As per PTU's MBA HRM Syllabus Unit No. 1: Human Resources Management: Meaning, Scope, Objective, Functions, Roles and Importance. Interaction with other functional areas. HRM &HRD a comparative analysis. Human Resource Management practices in India.
Human Resource Planning: Meaning & Concept, Process and importance, Methods of Human Resources Planning, Importance of HRIS.
Job Analysis, Job Description, Job Specification & Job Evaluation – Meaning, Concepts and Methods.
2. Human Resource Management
1. Instructor: Amit Sethi
2. Go through course module and
syllabus
3. Text Book: Dessler , Varkkey
4. Invest in text book
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10. Guess the Industry
• The industry is expected to grow from $2 billion in 2013 to $29 billion in
2020, representing a growth of 60 per Cent CAGR as per CLSA report
• It is about 10% of the country’s organized retail market
16. The Strategic Importance of
Managing Human Resources
“It’s all about people.
Everybody can buy coffee
beans and open stores. So
when it comes to being
successful, it’s all about how
you manage your people.”
Howard Schultz
Chair and Chief Global Strategist
Starbucks
18. Four Categories of Resources
• Financial (cash, retained earnings)
• Physical (plant & equipment, geographic location)
• Human (skills & abilities of individuals)
• Organizational (reporting structures, relationships)
19. Human Resources (HR)
The people an organization
employs to carry out various jobs,
tasks, and functions in exchange
for wages, salaries, and other
rewards.
22. • All businesses – no matter their size or structure – benefit
from Human Resources.
23. Why and how human resources (HR) are
superior to other resources
• HR alone appreciates over a period.
• HR achieves in higher performance output than its actual input.
• HR brings value to all other assets.
24.
25. Human Resource Management at Work
• The policies and practices involved
in carrying out the “people” or
human resource aspects of a
management position, including
recruiting, screening, training,
rewarding, and appraising.
26. HRM is concerned with the people dimension in management.
Every organization is made up of people
acquiring their services,
developing their skills ,
motivating them to higher levels of performance
ensuring that they continue to maintain their commitments to the
organization are essential to achieving organizational objectives.
27. Learning Objective
• To understand the objectives and functions of Human Resource
Management
28. HR Quote
• “Great Vision Without Great People Is Irrelevant.”
-Jim Collins, Good To Great
• Great business plans, products and services can easily be copied
by your competitors. Great personnel cannot.
29. Why to study HRM
• Staffing the organization,
• designing jobs and teams,
• developing skillful employees,
• identifying approaches for improving their performance, and
• rewarding employee are relevant to managers as they are to managers in the HR
department.
34. Experts Take
• It is best to avoid individual incentives: Richard Lobo, Senior Vice-President, & Head, HR, Infosys
• Main: Creating and maintaining a high performance culture goes beyond rewards and incentives.
• Appreciation delayed is appreciation denied: Shikha Taneja, Senior Director, Human Resources, ShopClues
• Think of them as 'behavioural' incentives rather than 'performance' incentives: Debabrat Mishra,
Director, Hay Group India
Performance incentives are Pavlovian conditioning for achievement and nothing more
57. Human Resources Development
• HRD is enabling the employees to acquire technical, mechanical and
behavioral skills and knowledge.
58. Human Resources Development
Human Resources Development (HRD) is a framework for
the expansion of human capital within an organization through
the development of both the organization and the individual
to achieve performance improvement.
Human Resource Development is the integrated use of training,
organization, and career development efforts to improve
individual, group and organizational effectiveness.
59. Human Resource Development
• Provides employees
with the skills to meet
current and future
job demands.
• Aligns HRD activities
with organization's
goals and ensures a
match between
individual and
organizational needs
Organization’s
strategic goals
HRD activities
Business results
3-59
60. Scope of HRD
• Scope of HRM is wider while HRD is part and parcel of HRM. It includes
-Recruiting and selecting the employees within dimension and possibilities of
developing HR
-Analyzing, appraising and developing performance
-Train, Develop the technical and behavioral skills
-Plan for employee’s career and introducing development program.
-Plan for succession and employee learning
86. Management Challenges for Indian CEOs
A study among Indian CEOs identified the following challenges:
• Creating a high-performance culture
• Retaining talent
• Recruiting
• Moving from a patriarchic and hierarchical management style to a more team-based,
informal organizational culture
• Linking training with performance
• Compensating knowledge workers
• Building interpersonal relationships/managing conflict
• Going global
Source: Aneeta Madhok, “Similar Challenges” cited by Robert J. Grossman
in “HR’s Rising Star in India,” available at http://www.shrm.org/india.
