Lec 2

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 New Realities
People go into HR because HR departments are not designed to
they like people. 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.
Anyone can do HR. HR activates are based on theory and
research.
HR professionals must master both
theory and practice.
HR deals with the soft side The impact of HR practices on business
of a business and therefore results can and must be measured. HR
is not accountable. Professionals must learn how to
translate their work into financial
performance.
HR focuses on costs, which HR practices must create value by
must be controlled. 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

Alignment of human resource strategies
with business strategy for performance
Strategic oriented goal achievement.
Human
Resource
Management  Planning of utilization of human resource.
 Implementation of plans.
HR Creating Value
Adapted from: David Ulrich, Human Resource Champions, p.247

Planning And Implementation
 Planning
 Corporate level strategy
 Growth strategy
 Portfolio strategy
 Parenting strategy
 Business level strategy
 Functional level strategy
 Implementation
 Employees  Customers  Investors
 Moral  Satisfaction  Profitability
 Commitment  Loyalty  Growth
 Productivity  Commitment  Margin
 Competence
Strategic Focus
Strategic Partner Change Agent
System People
Administrative Expert Employee Champion
Operational Focus
Traditional HR versus Strategic HR
Copyright © 2002 South-

4–17
Western. All rights reserved.
 Absence of long term orientation
 Lack of strategic reasoning
 Lack of adequate support from top management
Barriers to  Resistance from employees
Strategic HR  Fear of failure
Implementation  Rigidity of HR practices
 Fear of attrition
 Absence of measurement techniques
Strategic HR
 Increased employee performance
 Customer and employee satisfaction
Outcomes  Enhanced investor value
 How to achieve!!
 Effective employee management through
organizational strategy and culture.
 Cost effective utilization of human resource
 Integrated HR programs and policies
 Adaptation to change.
 Focus on customer need and quality
Changing HR
Dynamics in
India
The best
resource to
invest in is
Thank You.

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Institute of Management Technology

 Co-ordination of people and leveraging their skills for

• Human resources are unique in character

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

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

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

 Liaison between top management and employees.

Anyone V/s Masters of HR theories and practices

HR profile V/s Diversified profile

Human Relation Decision Making

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

Adapted from: David Ulrich, Human Resource Champions, p.247

 Commitment  Loyalty  Growth

 Productivity  Commitment  Margin

Strategic Partner Change Agent

Administrative Expert Employee Champion

Copyright © 2002 South-

Outcomes  Enhanced investor value

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