Human resource management is a series of integrated decisions that form the employment relationship; their quality contributes to the

ability of the organizations and the employees to achieve their objectives.

A.

Needs of an org in terms of a company short & long term objective Designing of an org structure Developing inter-personal relationship
B.

Organizational planning and development:

1. Manpower planning or HRP Process of manpower planning:

Job analysis Skill inventory Personnel forecasting Employment plan T&D of personnel

Staffing and employment :

Factors of recruitment : Size of Organization Employment condition Salary structure and Working condition Image of the Organization Organization Policies

It is concerned with the task of placing an employee in job for which he is best fitted.

Induction Transfer Promotion

Golden Handshake Retirement Death Resignation Suspension Discharge & Dismiss Retrenchment & Outplacement Layoff

C.

Training & Development

Benefits of Training

Types of Training

Higher Performance Less Supervision Participative Management Less Learning Period Economy of Material and Equipments Orientation Training On the Job Training Safety Training Refresher Training Off Job Training (Lectures, Conference, Seminar etc.)

D.

Compensation, Wage & Salary Administration

Process

Factors Effecting Wage Rate

Demand & Supply Bargaining Power Cost of Living Comparative Wages Ability to Pay Job Requirement Govt. Policy Goodwill of Company

Job Evaluation Wage & Salary Program Performance Appraisal Motivation

E.

Employee Service and Benefits

Safety Provisions Employee Counseling Medical Services Fringe Benefits Other Welfare Services

F. G. H.

Employee Records Labor & Industrial Relation Personnel Research & Audit

Hrm records, Audits and research

record and report is a statement describing an event, situation and happening in a clear manner. It provide both qualitative and quantitative information as to what happened and what is happening.

Managerial functions
Planning Organizing Staffing Directing controlling

Operative functions

Procurement Development Compensation Maintenance and motivation Integration Industrial relations

Management process
The five basic functions of planning, organizing, staffing, leading, and controlling.

Procurement
JOB ANALYSIS AND DESIGN HUMAN RESOURSE PLANNING RECURITMENT SELECTION PLACEMENT ORIENTATION

DEVELOPMENT
CAREER PLANNING AND DEVELOPMENT WORKERS TRAINING EXECUTIVE DEVELOPMENT ORGANIZATIONAL DEVELOPMENT
JOB EVALUATION] PERFORMANCE EVALUATION WAGES ADMINISTRATION INCENTIVES AND BENEFITS

COMPENSATION

Components Of Employee Remuneration

Remuneration
Monetary
Non Monetary

-Hourly and Monthly Rates -Wages -Salaries

-Incentives -Individual plans -Group plans

Fringe Benefits -PF -Gratuity -Medical care -Accident relief

Perquisites -Company car Club -Membership -Paid holidays -Furnished House etc.

Job Responsibilities growth prospects

Job Determination Process

Job Analysis

Helps in determining the number and kinds of jobs and qualification needed to fill these jobs
The requirement of a job are known as job description . The qualities demanded from the job holders are termed as job specification

Job Description and Specification

Job Evaluation

To determine its value elective to all the other jobs in the organization .process of grading and rating the job.

survey like: what are other firm paying? What Wage Survey and Analysis of relevant organizational problem are they doing by way of social insurance? What is the level of pay offered by other firms for similar occupation. Whether the organization wishes or able to pay Wage structure amount above ,below or equal. Which jobs are to be placed in each of the pay grades. Flexible Regularly reviewed and revised.

Rules of Administration

Wage Payment

MAINTANCE NAD MOTIVATION]

SOCIAL SECURITY WORKERS PARTICIPATION MOTIVATION JOB ROTATION HR RECORDS,RESEARCH AND AUDIT HR INFORMATION SYSTEM IR DISCIPLINE GRIEVANCE REDRESSAL DISPUTE SETTLEMENT CB

INTEGRATION

HRM
1 It places emphasis on a continuous development of people at work. 1

PM
It is a routine, maintenance oriented administrative function. It has favoured contractual employment based on written agreement. It has attached highest importance to rules.
Employees is treated as a commodity or tool .

2
3 4 5 6 7 8 9

It has favoured all round development of 2 employees. It has attached more importance to the 3 abilities of employees Employees is treated as a resource as a human 4 being The speed of decision making is fast. 5 It supports performance related 6 remuneration. It practices division of work along with 7 the team work. It uses latest techniques of training & 8 development with audio-visual facilities. It decides behavior norms based on individual values & mission of business. 9

The speed of decision making is slow. It supports fixed remuneration. It practices division of work. It uses outdated methods of training & development. It decides behavior norms based on customs & practices.

HRM treats employee as a profit 10 PM treats as a cost centered. centered HRM deals with managing workforce one 11 PM deals with payroll, employment law of the primary resources that contribute 11 10

HRM

PM

HRM angle emphasize on the mutual benefit

Speed of decision making is fast Motivators work group challenges and creativity on the job

Employees should be used mostly for org benefits and profits. Speed of decision making is low Motivators are compensation and reward

Social objective Organizational objective

Functional objective
Personal objective

Knowledge Intelligence Communication skills Objectivity and fairness Leadership and motivational qualities Emotional maturity Empathy

Authority

Staff authority (Advisory)

The right to make decisions, direct others work, and give orders. The authority gives right to the HR manager to advise other managers or employees. The authority of managers to direct people in his or her own department.

Line authority (Superior-Subordinate)

Line manager (Line Authority)

A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organizations tasks. A manager who assists and advises line managers.

Staff manager (Staff Authority)

1. 2. 3. 4.

Place the right person on the right job Orientate new employees Train employees for jobs new to them Improve the job performance of each person Gain creative cooperation and developing smooth working relationships

5.

6.

Interpret the companys policies and procedures

7.
8. 9. 10.

Control costs
Develop the abilities of each person Maintain morale Protect employees health and physical condition

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Carries out 3 distinct functions:1. Line function

2. Coordination function
3. Staff function

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A line function The HR manager directs the activities of the people in his or her own department and in related service areas (like the plant cafeteria).

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1 29

A coordinative function HR managers also coordinate personnel activities, a duty often referred to as functional control.

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1 30

Staff (assist and advise) functions Assisting and advising line managers is the heart of the HR managers job.

2009 Pearson Education South Asia. All rights reserved.

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HR specialist HR manager HR Executive