Human Resource Management

Human Resource Management

·         It deals with the PEOPLE aspect of an organization

·         It is a term used to describe the set of tasks aimed at effectively managing an organization’s employees or human resources

Characteristics of Human Resource

—  Live and active

—  Reactive

—  Ability to feel and think

—  Ability to influence to decide its cost

—  Value increases with the time, training, experience and knowledge.

—  Personality – his/her own psychological frame work.

—  Ability to organize into teams , unions , etc.

—  Make decisions on all other resources.

—  Creative/Innovative

Definitions

—  Human resource management is a process of effective and efficient utilization of human resources in order to achieve goals of an organization.

—  The policies and practices involved in carrying out the “people” or human resource  aspects of a management position , including recruiting ,training, rewarding and appraising.

Main Goal of HRM

—  Provide and maintain an appropriate and satisfied workforce which gives the maximum contribution to the attainment of primary goals of the organization.

           

            Appropriate: Productive employees who have required skills, knowledge and attitudes and can help organization to achieve its goals.

            Satisfied          : Happy employees

Objectives of HRM

To achieve the strategic goals, HR should manage the following objectives.

—  Recruit right people with right skills at right time to the right job.

—  Retain the appropriate workforce

—  Create a competent workforce

—  Generate and improve the commitments of employee

—  Control employee cost

Functions of the HR manager

—  Line function

                The HR manager directs the activities of the people in his or her own department and in related service areas.

—  Coordinative function

                HR managers also coordinate personnel activities.

—  Staff ( assist and advice )functions

                Assisting and advising line managers is the heart of the HR manager’s job.

Specific roles of HR Department

—  Advisory Role – advice all the managers in respect of HRM Matters

—  Audit or Monitoring Role – Check on the extent to which HR policies and procedures are adhered

—  Innovator Role – providing up to date application of current techniques, developing and exploiting innovative approaches to HR problems and concerns.

—  Adapter Role – facilitate organizational change and to maintain organizational flexibility and adaptability

—  Mediator – works as conflict handler

—  Policy Initiation and Formulation Role – prepare proposals and drafts of new policy or policy revisions to cover recurring problems in relation to managing HR

Structures of
HRM Departments

Major concerns of HRM

—  Attracting HR

—  Developing HR

—  Maintaining HR

A Model of HRM

Human Resource Planning

Process by which management ensures that it has the right number and kinds of people in the right places at the right times, people who are capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives or goals.

Job Design

Process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization

Job Analysis

Is the process of collecting & analyzing information about jobs to prepare:

—  Job Description: a document that identifies the tasks & duties performed by a job

—  Job Specification: a document that identifies the qualifications required by a job

Recruitment

The process of finding and attracting suitably qualified people to apply for employment.

Selection

The process of making the choice of most appropriate person from the pool of applicants recruited to fill the relevant job vacancy.

Hiring and Orientation

Hiring is the process of appointing the candidate selected to the post/job which is vacant.

Induction is the process that systematically and formally introduces the new employee to the organization.

Training and Development

Training is the systematic process of increasing the knowledge & skills of an employee for doing a specified job by providing a learning experience.

Performance Appraisals

This is used to determine the extent to which an employee is performing the job effectively.

Compensation Management

Managing all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship.

Other Functions

—  Employee Welfare

—  Employee Grievances Handling

—  Legal aspects of employment

—  Disciplinary Procedures

—  Employee Health and Safety

Benefits of effective HRM Process

—  Generate more job applicants

—  Screen candidates more effectively

—  Provide more and better training

—  Provide a safe work environment

—  Produce more qualified applicants for positions

—  Provide more hours of training for new employees

—  Higher percentages of employees receiving regular performance appraisals.