Académique Documents
Professionnel Documents
Culture Documents
OF
Presented By
ROHAN KULKARNI
ROLL NO: 16
Learning Objectives…
ü Why Study HR Management?
ü Nature Of HR Management
ü Scope Of HR Management
ü Differences Between HRM & PM
ü HRM : Functions & Objectives
ü Organisation in HR Department
ü Paradoxes in HRM
ü Personnel Policies & Principles
ü HRM Models
ü Evolution of HRM
Why Study HR Management?
Ø It’s the people who run organizations.
Ø Need to manage their skills, abilities &
aptitude.
Ø HRM is study about people i.e. how they are
hired, trained, compensated, motivated &
maintained.
Ø
NATURE OF HR MANAGEMENT
SCOPE OF HR MANAGEMENT
ü Nature of HRM
ü Employee Hiring
ü Employee & Executive Remuneration
ü Employee Motivation
ü Employee Maintenance
ü Industrial Relations
ü Prospects of HRM
Dimension Personnel Human Resource
1. Employee Contract Management
Careful delineation of Management
Aim to go beyond
written contracts. contract.
2. Key Relations Labour Management Customers
Ø Societal Objectives
Ø Organisational Objectives
Ø Functional Objectives
Ø Personal Objectives
FUNCTIONS:
HRM Objectives Supporting Functions
1. Societal Objectives
Legal Compliance
Benefits
2. Organisational Objectives HR Planning
Union-Management relations
Employee relations
3. Functional Objectives Appraisals
Selection
Placement
4. Personal Objectives Training & development
Training & Development
Assessment
Appraisal
Appraisal
Placement, Compensation &
Placement
Assessment
Assessment
ORGANISATION OF HR DEPT
HR in Small-Scale Unit:
Owner/Manager
Personnel Assistant
HR in Large-Scale Units:
Director
R&D
Outsourcing
Activities that are Outsourced
(subcontracted)
ü Employee Hiring & Training
ü Payroll Preparation
Paradoxes in HRM
Policies:
Policies are plans of Action.
They help motivate & build loyalty
Policies become benchmarks to compare &
evaluate performance.
A Policy does not spell out the detailed
procedure by which it has to be implemented
Why Adopt Policies?
Policies addresses the needs of the
organisation & it’s employees.
Established policies ensures consistent & fair
treatment of all the employees throughout the
organisation.
Continuity of action is assured in case of
change of top management.
Policies serves as standard of performance.
It helps in building motivation & loyalty
Sound policies help in conflict resolution
Principles:
ü Principles are Universal truths generally
applicable to all the organisations.
ü They have been established through
practice, experience & observation.
ü For E.g.,
1. Principle of Individual Development.
2. Principle of Scientific Selection.
3. Principle of free flow of communication.
4. Principle of dignity of Labor.
ü
HRM MODELS
The Fombrun, Tichy & Devanna Model
Rewards
The Harvard Model
Stakeholder Interest
nagement Government Community Unions
Situational Factors
Workforce Character Long-Term Consequenc
Business Strategy & Conditions Individual well-being
Unions Organisational
abour Market Societal well-being
aws & Societal values
The Guest Model
Financial Outcomes
Profits
ROI
The Warwick Model of HRM
Socio-Economic Outer Context
Technical
Political-Legal
Competitive