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Unit 01 - Introduction To Human Resource Management - Manipal University
Unit 01 - Introduction To Human Resource Management - Manipal University
Management
Structure:
1.1 Introduction to Human Resource Management
Objectives
1.2 Concept of Human Resource Management
1.3 Scope of Human Resource Management
1.4 History of Human Resource Management
1.5 Function of Human Resource Management
1.6 Role of HR Executives
1.7 Summary
1.8 Glossary
1.9 Terminal Questions
1.10 Answers
1.11 Case Study
Objectives of HRM
The objectives of HRM can be classified into the following:
• To act as a link between the top management and the employees.
• To arrange and maintain adequate manpower inventory, which in turn,
ensures the smooth working of the organisation.
• To offer training as a way of developing skills, enhancing productivity
and most importantly, increasing individual and organisational
performance to achieve the desired results.
• To devise employee benefit schemes for improving employee
motivation and group morale, and enhancing employer-employee
cooperation.
• To ensure and enhance the quality of work life, which refers to the
employees’ perception of their physical and psychological well-being
at work.
• To help keep up ethical values and behaviour amongst employees
both within and outside the organisation.
Activity 1:
Browse the Internet and prepare a report on the implications of
Hawthorne Studies.
(Hint: Refer to:
1. http://www.enotes.com/hawthorne-experiments-
reference/hawthorne-experiments
2. http://www.nwlink.com/~donclark/hrd/history/hawthorne.html)
3. http://www.accel-team.com/motivation/hawthorne_02.html
HRM functions can be broadly classified into the following two categories:
1. Managerial functions
2. Operative functions
Managerial functions of HR department
The managerial functions of HR department include the following:
• Planning – Future course of action; it also includes identifying human
resource requirements and forecasting personnel needs.
Organising – Division of labour; assignment of responsibility is part of
• the organisation’s functions.
• Staffing – It is the process of obtaining and maintaining capable and
competent personnel in various positions at all levels, i.e., manpower
planning, recruitment, selection, placement and induction.
• Directing – It is the process of directing all the available resources
towards the common organisational goals.
• Controlling – It is the measurement and rectification of activities to
ensure that the events conform to plans.
1.8 Glossary
• Manpower inventory: A record of all the employees that lists all
relevant employment related information such as age, sex,
educational qualification, job history, type of employment, years of
work experience. It helps in knowing the number of employees in a
department and the job that they carry out.
• Employee Retention: Employee retention refers to the various
policies and practices which let the employees stick to an organization
for a longer period of time.
Hawthorne studies: In the 1920s Harvard Business School professor,
• Elton Mayo, and his Fritz J. Roethlisberger led a landmark study of
worker behavior at Western Electric, Chicago. The study began by
examining the physical and environmental influences of the workplace
(e.g. brightness of lights, humidity) and later, moved into the
psychological aspects (e.g. breaks, group pressure, working hours,
managerial leadership). The major finding of the study was that almost
regardless of the experimental manipulation employed, the production
of the workers seemed to improve. The Hawthorne experiments
brought to light ideas concerning motivational influences, job
satisfaction; resistance to change, group norms, worker participation,
and effective leadership.
1.10 Answers
Self Assessment Questions
1. Workforce
2. Top management and the employees
3. motivating, developing
4. (c) direct manpower management
5. (a) Working conditions and workplace amenities
6. (b) promotes industrial harmony
7. Fredrick Taylor
8. Hawthorne studies
9. Human Resource
10. Planning
11. Incentives
12. Fringe benefits
13. Legal compliance
14. Employeee Advocate
15. Auditor
Terminal Questions
1. Human resource refers to total knowledge, skills, creative abilities,
talents and individual aptitudes of an organisation’s workforce, as well
as values, attitudes and beliefs of the individuals involved. A human
resource manager has to build an effective workforce, handle the
expectations of the employees and ensure that they perform at their
best.For more details, refer section 1.2
2. HRM includes the four functions of acquiring, developing, motivating
and managing the human resources. HRM functions are broadly
classified into two categories-managerial and operative functions.For
more details, refer section 1.5
3. The Hawthorne studies conducted during the 1930 and 1940s, forced
organisations to shift their attention from scientific management
approach to human relations approach. Hawthorne studies suggested
that employee productivity was not only by the way the job was
designed and the economic rewards, but also by certain social and
psychological factors. For more details, refer section 1.4
4. HR professional takes a number of forms: the auditor’s role, the
executive’s role, the facilitator’s role, the consultant’s role, and the
service provider’s role. HRM objectives should align with the
organisational objectives, and should balance them with the individual
and social goals. For more details, refer section 1.6
What is in store?
