Human resource-management-1193651177961518-5

HUMAN RESOURCE
MANAGEMENT.
(An Introduction)
Anamika Kumari
Lathika
Mitesh Sahu
Naveen
K Rakesh
Santhosh Srinivasan

The Flow
• Definition
• Approaches and their Implications
• Functions
• Emerging Roles
• Challenges
• Strategic HR Management
• In a Nutshell
4/5/2022 Free template from www.brainybetty.com 2

Definition
Human resource management is the
function performed in an
organization that facilitates the most
effective use of people(employees)
to achieve organizational and
individual goals

The role of a HR manager
personnel management and human
resource management

1.Human
Resources
Planning
2.Recruitment
3.Selection and
Screening
4.Orientation
5.Training and
Development
6.Performance
appraisal
7.Rewards and
Recognition
8.Retention and
Replacement
Acquiring
Human
Resources
Maintaining HR

Scientific management
approach
1
• Fredrick Taylor- father of scientific
management
2
• Study of motions
3
• Workers were solely motivated through
money
4
• Workers to maxamise production in order to
satisfy their one work related need- money

Human relations approach
1
• The hawthorne studies – 1930-40’s
2
• Growing strength of unions
3
• Social and psychological factors also
affected employee productivity

Why human relations
approach Failed??
1
• Did not recognize individual
differences
2
• Did not recognize need for job
structure
3
• Failed to recognize other factors that
could influence employee
satisfaction and productivity

Human Resources Approach
• Organization goal & needs of
employee are capable of existing in
harmony
• Employees are asset for organization
• Organization should create
contributive work environment to
reap maximum benefit

Challenges Before HR
Manager
Unlike other resources each employee is different
from other.
method of encouragement & motivation can be
different from person to person
Expectations of employees are high because they
know their value .

Function of Human
Resources Management
Planning-it is an
ongoing process
of developing
business mission
and objective
&formulating the
action to
accomplish that .
Identification of
needs of
employee & to
predict the future
changes are part
of planning
Organizing-It is
establishment of
internal
organization
structure .Its
focus is on
division
coordination &
control of task .
In this function
HR manager
assign the
responsibility
and authority to
job holder.
Staffing-It is
filling the
position with
qualified people
and keeping it
filled .
Recruiting hiring
training
evaluating
transferring are
the specific
activity of this
function.
Directing-it is
process of
maximum
utilization of
human resources
contribution . It
also includes
forming good
human relation&
coordination
among different
level of
department
Controlling-It is
establishing
performance
standard based
on organizations
goal measuring
them and
comparing the
actual
performance to
standard
performance &
taking proper
action .

Operative Functions
Employment
Human Resources Development
Compensation
Employee Relations
12

Employment
Induction
Placement
Selection
Recruitment
Human Resource Planning
Job Analysis
13

Human Resource Planning
• Present and future manpower
requirements
• Net human resource requirements
• Mould, change and develop
employees to meet future
organizational requirements
• Attract and acquire human
resources from the market
15

Recruitment
• Tapping existing sources of
applicants
• Identifying new sources of
applicants
• Attracting the candidates to apply
for jobs in the organization
• Deciding the recruitment procedure
16

Selection
Scanning
CV’s
Testing Interviewing
Evaluating
Formulation
Results
Selection
17

Human Resource
Development
Performance Appraisal
Training
Management Development
Career Planning & Development
18

Compensation
Job Evaluation
Wages & Salary Admin
Incentives
Fringe benefits
19

Employee Relations
• Employees in organizational
context, as a social group
• Determining the job satisfaction
level of the employee
20

Emerging Role of Human
Resource Management
It is the competence and attitude of
the human resource that can make
or break a business.

Value of Human Resources
A nation with a rich human resource
can develop fast.
In this modern age of technology and
globalization, quality human resource is
an important contributor to the well
being and development of a nation.

Human resources- A
competitive advantage
According to Adi Godrej, Chairman
and Managing Director, Godrej
Consumer Product Ltd. , “all corporate
strength are dependent on people.”
Human resources of an organization is
an unique asset to the organization and
is essential for a business to gain
competitive advantage over its
competitors.

Human resource accounting
• Human resource accounting
is measurement of the cost
and value of the people for
an organization.
COST
• Human resource accounting
helps management to value
its human resource and use
them with discretion and
wisdom
VALUE

Role of HR
Executives
Service
Providers
Executives Facilitator Consultant Auditor

Service
Provider
• An HR specialist can help providing information on market statistics of
personnel availability, pay rates etc.
• Interpret the complex labor law and legislations that’s are applicable in day-to-
day work.
Executive
• Carry out certain HR activities like recruitment , compensation, etc.
Facilitator
• Training and development activities are planned and conducted and performance
appraisal are done.
• Also to ensure that other managers who undertake such activities are well
equipped to do so.
Consultant
• Handling problems due to lack of motivation, lack of training, job misfit or
grievances related to pay.
Auditor
• Responsible for ensuring that all members of the management perform their
respective roles concerned with the effective use of human resources.

Challenges For HR
Professionals
WHY AND WHERE????
WHAT???

Siladitya Sarangi(9 pointer)
-Did not join CTS
-Joined XIMB
Subhayou Nayak(Professional DJ)
-Quit accenture
-Now working in Kuwait.
Abhishek Bhuyan(Networking Expert & Hacker)
-Did not join Wipro
-Joined 3rd Brigade
-Earns 5.8 lacs per annum
Lalit Patel(Ace Programmer)
-Quit CTS because it was boring and
was the most efficient member of the team
-Working for SlideShare.net a site similar to youtube .com

Where did these challenges
come from???
Competition
in Industries
Employee’s
choose
Employers
Challenges

THE CHALLENGES
WORKER PRODUCTIVITY
QUALITY IMPROVEMENT
CHANGING ATTITUDES OF
WORKFORCE
IMPACT OF THE GOVERNMENT
QUALITY OF WORK LIFE
TECHNOLOGYAND TRAINING

Strategic Management
• It is the management of the available resources to
achieve the long term and short term goal of an
organization in a dynamic and competitive environment.
Strategic Human Resource Management
• It is the optimum utilization of human resources to
achieve the set goals and objectives in the business
environment.
STRATEGIC HUMAN
RESOURCE MANAGEMENT

Strategic Human Resource
Planning Involves
Design
HR goals in
alignment
with goals of
the
organization
are designed
Identify
HR required
to achieve
these goals is
identified
Develop
HR is
developed
internally or
acquired them
from outside.

IN A NUTSHELL
• complex
• challenging
HRM
• Scientific Management Approach
• Human Relations Approach
• Human Resources Approach
3
approaches

Functions of
HRM
Managerial
Function
Planning Organizing Staffing Directing Controlling
Operative
Function
Employment
HR
development
Compensation
Employee
relations

Roles of
HR
Executives
service
provider
executive
facilitator
Consultant
auditor

Challenges to HR Professionals
WORKER PRODUCTIVITY
QUALITY IMPROVEMENT
CHANGING ATTITUDES OF
WORKFORCE
IMPACT OF THE GOVERNMENT
QUALITY OF WOK LIFE
TECHNOLOGY AND TRAINING

Strategic Human Resource
Management

THANK YOU ALL…..

Human resource-management-1193651177961518-5

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