26509437-Chp-1-Introduction-to-HRM

Chapter 1 : 

Chapter 1 Nature and Scope of HRM Prof.Sujeesha Rao

TOPICS TO BE COVERED : 

TOPICS TO BE COVERED Introduction Meaning & Definition of HRM Scope of HRM Differences between PM & HRM The Nature of employment relationship HRM-Functions & Objectives Evolution of HRM in India Why Study HRM? Prof.Sujeesha Rao

Introduction : 

Introduction Challenges faced by organizations Global competitiveness – implications on HR Work force diversity Ethical issues Advances in technology and communication Sensitive approach to environment Shift in employees need for meaningful work Prof.Sujeesha Rao

What is HRM? : 

What is HRM? HRM is concerned with the people’s dimension in the organization Facilitating the competencies and retention of skilled force Developing management systems that promote commitment Developing practices that foster team work Making employees feel valued and rewarded. Prof.Sujeesha Rao

Definition : 

Definition HRM refers to acquisition, retention, motivation and maintenance of Human Resources in an organization. HRM is the planning, organising, directing & controlling of the procurement, development, compensation integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished. Prof.Sujeesha Rao

Scope of HRM : 

Scope of HRM Very Vast Covers all major activities in the working life of a worker -from time an individual enters into an organization until he or she leaves comes under the purview of HRM Prospects of HRM HRM Nature of HRM Industrial Relations Employee Maintenance Employee Hiring Employee & Executive Remuneration Employee Motivation

Differences between PM & HRM : 

Differences between PM & HRM Prof.Sujeesha Rao

Slide 8: 

The Nature of the Employment Relationship Prof.Sujeesha Rao

Functions : 

Functions Functions of HRM include: Facilitating the retention of skilled and competent employees Building the competencies by facilitating continuous learning and development Developing practices that foster team work and flexibility Making the employees feel that they are valued and rewarded for their contribution Developing management practices that endanger high commitment Facilitating management of work force diversity and availability of equal opportunities to all. Prof.Sujeesha Rao

Functions of HR : 

Functions of HR MANAGERIAL FUNCTIONS Planning Organising Directing Controlling OPERATIVE FUNCTIONS Staffing Development Compensation Motivation Maintenance Integration Emerging Issues Prof.Sujeesha Rao

Operative functions of HR : 

Operative functions of HR STAFFING Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility DEVELOPMENT Competency profiling, Training and development, Performance & potential management, Career management, 360 degree feedback COMPENSATION & MOTIVATION Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits Prof.Sujeesha Rao

Operative functions of HR (contd.) : 

Operative functions of HR (contd.) MAINTENANCE Health, Safety, Welfare, Social security INTEGRATION Employment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining EMERGING ISSUES HRIS, HR audit, HR scorecard, International HRM, Workforce Diversity Prof.Sujeesha Rao

Objectives of HRM : 

Objectives of HRM Societal objectives To be ethically & socially responsible to the needs of the society while minimizing the negative impact of such demands upon the organization Organizational objectives To recognize the role of HRM in bringing about organizational effectiveness Functional objectives To maintain the department’s contribution at a level appropriate to the organization’s needs Personal objectives To assist employees in achieving their personal goals in a manner that their personal goals enhance the individual’s contribution to the organization Prof.Sujeesha Rao

HRM and 3 P’s : 

HRM and 3 P’s People – core strength of an organization Any resource can be replaced but not HR Processes – evolve over a period of time IT enabled environment facilitates engineering effortlessly Performance – the pillars of performance are people and IT Organizational performance in terms of value creation and return on investment Prof.Sujeesha Rao

Evolution of HRM in India : 

Evolution of HRM in India Welfare (1920s-1930s) Administration (1930s- 1940s) Employee relations (1940-1960s) Functional expertise (1970s-1980s) Business partner / player (1990s) Prof.Sujeesha Rao

Why Study HRM? : 

Why Study HRM? Taking a look at people is a rewarding experience People possess skills, abilities and aptitudes that offer competitive advantage to any firm No computer can substitute human brain, no machines can run without human intervention & no organization can exist if it cannot serve people’s needs. HRM is a study about the people in the organization-how they are hired, trained, compensated, motivated & maintained. Prof.Sujeesha Rao

THANK YOU : 

THANK YOU Prof.Sujeesha Rao