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MANAGEMENT
WHAT IS HR?
Human Resources is
that part of the organization that
deals with people.
DEFINE HRM
According
to
organising,
procurement,
Flippo,
directing,
HRM
and
is
the
controlling
development,
planning,
of
the
compensation,
HRM
Th
e Policies and practices in carrying out the people or human
resource aspects of a management position including,
recruiting, screening, training, rewarding and appraising.
(Dessler G).
Th
e Charted Institute of Personnel Management The design,
implementation and maintenance of strategies to manage
people for optimum business performance including the
development of policies and process to support these
strategies
CONTINUE
Manager Job Includes:
( Determining The Nature Of Each Job)
Recruiting Job Candidates.
New Employees.
Salaries (Compensating Employees).
Benefits.
CONT.
Training and
Developing managers.
Building employee
commitment.
And what an HR
Manger should know about
Equal opportunity
and affirmative action
Employee health
and safety
Handling
grievances and labour relations
EVOLUTION OF CONCEPT
OF HR
19th century.
Human
resource
gained
EVOLUTION OF CONCEPT
OF HR
As HRM evolved it
considered employees as the assets of the
organization.
The consideration of
changes taking place in managing human
resource led to the
formation of STRATEGIC HUMAN
RESOURCE
PLANNING .
It is crucial for
achieving a corporations long-term goal.
Personnel Mgt
HRM
Mgmt Of People
Employed
Mgmt Of People
Employed, Abilities,
Attitudes.
Man Is An Economic
Resource/Service
Exchanged For Wage /
Salary
Man Is An Economic,
Social & Psychological
Resource
Treated As A Valuable
Resource
Used Organisational
Benefit
Auxiliary Function
WHY IS IT IMPORTANT?
Staff are the largest revenue cost
of any organization.
Staff are a volatile resource, they
can leave you any time.
Staff are a store of corporate
knowledge and the means of service
delivery.
Retaining and developing good
staff allows you to use skills and
develop as a business.
Individuals should contribute more
than they cost.
OBJECTIVES
To attain maximum individual
development.
To establish desirable working
relations.
To ensure satisfactions to the
workers.
To help organizations to
achieve its goals.
Ensure competent & willing
work force.
Maintain high morale & good
human relations.
Ethically & socially responsive
to the needs of society.
FEATURES
Managing people.
People
Develops
Integral
Continuous activity.
Securing
Future oriented.
Challenging activity.
oriented
process.
employees potentialities.
part
of
organizations.
employee
co-operation.
FUNCTIONS OF HRM
A.
Managerial Functions:
Planning, Organizing, Directing , Controlling
B.
Operative Functions:
Procurement functions, Development
functions, Motivation & compensation,
Maintenance, Integration, & Separation.
MANAGERIAL FUNCTIONS
Determine the personnel prog regd recruitment,
training to achieve desired objectives.
structure of relationships b/w jobs,
physical factors.
people to do work willingly & effectively
and guidance, motivation & leadership.
ensure accomplishment of plans correctly performance thro review reports, records etc.
Planning
selection, &
Organizing design
personnel and
Directing Getting
thro supervision
Controlling
measure
OPERATIVE FUNCTIONS
1.
2.
3.
4.
5.
6.
Motivation
Procurement
Development
Integration
Maintenance
Separation
Job Analysis
Training
Job Design
Grievance
Redressal
Retirement
HR Planning
Executive
Development
Work Scheduling
Discipline
Employee Welfare
Layoff
Recruitment
Motivation
Teams &
Teamwork
Social Security
Measures
Outsourcing
Selection
Human Resource
Development
Job Evaluation
Collective
Bargaining
Placement
Performance
Appraisal
Employee
Participation &
Empowerment
Induction &
Orientation
Compensation
Administration
Internal Mobility
Incentives &
Benefits.
Industrial
Relations
&
Compensation
Discharge
There
is no magic in the
success of the companies
,The secret of their success
is simply the way that they
AKIO
treat their employees.
MORITA
SONY
FOUNDER,
CHALLENGES FACED BY HR
MANAGERS
Managing the
Vision..
Internal
Environment.
Changing
Industrial Relations.
Building
Organizational Capability.
Job Design
and Organizational Structure.
CONT..
Managing Large
Workforce.
Employee Satisfaction.
Modern Technology.
Computerized
Information System.
Legal Environment.
Managing Human
Relations.
CONCLUSION
In spite of all the problems HR Managers are able to
overcome all these problems with the support of
management and employees. In the current business
world managing employees are becoming complex
task and this can be handled effectively only by our
great HR Leaders.