87. Competitive Challenges and
Human Resources Management
• Top challenges include:
Responding Strategically to Changes in the Marketplace
Competing, Recruiting, and Staffing Globally
Setting and Achieving Corporate Social Responsibility
and Sustainability Goals
Advancing HRM with Technology
Containing Costs While Retaining Top Talent and
Maximizing Productivity
Responding to the Demographic and Diversity
Challenges of the Workforce
Adapting to Educational and Cultural Shifts Affecting
the Workforce
94. Human resource planning
Human resource planning is a process of identifying and then matching
the human resource requirements and availability in order to determine
the future HR activities of the organization on the basis of the overall
organizational objective.
Projections are done under a given set of assumptions about the
organization’s policies and the environmental conditions in which it
operates.
95. Situation For Discussion
• There is Organization which deals with Textile Manufacturing, they are
making 1000 Shirts in day. 1 worker can stitch 25 Shirts in day, How many
workers they require?
• On the eve of Diwali, around 10 workers have gone for the leave which
hampers the production. What company needs to do?
96. Situation For Discussion
• In the month of January, 5 worker gone out and company hire 10 more
workers. What will be impact on the productivity of employees?
• As productivity goes done, company has fired 15 workers, What will happen
in the situation?
97. Planning and Forecasting
• Employment or Personnel Planning
• The process of deciding what positions the firm will have to fill, and how to fill them.
• Succession Planning
• The process of deciding how to fill the company’s most important executive jobs.
• What to Forecast?
• Overall personnel needs
• The supply of inside candidates
• The supply of outside candidates
98.
99. Without forecasting cannot assess the disparity between supply and demand nor
how effective an HR program is in reducing the disparity.
100.
101. Importance of HRP
• Defining future personnel need
• Coping with changes
• Providing base for developing talents
• Increasing investment in HR
• Forcing top management to involve in staffing
102. Significance of human resource planning
• Assessing future recruitment requirements.
• Optimum utilization of available human resources.
• Developing training and retraining programmes.
103. Significance of human resource planning (contd.)
• Formulating compensation policies.
• Determining management development programmes.
• Gaining competitive advantage.
• Shaping future plans and strategies.
104. Some companies that take care of their
employees
• FLIPKART: Male Paternity Policy
• ACCENTURE: Hours that help
• TATA TELESERVICES: Attendance Policy
• BHEL: Employee Flexible work
• MARRIOT HOTELS: Employees as associates, Incentives in form of trip to international
property
• SAP Labs: Once in a week work from home, women employees are being given offering of
additional, extended maternity leave and cab transportation during and post pregnancy.
• ITC: New opportunities for young talent by allotting them new brands
105. Activity
• Each Team has been give a
Industry in the same you
have to start a new company.
You need to do Human
Resource planning for the
business like how will you
calculate how many
employees they require and
at what positions. A rough of
25 lakh rupees has been
given and rest assumptions
they can take
Team 1 Woolen Garments Manufacturing
Team 2 Summer Clothes Manufacturing
Team 3 Hospital
Team 4 Dairy
Team 5 Printing
Team 6 Stationery Making
Team 7 Cycle Parts
Team 8 Advertising Agency
Team 9 Hotel
Team 10 Restrauant
Team 11 BPO
106. HR Quote
• In Order That People May Be Happy In Their Work, These Three Things
Are Needed:
• They Must Be Fit For It.
• They Must Not Do Too Much Of It. And
• They Must Have A Sense Of Success In It
John Ruskin
107.
108. Definitions
• Job –
Consists of group of tasks that must be performed for organization
to achieve its goals
• Position –
Collection of tasks and responsibilities performed by one person;
there is a position for every individual in organization
109. Job analysis
• Systematic process of determining skills, duties, and knowledge required
for performing jobs in organization
116. Questions Job Analysis Should Answer
• What physical and mental tasks does worker accomplish?
• When is job to be completed?
• Where is job to be accomplished?
• How does worker do job?
• Why is job done?
• What qualifications are needed to perform job?
119. • Job description: A statement containing items such as Job title, Location,
Job summary, Working condition etc.
• Job Specification: Minimum things required in employee to perform the job
such as experience, skills, education
128. Activity 2
• Based on number of employees required in different discipline as per
Human Resource Planning Activity-1, team has to write the job
specification and job description for assigned person required.
130. We Are what we repeatedly do. EXCELENCY is Not a ACT but
Habit..
