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    Introduction To HR

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    Saurabh Kumar Sharma
    Human resource management (HRM) deals with employment relationships and involves decisions, actions, and issues related to managing people. HRM aims to leverage employee capabilities to gain competitive advantage through integrated employment policies. The importance of HRM has increased due to factors like globalization, technology changes, and evolving workforce expectations. Effective HRM practices include activities like planning, recruitment, development, compensation, and employee relations. HRM aims to achieve organizational objectives while meeting societal and employee objectives.

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    Introduction To HR

    Uploaded by

    Saurabh Kumar Sharma
    361 views18 pages
    Human resource management (HRM) deals with employment relationships and involves decisions, actions, and issues related to managing people. HRM aims to leverage employee capabilities to gain competitive advantage through integrated employment policies. The importance of HRM has increased due to factors like globalization, technology changes, and evolving workforce expectations. Effective HRM practices include activities like planning, recruitment, development, compensation, and employee relations. HRM aims to achieve organizational objectives while meeting societal and employee objectives.

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    Human resource management (HRM) deals with employment relationships and involves decisions, actions, and issues related to managing people. HRM aims to leverage employee capabilities to gain competitive advantage through integrated employment policies. The importance of HRM has increased due to factors like globalization, technology changes, and evolving workforce expectations. Effective HRM practices include activities like planning, recruitment, development, compensation, and employee relations. HRM aims to achieve organizational objectives while meeting societal and employee objectives.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    361 views18 pages

    Introduction To HR

    Uploaded by

    Saurabh Kumar Sharma
    Human resource management (HRM) deals with employment relationships and involves decisions, actions, and issues related to managing people. HRM aims to leverage employee capabilities to gain competitive advantage through integrated employment policies. The importance of HRM has increased due to factors like globalization, technology changes, and evolving workforce expectations. Effective HRM practices include activities like planning, recruitment, development, compensation, and employee relations. HRM aims to achieve organizational objectives while meeting societal and employee objectives.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 18
    At a glance
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    The key takeaways from the document are the definition of HRM, the history of HRM through different stages, reasons for the increased importance of HRM, and the major activities of different human resource functions.

    The stages in the history of HRM discussed are: 1) Pre-industrial Era 2) Industrial Revolution 3) Emergence of the modern corporation 4) Scientific management 5) World War 1 6) Human Relations Movement 7) Golden age of industrial relations 8) Emergence of contemporary HRM function 9) Strategic focus era

    Some of the reasons discussed for the increased importance of HRM are: 1) Increased international and domestic competition 2) Government involvement 3) Demographic changes 4) Changing workforce values 5) Customer focus 6) Need to improve productivity

    Intro to HRM: Definition

    Definition of HRM: The branch of organizational


    science that deals with the employment relationship,
    along with all the decisions, actions, and issues
    involved in that relationship.

    A strategic approach to managing employment


    relations which emphasizes that leveraging people’s
    capabilities is critical to achieving competitive
    advantage. This leveraging being achieved through a
    distinctive set of integrated employment policies,
    programs and practices.
    A Brief History of Human Resource
    Management

    Stage 1: Pre-industrial Era: Craft


    System
    Stage 2: The Industrial Revolution and
    the factory system
    Stage 3: The emergence of the modern
    corporation and managerial capitalism
    Stage 4: Scientific management,
    welfare work, and industrial psychology
    Continued….
    Stage 5: World War 1 and the emergence of
    the HRM profession
    Stage 6: Human Relations Movement (the
    incorporation of the human factor into
    scientific management)
    Stage 7: The golden age of industrial
    relations and the personnel Management
    maintenance function, 1935-1970.
    Stage 8: The emergence of the
    contemporary HRM function
    Stage 9: Strategic focus era
    Reasons: Increased Importance of HRM
    External
    1) Increased international competition:
    a) Steel and automotive industry crises.
    b) Looking at Japan’s employment practices that
    appear to foster employee commitment, etc.
    2) Increased domestic competition
    3) Government involvement (e.g., fair employment
    practices)
    4) Demographic changes:
    a) Age structure; female participation in work force
    5) Changing values of the work force (altered
    expectations)
    6) Customer focus
    Continued…
    Internal

