Professional Documents
Culture Documents
Human Resource Management
Human Resource Management
B & F - 303
Misconceptions !!!!!!
Whenever we think about Corporate Organisations we always think of the Goods & Services they provide ? How often do we think of organisations depending on people to make them operate ? It is only under unusual circumstances, such as strike, retrenchment, attrition etc people become publicly noticeable?
Objective
To develop understanding of concepts, functions and process of HRM and IR. To help the students to acquire and develop skills in managing people at work, and to deal with human issues.
Course Contents
Concept and Prospective of HRM Human Resource Planning Job Analysis Recruitment & Selection Performance Appraisal Training & Development Compensation & Reward Management Discipline & Grievance Procedure Industrial Relations
Suggested Reading
Desler Gary, HRM, PHI Aswathapa, K, HRM, TMI L.M Prasad Decenzo, DA and Robbins T.N Chabbra
Methodology
Interactive lecturers Class Interaction Presentations Case studies Newspaper reviews Article reviews Role plays
What is Management ?
Management is the process of efficiently getting the work done with and through people Management Process includes planning, organising, staffing, directing and controlling activities that take place to accomplish desired objectives.
Management Process
Inputs
Six Ms
Men Materials Machines Methods Money Markets
Management Process
Processing
Planning Directing
Objectives
End Result
Intellectual Capital
-Specialised knowledge - skills and expertise - Learning capacity - cognitive capacity
Emotional capital
- Self Confidence - Ambition & Courage - Risk Taking ability - Resilience
FUNCTIONS Of HRM
Operative Managerial
-Planning - Organising - Directing - Controlling
-Employment -T & D -Remuneration -Working Conditions -Motivation -Personal records -Industrial Relations -Seperation
Advisory
-Advice to top mgmt - Advice to dept. heads
Role of HR Manager
Policy Formulation Advisory Role Linking Pin Representative Role Decision-Making Role Mediator Role Leadership Role Welfare Role Research Role
Scope of HRM
Before and from the time an employee enters the organisation until he leaves all major activities come under the scope of HRM It includes
1. HR planning 2. Job analysis and design 3. Recruitment & Selection 4. Orientation & Placement 5. Training & Development 6. Performance appraisal & Job evaluation 7. Employee & Executive Remuneration 8. Motivation & Communication 9. Health, safety and welfare 10.Industrial Relations
History of HRM
The Industrial Revolution - late 18th century & early 19th century - invention phase - development of engineering - revolution in iron making - use of power driven machines - rise of chemical industry - development of coal mining - growth of trade union
History of HRM
Scientific Management - replacement of rule of thumb - scientific selection and training - cooperation between labor & mgmt - maximum output - equal division of responsibility - mental revolution
History of HRM
Industrial Psychology - matching of employees to jobs - personnel testing - interviewing and attitude measurement - training and learning - job study and safety - human engineering
History of HRM
Human relations movement - implementation of behavioral science - concern for workers - strengthen the bond between workers & mgmt. - attitude of workers towards productivity.
History of HRM
Personnel Management - new techniques & styles of managing workers. - diversified role of personnel manager - influence of technological development - development of new and specialized skills. - training and development - better employer employee relations
History of HRM
Human Resource Management - understanding individual and group behavior at
work - motivation, group dynamics, organisational climate, conflict mgmt. - mgmt by objectives, role of informal groups, quality circles etc - integrating employees with organisational goals and employee aspirations
History of HRM
Emerging Concept - employees to be accepted as partners
- better quality of working life - offer opportunities to people to exploit their potential fully - employees considered as Human Capital - employee engagement and innovation in decision making.
Executive Strategic
STAFFING
Attract best technical and professional talent.
COMPENSATION
Meet or exceed labor market rates to attract needed talent.
TRAINING AND DEVELOPMENT Define future skill requirements and begin establishing career ladders.
LABOR / EMPLOYEE RELATIONS Set basic employeerelations philosophy of organization. Maintain labor peace, employee motivation, and morale.
Growth
Recruit adequate numbers and mix of qualifies workers. Plan management succession. Mange rapid internal labor market movements
Meet external market but consider internal equity effects. Establish formal compensation structures.
Mold effective management team through management development and organizational development.
Decline
Improve productivity and achieve flexibility in work rules. Negotiate job security and employmentadjustment policies
Shilpa Wadhwa
Phone no: 9818709858 Emailid:wshilpa.abs@gmail.com
Learning as passion for Life
Career Objective
To facilitate the learning experience by in-building knowledge, creativity, trust & confidence in order to impart quality education and provide academic platform for intellectual excellence.
Academic Experience
Working with Apeejay Institute of Technology School of Management Greater Noida as Lecturer. 2009 till date Visiting Management Faculty in Take One School of Mass Communication for MBA Degree. Worked as Full Time Management Faculty in Apostle Business School Greater Noida Working on Research projects and Paper Publications.
Academic Qualifications
Achievements
Coordinated and organized various College functions & Inter-departmental programs. Full support and cooperation from all the students and staff members.