2. DEFINITIONS
MANAGEMENT – Effective utilization of human resources
for the achievement of organizational objectives thru the
combined efforts of human resources that technological,
financial, physical and all other resources are utilized.
HUMAN RESOURCES – Defined as the total knowledge,
skills, creative abilities, talents and aptitudes of an
organization's workforce, as well as the values, attitudes,
approaches and beliefs of the individuals involved in the
affairs of the organization.
3. HUMAN RESOURCE MANAGEMENT
HRM is an integral but distinctive part of management,
concerned with people at work and their relationship
within the enterprise.
HRM can be defined as managing (planning, organising,
directing, controlling) the functions of employing ,
developing and compensating human resources resulting
in the creation and development of human relations with a
view to contribute proportionately to the organisational,
individual and social goals.
5. NATURE OF HRM
Comprehensive Function – Concerned with all types of
people inside the organization
People Oriented – Dealing with human relationships
within an organisation
Action Oriented – Actions rather than procedures and
records – Solution of personnel problems to achieve both
organisational and personal goals.
Individual Oriented – Provide services and programmes
to facilitate employee satisfaction and growth.
Development Oriented – Developing the potential of
employees to achieve maximum.
6. • Pervasive Function – Inherent in all organisations and at
all levels
• Continuous Function – On going or never ending exercise
rather than a one shot function.
• Future Oriented – Concerned with helping an organisation
to achieve its objectives in the future.
• Challenging Function – Due to dynamic nature of people’s
emotions and they can’t be treated like machines
• Science as well as Art – Science –Tools, Principles and
7. • Staff Function – Advisory or Directing or monitoring
Function
•Young Discipline – Started in the last part of 19th
century.Relatively new specialized area as compared to
manufacturing and marketing.
•Interdisciplinary – Involves application of knowledge
drawn from Sociology, Psychology and Economics.
•Nervous System – Intimately associated with every
movement inside the organisation
8. EVOLUTION OF HRM
Industrial Revolution
Trade Unionism
Social responsibility era
Scientific Management Era
Human Relations Era
Behavioural Science Era
System Approach Era
Contingency Approach Era
9. Industrial revolution
The seed of HRM were sown during Industrial revolution
1850’s in Western Europe and USA.The wind gradually
reached to India in beginning of 20th century.During this
period:-
Machines were bought in
Technology made rapid progress
Workers were treated like machine tools
Employers were keen to meet production targets rather
than satisfy workers.
Govt. did very little to protect the interests of workers.
10. TRADE UNIONISM
This was the period when state intervention to protect the
worker’s interest was felt necessary. During this period:-
Workers started to form their associations.
Trade Union Act, 1926 was passed in India.
The basic philosophy was to safeguard worker’s interest and to
sort out their problems like:-
Child labour
Long hours of work
Poor working conditions.
11. SOCIAL RESPONSIBILITY ERA
Robert Owen,a British industrialist is considered to be the
first to adopt humanistic and paternalistic approach. He
viewed that the social and economic environment
influence the physical , mental and psychological
development of workers.
He practised the following :
Provision for reduced working hours
Housing facilities
Education of workers and their children
He admired for giving human treatment to workers.
12. Scientific Management era:-
This concept was introduced by Fredrick Winslow Taylor in
USA early in 20th century. he developed following four
principles:-
Use of scientific methods in setting work stds.
Scientific selection and placement of workers best suited for
the tasks. Also provision for training.
Clear cut division of work and responsibility between
management and workers.
Harmonious relations and close cooperation with workers.
13. He developed following techniques
for the same:
Time study and Motion Study – Precise time taken for
each correct motion
Standardization of tools, equipments and machinery and
working conditions
incentive wage plan with differential piece rate of wages.
14. HUMAN RELATIONS ERA
This particular period focused on the
feelings,attitude and needs of the workers as
human beings.Between 1925 and 1935 Hugo
Munsterberg, a psychologist suggested the use of
psychology in selection, placement, testing and
training the employees in an organisation.
15. Between 1924 to 1932,Elton Mayo conducted
a series of experiments at hawthorne plant of
western electric company in USA.
Main findings were:-
Physical environment should be good
Favourable attitudes of workers and work team
towards their work
Fulfillment of worker’s social and psychological needs
Workers can be motivated through job security,right
to express their opinion on matters related to them.
16. BEHAVIORAL SCIENCE ERA
It was concerned with social and psychological
aspects of human behaviour. Some of imp
elements were:-
Individual behaviour is linked with group
behaviour
Informal leadership rather than formal leadership
Motivation by self control and self development
Improving efficiency through Self operating
17. SYSTEMS APPROACH ERA
Technical subsystem : formal relationships.
