HUMAN RESOURCE MANAGEMENT (PERSONNEL MANAGEMENT)

HRM IS THE RECRUITMENT , SELECTION, DEVELOPMENT, UTILIZATION, COMPENSATION AND MOTIVATION OF HUMAN RESOURCE BY THE ORGANIZATION. IT IS AN INTEGRAL BUT DISTINCTIVE PART OF MANAGEMENT , CONCERNED WITH PEOPLE AT WORK AND THEIR RELATIONSHIP WITHIN THE ORGANIZATION.

NATURE OF HRM INHERENT PART OF MANAGEMENT:

ALL MANAGER, PERFORM THIS FUNCTION THROUGHOUT THE ORGANIZATION.

. BASIC TO ALL FUNCTIONAL AREAS: PM INVOLVE IN ALL THE FUNCTIONAL AREAS OF MANAGEMENT SUCH AS PRODUCTION MANAGEMENT, FINANCIAL MANAGEMENT AND MAKETING MANAGEMENT. PEOPLE CENTRED: PM IS CONCERNED WITH ALL CATEGORIES OF PERSONNEL FROM TOP TO THE BOTTOM. PERSONNEL ACTIVITIES; PM INVOLVES SEVERAL FUNCTIONS SUCH AS MANPOWER PLANNING , EMPLOYMENT , PLACEMENT , TRAINING , APPRAISAL AND COMPENSATION OF EMPLOYEES. CONTINIOUS PROCESS: PM IS NOT A ONE SHOT FUNCTION, IT MUST BE PERFORMED CONTINUOUSLY.

 BASED ON HUMAN RELATIONS: HUMAN BEINGS HAVE DIFFERENT NEEDS AND PERCEPTIONS. HUMAN RELATIONS SKILLS ARE REQUIRED TO DEAL WITH THESE FACTORS.

OBJECTIVES OF HRM
TO ENSURE EFFECTIVE UTILIZATION OF HUMAN RESOURES. TO ESTABLISH AND MAINTAIND AN ADEQUATE ORGANIZATIONAL STRUCTURE OF RELATIONSHIPS AMONG ALL THE MEMBERS OF AN ORGANIZATION. TO GENERATE MAXIMUM DEVELOPMENT OF HR BY OFFERING OPPORTUNITIES FOR ADVANCEMENTS THROUGH TRAINING AND DEVELOPMENT. TO PROVIDE VARIOUS WELFARE FACILITIES TO THE PERSONEL. TO IDENTIFY AND SATISFY MONETRY AND NON-MONETRY NEEDS OF HR. TO ENSURE RECONCILIATION OF GROUP/INDIVIDUAL GOALS WITH THOSE OF ORGANIZATION AND DEVELOPING A SENSE OF COMMITMENT AND

SCOPE AND ACTIVITIES OF HRM

MANPOWER PLANNING RECRUITMENT SELECTION AND PLACEMENT TRAINING AND DEVELOPMENT PERFORMANCE APPRAISAL MOTIVATION REMUNERATION OF EMPLOYEES SOCIAL SECURITY AND WELFARE

SIGNIFICANCE OF HRM
HRM PRACTICES CAN INCREASE PRODUCTIVITY, LOWER LABOUR COSTS AND AFFECT FINANCIAL MEASURES. BECAUSE OF TECHNOLOGICAL CHANGES, CHALLENGES & OPPORTUNITIES PRESENTED BY INTERNET, HRM CAN PLAY A SIGNIFICANT ROLE. BECAUSE OF OUTSOURCING & DOWNSIZING HRM BECOMES ALL MORE IMPORTANT.