    1) Need to improve productivity and quality


    2) New technologies and production concepts
    3) Increasing education of the work force
    4) Responding to slower growth/changes in markets
    5) Restructuring and reorganization
    6) Need for flexible, adaptable work force: firm specific
    skills.
    The system of basic HRM Practices
    Work / Life
    HR planning
    Balance
    HR marketing & Employer Branding
    Recruitment Rewards

    Evaluation &
    Job Design Feedback &
    Selection Specification
    Performance Appraisal
    Objective setting

    Promotion Development
    Career planning & development
    Succession planning Formal & informal
    coaching and training

    Outplacement
    The HRM Function Today
    1)HRM is characterized by the emphasis on the
    integration of traditional PM activities
    2) HRM is characterized by HRMs involvement in overall
    organizational planning and change
    3) HRM today is characterized as a partner in
    organizational change, creator of organizational
    culture, and facilitator of organizational commitment
    and the exercise of initiative.
    4) HRM is characterized by the decentralization of many
    of the traditional HRM activities from personnel
    specialists to senior line management.
    Continued…
    5) HRM practice is characterized by a focus on
    individual employees rather than on collective
    management-trade union relations.
    6) HRM function has been described as: broad and
    strategic; involving all managerial personnel;
    regarding employees as the single most important
    organizational asset; being proactive in its
    responsibilities; and having the objective of
    enhancing organizational performance and meeting
    employee needs.
    7) Facilitator of organizational effectiveness in the
    emergent, leaner organization.
    Harvard model HRM
    Activities of the Major Human
    Resource Functions

     Human Resource Planning, Recruitment, and Selection


    Conducting
     Conducting job analyses to establish the specific requirements of
    individual jobs within the organization.
     Forecasting the human resource requirements the organization needs
    to achieve its objectives.
     Developing and implementing a plan to meet these requirements.
     Recruiting the human resources the organization requires to achieve
    its objectives.
     Selecting and hiring human resources to fill specific jobs within the
    organization.
     Human Resource Development
     Orienting and training employees.
     Designing and implementing management and organizational
    development programs.
     Building effective teams within the organization structure.
     Designing systems for appraising the performance of individual
    employees.
     Assisting employees in developing career plans.
    Continued…
    Compensation and Benefits
     Designing and implementing compensation and benefit systems for all
    employees.
     Ensuring that compensation and benefits are fair and consistent.
    Employee and Labor Relations
     Serving as an intermediary between the organization and its union(s).
     Designing discipline and grievance handling systems.
    Safety and Health
     Designing and implementing programs to ensure employee health
    and safety.
     Providing assistance to employees with personal problems that
    influence their work performance.
    Human Resource Research
     Providing a human resource information base.
     Designing and implementing employee communication systems.
    |

    Human Resource Wheel


    Guest’s Model of Link between HRM &
    Performance
    Objectives of HRM
    Organizational
    Objectives

    Human
    Management

    Societal Employee
    Objectives Objectives
    HRM Strategies

    Proactive Reactive
    Resource

    • Decision-makers • Decision-makers
    anticipate problems respond to problems
    and challenges and rather than
    take action before a anticipate them
    problem occurs
    Principles of effective HR policies

     Congruency
     Compatibility
     Clarity
     Stability
     Flexibility
     Cultural appropriateness
     Relationships
    HR- Environmental Influence
    Political
    forces

    Eco Cultural
    forces Mission forces
    Strategy

    Org.
    HRM
    Structure
    Business & Design of Employee
    productivity
    strategic HRM System skill
    initiatives
    creativity
    Employee
    discretionary
    Motivation
    effort

    Job design
    and work
    structure

    Market Profit Improved


    Value and Operating
    Growth performan
    ce
    HR model-shareholder value Relationship

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