Social subsystem : informal group relations
Power subsystem : exercise of power
18. CONTINGENCY APPROACH ERA
• According to contingency,the best way to manage
varies with situation.
• There may not be the universal way of managing all
the situations.
• It is imperative for managers to analyse different
situations and then use the best suitable in that
particular situation.
19. OBJECTIVES OF HRM
1. To create and utilize an able and motivated workforce, to
accomplish the basic organizational goals.
2. To establish and maintain sound organizational
structure and desirable working relationships among all
the members of the organization.
3. To secure the integration of individual or groups within
the organization by co-ordination of the individual and
group goals with those of the organization.
4. To create facilities and opportunities for individual or
group development so as to match it with the growth of
the organization
20. 5. To attain an effective utilization of human resources in
the achievement of organizational goals.
6. To identify and satisfy individual and group needs by
providing adequate and equitable wages, incentives,
employee benefits and social security and measures for
challenging work, prestige, recognition, security, status.
7. To maintain high employees morale and sound human
relations by sustaining and improving the various
conditions and facilities.
8. To strengthen and appreciate the human assets
continuously by providing training and development
programs.
21. 9. To consider and contribute to the minimization of
socio-economic evils such as unemployment, under-
employment, inequalities in the distribution of income
and wealth and to improve the welfare of the society by
providing employment opportunities to women and
disadvantaged sections of the society.
10. To provide an opportunity for expression and voice
management.
11. To provide fair, acceptable and efficient leadership.
12. To provide facilities and conditions of work and
creation of favorable atmosphere for maintaining stability
of employment.
22. FUNCTIONS OF HRM
MANAGERIAL FUNCTIONS
Planning – Formulating the future course of action
Organising – Establishing an intentional structure of roles for
people in an orgn such as chain of command, division of labour,
assignment of responsibilities.
Staffing – Obtaining and maintaining capable and competent
personnel.
Directing – Coordinating and motivating towards
organisational objectives
Controlling – Measurement and rectification of activities
23. Operative Functions Of HRM
Employment – Involves procuring & employing
individuals with suitable knowledge, skills & exp
Human Resource Development – Process of training
and developing employees to improve and update their
knowledge and skills
Compensation Management – Includes all the
extrinsic rewards that an employee receives during and
after the course of his job
Employee Relations – deals with employees in the
organisational context , as a social group that contributes
to the orgn.
24. EMPLOYMENT
Human Resource Planning – Forecasting the human
resource requirements
Recruitment – process of seeking and attracting
prospective candidates against a vacancy in an orgn
Selection – choose the right candidate for a job
Placement – Selected candidate conveys his acceptance
of the offer of employment made by the orgn
Induction – Introducing a new employee to the orgn, its
business, culture,values, practices and procedures
25. HUMAN RESOURCE DEVELOPMENT
Performance Appraisal – Process of evaluating the
performance of an employee on the job & developing a plan for
improvement
Training – Systematic development of knowledge, skills,
attitudes required to perform a given task successfully.
Management Development – developing the employees of an
orgn to meet future changes and challenges
Career Planning & Development – Identifying one’s career
goals & formulating plans of reaching them thru education,
work exp.
Organisation Changes & Organisation Development
26. COMPENSATION MANAGEMENT
Job Evaluation – Systematic determination of the value
of each job in relation to other jobs in the orgn, industry &
market.
Wage and Salary Administration - Process of
formulating and operating a suitable wage and salary
program
Fringe Benefits – Monetary & Non-Monetary benefits
given to employees during their employment & post
employment period.
27. SOME OF THE FRINGE BENEFITS
Disablement Benefits
Housing Facilities
Canteen Facilities
Conveyance Facilities
Educational facilities for employees and their children
Credit Facilities
Recreational Facilities
Medical & Welfare Facilities
Post Retirement Benefits
29. IMPORTANCE OF HRM
SIGNIFICANCE FOR AN ENTERPRISE
Attracting and retaining the required talent thru effective
HRP, recruitment, selection, placement, orientation,
compensation and promotion policies.
Developing the necessary skills & right attitude among
the employees thru training, development and
performance appraisal
Securing the willing cooperation of all employees thru
motivation, grievance handling.
Utilising effectively the available human resources
30. PROFESSIONAL SIGNIFICANCE
Providing maximum opportunities for personal
development of each employee.
Maintaining healthy relationships between individuals,
and different work groups.
