Chapter 1

Introduction to Human Resource Management

Part One | Introduction

PowerPoint Presentation by Charlie Cook The University of West Alabama

LEARNING OBJECTIVES

1. Explain what is human resource management.

2. Scope and Functions of HRM.

3. How HRM can be useful for Engineering students.

The Management Process

Planning

Controlling

Organizing

Leading

Staffing

Meaning

Managerial Function that tries to Match an organizational needs to the skills and abilities of its employees

HRM is the process of acquiring ,Training, Appraising and compensating employees.

Why HRM?

1. For creating Successful Organization.

2. Keeping pace with the Technology, speed, Innovation.

Why HRM
We will be a globally respected corporation that provides bestof-breed software solutions delivered by best-in-class people

Nagavara Ramarao Narayana Murthy better known as N.R. Narayana Murthy Chairman and CEO at a speech inaugurating the new corporate headquarters in 1994.

Why HRM is Important

1. Every managers manages Human Resource. 2.Getting things done from the others. 3. Maximize the value added from the employees 4. Acquire Talented employees

Successful organization

1. Organization.
2. Employee.

3. Society

Human Resource Management Processes

Recruiting

Fairness Human Resource Management (HRM)

Training

Health and Safety

Appraisal

Labor Relations

Compensation

Evolution of HRM
Personnel Administration Scientific Management Human Relations movement Government regulation Human Resources movement Strategic human resource management

Nature of HRM
The various features of HRM include: It is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. It tries to help employees develop their potential fully. It encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups.

Nature of HRM
It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and wellmotivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.

Scope of HRM
The scope of HRM is very wide: 1. Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc. 2. Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.

Scope

3. Industrial relations aspect-This covers unionmanagement relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc
.

Challenges of HRM
oTo Attract. oTo Develop. oTo Motivate. oTo keep talented people. oSize of workforce oComposition of workforce oEmployee expectations oChanges in technology oLife style changes oEnvironmental challenges

Road Map of HRM Course

Lectures- 35
1. Introduction and HRM Functions 2. HRD

3. SHRM
4. HRP and HRIS 5. Training and Development, Performance Appraisal. 6. Job Evaluation and Compensations administration. 7. Discipline and Grievance Procedure.

The Management Process

Planning

Human Resource

Physical Source

Controlling

Organizational Goals

Organizing

Informational Resource Leading

Financial Resource

General field of HR
Major HR Function and activity 1. Staffing -Recruitment -Selection -Placement 2. Human resource planning. 3. Training and development. 4. Performance appraisal. 5. Compensation and benefits.

6. Industrial relations.

HR Functions

Human Resource 1 Management

Safety and Health

HR Functions
Planning for organizations, Jobs and people. - Strategic Human Resource Management. - Human resource Planning. Acquiring Human resource - Recruitment. - Selection. - Placement. Building and motivating people.

- HR Development.
- Performance appraisal. - Compensation system.

HR Functions ( Contd)

Marinating Human resource. - Benefits. - Safety and Health. - Collective Bargaining. -Organizational Exit. Multinational Human resource Management.

Traditional Human Resource Functions in a Large Firm

President and CEO
Vice President, Marketing Vice President, Operations Vice President, Finance Vice President, Human Resources

Manager, Training and Development

Manager, Compensation

Manager, Staffing

Manager, Safety and Health

Manager, Labor Relations

CURRENT TRENDS IN HR
EMPHASIS ON STRATEGIC PLANNING & SUCCESSION VP of HR is a Strategic Manager, Management Succession Planning EMPHASIS ON COST-RELATED ISSUES / COST CONTROL Global Competition, Outsourcing and Downsizing

NEW SPECIALTIES EMERGING IN HR HR Planning, International HR, Employee Assistance Programs

GROWTH OF GOVERNMENTAL REGULATIONS Wages (1930s), Unionization (1940s), Employment (1960s) PROFESSIONALIZATION OF HR MANAGEMENT Professional HR Societies & HRCI (Certification Institute) THE INTERNET REVOLUTION Electronic Recruiting, Records Management, and HRIS

Objectives of HRM Function

Societal objective To be socially responsible to the needs and challenges of society while minimizing the negative impact of such demands upon the organization.

Organizational objective.
To recognize that HRM exists to contribute to organizational effectiveness.

Objectives of HRM Function (Contd)

Functional objective. To maintain the department's contribution at a level appropriate to the organization's needs.

Personal objective. To assist employees in achieving their personal goals, at least insofar as these goals enhance the individual's contribution to the organization.

Why is human resource management important to all managers? Because You dont want to:
Hire the wrong person for the job Experience high turnover Have your people not doing their best Waste time with useless interviews

Have your firm in court because of discriminatory actions Have some employees think their salaries are unfair and inequitable relative to others in the organization

Allow a lack of training to undermine your departments effectiveness Commit any unfair labor practices

Basic HR Concepts
The bottom line of managing:

Getting results

HR creates value by engaging in activities that produce the employee behaviors that the organization needs to achieve its strategic goals.

Line and Staff Aspects of HRM

Line Manager
Is authorized (has line authority) to direct the work of

subordinates and is responsible for accomplishing the organizations tasks.

Staff Manager
Assists and advises line managers.

Line Managers HRM Responsibilities

1. Placing the right person on the right job 2. Starting new employees in the organization (orientation) 3. Training employees for jobs that are new to them 4. Improving the job performance of each person 5. Gaining creative cooperation and developing smooth working relationships

6. Controlling labor costs

7. Developing the abilities of each person 8. Creating and maintaining department morale

Human Resource Managers Duties

Functions of HR Managers

Line Function
Line Authority Implied Authority

Coordinative Function
Functional Authority

Staff Functions
Staff Authority Advocacy role