Slide 1: What is HRM? Let us understand it by dividing the term into its subparts.
• Human – people, us
• Resource – Assets/costs for organizations
• Management – co-ordination and control to achieve set goals But humans, unlike other resources in the context of work and management, cause problems. A Textbook Definition Bratton and Gold define HRM as: : A Textbook Definition Bratton and Gold define HRM as: “… a strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving sustained competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices”. Features of HRM : Features of HRM Strategic i.e. planned, deliberate, seeking to achieve set objectives
Capabilities i.e. people or resources with potential (knowledge, skills, attitudes) which can be developed to contribute to organizational success.
Competitive advantage – by tapping into and developing these capabilities organizations give themselves an edge over their rivals
Integrated – that the range of things under HRM (recruitment, selection of employees, their training and development, how they are rewarded) is looked at together not as separate things. HRM is very important to us for the following reasons : HRM is very important to us for the following reasons Development and Growth of the organization
Creation of healthy culture in the Organization .
Maintenance of Human Resources Core values of HRM : Core values of HRM The core values of HRM states that
1.Human beings are the crucial aspects of every organization. The greater is the commitment of the human resources the more successful is the organization.
2. An individual is a whole person. He brings all aspects of his personality, attitudes, traits and behavior to the work place.
3. All people represents the organization. The building, equipment and other resources productive only because they are being handled by the hyper generic force of humans.
4.People are different from each other. They vary in abilities, nature, personality, religion etc. people are also influenced by social economic and environmental factors. Core values of HRM (Continued-) : Core values of HRM (Continued-) 5. Human resources have to be acquired, developed and motivated to give higher performances and also must be retained.
6. The success of an organization depends upon the satisfaction of organizational needs and employees needs. There are various levels of hierarchical levels in an organization. The people who manage (i.e., the managers), and people who are at work (subordinates). The effective coordination and commitment between managers and subordinates is essential for organizational success. Apart from that healthy relation ships are to be maintained with consumers, shareholders, entrepreneurs, governments and suppliers.
7. Human relations enable people to work effectively in an organization with other people in organization. Why Does HR Matter? : Why Does HR Matter? Source of competitive advantage
Managing people for competitive advantage
Self-managed teams, decentralized decision-making
Relatively high compensation --contingent on performance
Reduced status differentials
Information sharing HRM OBJECTIVES… : HRM OBJECTIVES… Employee job satisfaction, self-Actualization and motivation
Employee effectiveness and efficiency
Improved quality (innovation & Creativity)
Cost-effectiveness and competitiveness
Rewards and incentives linked to
Recognition of human resource or people issues at the strategic level Philosophy of HRM : Philosophy of HRM HRM is climbing up the peak of humanitarianism with its distinct policies and programmes. HRM insists on mutuality
Mutuality is the common feeling felt by one another as you are all aware the organization where the mutuality exists will flourish and grow. Mutuality relates to : Mutuality relates to 1.Mutual goal:- The organization and individuals depend on each other. The organization needs individuals for fulfillment of their goals and individual needs organization to develop and grow. HRM states that these mutual goals if well integrated make the overall system work with effectiveness.
2. Mutual respect:- This is very crucial aspect. Do you agree so? Yes there is one famous proverb which brings out the importance of respect by stating that “Give respect and take respect”. HRM believes that individuals need to be respected. Respect among the members leads to a healthy culture and climate. Mutuality relates to (Cont.) : Mutuality relates to (Cont.) 3.Mutual rewards:- HRM believes in the mutual reward system both individuals and organizations need to be rewarded. Organizations reward is development and growth. Individual rewards are monitoring and non monitoring. This reward system paves way for effectiveness and efficiency.
4.Mutual Responsibilities:- The individuals in the organization are responsible mutually. This sense of responsibility will lead to effective utilization of team work and leads to excellent growth. Competitive Advantage Through People : Competitive Advantage Through People •The basic idea: establishing and maintaining competitive advantage through people.
•Viewing the work force as an asset, not an expense
–Harder work, from increased involvement and commitment
–Smarter work, through enhanced skills and competence
–Lower overhead, by pushing responsibility downward
•High performance work systems WHY STUDY HRM? : WHY STUDY HRM? Line managers responsible for effective use of people in organization:
Need to understand human behavior
Need to be knowledgeable about systems and processes that help build a committed workforce
Need to be aware of constraints Slide 14: FOR MORE USEFUL EDUCATIONAL PRESENTATIONS AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE