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    ITB 07 - Human Resource Management

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    Neesha Naz
    The document discusses several key aspects of human resource management (HRM). It describes HRM as concerning the hiring, training, motivating and maintaining of employees in an organization. It also summarizes Maslow's hierarchy of needs, which proposes that people are motivated to fulfill basic physiological needs first before progressing on to other needs. Finally, the document contrasts Theory X and Theory Y perspectives on human motivation, with Theory X portraying people as lazy and Theory Y portraying people as ambitious.

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    ITB 07 - Human Resource Management

    Uploaded by

    Neesha Naz
    142 views24 pages
    The document discusses several key aspects of human resource management (HRM). It describes HRM as concerning the hiring, training, motivating and maintaining of employees in an organization. It also summarizes Maslow's hierarchy of needs, which proposes that people are motivated to fulfill basic physiological needs first before progressing on to other needs. Finally, the document contrasts Theory X and Theory Y perspectives on human motivation, with Theory X portraying people as lazy and Theory Y portraying people as ambitious.

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    The document discusses several key aspects of human resource management (HRM). It describes HRM as concerning the hiring, training, motivating and maintaining of employees in an organization. It also summarizes Maslow's hierarchy of needs, which proposes that people are motivated to fulfill basic physiological needs first before progressing on to other needs. Finally, the document contrasts Theory X and Theory Y perspectives on human motivation, with Theory X portraying people as lazy and Theory Y portraying people as ambitious.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    142 views24 pages

    ITB 07 - Human Resource Management

    Uploaded by

    Neesha Naz
    The document discusses several key aspects of human resource management (HRM). It describes HRM as concerning the hiring, training, motivating and maintaining of employees in an organization. It also summarizes Maslow's hierarchy of needs, which proposes that people are motivated to fulfill basic physiological needs first before progressing on to other needs. Finally, the document contrasts Theory X and Theory Y perspectives on human motivation, with Theory X portraying people as lazy and Theory Y portraying people as ambitious.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 24

    2

    chapter

    Introduction and Scope of HRM

    Business Essentials, 7th Edition


    Ebert/Griffin

    Rafiya Alam
    The Management Process

    Planning

    Controlling Organizing

    Leading Staffing
    Human Resources

    a. Cited as a company’s most valuable asset


    b. Challenges:
    • Recruiting
    • Selecting
    • Retaining
    • Developing
    c. Development of a trusting relationship
    Role of Human Resources Department

    a. Recruit and select talented associates


    b. Maintain outstanding employee relations
    c. Act as a standard bearer by ensuring every associate
    meets/exceeds standards
    d. Ensure legal compliance
    e. Training and development
    Human Resource Management (HRM)

    HRM can be defined as all the practices , systems


    and procedures implemented to attract, acquire,
    develop and manage human resources to achieve
    the goals of an organization.

    10/10/12
    Human Resource Management (HRM)

    HRM is management function concerned with hiring,


    training and developing, motivating and maintaining
    people in an organization.
    HRM Process

    Human Resource Career Compensation &


    Planning Development Benefits

    Performance
    Recruitment HRM Management

    Selection Training/
    Orientation
    Development

    10/10/12
    Human Resource Management at Work

    Acquisition

    Fairness Training

    Human
    Resource
    Management
    Health and Safety (HRM) Appraisal

    Labor Relations Compensating


    The Changing Environment of Human Resource
    Management

    Globalization Trends

    Technological Trends
    Changes and Trends
    in Human Resource
    Management
    Trends in the Nature of Work

    Workforce Demographic Trends


    HRM Functions and Objectives

    The main objective of HRM is to ensure the availability of


    willing and competent force to an organization

    There are other objective of HRM too

     Societal objectives

     Functional objectives

     Organizational objectives

     Personal objectives
    HRM Functions and Objectives

    Societal Objectives

    Organizational
    Objectives

    Functional Objectives

    Personal
    Objectives
    HRM Functions and Objectives

     Societal Objectives

    • Societal objectives of HRM make sure that the organization


    is socially and ethically responsible

    • Minimizing negative impact of societal demands on


    organizations
    HRM Functions and Objectives

     Organizational Objectives

    • To determine the role of HRM in organizational effectiveness

    • Its purpose is to assist/serve organization

    • HR department also serve other departments


    HRM Functions and Objectives

     Functional Objectives

    • To maintain department contribution in organizational


    effectiveness

    • HR department services must fit into the organizational


    needs
    HRM Functions and Objectives
     Personal Objectives

    • To assist employees in achieving their personal/individual


    goals

    • Maximum contribution to organization

    • Personal objectives are achieved when employees are


    satisfied, motivated and retained

    Satisfied employees excellent services excellent


    organizational
    performance
    Highly Motivated Employees Are Critical to
    Business Success
    Motivation:
    The set of forces that cause people to behave in certain ways
    Motivation
    • Motivation starts with good employee morale, the mental
    attitude of employees toward their employer and jobs.
    • High morale = sign of a well-managed organization
    • Poor morale shows up through absenteeism,
    employee turnover, strikes, falling productivity, and
    rising employee grievances
    Maslow’s Hierarchy of Needs
    • Maslow’s hierarchy of needs: people have five levels of
    needs that they seek to satisfy.
    • A satisfied need is not a motivator; only needs that remain
    unsatisfied can influence behavior.
    • People’s needs are arranged in a hierarchy of importance;
    once they satisfy one need, at least partially, another
    emerges and demands satisfaction.
    – Physiological needs
    – Safety needs
    – Social (belongingness) needs
    – Esteem needs
    – Self-actualization needs
    Maslow’s Hierarchy of Needs
    a. People are motivated by need
    b. There are levels of needs that motivate
    c. Once a level is satisfied, the level is no longer a
    motivator
    d. Theory is flawed because once you reach the top,
    there is nothing left to act as a motivator
    Maslow’s Hierarchy of Needs
    MacGregor’s Theory X
    and Theory Y

    a. Classifies human nature into two categories


    b. Motivational strategy is contingent upon which
    category the person is classified in.
    c. Theory is flawed because most people fall
    somewhere in between.
    The Human Resources Model
    Theory X and Theory Y
    Theory X Theory Y
     People are lazy.  People are energetic.
     People lack ambition and  People are ambitious and
    dislike responsibility. seek responsibility.
     People can be selfless.
     People are self-centered.
     People want to contribute
     People resist change. to business growth and
    change.
     People are not very bright.  People are intelligent.
    Theory X Personality

    • Negative view
    • Pessimist
    • Little ambition
    • Generally dislikes work
    • Avoids responsibility
    • Needs constant supervision
    Theory Y Personality

    • Positive
    • Primarily optimistic
    • Enjoys working
    • Seeks out responsibility
    • Needs little supervision
    • High level of ambition

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