Allocating work properly.
31. SOCIAL SIGNIFICANCE
Providing suitable employment that provides social and
psychological satisfaction to employees
Maintaining a balance between the jobs available and the
job seekers in terms of numbers, qualifications, needs and
aptitudes
Eliminating wastage of human resources thru
conservation of physical and mental health.
32. ROLE OF HR MANAGER
Service Provider - Providing info to individual
employees, Depts or groups and also to the top mgmt
Executive – to carry out recruitment, compensation, etc
Facilitator – To coordinate and facilitate the resources to
the employees
Consultant – Motivation, Training, Grievance Handling
Auditor – Ensuring that all members of the mgmt perform
their respective roles
33. HUMAN RESOURCE POLICIES
Policies are plans of action.
Organizations need to evolve HR policies as they ensure
consistency and uniformity in treating people. They help,
motivate, and build loyalty
Policies become benchmarks to compare and evaluate
performance.
34. BENEFITS OF HR POLICIES
The work involved in formulating personnel policies
requires that the mgmt give deep thought to the basic
needs of both the orgn and the employees.
Favoritism and discrimination are thereby minimised
Policies serve as a standard of performance
Sound policies help build employee motivation and loyalty
Sound policies help resolve intrapersonal, interpersonal
and intergroup conflicts.
35. 5 PRINCIPAL SOURCES FOR DETERMINING THE
CONTENT & MEANING OF POLICIES
Past practice in the organisation
Prevailing practice in rival companies
Attitudes and philosophy of founders of the company and
top management
Attitudes and philosophy of middle and lower
management
The knowledge and experience gained from handling
countless personnel problems on a day-to-day basis
36. PERSONNEL PRINCIPLES –
Fundamental truth established by research, investigation
and analysis
Principle of individual development
Principle of scientific selection
Principle of free flow of communication
Principle of participation
Principle of fair remuneration
Principle of incentive
Principle of dignity of labour
Principle of labour management cooperation
Principle team spirit
Principle of contribution to national prosperity
37. HRIS – HUMAN RESOURCE
INFORMATION SYSTEM
Systematic way of storing data and
information for each individual employee to aid
planning, decision making, and submitting of return
and reports to the external agencies
38. PURPOSE OF HRIS
Storing info and data for each individual employee for
future reference
Providing a basis for planning, organizing, decision
making, controlling and other HR functions
Meeting daily transactional requirements such as marking
present/absent, and granting leave.
Supplying data and submitting returns to govt. and other
statutory agencies
39. APPLICATIONS
PERSONNEL ADMINISTRATION
Encompass info about each employee such as name,
address, date of birth, date of joining and info about
family.
SALARY ADMINISTRATION
The report should give the details of present salary, last
increase, and the proposed increase
LEAVE AND ABSENCE RECORDING
A fundamental aspect of leave management is to maintain
a complete leave history for each employee with the ability
to increase entitlement according to leave rules.
40. SKILL INVENTORY
This will provide the opportunity to identify employees
with the necessary skills for certain positions or job
functions
MEDICAL HISTORY
To record occupational health data required for industrial
safety purposes, accident monitoring , exposure to
potentially hazardous materials and so on.
ACCIDENT MONITORING
Details of the accidents and a list of injured employees
41. PERFORMANCE APPRAISAL
Individual employee performance appraisal data such as the
due date of the appraisal , scores for each performance
criteria , potential for promotion, and other info to form a
comprehensive overview of each employee
TRAINING AND DEVELOPMENT
Training and development needs of an employee, with the
ability to record and enquire on courses completed and any
projected training courses
HUMAN RESOURCE PLANNING
Record details of the organisational requirements in terms of
positions
42. RECRUITMENT
Recording details of recruitment activity such as the cost
and method of recruitment, and the time taken to fill the
position can be used to provide a picture of the cost of
recruitment in terms of time as well as cost.
CAREER PLANNING
The system must be capable of providing succession plans to
identify which employees have been earmarked for which
positions
43. STEPS IN IMPLEMENTING HRIS
INCEPTION OF IDEA – where and why we need HRIS
FEASIBILITY STUDY – Present system should be studied to highlight
the problem areas and the likely benefits of
HRIS
SELECTING A PROJECT TEAM
DEFINING THE REQUIREMENTS
VENDOR ANALYSIS
CONTRACT NEGOTIATIONS
TRAINING
TAILORING THE SYSTEM – Making necessary changes to best fit the
organisational needs
COLLECTING DATA
TESTING THE SYSTEM
STARTING UP
MAINTENANCE
AUDIT
44. ADVANTAGES OF HRIS
Higher speed of retrieval and processing of data
Ease in classifying and reclassifying data
Better analysis leading to more effective decision making
Higher accuracy of info /report generated
Fast response to answer queries
Improved quality of reports
Better work culture
Establishment of steamlined and systematic procedures
More transparency in the system
45. LIMITATIONS OF HRIS
Expensive in terms of finance and manpower
requirements
It can be threatening and inconvenient to those who are
not comfortable with computers.
