Académique Documents
Professionnel Documents
Culture Documents
Personnel Policies and Practices in order to have maximum and effective utilization of human resources
Methodology : Interactive Lectures , Class Presentations ,
Magazines
Human Capital, Harvard Business Review Indian Journal for Training & Development
EVALUATION
Semester Exam Topics for Presentations Attendance Class participation
Marks
Presentation rules, topics and tentative dates will be given to CR of the class with groups.
Management Relationship with other social sciences Approaches to HRM / Interdisciplinary approach
You can burn my factories and I will rebuild those, but take away my people and my company has nothing.
- Soichiro Honda
(Honda Motor Company)
You can get capital and erect buildings but it takes people to build business. - Thomas J Watson
(The Founder of IBM)
You can have the best strategies and the most forward looking vision, but unless you have the best people, you cannot translate your vision into a reality. -Kumar Mangalam Birla
(Chairman AV Birla Group)
management course. Because without it, you can never get anything else done.
Definition - Applicability
HRM is managing (planning, organizing directing and controlling) the function of employing, developing, compensating & utilizing human resources, resulting in the creation & development of human & industrial relations which would shape the future policies & practices of human resource management, with the view to contribute proportionately(due to them) to the individual, organizational and social goals. (P Subha Rao)
Meaning of HRM
In simple words, HRM is concerned
with people management- to select, to recruit, to train and develop individuals for the organizations they work for.
Personnel administration
Labour management Employment administration Industrial relations Human Capital Management
Scope of HRM
HR plannin g Industri al Relatio ns Job design & analysi s
Very Vast
HRM
activities in the working life of a worker from time an individual enters into an organization until he or she leaves comes under the purview of HRM
SCOPE OF HRM
Activities
HR Planning
Job Analysis JD &JS- Eg: L & T infotech written &
specific JD Job Design eg- Bajaj Auto- job rotation and job enrichment
Employees Hiring --Recruitment & Selection
Orientation & Placement, Training & Development
Eg- Bajaj Auto- 1-behaviour 2.on results, TCS Successful completion of projects
Employee and Executive Remuneration
Eg - Infosys prefers low base of salary & individual negotiation, Godrej Infotech salary structure is fixed + variable pay
Employee Maintenance Motivation, Communication
6. Job design 7.
8. 9.
Conflict handling
T&D Respect for employees
Personal objective
Supporting Functions
Legal Compliance Benefits Union Management Relations HRP Employee Relations
HUL - enabling Human Asset of the company to deliver outstanding business performance.
Functional Objectives
Reliance KRA based on PMS & career mapping exercise, Personal Objectives Eg- Motorola a development
Appraisal
Placement Assessment Training and Development Appraisal, Placement, Compensation
greatest assets To govern individual & company relationships with the highest standard of conduct & integrity. To be close to the customer through employees To achieve & maintain leadership in people management
Functions of HRM
Managerial functions Operative functions
Planning
Organizing Directing
Employment
HRD Compensation Human relations Industrial relations
Controlling
activating people
Controlling to regulate the activities
Operative functions of HR
STAFFING Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility Competency profiling, Training and development, Performance & potential management, Career management, 360 degree feedback Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits
DEVELOPMENT
INTEGRATION
EMERGING ISSUES
Role of HR Manager
Functional Role Service Role Spokesman Problem Solver
Change Agent
Role of HR Manager
Role of HR at TCS
Performan ce mgmt
Allocatio ns to projects
Employee
Period
1920s -1930s
Development Status
Beginning
Outlook
Pragmatism of Capitalist Technical, legalistic Professional, Legalistic, Impersonal Philosophical
Emphasis
Statutory, Welfare, paternalism Introduction of Techniques Regulatory, Conforming, Standards on functions
Status
Clerical
Administration Managerial
1990s
Promising
Executive
Strategic HRM
more of benefits People Focus concept of flexi time, TCS joined Tata Mgmt Training Center for balance scorecard & other systems like PMS Employee Engagement Eg: Sun Microsystem, M & M Attrition Eg: BPO, IT industries
Summary
No computer can substitute human brain, no
machines can run without human intervention & no organization can exist if it cannot serve peoples needs.
HRM is a study about the people in the