131. Top 10 Highest Paying Jobs in India
• Management Professionals
• Investment Bankers
• IT & Software Engineers
• Chartered Accountants
• Oil and Natural Gas Sector Professionals
• Medical Professionals
132. Top 10 Highest Paying Jobs in India
• Aviation Professionals
• Modeling & Acting
• Law professionals
• Business Consultants
133.
134.
135. RECOGNISING KEY TALENT
• Talent that contributes spectacularly to the top line or to any other crucial
metric can get paid the most.
It is all about who is adding how much to the bottom line. Managements and
boards are today ready to break the conservative way of compensating
talents and paying people who matter more than probably the top-level guy
136. Top 10 highest paying Jobs of World
• Natural Sciences Manager- Average Annual Wages: $97,600
• Marketing Manager-Average Annual Wages: $100,100
• Computer and Information Systems Manager-Average Annual Wages:
$100,222
• Air Traffic Controller-Average Annual Wages: $100,500
137. • Lawyer- Average Annual Wages: $110,600
• Dental Surgeon- Average Annual Wages: $132,702
• Airline Pilots- Average Annual Wages: 134,090
138. • Engineering Managers- Average Annual Wages: $140,210
• Chief Executive Officers- Average Annual Wages: $140,890
• Surgeons- Average Annual Wages: $181,850
139. Process of systematically determining the relative
worth of jobs to create a job structure for the
organization.
Evaluation is based on a combination of job
content, skills required, value to the organization,
organizational culture and the external market.
(Note: focus is the job, not the person doing a job.)
What Is Job Evaluation?
140. • Compare and see how much value does this job have in the industry .
• Decide the amount of compensation to be given
141. Features of Job Evaluation
• It tries to assess jobs, not people.
• The standards of job evaluation
are relative, not absolute.
• The basic information on which
job evaluations are made is
obtained from job analysis.
142. Features of Job Evaluation
• Job evaluations are carried out by
groups, not by individuals.
• Job evaluation does not fix pay
scales, but merely provides a basis
for evaluating a rational wage
structure.
144. RANKING METHOD
• In this method, jobs are arranged from
highest to lowest, in order of their value
or merit to the organisation.
• Jobs can also be arranged according to the
relative difficulty in performing them.
• Jobs are usually ranked in each department
and then the department rankings are
combined to develop an organisational
ranking.
145. JOB CLASSIFICATION
• According to this method, a
predetermined number of job groups
or job classes are established and jobs
are assigned to these classifications.
• This method places groups of jobs
into job classes or job grades.
• Separate classes may include office,
clerical, managerial, personnel, etc.
146. JOB CLASSIFICATION
Following is a brief description of classification in an office:
Class 1- Executives: Office manager, deputy office manager, department supervisor, etc.
Class 2- Skilled workers: Purchasing assistant, cashier, receipts clerk, etc.
Class 3- Semiskilled workers: Stenotypists, machine operators, switchboard operator, etc.
Class 4- Semiskilled workers: file clerks, office boys, etc.
147. POINT METHOD
• This method is widely used currently.
• In this method jobs are expressed in terms of key factors.
• Points are assigned to each factor after priortising each factor in order of importance.
• The points are summed up to determine the wage rate for the job.
• Jobs with similar point totals are placed in similar pay grades
149. Factor Comparison Method
• It is more systematic and scientific
method of job evaluation.
• Though it is the most complex method
of all, it is consistent and appreciable.
• Under this method, instead of ranking
complete jobs, each job is ranked
according to a series of factors.
150. These factors include:
>mental effort.
>physical effort.
>skills needed.
>responsibility.
>working conditions.
>know-how.
>problem solving abilities.
>accountibility, etc.
Wages are assigned to the job in comparison to its ranking on
each job factor.
152. Comparison of Job Evaluation Methods
Advantage Disadvantage
Ranking Fast, simple, easy to
explain, suitable for
small org, not expensive.
Not very accurate , not
useful for large org.,least
used method
Classification Can group a wide range
of work together in one
system, simple, more
accurate than raking
method.
Not useful for large org,
time consuming, not
involved detailed job
analysis.
Point Compensable factors call
out basis for
comparisons.
Compensable factors
communicate what is
valued.
Can become
bureaucratic and rule-
bound.
153. Comparison of Job Evaluation Methods
Advantage Disadvantage
Factor comparison
method
Finds wages for a job,
wages can be calculated
speedily, greater
consistency in the
judgment, size of jobs
can be measured.
Expensive, time
consuming,
