This document provides an overview of key concepts in Human Resource Management (HRM). It discusses the nature and objectives of HRM, comparing it to the traditional approach of Personnel Management. The document also outlines the functions and importance of HRM, including the changing role of HR professionals to be more strategic partners. It examines HRM systems, the environment and issues of HRM in Nepalese organizations, and addresses ethical considerations in HRM practices.
This document provides an overview of key concepts in Human Resource Management (HRM). It discusses the nature and objectives of HRM, comparing it to the traditional approach of Personnel Management. The document also outlines the functions and importance of HRM, including the changing role of HR professionals to be more strategic partners. It examines HRM systems, the environment and issues of HRM in Nepalese organizations, and addresses ethical considerations in HRM practices.
This document provides an overview of key concepts in Human Resource Management (HRM). It discusses the nature and objectives of HRM, comparing it to the traditional approach of Personnel Management. The document also outlines the functions and importance of HRM, including the changing role of HR professionals to be more strategic partners. It examines HRM systems, the environment and issues of HRM in Nepalese organizations, and addresses ethical considerations in HRM practices.
Apex College July 2013 1 Introduction Concept, nature, objectives, and functions of HRM Personnel Management Vs. HRM Human Resource Management system Importance of Human Resource Management The changing role of HR professionals HR strategic-concept and perspectives Environment of HRM in Nepalese organization International perspective of HRM Ethical issues in HRM 2 Concept and Nature of HRM Human resource management (HRM) is the management of an organization's workforce or human resources.
It is responsible for the attraction, selection, training, assessment and rewarding of employees while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws 3 Concept and Nature of HRM
Organization has three basic components:
People: working in an organization Purpose: tries to match an organizations needs and demands Structure: every organization has separate structure
4 Concept and Nature of HRM
The three key terms
Human: Homo-sapiens Social Animal Resource: Human, Physical, Financial, Technical, etc Management: Function of Planning, Organizing, Leading & Controlling of organizational resources to accomplish goals efficiently and effectively. Manage-men_t ( manage, men, tactfully)
5 Concept and Nature ..
Human Resource Management (HRM) is the function within an organization that focuses on recruitment, management, and providing direction for the people who work in the organization.
Human resource management is the process consisting of the acquisition, development, motivation and maintenance of human resource. David A. Decenzo & S. P. Robbins 6 Objectives of HRM Societal objective Organizational objective Functional objective Personal objective
7 General Function of HRM Compensation Hiring Performance Organization development Safety Benefits Employee motivation Communication Administration Training. 8 Functions of HRM
Operative function: recruitment and selection, training and development, compensation and remuneration, safety and health, labor relation personal information. 9 Human Resource (HR) Human resources are the people who work for a business or service organization, combining there efforts, talents and skills with other resources such as knowledge material and energy to create useful product and services.
Human resources are defined with many terms: People management , Human resource management, Personnel management and Human capital management. 10 11 Personnel Management The terms human resource management (HRM) and human resources (HR) have largely replaced the term personnel management as a description of the processes involved in managing people in organizations.
Understanding of the concept of HRM is enhanced by analyzing the differences and traditional approaches to personnel management have evolved to become the present day practices of HRM. 12 Personnel Management Personnel management deals administrative tasks that are both traditional and routine.
It can be described as reactive, providing a response to demands and concerns of employee.
By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce.
It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company's workforce. 13 HRM vs PM Human Resource Management could be described in two ways. Strategic and Proactive. HR strategies are ongoing and they constantly work towards managing and developing an organizations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce. 14 Personnel Management Vs. HRM HRM places more emphasis on strategic fit (goal) and integration but PM only focuses on employees management.
HRM is based on a management and business orientated philosophy PM responsible for managing people .
HRM attaches more importance management of culture and the achievement of commitment, PM for process.
HRM places greater emphasis on the role of line managers as the implementers, PM does not specify. 15 Personnel Management Vs. HRM HRM is a holistic approach concerned with the total interests of the business PM only focus on the members of the organization.
HR specialists are expected to be business partners rather than personnel administrators.
HRM treats employees as assets not costs. 16 Human Resource Management system A Human Resources Management System (HRMS) or Human Resources Information System (HRIS), refers to the systems and processes at the intersection between HRM and IT.