Computers cannot substitute human being. Human
intervention will always be necessary
46. COMPUTER APPLICATIONS IN HRM
MANAGEMENT INFORMATION SYSTEM(MIS)
A wide variety of info needs of a business are recognised
and interconnected with subsystems
ELECTRONIC DATA INTERCHANGE(EDI)
A computer is an electronic tool used to collect, organise,
analyse, interpret and communicate vast amount of info
with great speed. Electronic data interchange facilitate the
speedy, secured and accurate transfer of documents across
the globe
47. E-BUSINESS
E-Business is about using the convenience,
availability and worldwide reach to enhance existing
business or creating new virtual business
E-Business combines the traditional information
system with the vast reach of the web and connects
critical business systems directly to critical business
constituencies viz., production, marketing, finance,
customers, suppliers and employees via internets,
extranets and the world wide web
48. E- HRM
Electronic aspect is embodied in all the areas of HRM
where there is transmission of information from one
employee to another employee and from one client to
another
Both internally and the processed form are highly
essentials in most of the functions and activities of HRM.
49. The important aspects of E-HRM are
E-Job Design and Job Analysis
E – Human Resource Planning
E-Recruitment
E – Selection
E-Performance Management
E-Training & Development
E – Compensation Management
E – Grievance Redressal
E – HR Records
E – HR Information
E – HR Audit
50. E – JOB DESIGN AND JOB ANALYSIS
The information of listing skills and competency
mapping are placed on the net.
Then the system matches the listing skills and
competency mapping and produces the output of
identifying the employee suitable for a particular task.
51. E-HUMAN RESOURCE PLANNING
Computer Programs are developed and used extensively
for the purpose of planning human resource requirements
based on the data and the information
These programmes indicate the number of employees
required at each level for each category of the jobs based
on sales and production forecasts.
52. E - RECRUITMENT
Organisations advertise job vacancies thru the World
Wide Web(WWW)or send the info directly to the
most competent people thru e-mail
The job seekers send their applications thru e-mail
using internet.Alternatively job seekers place their
CV’s in the World Wide Web(WWW)thru various
jobsites
53. E - SELECTION
E – Selection has become popular with the conduct of
various tests thru online, contacting the candidates
thru e-mail and conducting the preliminary
interviews and final interview thru audio and video
conferencing
54. E – PERFORMANCE MANAGEMENT
The software on employee performance appraisal provides
a number of statements and sub statements on each of the
performance categories.
The appraiser selects and clicks the appropriate rating for
each statement. The system generates a detailed report by
the time the appraiser has moved all the performance
categories and sub factors
The report modified, comments can be added or deleted
by the appraiser and a final report can be prepared by the
manager
55. E – TRAINING AND DEVELOPMENT
Companies started providing online training and online
executive development. Employees learn various skills by
staying at the place of their work. Participants complete
course work from wherever they have access to a computer
and an internet
E – Learning is enabled by the delivery of content via all
electronic media, including the internet, intranet, satellite
broadcast audio/video tape, interactive TV and CD-ROM
56. E – COMPENSATION MANAGEMENT
Almost all the organisations started using computers
for salary fixation, salary payment, salary calculations,
fixation and calculation of various allowances ,
employee benefits, welfare measures and fringe
benefits
57. E – GRIEVANCE REDRESSAL
Employees send their grievance via e-mail to the
superior concerned who in turn solves the problems /
redress grievances and communicates the same to the
employee. This reduces the time in the process and
avoids face to face interaction
58. E – HR RECORDS
HR records are created, maintained and updated with the
help of computers easily and at a first rate.
E – HR INFORMATION
HR info is generated, maintained , processed and
transmitted to the appropriate places or clients with the
help of software with high speed and accuracy.
59. E – HR AUDIT
The standard human resource practices or the desired
HR practices are fed into the computer. The data and
info regarding the actual practices are also fed into
the computer
The software automatically completes the HR audit
and produces the audit report. The HR manager then
can modify the report by deleting or adding any
comments.