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New Trends in Human

Resource Management

Anupa Maliboda
MBA, B.Sc, CIM, Dip.in HRM, Dip.in T&D, Dip.in Counselling,
AMSLNIPC
Chief Executive Officer, Siyoda Training Centre
Visiting Lecturer University of Colombo
Tel : +94 112891765 Mobile: +94 718148709

What is HRM
Definition: HRM is the efficient and
effective utilization of human resources to
achieve organizational goals.
Definition: HRM is the use of several
activities to ensure that human resources
are managed effectively for the benefit of
the individual, society and the business.

Why HR is very
important in
organizations?
1. Human Resources are the most
important resource that managers
utilize to achieve goals of an
organization.
2. Quality of other functional fields of
management heavily depends on
quality of HRM in an organization.

Why HR is very
important in
organizations?
3. HRM is a vital responsibility of every
manager in an organization.
4. HRM contributives to organizational
success and then societal success.
5.Managing employees is more difficult
than managing other resources because
they can think and they react.

Other Resources and


Human Resources
Other Resources make things possible.
Human resources make things happen

Organizational goals
To increase net assets of owners
To enhance employee development and
satisfaction
To maximize customer satisfaction
To increase market share
To increase quality of the product

Strategic contribution of
HRM

To improve employee productivity


Employee development
To ensure legal compliance
To ensure customer compliance

Objectives of HRM
Recruiting right people at right time to do
the right jobs.
To retain most appropriate employees
To get and improve organizational
commitment of employees
To enhance job satisfaction
To control cost of employees

Field of HRM and


Respective Functions of
HRM
HR planning

Staffing

HR Development

HR Planning
Job Analysis
Job Design

Recruitment
Selection
Hiring
Induction

Training & Development


Performance Evaluation
Career Management

Employee &
Labour Relations
Rewards Management
Pay Management
Welfare Management
Incentive Management

Employee Movements
Health & Safety Management
Discipline Management
Grievance Handling
Labour Relations

HR planning
HR planning involves calculating demand
and supply for organizational employees
and maintaining human resources in an
optimum amount and type by creating a
balance between demand and supply.
HR Planning
Job Analysis
Job Design

Staffing/Recuitment &
Selection
Recuitment: Definition: Recruitment is
the process of finding and attracting
suitably qualified people to apply for
employment.
Selection: Selection is the process of
making the choice of most appropriate
person from the pool of applicants
recruited to fill the relevant job vacancy.

Staffing/Recuitment &
Selection
Hiring: Hiring is the process of
appointing the candidate for the selected
post.
Induction: systematically and formally
introduces new employees to the
organization, the job, work environment
and work group.

HR Development
Performance Evaluation: systematic process of
identifying, measuring, influencing and developing
job performance of the employees in the
organization.
Career Management: Career planning and
development .
Training & Development: changing employee
behavior and motivation in the way that will
enhance employee job performance and then
organizational overall performance.

Reward/ Compensation
Management
Pay management: The major payment
given by the employer to the employee for
his contribution.
Incentives management: Reward addition
to the pay. Objective is to improve
productivity level than the normal level.
Welfare Management: Indirect reward paid
by the organization( transport, medical).

Employee and lab our


relations
Employee movements: Changes that
occur with regard to the employment.
Health and Safety: Physical , mental and
social wellbeing of employees and the
protection of employees physical health
from the danger of accidents.

Employee and labour


relations
Discipline Management: A Systematic process of
controlling and influencing all employees in the
organization to achieve and maintain standards of
behaviour in order to accomplish organizational goals.
Grievance Handling: Any real or imagined feeling of
personal injustice which an employee has concerning
his employment relationship.
Labour Relations: Continues relationship between a
defined group of employees and an employer.

Roles of HRM Division

Advisory Role
Auditing Role
Innovator Role
Adaptor Role
Mediator Role
Policy Fomulator Role