Professional Documents
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Human Resource Management: Bt-Hiet 1
Human Resource Management: Bt-Hiet 1
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Human resources is a term used to refer to how people are managed by organizations.
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Perceptive in Human Resource Management The Concept of Best Fit Employee Training & Executive Development Sustaining Employee Interest Performance Evaluation & Control Process
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Unit I
Perceptive in Human Resource Management
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Learning Objectives
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Evolution of human resource management: the importance of the human factor Objectives of Human Resource Management Role of human resource manager Human resource policies Computer applications in Human Resource Management
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-1Human resource Management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance, and separation of human resources to the end that individual, organizational and societal objectives are accomplished.
Edwin B. Flippo
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-2Human Resource Management involves the task of handling the human problems of an organization and is devoted to acquiring, developing, utilizing and maintaining an efficient workforce.
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As one of the functional areas 2. The key area to solve human complexities that may hamper Team Work
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Managing people, the most complex resource, who have to manage other resources of the organization to achieve the organizational objectives.
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Each member of the organization has to be taken care of without any prejudice. It fulfills their basic organizational and professional need for recognition.
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Facilitating conducive environment results in increased efficiency and effectiveness of the people in the organization.
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Organizational members potentials have to be developed to take the organization towards the right direction. HRM achieves it through its own functional effectiveness.
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Evolution of HR Management
Scientific Management
Professionalisation of HR Management
Professional HR Societies
http://www.shrm.org/about/history/Pages/default.aspx
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Professionalization of HR Management 1948 Growth of Government Regulations 1930 Human Relations Movement 1920 Industrial & Organizational Psychology 1898
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Industrial Revolution
The Industrial Revolution was a period from the 18th to the 19th century where major changes in agriculture, manufacturing, mining, and transport had a profound effect on the socioeconomic and cultural conditions in the world. The onset of the Industrial Revolution marked a major turning point in human history; almost every aspect of daily life was eventually influenced in some way.
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Scientific Management
Scientific management (also called Taylorism or the Taylor system) is a theory of management that analyzes and synthesizes workflows, with the objective of improving labor productivity. The core ideas of the theory were developed by Frederick Winslow Taylor in the 1880s and 1890s, and were first published in his monographs, Shop Management (1905) and The Principles of Scientific Management (1911). Taylor believed that decisions based upon tradition and rules of thumb should be replaced by precise procedures developed after careful study of an individual at work. Its application is contingent on a high level of managerial control over employee work practices.
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"Industrial-organizational psychologists contribute to an organizations success by improving the performance and well-being of its people.
An I-O psychologist researches and identifies how behaviors and attitudes can be improved through hiring practices, training programs, and feedback systems."
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Professionalisation of HRM
Human resource management has become more professional than how it has been before. The features of human resource management as a profession are its existence of knowledge, professional ethics, and professional affiliations to HR societies.
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5. Development of Organizational Members and Groups 6. Recognizing and Gratifying Individual Needs and Group Goals 7. Maintaining High Morale 8. Excellent Human Relations
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After procuring the human resource and placing them at the right place, it is the objective of Human Resource Management to make use of it in the most effective way.
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The organizational structure should be formulated and maintained in such a way that it has to very clearly convey how the total workload of the organization is divided and allocated to what kind of people, how the authority is delegated, how the responsibility is assigned, whether it is assigned at par of the authority and how the accountability is created.
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Smooth working relationship among members can be established by resolving grievances and complaints and considering suggestions and recommendations favorably by the Human Resource Manager.
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Individuals and groups have to be incorporated with the organization to benefit the organization with their loyalty, commitment and involvement in their work.
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Development of organizational members paves the way for teamdevelopment and ultimately it reflects on the organizational performance.
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Satisfied employees will be more loyal, sincere, involved and committed to the organization than dissatisfied employees and they achieve their personal objectives toiling and contributing to achieving the organizational goals at large.
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High morale leads the employees to greater self-confidence, ability to take on challenges and eliminates the resistance to changes.
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It is the responsibility of the Human Resource Manager to take initiative to understand human problems arising from organizational and interpersonal relations and solve those empathetically.
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Role of HR Manager
1. Man-Manager. 2. Humanitarian 3. Counselor. 4. Arbitrator. 5. Spokesperson. 6. Problem-Detector. 7. Problem-Solver. 8. Precautionary. 9. Change Agent. 10. Secretary.
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1. Man-Manager
HR Manager should be able to manage people with different character and behavior, people with different motives and personal interests.
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2. Humanitarian
An HR Manager has to be compassionate to the people in the organization. He or she should behave empathetically to his or her environment.
He or she should be able to understand, analyze and solve the problems of the people of the organization caringly.
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3. Counselor
HR Manager studies the motives, thoughts, feelings and attitudes of the people individually to know about who needs what kind of counseling when and where.
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4. Arbitrator
HR Manager becomes the conciliator between individuals, groups, among individual groups and between the employees and management.
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5. Spokesperson
HR Manager has usually the role of representing the organization because of his closeness to each area of operations in the organization.
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6. Problem-Detector
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7. Problem-Solver
An HR Manager is a solution- provider to so many problems related to human resource of the organization.
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8. Precautionary
It is the duty and diligence of the HR Manager to do whatever is possible to avoid potential problems.
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9. Change Agent
HR Manager is the first person in the organization to identify the changes happening in and around.
There are changes which have to be adopted for the existence and further development of the organization and some changes which endanger the organization.
The organization has to be resistant to negative changes but accept positive changes.