Ashish Srivastava, Director - HR, Canara HSBC Oriental Bank of
Commerce Life Insurance:
Work-life balance – Organisations will look at ensuring higher flexibility
with enhanced focus on overall productivity rather than mere number of
hours. Employees would be encouraged to constantly up-skill themselves
and learn to work "smarter" and carve time for value-added initiatives with
colleagues and family.
Staffing and Compensation – Staffing will remain lean with higher
demands on individual productivity - beyond specified KRAs, albeit all
within the parameter of core organisational values. The concept of "Total
Rewards" will be earnestly applied as organisations will make
compensation more creative and competitive. Expect deliberate focus on
variable pay plans and a higher ROI on compensation. "Recognition"
would be a focal point to ensure sustained engagement whilst
simultaneously encouraging increased performance differentiation. What
the high-performing organisations will choose to do is to give a staff an
overall sense of "a great total-deal" and not just a good fixed base in
compensation.
Talent Management – What will matter is the "Employment Brand" and
existent talent, just as much as product loyalty will differentiate the top
players in the industry. For instance, propel increase in the breadth of
experience resulting in versatile workforce within the organisation through
means of short-term and cross functional projects and assignments.
Deepak Kaistha, Director, Planman Consulting
Work-life Balance – Work-life balance is just not a simple term but the
way one should maintain/divide their work hours effectively. What will
matter in the months to come is how you work smart and complete a
defined task at a given time frame. Employees who are able to manage
the same will be termed ‘smart' workers.
Staffing and Compensation – Hiring plans for the next quarter is on its
spree and looks optimistic. As per a study, employers in various industry
sectors and all four regions of India report positive hiring plans for the next
three months. Job seekers in the wholesale and retail trade sector (+51
per cent) and service sector (+48 per cent) can look forward to the most
vigorous hiring in the next three months. Globally, the third quarter hiring
expectations are positive, India being the strongest country, apart from
Brazil, Taiwan, Turkey and Singapore.
Talent Management – Given ample evidence that companies with highly
engaged employees outperform companies with neutrally or negatively
engaged employees, over the next few years we'll see more companies
adopt - not just talk about - best practices such as closer scrutiny of
manager quality, continuous feedback, talent mining and mobility,
workforce segmentation, employee recognition programmes and
differentiated pay.
Rajesh Padmanabhan, Head-HR, Capgemini India
Work-life balance – is an important ingredient of driving company culture
and employer of choice value proposition. India Inc. will see more
expectations around this and will need to ready organisations keeping this
important aspect in mind.
Staffing and Compensation – as a recruitment channel is set to
increase, going forward. More structured compensation options in the form
of time-off, remote working, project allowance and performance
accelerators would slowly start coming into play.
Talent Management – Structured capability building models and building
future leaders will be the way forward.
Whatever the route, HR is all set to pull up its sleeves and become the
new trend-setter.
Discussion Questions
1. What are the trends in staffing ?
2. What are the ways of ensuring talent management ?
(Source: http://www.itsmyascent.com/web/itsmyascent/hr-
zone/-/asset_publisher/4htH/content/hr-the-trendsetter
(Retrieved on 27th February, 2012)
References:
• Bearwell, I, & Holden, L. (1995). Human Resource Management: A
Contemporary Perspective. New Delhi: Macmillan India Limited.
• Dessler, G, & Verkkey, B. (2011). Human Resource Management. New
Delhi: Pearson Prentice Hall.
• Durai, P. (2010). Human Resource Management. New Delhi: Pearson
Publication.
E-Reference:
• http://www.managementstudyguide.com/scope-of-human-resource-
management.htm (Retrieved on 20 December 2011 )
• http://www.slideshare.net/hemanthcrpatna/procedures-for-handling-
disciplinary-matters-in-ktms (Retrieved on 20 December 2011 )