HRM final

Human Resource Management : 

Human Resource Management Mr. Amrinder Singh Asst. Professor Department of Management

What is human resource management? : 

What is human resource management? The effective use of people to achieve both organizational and individual goals.

Conti………….. : 

Conti………….. The effective recruitment, selection, development, compensation, and utilization of human resources by organizations.

Human Resources Management : 

Human Resources Management

Why care about HRM? : 

Why care about HRM? Impact on you as employees Impact on you as managers Potential future roles as HR professionals Impact of HRM on organizations

HRM has increased in importance since the 1980s. Why? : 

HRM has increased in importance since the 1980s. Why? Globalization

HRM has increased in importance since the 1980s. Why? : 

HRM has increased in importance since the 1980s. Why? Globalization Government regulation

HRM has increased in importance since the 1980s. Why? : 

HRM has increased in importance since the 1980s. Why? Globalization Government regulation Stronger knowledge/research base

HRM has increased in importance since the 1980s. Why? : 

HRM has increased in importance since the 1980s. Why? Globalization Government regulation Stronger knowledge/research base Changing role for labor unions

HRM has increased in importance since the 1980s. Why? : 

HRM has increased in importance since the 1980s. Why? Globalization Government regulation Stronger knowledge/research base Changing role for labor unions

What motivates employees? : 

What motivates employees? Feeling “in” on things Good wages Good working conditions Job security Full appreciation of work that is done Tactful disciplining Interesting work Promotion and growth in the organization

A new model of HRM is needed : 

A new model of HRM is needed

A new model of HRM is needed : 

A new model of HRM is needed More strategic (not strictly focused on day-to-day operational needs)

A new model of HRM is needed : 

A new model of HRM is needed More strategic (not strictly focused on day-to-day operational needs) More proactive (less reactive)

A new model of HRM is needed : 

A new model of HRM is needed More strategic (not strictly focused on day-to-day operational needs) More proactive (less reactive) More of a consultant to line management (less of a bureaucratic specialist)

A new model of HRM is needed : 

A new model of HRM is needed More strategic (not strictly focused on day-to-day operational needs) More proactive (less reactive) More of a consultant to line management (less of a bureaucratic specialist)

Competencies needed for HRM : 

Competencies needed for HRM Personal credibility

Competencies needed for HRM : 

Competencies needed for HRM Personal credibility Business mastery

Competencies needed for HRM : 

Competencies needed for HRM Personal credibility Business mastery HR mastery

Competencies needed for HRM : 

Competencies needed for HRM Personal credibility Business mastery HR mastery Change mastery

Professional organizations in HR: : 

Professional organizations in HR: Society for Human Resource Management Human Resource Certification Institute American Society for Training & Development American Compensation Association

Final thought: : 

Final thought: (We don’t learn for school, but for life)

Human Resources Management : 

Human Resources Management

Recruitment : 

Recruitment

Recruitment : 

Recruitment The process by which a job vacancy is identified and potential employees are notified. The nature of the recruitment process is regulated and subject to employment law. Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.

Recruitment : 

Recruitment Job description – outline of the role of the job holder Person specification – outline of the skills and qualities required of the post holder Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)

Selection : 

Selection

Selection : 

Selection The process of assessing candidates and appointing a post holder Applicants short listed – most suitable candidates selected Selection process – varies according to organisation:

Selection : 

Selection Interview – most common method Psychometric testing – assessing the personality of the applicants – will they fit in? Aptitude testing – assessing the skills of applicants In-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer Presentation – looking for different skills as well as the ideas of the candidate

Employment Legislation : 

Employment Legislation

Employment Legislation : 

Employment Legislation Increasingly important aspect of the HRM role Wide range of areas for attention Adds to the cost of the business Even in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.

Discrimination : 

Discrimination Crucial aspects of employment legislation: Race Gender Disability Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers. Copyright: Mela, http://www.sxc.hu

Discipline : 

Discipline

Discipline : 

Discipline Firms cannot just ‘sack’ workers Wide range of procedures and steps in dealing with workplace conflict Informal meetings Formal meetings Verbal warnings Written warnings Grievance procedures Working with external agencies

Development : 

Development

Development : 

Development Developing the employee can be regarded as investing in a valuable asset A source of motivation A source of helping the employee fulfil potential

Training : 

Training

Training : 

Training Similar to development: Provides new skills for the employee Keeps the employee up to date with changes in the field Aims to improve efficiency Can be external or ‘in-house’

Rewards Systems : 

Rewards Systems

Rewards Systems : 

Rewards Systems The system of pay and benefits used by the firm to reward workers Money not the only method Fringe benefits Flexibility at work Holidays, etc.

Trade Unions : 

Trade Unions

Trade Unions : 

Trade Unions Importance of building relationships with employee representatives Role of Trade Unions has changed Importance of consultation and negotiation and working with trade unions Contributes to smooth change management and leadership

Productivity : 

Productivity

Productivity : 

Productivity Measuring performance: How to value the workers contribution Difficulty in measuring some types of output – especially in the service industry Appraisal Meant to be non-judgmental Involves the worker and a nominated appraiser Agreeing strengths, weaknesses and ways forward to help both employee and organisation