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Scheme
Meaning and Definition
Scope of HRM
Semantics
Functions and Objectives
Organisation for HR function
Images and Qualities of HR Manager
Personnel Policies and Principles
HRM Model
Evolution of HRM
HRM:Arguments and Conclusions
Jobs and Careers in HRM
Why Study HRM?

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Learning Objectives
Understand the nature, scope and objectives
of human resource management.
Design an organisation chart for human
resource management function in a typical
industrial establishment.
Describe the image and qualities of a human
resource manager.
Understand the personnel principles and
policies.
Trace the evolution of human resource
management.
Identify jobs and careers in HRM.
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Opening Case
TCS -- global company -- 28,000 software
engineers from 32 countries

Sources right at the college level.

Partners in education

Sponsored projects at MIT, Harvard, the Kellogg


School, and institutions in Japan, Australia, China
and Singapore

WIPRO – Handling of job-hoppers

Exit interviews. Voluntary re-induction offer

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Contd…
Toyota receives 2,00,000 suggestions per year

Gujarat Narmada Fertiliser received 5,000


suggestions over five years, with savings of Rs 65
lakh per annum.

Jagdish from Augumbe - children hawking


groundnuts

Sexual harassment on the rise, particularly in


garments units.

TELCO – self-immolition and temps

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Organisational Resources-
In terms of 4 M- Money
Material
Machinery
Men
On the basis of above we can classify it as
1. Financial and Physical Resources

2. Human Resources

Both these resources are used as intervening


variables for acquiring various input,
conversion process and exporting
outputs.
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Acquiring inputs Conversion outputs Exporting
from environment process to Env.

Using financial By HR
By HR
Resources by HR

Human Resources – HR are the people and their


characteristics at work either at national or org’l level.
- Most valuable asset among all assets.
- Emphasis is on new emerging values of humanism
with increased emphasis on creativity and autonomy
which people are acquiring and enjoying in the society.
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Meaning and Definition of HRM
It is a management of human resources, by human
resource.
HRM is concerned with competing for and
competing on human resources. Competing for
human resources involves recruiting and employing
right personnel and competing on human resources
involves developing, retaining and integrating
personal to achieve competitive advantages.
Above definition focus sharply on the employment
and utilisation of HR with a view that the org’n has
right people, at right time and at right place.
HRM is concerned with developmental part of HR.
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What is personnel Management?
P. M. is the planning, organising, directing,
controlling of the procurement, development,
compensation, integration, maintenance &
separation of human resources to the end that
individual, org’l and social objectives are
accomplished.
P.M. is moreover concerned with maintenance part
of HR.
It is reactive in nature whereas HRM is proactive.
P.M. is emphasizes on economic rewards and
traditional job design like job simplification for
motivating people for better performance.
HRM emphasizes on the satisfaction of higher
needs for motivating people such as autonomous
work groups, challenging jobs, creativity etc.
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Importance of HRM

 attract and retain talent


 train people for challenging roles
 develop skills and competencies
Good HR Practices help
 promote team spirit
 develop loyalty and commitment
 increase productivity and profits
 improve job satisfaction
 enhance standard of living
 generate employment
opportunities

The Strategic Role Of Human Resources Management


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Functions of HRM
P/HRM

Managerial Operative Functions


functions:
Procurement Development: Motivation and Maintenance: Emerging
– Planning Integration:
Compensation: Issues:
Job Analysis Training Grievances
Job design Health Personnel
HR planning Executive records
Work scheduling Discipline
– Organising Recruitment development
Safety Personnel audit
Motivation Teams and
Selection Career planning teamwork Personnel
Job evaluation research
Placement Succession Welfare Collective
– Directing Performance and bargaining HR accounting
Induction planning potential appraisal
Social security Participation HRIS
Internal Human Compensation
mobility resources administration Empowerment Job stress
– Controlling development Mentoring
strategies Incentives Trade unions
benefits and International
services Employers’ HRM
associations

Industrial
relations

The Strategic Role Of Human Resources Management


Scope of HRPM

All major activities in the working life of a worker- from the


time of his or her entry into an org’n until he or she leaves
comes under the purview of HRM.
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COMPOSITION OF A HR/PERSONNEL DEPARTMENT

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Objectives of HRM

How are functions related to these objectives?

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Objectives of HRM
The primary objective of HRM is to ensure the
availability of a competent and willing workforce to
an org’n. Beyond this other objectives are-
1). To be ethically and socially responsible to the
needs and challenges of the society while
minimising the –ve impact of such demands upon
the org’n.
2). To recognise the role of HRM in bringing about
org’l effectiveness(HR dept exist to serve rest of
org’n)
3).To maintain the dept’s contribution at a level
appropriate to the org’ns needs.
4). To assist employees in achieving their personal
goals, at least in so far as these goals enhance the
ind’l contribution to the org’n.
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HRM in a small-scale unit

How does an HR department of a large scale unit look like?

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HRM in a large-scale unit

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Image and Quality of
HR/Personnel Manager
Fairness and firmness

Tact and resourcefulness

Sympathy and consideration

Knowledge of labour and other terms

Broad social outlook

Others and Academic qualifications


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Roles Played by a Personnel Manager


 Administrative roles
 Policy maker
 Administrative expert
 Advisor
 Housekeeper
 Counsellor
 Welfare officer
 Legal consultant
 Operational roles
 Recruiter
 Trainer, developer, motivator
 Coordinator/linking pin Cont…

 Mediator
Personnel management: functions, policies and roles
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Roles Played by a Personnel Manager


 Employee champion
 Placing people on the right job
 Charting a suitable career path
 Rewarding good performance
 Resolving differences
 Adopting family-friendly policies
 Ensuring fair and equitable treatment
 Striking balance between employee expectations and
Organisational requirements
 Representing workers' problems and concerns to
management
 Strategic roles
 Change agent
 Strategic partner
Personnel management: functions, policies and roles
Personnel Policies at ABB India
Role clarity

Empowerment

Take responsibility

Competence development

Clearly defined objectives for


individual and the work team

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Personnel Policies at ABB India
The local unions as natural co-operation
partners

Planning discussions held at least once a year

Internal mobility and employee development

Ethics, equal opportunities and an open and


honest exchange of thoughts and ideas

A strategic issue

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HRM Models
1. The Fombrun, Tichy and Devanna

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2. The Harvard Model

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3. The Guest Model

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4. The Warwick Model of HRM

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Evolution of HRM in India
Pragmatism of capitalists – 1920s-30s

Technical, legalistic – 40s -50s

Professional, legalistic, impersonal –


70s – 80s

Philosophical – 1990s

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Jobs & Careers in HRM

HR Specialist

HR Manager

HR Executive

Why Study HRM?

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HRM in the new millennium
 Changes in technology
Modernisation, computerisation, sophistication increasing by
the day
Knowledge and skills need to be refined constantly
Training, retraining and mid-career counselling important
Equip employees so as to cope with dramatic challenges
brought forward by rapid advances in science and
technology
 Life style changes
 Environmental challenges
 Personnel function in future
Job redesign
Career opportunities
Productivity
Recruitment and selection
Training and development
Rewards
Safety and welfare 29
HRM in the new millennium

 Changes in 21st century affecting


HRM
HR as a springboard for success
Talent hunting, developing and retraining
Lean and mean organisations
Labour relations
Health and benefit programmes

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Closing Case Questions
Do you think that the S&S Law Firm needs
an HR department? If yes, what should be
its role?

How would you sell the idea of the HR


department to the managing partner?

What type of organisational structure would


you recommend?

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