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Human resource management ppt 2

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This document provides an overview of human resource management (HRM). It defines HRM as the process of acquiring, retaining, terminating, developing and using human resources to achieve organizational objectives. The document outlines the meaning, definitions, objectives, nature, features, importance, process, recent trends, roles, duties, scope and functions of HRM. It also discusses the qualifications needed for a human resource manager.

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HUMAN RESOURCE MANAGEMENT   Presenting by Shamshiya Tabassum Usha k Nihal Ismail Zabiulla Abdul Salaam Sheena Fathima & Mohammed Azam

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Contents  MEANING OF HRM  DEFINITIONS  OBJECTIVES of HRM  NATURE OF HRM  FEATURES OF HUMAN RESOURCE MANAGEMENT  IMPORTANCE OF HRM  PROCESS OF HRM  RECENT TRENDS IN HRM  ROLE OF HUMAN RESOURCE MANAGER  DUTIES & RESPONSIBILITIES of HRM  SCOPE OF HRM  FUNCTIONS OF HRM  OPERATIVE FUNCTION  QUALIFICATIONS OF HUMAN RESOURCE MANAGER

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MEANING OF HRM It is the process of accomplishing organizational objectives by acquiring, retaining, terminating, developing and properly using human resource in the organization. This means human resources adopted to work should remain in the organization for fairly a long time. Developing involves education training and makes the human resource to accept any type of current or future work. DEFINITION “It is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power”.

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OBJECTIVES of HRM To make the organization people acquire power to perform the different types of work To develop the inner hidden talent of individual workers To develop team work among the workers of any organization culture to grow and strengthen management and professional teams in all the areas of the organization. To train new employee to their level required by the organization to perform their task effectively. To make existing employee to be trained to take up more responsibilities. The main objectives of HRM are training and development of employees of an organization at all the levels of work. To increase co-operation and trust and to involve employees actively in the company’s affairs. To make the organization dynamic and vibrant so that it will adjust to competitive and fast changing environment.  Other subsidiary objectives are: a)Manpower planning. b)Recruitment. c)Promotion. d)Career planning.

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 NATURE OF HRM It is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. It tries to help employees develop their potential fully. It encourages employees to give their best to the organization. It is all about people at work, both as individual and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization to meet its goal in future by providing for competent and well- motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization.

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FEATURES OF HUMAN RESOURCE MANAGEMENT Human Resource Planning Job analysis Recruitment and selection Orientation and placement Training and Development Performance appraisal Employee and Executive Remuneration Motivation and Communication Welfare, Safety and Healthy Measures Better Industrial Relations

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IMPORTANCE OF HRM Objective Facilities Professional Growth Better relations between union and management Helps an individual to work in a team/group Identifies person for the future Allocating the jobs to the right person Improves the economy

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Recruitment Goal setting Training and development Compensation and benefit Leadership development Career management Performance management PROCESS OF HRM Process refers to identifying flow of inter-related events and goals. Recruitment Goal setting Training and development Compensation and benefits performance management Career management Leadership management

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RECENT TRENDS IN HRM Globalization and its implications Work force diversity Employee involvement Changing skill requirements Decentralized work sites

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ROLE OF HUMAN RESOURCE MANAGER The conscience role The counselor The mediator The spokesman The problem solver The change agent

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DUTIES & RESPONSIBILITIES of HRM Preparing, modifying and updating job analysis, including job description and job specification as desired by various line managers. Advising the line managers regarding the latest development in Job analysis like role analysis broad jobs, de-jobbing and the like. Helping the lie managers in planning for human resource and finalizing the human resource plans submitted by various line mangers. Helping the line managers in identifying the training needs of employees and placing the employees in right jobs. Administering employee benefit programs.

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SCOPE OF HRM Human resource planning Job analysis design Recruitment and selection Orientation and induction Training and development Performance appraisal

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Beliefs and assumption Personnel manager HRM Contracts Careful destination of written contract It aims at beyond the contract Rule Important and clear rules Rules based on business needs Nature of relation Monitoring Nurturing Strategic aspects     Key relation Labour management Customer relation Speed of decision Marginal or slow Fast Line management     Management role It is transactional Transformational relation Communication Indirect Direct Labour management Collective bargaining contract Towards individual contract Job category Many Few Communication flow Restricted Increased Job design Diversion of labour Team work HRM Personnel management It is the management of employee’s skill, knowledge abilities and talents. It is the management of people employed Employee in HRM is treated not only as economic man but also a social and psychological man Employee in personnel management is treated as an economic man as his services are exchanged for wage and salaries. Employees are treated as a profit center therefore invests capital for human resource and future utility. Employees are treated cost center therefore management controls cost of labour. Employees are used for the multiple mutual benefits of the organization employee and their family members Employees are used mostly for organizational benefit.