FUNCTIONS OF HUMAN RESOURCE MANAGER ORGANISATIONAL DESIGN HUMAN RESOURCE PLANNING JOB ANALYSIS JOB DESIGN INFORMATION SYSTEMS DEVELOPMENT STAFFING RECRUITING/INTERVIEWING/HIRING PROMOTION/TRANSFER INDUCTION/ORIENTATION EMPLOYEE SELECTION METHODS PERFORMANCE MANAGEMENT & APPRAISAL MANAGEMENT APPRAISAL PRODUCTIVITY/ENHANCEMENT PROGRAMMES CUSTOMER FOCUSED APPRAISAL

 EMPLOYEE TRAINING AND ORGNISATIONAL DEVELOPMENT MANAGEMENT DEVELOPMENT CARRER PLANNING/DEVELOPMENT EMPLOYEE COUNSELLING PROGRAMME ATTITUDE SURVEYS REWARD SYSTEMS & BENEFITS SAFETY PROGRAMS HEALTH/MEDICAL SERVICES COMPLAINT PROCEDURES COMPENSATION ADMINISTRATION INSURANCE BENEFITS ADMINISTRATION PENSION PLANS LABOUR RELATIONS/COLLECTIVE BARGAINING

THREE DIMENSIONS OF PM

PERSONNAL ASPECT RECRUITMENT SELECTION PLACEMENT TRAINING APPRAISAL COMPENSATION PRODUCTIVITY

WELFARE ASPECT WORKING CONDITIONS AMENITIES FACILITIES BENEFITS

INDUSTRIAL RELATIONS ASPECT UNION MANAGEMENT RELATIONS DISPUTES SETTLEMENT GRIEVANCES SETTLEMENT DISCIPLINE COLLECTIVE BARGAINING

QUALIFICATIONS AND QUALITIES OF PERSONNAL MANAGER PERSONNAL ATTRIBUTES INITIATIVE, RESOURCEFULNESS, DEPTH PERCEPTION, MATURITY IN JUDGEMENT, ANALYTICAL ABILITY, INTELLIGENCE, EDUCATIONAL SKILLS, DISCRIMINATING SKILLS, EXECUTING SKILLS, LEADERSHIP QUALITIES. EXPERIENCE AND TRAINING A PROFESSIONAL ATTITUDE INCLUDING PATIENCE, ABILITY TO LISTEN, KNOWLEDGE OF VARIOUS DISIPLINES SUCH AS TECHNOLOGY, ENGINEERING MANAGEMENT, SOCIOLOGY ETC.

QUALIFICATIONS KEEPING IN MIND THE DIVERSITY AND ELASTICITY IN A PERSONNEL MANAGERS JOB HE MUST POSSESS THE FOLLOWING EDUCATIONAL ALONG WITH THE ABOVE MENTIONED PERSONAL ATTRIBUTES: DEGREE FROM A RECOGNISED UNIVERSITY PG DEGREE/DIPLOMA IN HRM/HRD/LABOUR WELFARE. DEGREE IN LAW KNOWLEDGE OF LOCAL LANGUAGE.

HRM MODEL.

FRINGE BENEFITS WAGES & INCENTIVES CAREER PLANNING

JOB ANALYSIS JOB DESIGN

JOB EVALUATION

PROMOTIONS

HUMAN RESOURCE MANAGEMENT

MANPOWER PLANNING RECRUITMENT SELECTION

JOB TRANSFER JOB ROTATION EMPLOYEE TRAINING

INDU CTION

PLACEMENTS

IMPORTANCE OF HRM
Significance for an enterprise Professional significance Social significance National significance

ROLE OF HRM
Recruitment, selection & development of

manpower Industrial relations Provision of welfare facilities Manpower management Information collection Expansion, modernization & automation

DIFFERENCE BETWEEN PM AND HRM

DIMENSION

PM

HRM

1.Employment contract 2.Initiatives 3.Remuneration 4.Rules

Careful Aim to go beyond delineation of contract written contracts Integrated Fixed Importance of devising clear rules
Slow

Piecemeal Performance related Can do outlook Impatience with rules

Fast

5. Speed of decisions

CHALLENGES FOR HRM MANAGER

Challenges relating to recruitment,

selection and development of manpower. Challenges relating to industrial relations Challenges relating to provision of welfare facilities. Challenges relating to manpower management.