4/3/2016

Issues discussed in this session are following:

Managerial skills

11. Nature of
Human Resource Management

& managing orgs.

Nature of HRM & Authority of HR deptt.

Orgl. functioning & Place of HR deptt.

Professor Debi S. Saini

(debisaini@mdi.ac.in)
Management Development Institute, Gurgaon

People mgt.: Roles of HR & Line mgrs

Stages in development of HRM

1

Three sets of Skills in Orgs. for Managers

1. Technical Skills
The ability to apply specialized expertise

Managerial skills
&
Managing organizations

2. Conceptual Skills
The ability to analyze complex situations

3. Human Skills

This Course

The ability to understand, work with, & motivate

people, both as individuals & in groups

focuses on
the 3rd

HBS & Stanford Studies on saliency of people skills: 89:11 & 88:12

Importance of Corporate/other Orgs.

What is meant by an Organization?

Economic & Social arrangements

century greatest accomplishment

Org. is 20th

Orgs

Orgs. epitomize social

where people with individualized background

make available their competencies

to pursue institutionalized

& interests

goals

central role in peoples lives

values: need to change & sustain
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Personnel/HR and HRM

Personnel/HR means: People in orgs.

Nature of HRM
&
Authority of HR department

Personnel Mgt.: Mgt. of personnel function

--Individuals/groups/collectives
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Managers Exercise 3 Types of Authority

Managers Exercise 3 Types of Authority contd

What is meant by line authority?

What is meant by functional authority?

Authority of those mgrs. directly responsible

The authority

in the organizations chain

of command
for achieving organizational goals
What is meant by staff authority/function?

to control

The authority of those groups of individuals

who provide line managers
with advice and services

Using minimum resources

And, producing more

Or,

the activities of other deptts.

related to their specific

functional responsibilities
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A More Comprehensive View of Personnel Management (PM)

A field of

Efficient use means:

of staff deptt. members

Mgrs. to ensure Efficient & Effective People Utilization

management that relates to:

planning, organizing, directing, controlling

output
the procurement, development, reward, appraisal,

economy in operations

Effective use means:

integration, maintenance, & utilization (e.g IR issues)

Producing right goods/services

of a workforce

that customers want (e.g. economic/reliable car)

for attaining organizational

Meeting the goals

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goals.

Larger Connotation of HR has 2 focus areas: PM & 12IR

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Human Resource System: As Traditionally Seen

HR Planning
Recruitment &
Selection

Managing
Employee
relations
Human Resource
Management

Learning &
Development

Organizational Functioning
&
Place of HR department

Managing
Performance

Compensation
Mgt.

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Strategic Apex

Support staff

Technostructure

But, mostly HR people dont

command respect:

Middle Line

Why is it so?

Operating
Core

Mintzberg: Five Basic Parts of Structure

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Functions of the HR Manager

Line function
Directing people in own & related deptts.

People Management:
Roles of
HR & Line managers

Coordinative function
Coordinating HR activities
(Involves functional control)

Staff (assist & advise) functions

Assisting/advising line mgrs.
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This is the Heart of HR

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Some of the Main Duties of HR contd

Some of the Main Duties of HR.

1. Devising & organizing main HR Systems

3. Helping employee

Motivation

SelectionTraining/DevelopmentPAReward

4. Communication: NewslettersCircularsMeetings
2. Managing IR

Functions

DisciplineGrievance mgt.
Industrial Disputes Resolution
Collective Bargaining
Managing separation: Dismissal/discharge/retrenchment/VRS
Labour law enforcement
Organizing well-being: HealthSafetyWelfareQWL

5. Facilitation of orgl.

Change (HR is an imp. change agent)

6. Facilitating an engaging

culture

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A Cacophony (Discordant Mixture) HR roles (Ulrich & Brockbank, 2005)

Business

Coach

Partner

HR Leader

Enabler

Advocate

Employee

Change agent

Initiative leader

champion

Operational
specialist

Strategist
Supporter
Human capital
Steward

Rapid
deployment

Internal
consultant

Mgr. of firm
infrastructure

Competency
practitioner

Knowledge
facilitator

Strategic
partner

Maintainer and

Program

Service provider

Monitor

coordinator

Reactive
problem solver

Conscience

Facilitator

Relationship

Architect

Mgr. of employee
Contribution

keeper

Policy
administrator

builder

Administrative

Client

expert

relationship mgr.

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Key HR challenges and Roles (Ulrich, 1997)

22

HR Functions Performed by Line People

1. Placing the right person on the right job

2. Orienting new employees in the org. (also by HR)

3. Trng. & developing peoples ability (can be by line & or HR or both)
4. Building cooperation; developing smooth relationships

5. Motivating each employee for job performance

Stages in
Development of
HRM

6. Controlling labour costs

7. Creating/maintaining department morale
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Evolution of HR Roles Over the Years

Evolution of HR Roles Over the Years contd..

1. Social reformer:

4. Consensus Negotiator

Indl. Revolution/exploitation; PM enforced law

After world war II: full employment in Western world:

Led to rise of trade unions, pluralism, CB, WPM

2. Follower of Benevolence

5.

Welfare officers appointed by some employers:

Sick payHousingunemployment benefit

Organization Man
In 1960s: integration of mgrl. activity
OD & mgt. development

3. Human Bureaucrat

Taylors machine man (Sc. method, selection, trng., reward)

Human Relations School ( Mayo, 1933) lead to human bureaucracy
Challenged sc. mgt.: PM developed to humanize work
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Evolution of HR Roles Over the Years contd

6. Manpower Analysts
In 1970s: attempt to quantify people-related decisions
HRIS, HR Audit, HR A/cingHR PlanningComputers

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HRM Discipline: Use of Different Terminologies over the years

7. HR management in 1980s (two approaches):

Human Capital Mgt.

I. Resource centredness: people are like other resources (hard HRM)

Focus: planning, control
Contribution to strategic objectives

Strategic HRM & Talent Mgt.

Human Resources Mgt.

Personnel Mgt. & Indl. relations

II. People concern (soft HRM):

People are resourceful humans
TrustDiversityEICulture

Employee Welfare

Time Keeping
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What can One Learn in this Session?

Orgs. need to carefully manage people function
3 types of Authority: HR exercises staff/functional
HR aims for efficient & effective people mgt.
4 transactional functions of HR: But more if IR seen separate from HR
CEO is chief HR strategist: Values, leadership: HR helps realize these
Traditionally, HR has been seen as power monger
SHRM concept has emerged through stages of evolution
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