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FUNCTIONS OF HRM MANAGERIAL FUNCTION Planning Organizing Directing Coordinating Controlling OPERATIVE FUNCTION Procurement Functions Compensation Function Maintenance Function Development Function Integration Function

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QUALIFICATIONS OF HUMAN RESOURCE MANAGER Intelligence Educational Skills Discriminating Skills Executing Skills Experiences and Training Professional Attitudes Qualification

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Thank you…

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Human resource management ppt 2

  • 1. HUMAN RESOURCE MANAGEMENT   Presenting by Shamshiya Tabassum Usha k Nihal Ismail Zabiulla Abdul Salaam Sheena Fathima & Mohammed Azam
  • 2. Contents  MEANING OF HRM  DEFINITIONS  OBJECTIVES of HRM  NATURE OF HRM  FEATURES OF HUMAN RESOURCE MANAGEMENT  IMPORTANCE OF HRM  PROCESS OF HRM  RECENT TRENDS IN HRM  ROLE OF HUMAN RESOURCE MANAGER  DUTIES & RESPONSIBILITIES of HRM  SCOPE OF HRM  FUNCTIONS OF HRM  OPERATIVE FUNCTION  QUALIFICATIONS OF HUMAN RESOURCE MANAGER
  • 3. MEANING OF HRM It is the process of accomplishing organizational objectives by acquiring, retaining, terminating, developing and properly using human resource in the organization. This means human resources adopted to work should remain in the organization for fairly a long time. Developing involves education training and makes the human resource to accept any type of current or future work. DEFINITION “It is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power”.
  • 4. OBJECTIVES of HRM To make the organization people acquire power to perform the different types of work To develop the inner hidden talent of individual workers To develop team work among the workers of any organization culture to grow and strengthen management and professional teams in all the areas of the organization. To train new employee to their level required by the organization to perform their task effectively. To make existing employee to be trained to take up more responsibilities. The main objectives of HRM are training and development of employees of an organization at all the levels of work. To increase co-operation and trust and to involve employees actively in the company’s affairs. To make the organization dynamic and vibrant so that it will adjust to competitive and fast changing environment.  Other subsidiary objectives are: a)Manpower planning. b)Recruitment. c)Promotion. d)Career planning.
  • 5.  NATURE OF HRM It is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. It tries to help employees develop their potential fully. It encourages employees to give their best to the organization. It is all about people at work, both as individual and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization to meet its goal in future by providing for competent and well- motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization.
  • 6. FEATURES OF HUMAN RESOURCE MANAGEMENT Human Resource Planning Job analysis Recruitment and selection Orientation and placement Training and Development Performance appraisal Employee and Executive Remuneration Motivation and Communication Welfare, Safety and Healthy Measures Better Industrial Relations
  • 7. IMPORTANCE OF HRM Objective Facilities Professional Growth Better relations between union and management Helps an individual to work in a team/group Identifies person for the future Allocating the jobs to the right person Improves the economy
  • 8. Recruitment Goal setting Training and development Compensation and benefit Leadership development Career management Performance management PROCESS OF HRM Process refers to identifying flow of inter-related events and goals. Recruitment Goal setting Training and development Compensation and benefits performance management Career management Leadership management
  • 9. RECENT TRENDS IN HRM Globalization and its implications Work force diversity Employee involvement Changing skill requirements Decentralized work sites
  • 10. ROLE OF HUMAN RESOURCE MANAGER The conscience role The counselor The mediator The spokesman The problem solver The change agent
  • 11. DUTIES & RESPONSIBILITIES of HRM Preparing, modifying and updating job analysis, including job description and job specification as desired by various line managers. Advising the line managers regarding the latest development in Job analysis like role analysis broad jobs, de-jobbing and the like. Helping the lie managers in planning for human resource and finalizing the human resource plans submitted by various line mangers. Helping the line managers in identifying the training needs of employees and placing the employees in right jobs. Administering employee benefit programs.
  • 12. SCOPE OF HRM Human resource planning Job analysis design Recruitment and selection Orientation and induction Training and development Performance appraisal
  • 13. Beliefs and assumption Personnel manager HRM Contracts Careful destination of written contract It aims at beyond the contract Rule Important and clear rules Rules based on business needs Nature of relation Monitoring Nurturing Strategic aspects     Key relation Labour management Customer relation Speed of decision Marginal or slow Fast Line management     Management role It is transactional Transformational relation Communication Indirect Direct Labour management Collective bargaining contract Towards individual contract Job category Many Few Communication flow Restricted Increased Job design Diversion of labour Team work HRM Personnel management It is the management of employee’s skill, knowledge abilities and talents. It is the management of people employed Employee in HRM is treated not only as economic man but also a social and psychological man Employee in personnel management is treated as an economic man as his services are exchanged for wage and salaries. Employees are treated as a profit center therefore invests capital for human resource and future utility. Employees are treated cost center therefore management controls cost of labour. Employees are used for the multiple mutual benefits of the organization employee and their family members Employees are used mostly for organizational benefit.
  • 14. FUNCTIONS OF HRM MANAGERIAL FUNCTION Planning Organizing Directing Coordinating Controlling OPERATIVE FUNCTION Procurement Functions Compensation Function Maintenance Function Development Function Integration Function
  • 15. QUALIFICATIONS OF HUMAN RESOURCE MANAGER Intelligence Educational Skills Discriminating Skills Executing Skills Experiences and Training Professional Attitudes Qualification