HUMAN RESOURCE MANAGEMENT BAJAJ AUTO AKURDI • Closed Akurdi plant and move to Chakan Ramalinga Reddy • Develop an HR Services Model (HRFO) • For buss who cant afford HR dept WIPRO • Potential job hopper TOYOTA • Suggesstion Scheme- 5,000 improvemnets per day British Airways • Cut costs by 4.5 million Narmada Fertilizers • Savings of 65 lac pa • Garment Units Tata Electric Company • Contract Workers for 17 and 19 years • Most significant resource • HR are heterogeneous –Unique personality –Different needs, attitudes and values • HR are dynamic and behave differently- same situation, different reaction • Effective utilization of all other resources depends on quality of HR Introduction to HRM HRM has become significant due to • Increase in complexity of org • Rapid technological developments like automation, comp • Rise of professional and knowledgeable workers • Rapidly changing jobs and skills • Social Significance- enhance dignity of labor • National Significance- The effective exploitation and utilization of a nation’s natural, physical and financial resources requires and efficient and committed manpower Human Resource Management is Defined as the art of procuring, developing and maintaining competent workforce to achieve goals of an organisation in an effective and efficient manner. • it is the process of managing people in organizations in a structured and thorough manner. • HR Department Nature of HRM • Comprehensive Function: – Concerned with managing people of all types and at all levels • Pervasive function : – Spread through out the organization. • Action oriented : – Focuses on action rather than procedures • Individually oriented : – Pays attention towards individual development • People oriented: – HRM is all about people at work. It tries to co- ordinate the individual as well as group activities towards attainment of organizational goal. • Future oriented : – Provides competent and well motivated employees. • Development oriented : – it focuses on employee development in the organization as it motivates the employees to perform better • Continuous Function : – Not one shot function – Management of HR is never ending exercise • Auxiliary services: – apart from performing HR functions HRM also plays role of special advisor in helping other department in accomplishment of their activities. Challenging Function: –Due to dynamic nature of people –People cannot be treated like machines • Staff Function –Advisory in nature Functions Functions of HRM • Managerial Functions: Planning, Organizing, Directing , Controlling • Operative Functions: Procurement functions, Development functions, Motivation & compensation, Maintenance, Integration etc. MANAGERIAL FUNCTIONS • Planning : Planning regarding recruitment, selection and training of employees. • Organizing : Organizing includes identification and grouping of work activities • Staffing - People could be the dynamic elements of management so without proper sort of people things will remain immaterial. • Directing : it involves supervising and guiding the personnel. • Coordinating - Concerned with the unifying action of a group of people • Controlling : – it comprises of measuring the employees performance –providing them feedback on their performance OPERATIVE FUNCTIONS Procurement function • Job Analysis - Job analysis identify the nature of job and what type of people required to perform these job effectively. • Recruitment - Recruitment is the process of identifying prospective employees, stimulating, encouraging them to apply for a particular job or jobs in an organization. • Selection - Selection is the process of examining the applicants with regard to their suitability for the given job and choosing the best from the suitable candidates • Human Resource Planning - Human resource planning is the process of estimating the present and future manpower requirements of the organization. • Placement -The selected candidates are assigned to a specific job known as placement. • Orientation/Induction - Orientation is the process of introducing new employees to an organization Development function • Performance Appraisal - Performance Appraisal is a systematic evaluation of present potential capabilities of personnel. • Training - Training is an organized procedure for improving the knowledge and skill of the employees for doing a particular job or for a definite purpose. • Career planning and development - Career planning and development involve the planning for the career of employees and implementing these plans Compensation functions • Provides appropriate remuneration to employees for their contribution to achieve organizational objectives. It consists of the following activities• Job evaluation - Job evaluation is a process of determining the relative worth with of a job. • Salary Administration - Salary Administration is to determine the salary structure for various jobs in the organization • Maintenance function: • Maintenance function is concerned with promoting the physical and mental health of employees by providing various facility and social security. • All the functions of Human Resource Management are performed in conjunction with each other.
