effectiveness Functional Objectives To maintain the department’s contribution at a level appropriate to the organisation’s needs Personal Objectives To assist employees in achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organisation
  13. 13. Factors Influencing HR Team Structure
  14. 14. 14 Size of business Nature of Business Philosophy of Senior Management Global Presence
  15. 15. Personnel Policies And Principles
  16. 16. Policies ▪ a plan of action 16 Policy of hiring people with due respect to factors Policy on terms and conditions of employment Policy with regard to medical assistance Policy regarding housing, transport, uniform and allowances Policy regarding training and development Policy regarding industrial relations
  17. 17. Principles ▪ Principle is the fundamental truth established by research, investigation and analysis 17 Principle of individual development Principle of scientific selection Principle of free flow of communication Principle of participation Principle of fair remuneration Principle of incentive Principle of dignity of labour Principle of team spirit to promote co-operation Principle of contribution to national prosperity
  18. 18. Skills For HR Professionals
  19. 19. 19 HR Competency Model
  20. 20. HRM Models
  21. 21. The fombrun, Tichy and Devanna Model ▪ It emphasizes treating employees as a means to achieving the organization’s strategy 21
  22. 22. The Harvard Model 22
  23. 23. The Guest Model 23
  24. 24. The Warwick Model 24
  25. 25. The ulrich Model 25
  26. 26. Personnel Management vs HRM
  27. 27. 27 BASIS FOR COMPARISON PERSONNEL MANAGEMENT HUMAN RESOURCE MANAGEMENT Meaning The aspect of management that is concerned with the work force and their relationship with the entity is known as Personnel Management. The branch of management that focuses on the most effective use of the manpower of an entity, to achieve the organizational goals is known as Human Resource Management. Approach Traditional Modern Treatment of manpower Machines or Tools Asset Type of function Routine function Strategic function Basis of Pay Job Evaluation Performance Evaluation Management Role Transactional Transformational Communication Indirect Direct Labor Management Collective Bargaining Contracts Individual Contracts Initiatives Piecemeal Integrated Management Actions Procedure Business needs Decision Making Slow Fast Job Design Division of Labor Groups/Teams Focus Primarily on ordinary activities like employee hiring, remunerating, training, and harmony. Treat manpower of the organization as valued assets, to be valued, used and preserved. Father of Personnel Management Robert Owen Father of Human Resource Management George Elton Mayo
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