Institute of Management Technology

Hyderabad

Subject:
Human Resource Management

Instructor:
Dr. Pavan Kumar Balivada
 Human Resource ?

 People + Characteristics

 Co-ordination of people and leveraging their skills for

achievement of goals.

Uniqueness
 Appreciates over time, rather depreciation.
 Output greater than inputs.
 Provide utility value to each of the physical assets that it controls.
 Flexibility of organization depends more on
human factor than technical factor.
HRM can be defined as:
“… a strategic approach to managing employment
relations which emphasizes that leveraging
people’s capabilities is critical to achieving
sustained competitive advantage, this being
achieved through a distinctive set of integrated
employment policies, programs and practices”.
 Why Human Factor is More
Important?

• Human resources are unique in character

• HR alone can produce an output greater than its input
• HR is the only resource which are animate
• HR is most complex and unpredictable in its behavior
 Old myths
People go into HR because
they like people.
Anyone can do HR.
HR deals with the soft side
of a business and therefore
is not accountable.
HR focuses on costs, which
must be controlled.
New Realities
HR departments are not designed to
provide corporate therapy or a social or
health-and –happiness retreats. HR
professionals must create the practices
that make employers more competitive,
not more comfortable.
HR activates are based on theory and
research.
HR professionals must master both
theory and practice.
The impact of HR practices on business
results can and must be measured. HR
Professionals must learn how to
translate their work into financial
performance.
HR practices must create value by
increasing the intellectual capital within
the firm. HR professionals must add
value, not reduce costs.
HR’s job is to be the The HR function does not own compliance-
policy police and the mangers do. HR practice do not exist to make
health and-happiness employees happy but to help them become
patrol. committed. HR professionals must help mangers
commit employees and administer policies.

HR is full of fads. HR practices have evolved over time. HR

professionals must see their current work as part
of an evolutionary chain and explain their work
with less jargon and more authority.

HR is staffed by nice At times, HR practices should force vigorous

people. debates. HR professionals should be
confrontative [sic] and challenging as well as
supportive.

HR is HR’s job. HR work is as important to line managers as are

finance, strategy, and other business domains.
HR professionals should join with managers in
championing HR issues.
 Functions of HRM

P/HRM

Managerial Operative
functions: Functions
Procurement Development: Motivation and Maintenance: Emerging
– Planning Integration:
Compensation: Issues:
Job Analysis Training Grievances
Job design Health Personnel
HR planning Executive records
Work scheduling Discipline
– Organizing Recruitment development
Safety Personnel
Motivation Teams and
Selection Career teamwork audit
planning Job evaluation Personnel
Placement Welfare Collective
Succession Performance and research
– Directing bargaining
Induction planning potential HR
appraisal Social security Participation accounting
Internal Human
mobility Compensation Empowerment
resources HRIS
– Controlling development administration
Trade unions Job stress
strategies Incentives
benefits and Employers’ Mentoring
services associations International
HRM
Industrial
relations
Is this the only job of
HR!!
 Functionalities of HR

 Liaison between top management and employees.

 Smooth working of organization through maintenance of adequate manpower
inventory.
 Increasing organizational performance through individual skill and productivity
enhancement.
 Enhancement of employee work life quality through physical and psychological
well being at work.
 Maintenance of organizational ethical values.
 Enhancing employer employee relationship through employee motivation.
 Employee benefit schemes.
 Liking and making employees comfortable V/s making
them competitive

Anyone V/s Masters of HR theories and practices

Traditional
Soft side of business V/s Financial Implications
V/S
Modern Cost control V/s Value Addition
Views of HRM
Being nice to people V/s Challenging people

HR profile V/s Diversified profile

Skills of HR Professionals

Human Relation Decision Making

Skills Skills

Leadership Skills
Technical Skills
Changing Dynamics of HR in India
Traditional V/s Modern Practices

Administrative V/S Strategic Role

Reactive V/s Proactive

Separated V/s Integral part of company mission

People as expense V/s People as investment