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Introduction About HRM
Introduction About HRM
Part I
Organizations are open systems and are, therefore, influenced by the environment (internal as well as external ), in which they operate.
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Technological factors
Economic challenges Political factors Social factors
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Employees
Tata Group Google India Maruti Suzuki Apple Delhi Metro Rail Corporation
State Bank of India LIC India Infosys Tech Facebook Mahindra Group
From an organizational standpoint, effective HR practices help in attracting and retaining talent, train people for challenging roles, develop their skills and competencies, increase productivity and profits, and enhance standard of living .
DISTINCTION BETWEEN PERSONNEL MANAGEMENT (PM) & HUMAN RESOURCES MANAGEMENT (HRM)
Dimension PM HRM
Point of View
Compliance
Piecemeal
Integrated
Labor is like any other factor of production, viz, money, materials, land, etc. Workers are like machine tools.
Welfare measures like safety, first aid, lunch room, rest room will have a positive impact on workers productivity Management must assume a fatherly and protective attitude towards employees. Paternalism does not mean merely providing benefits but it means satisfying various needs of the employees as parents meet the requirements of the children.
Employees are the most valuable assets of an organization. There should be a conscious effort to realize organizational goals by satisfying needs and aspirations of employees.
The Emerging concept Employees should be accepted as partners in the progress of a company. They should have a feeling that the organization is their own. To this end, managers must offer better quality of working life and offer opportunities to people to exploit their potential fully. The focus should be on Human Resource Development.
Objectives of HRM
HRM aims at Achieving organizational goals Meeting the expectations of employees Developing the knowledge, skills and abilities of employees Improving the quality of working life Managing HR in an ethical and socially responsible manner.
Line Managers
Human Resource Managers Outsourcing Firms Technology interfaces
Personnel Aspect
Recruitment, selection, placement, training, appraisal, compensation, productivity.
Welfare Aspect
HRM
Working conditions, amenities, facilities, benefits.
Advantages of HR policies
v Delegation
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Uniformity
Better control Standards of efficiency Benchmark Speedy decisions Coordinating devices
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Administrative expert Operational role Employee champion Strategic partner Change agent
Cont
v Employee expectations
Loyalty & commitment Recognition and appreciation
Changes in technology
v Environmental challenges