It merges HRM HR activities and processes with the information technology (Input - Process - Output) whereas the programming of data processing systems evolved into standardized routines.
Providing the best workforce management solution that allows organizations to automate processes and increase employee engagement. 17
HR management Payroll management Recruiting and training Insurance management Performance management Organizational change Policy and publishing employee suggestion and survey News letters and polls employee and manager self service
Human Resource Management System Includes 18 Human Resource Management system 19 Importance of Human Resource Management Reduction in the workload of HR department Address to workers' needs Increased complexity of the Managers job Legislation and litigation Consistency work performance Cost of Human Resource Expertise in organization Enhancement of decision making abilities 20 The role of HR professionals HR staff have a balance to maintain as they play the roles of both employee and company advocates.
Many HR managers comes out of the administration or finance department because hiring employees, paying employees, and dealing with benefits were the organization's first HR needs.
The role of the HR manager, director, or executive must parallel the needs of his or her changing organization. 21 The role of HR professionals Traditionally, the role of the Human Resource professional in many organizations has been to serve as the systematic process, policing arm of executive management.
Their role was more closely united with personnel and administration functions that were viewed by the organization as paperwork.
HR professional, who is considered by managers and executives, is a strategic partner, HR export, advocate and a change adviser. 22 The role of HR professionals 23 HR strategic-concept and perspectives HR strategy is considered as broad based action plan for human resource for the attainment for organization goal.
Its a long term manpower planning which range form 5-25 years in periodic point.
Main aim of HR strategic concept is to search sustainable advantage for manpower in an organization. 24 Purpose of strategic HR To analyze the manpower requirement To evaluate availability of required manpower To create the situation for manpower development To identify the problems (manpower) in org. To study the market situation of manpower Matching the org. needs and individual needs 25 HR Strategic Plan It is a process for acquiring manpower, developing the, utilize accordingly the need of the organization and improve as well as retain them.
Strategic plan is whole plan where as human resource plan is a part of the strategic plan. 26 Step or Process of Strategic HR Plan Define the organizational objectives Analyzing the external environment Evaluating the internal situation SWOT analysis of organization Match with available resources Formulate and apply HR strategic plan Evaluate, monitor and feedback
27 Environment of HRM in Nepalese organization Prithivi Narayan shaha: Divya Upadesh which is the pioneer policy to control the HR in Nepal. Cottage industry, Mining policy, Corruption control, Foreign policy and many more.
Rana Regime, there was a systematic government and mechanism where east, west south and north administrative system in Nepal.
After the planned economic development was started in 2007 BS. where ministery, Departments, Divisions, corporations, National Planning Commission etc.
28 Main Feature of HRP in Nepal Poor and traditional planning Lack of accessing current HR Lack of proper demand forecast Missing supply forecast Mismatch demand and supply No long term vision Over staffing Low performance
29 Future Perspective in Nepalese HRM Making effective HR planning Develop selection criteria Develop internal skill and training Right man in right place Attention to good governance Clear career path for HR personnel
30 International HRM National cultural perspective Institution culture perspectives Multinational company's HR strategy Globalization and international management Cross border merge and acquisition International compensation, pay and reward International CSR and employee relation 31 International perspective of HRM Senior managers commonly think in this area
Local circumstances Develop a global strategy Concern political situation Law and culture HR supply in local market
32 Ethical issues in HRM 'All HR practices have an ethical foundation. HR deals with the practical consequences of human behavior. - Johnson Ethics are principles of conduct that govern an individual or a group in an organization.
Ethics means making decisions that represent what you stand for, not just what the laws are. 33 Major Ethical Role of HRM Staffing and selection Training Performance appraisal Reward and disciplinary systems Addressing workplace aggression and violence issues Building two-way communication 34 Other Ethical issues in HRM Recruitment and selection Reward and punishment Promotion and development Safe working environment System and procedures Worklife balance of employee Problems handling mechanism Response and harassment In-house and outsourcing 35 Ethical issues in HRM HR_Ethic.pptx 36 Its not what you do; its what people see that counts 37 Assignment - 1 1. Define human resource management. Why HRM is more important then personnel management?
2. "Human Resource Management is a complex and challenging job." the light of this statement explain the role and function of a perfect HR manager. 38