TOPIC : Scope of HRM (including the functions of HRM)

Made By : Group No. 26 Mihir Trivedi 178 Shreenidhi Rao 124 Kruti Shah 146 Jyoti Shahani 157 Shruti Sarda - 135

(4points)

BY: MIHIR TRIVEDI Seat No. 178

Introduction to HRM
Concerned with the personnel policies and managerial practices and systems that influence the workforce. All decisions concern the HRM function. Pervasive throughout the organization. Line managers typically spend more than 50 percent of their time for human resource activities. Provides the tools, data and processes.

Scope of HRM
Human resource planning: a process by which the company identifies the number of jobs vacant, whether the company has excess staff or shortage of staff and to deal with this excess or shortage. Ex: Toto company Job analysis: Job analysis gives a detailed explanation about each and every job in the company. Ex: Job analysis survey form

Recruitment and selection: It is done on the basis of information of job analysis- company prepares advertisement. Number of applications are received. Then interviews are conducted, right employee is selected. Ex: Tesco Orientation & induction: The employees are informed about the background of the company. Organizational ethics-values-work ethics.

(5 points)

BY : KRUTI SHAH SEAT NO. 146

 5. Training and development:Every employee goes under training program which helps him to put up a better performance on the job. Training program is also conducted for existing staff that have a lot of experience. This is called refresher training. Training and development is one area where the company spends a huge amount.

 6. Performance appraisal:Once the employee has put in around 1 year of service, performance appraisal is conducted that is the HR department checks the performance of the employee. Based on these appraisal future promotions, incentives, increments in salary are decided.

 7. Compensation planning and remuneration:There are various rules regarding compensation and other benefits. It is the job of the HR department to look into remuneration and compensation planning.

 8. Motivation, welfare, health and safety:Motivation becomes important to sustain the number of employees in the company. It is the job of the HR department to look into the different methods of motivation. Apart from this certain health and safety regulations have to be followed for the benefits of the employees. This is also handled by the HR department.

 9. Industrial relations:Another important area of HRM is maintaining co-ordinal relations with the union members. This will help the organization to prevent strikes lockouts and ensure smooth working in the company.

BY: SHRUTI SARDA SEAT NO. 135

Planning

Organizing

Managerial functions of HRM

Directing Controlling

 Setting up of an objective for a given time period, formulating various courses of actions to achieve them and then selecting the best possible alternative from among the various courses of actions available.

Provides direction Reduces the risk of uncertainty Reduces overlapping and wasteful activities Promotes innovative ideas Facilitates decision making Establishes standards for controlling

Primary function Pervasive Continuous Goal oriented Futuristic Involves decision making

Setting up of objectives Developing premises Identifying various courses of action Evaluating alternative courses Selecting an alternative Implement the plan Follow up action

 Objective : serve as a guide for overall business planning Strategy : it is an comprehensive plan for accomplishing an organization objectives. Policy : define a broad parameters within which a manager may function Procedures : specified steps to be followed in particular circumstances.

 Method : deals with a task comprising one step of a procedure and specifies how this step is to be performed. Rule : specific statements Programme : detailed statements which outlines objectives, policies, procedures, rules, human n physical resources required and budget to implement any action.

 Can be defined as a process that initiates implementation of plans by clarifying job and working relationships and effectively deploying resources for attainment of identified and desired results.

Identification and division of work Departmentalization Assignment of duties Establishing reporting relationships

Benefits of specialization Clarity of working relationships Optimum utilization of resources Adaptation to changes Effective administration Development of personnel Expansion and growth

 Functional structure : grouping of jobs of similar nature under functions and organizing these major functions as separate departments creates a functional department Divisional structure : comprises of separate business units or divisions.

Divisional structure

 Refers to the process of instructing, guiding, counseling, motivating and leading people in the organization to achieve the objectives.

Maximum individual contribution Harmony of objectives Unity of command Motivation Leadership Use of informal organization

Supervision Motivation : financial and non financial Leadership Communication : formal and informal

 Defined as ensuring that the activities in an organization are performed as per the plans.

Setting performance standards Measurement of actual performance Comparing actual performance with standards Analyzing deviations Taking corrective actions

BY: JYOTI SHAHANI SEAT NO. 154 SHREENIDHI RAO SEAT NO. 124

HRM is the Central Sub- System

EMPLOYMENT:
1. It is the first operative function of Human Resource Management (HRM). 2. Employment is concerned with securing and employing the people possessing the required kind and level of human resources necessary to achieve the organizational objectives. 3. Job analysis 4. Human Resource Planning 5. Recruitment 6. Selection 7. Placement 8. Induction & Orientation

HUMAN RESOURCES DEVELOPMENT:

It is the process of improving, moulding and changing the skills, knowledge, create ability, aptitude, attitude, values, commitment etc., based on present and future job and organizational requirements. This function includes: 1. Performance Appraisal 2. Training 3. Management Development 4. Career Planning & Development 5. Internal Mobility 6. Transfer 7. Promotion 8. Demotion 9. Retention & Retrenchment 10.Change In Organization

COMPENSATION: It is the process of providing adequate, equitable and fair remuneration to the employees. It includes job evaluation, wages and salary administration, incentives, bonus, fringe benefits, social security measures, etc.

1. Job Evaluation 2. Wages & Salary Administration 3. Incentives 4. Bonus 5. Fringe Benefits 6. Social Security Measures

 Human Relations :
Practicing various human resources policies and programmes like employment, development and compensation and interaction among employees create a sense of relationship between the individual worker and management, among workers and trade unions and the management

 Industrial Relations:
Industrial relations refer to the study of relations among employees, employer, government and trade unions. Industrial relations includes: - Indian labour market -Trade unionism - Collective bargaining -Industrial conflicts -Workers participation in management

 Recent Trends in HRM:

Human Resources Management has been advancing at a fast rate. The recent trends in HRM include: - Quality of work life - Total quality in human resources - HR accounting, audit and research and - Recent techniques of HRM

 Recent Techniques of HRM:

-Employees On lease -Moonlight by employees -Flexible time & work -Employee Engagement