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10. Secretary
The HR Manager has to manage the desk activities like maintenance of records, time-keeping, salary and wage and other perks administration etc.
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Performance management*
Performance management is the process of assessing progress toward achieving predetermined goals.
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Purposes of HR Policies
The nature of the organization What they should expect from the company What the company expects of them How policies and procedures work at your company What is acceptable and unacceptable behavior The consequences of unacceptable behavior
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Changing Mix of the Workforce Changing Personal Values of the Workforce Changing Expectations of Citizen-Employees Changing Levels of Productivity Changing Demands of Government
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Increased Numbers of Minority Members Entering Occupations Requiring Greater Skills. Increasing Levels of Formal Education for the entire workforce. More Female Employees More Married Female Employees More Working Mothers A Steadily Increasing Majority of *White-collar Employees in place of *Blue-collar.
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Collar Terms*
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*White-collar
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*White-collar
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Classification for employees performing nomanual work, clerical, administration and professional occupations.
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*White-collar
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*Blue-collar
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This term is used as adjective. This term must be followed by a noun. The term Blue-Collar refers to those doing physical work in an industry.
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*Blue-Collar
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It is used as an adjective. Used only before noun. Connected with people who do physical work in industry.
OALD
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Pink-collar
It is used as an adjective. Used only before a noun.
Connected with low-paid jobs done mainly by women. For example in offices and restaurants.
OALD
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What is Productivity?
The rate at which a worker, a company or a country produces goods and the amount produced compared with how much time, work and money is needed to produce them.
OAD
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What is Efficiency?
OAD
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What is Effectiveness?
OAD
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Changes in HR Programs
due to
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Flexi Time is a program that allows flexible starting and quitting times for the employees.
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FT to begin work
Core Time
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Whistle Blowing*
Whistle Blowing is a process in which an employee, because of personal opinions, values or ethical standards concludes that an organization needs to change its behavior and informs an outsider bypassing the organizations authority system.
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GDP
What is GDP? The total market value of goods and services that are produced within a specified country including those produced by non-residents over a period of time of one year.
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GNP
What is GNP?
The total market value of all the goods and services that are produced by the residents of a specified country from within or from the assets owned abroad excluding the income of foreigners within the country over a period of one year.
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Global Productivity-Declining
Major Reasons
Rules and regulations regarding environmental protection, health and safety add business-cost. Influx of females and minorities into the workforce reduce productivity during introductory period. Short-term profit orientation postpones R&D and new plant investments Increasing service oriented economies reduces productivity. Adverse relationship with labor unions reduces cooperative efforts. Employee alienation leads to refusal to collaborate.
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Civil Rights Act Prohibits discrimination in hiring on the basis of race, color, religion, nationality and sex Comprehensive Employment and Training Act Local Control of Job Creation and Training Programs Equal Pay Act Women and Men on the same job get equal pay Civil Rights Act Applies to all phases of employment including discipline
- Occupational Safety and Health Act -Inspecting Safety Standards - Social Security Act - Retirement Benefits
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1.Social Significance
Effective management of human resource satisfies social needs of the people in the organization. It enhances the dignity of the organizational members.
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2. Professional Significance
Effective Human Resource Management emphasizes Team Work, which is inevitable for professional excellence. The environment of Team Work helps personal development.
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3. Individual Significance
Creating the right attitude among employees through effective motivation fulfilling their own social and other psychological needs of recognition, love, affection, belongingness, esteem and selfactualization.
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Characteristics of HR Manager
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A Specialist-Tactician An Effective Advisor A Good Organizer An Expert Administrator A Good Motivator A Creative Think-Tank A Solution-Provider A Competent Leader A Personality of Integrity
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1. A Specialist-Tactician
HR Manager should know how to handle different kinds of people with different kinds of nature and problems.
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2. An Effective Advisor
The HR Manager of an organization should be able to give timely and creative advice to the people at the higher levels in organizational matters.
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3. A Good Organizer
HR Manager of an organization should be able to organize his own department well in such a way that the potentials of his people are canalized to the organizational veins, so that every corner of the organization gets its benefits.
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4. An Expert Administrator
HR Manager should have relevant knowledge in the respective areas like procedures, techniques, law, man-management, philosophy, ethics, logic, mathematics, sociology, anthropology, medicine, history, economics, management, political science etc. to administer organizational affairs falling in his jurisdiction.
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5. A Good Motivator
Motivation boosts the morale of the workforce, which turns around the organization from its poor performance to better performance.
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6. A Creative Think-Tank
HR Manager should be able to think creatively, so that he can analyze the situations objectively to solve problems.
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7. A Solution Provider
The HR Manager who is a creative think-tank can come up with fitting solutions to the problems he faces.
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8. A Competent Leader
HR Manager should possess leadership qualities and should be a role model to others.
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9. A Personality of Integrity
Integrity of the HR Manager gains confidence of the members of the organization which ultimately results in getting the things done.
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Indra Nooyi
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Indra Nooyi
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In 2008, Nooyi was named one of America's Best Leaders by US News & World Report
In 2008, Indra Nooyi earned a total compensation of $1,49,17,701, which included a base salary of $13,00,000, a cash bonus of $26,00,000, stocks granted of $64,28,538, and options granted of $43,82,569.
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E-Job Design E-HR Planning E-Recruitment E-Selection E-Performance Management E-Training & Development E-Compensation Management E-Grievance Redressal E-HR Records E-HR Information E-HR Audit
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