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CHANGING FACE OF YOUTH IN INDIA 1

CHANGING FACE OF YOUTH IN INDIA 1

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Published by: ram230 on May 07, 2009
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HUMAN RESOURCE MANAGEMENT

Alan Collaco

SYLLABUS
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Personnel Management Human Resource Management Human Resource Planning Job Analysis, Job Design Job Evaluation Recruitment & Selection Training & Development Performance Appraisal

SYLLABUS
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Use of Appraisal Data Employee Remuneration Participative Management Personnel Philosophy Personnel Manual Career Planning Promotion Policies

Books Recommended
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HRM by Gary Dessler Human Resource and Personnel Management by K. Aswathappa HRM by DK Bhattacharya Personnel Management by CB Mamoria HRM by Subba Rao

PERSONNEL MANAGEMENT

Personnel Management is a method of developing potential of employees so they get maximum satisfaction out of their work and give their best efforts to the Organization Personnel Management is that part of management process which is primarily concerned with the human constitution of the Organization

OBJECTIVES OF PM
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Recruitment & Selection Induction of new employees Training & Development Performance Management Compensation & Benefits Providing good working conditions Providing career and growth opportunities

ROLE OF THE PERSONNEL MANAGER
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Personnel play an important role in the mgt. of change in an organization. He accomplishes organization goals by building a capable and dynamic work force. He tries to create a sense of involvement and commitment on the part of employees. He creates a sound and favorable working climate and working relationships by motivating employees and achieves organizational goals by effective utilization of human resources. He is responsible for administrative and personnel functions and carries out a number of duties in this regard.

ROLE OF THE PERSONNEL MANAGER

The Personnel Manager commonly plays interpersonal role, informational role and decisional role. The Interpersonal role helps in interacting with number of people in the organization. The Informational role helps in acquiring sufficient knowledge to arrive at timely decisions. The Decisional role helps in taking innovative steps and increases the organizations effectiveness.

ROLE OF THE PERSONNEL MANAGER
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Policy Initiator and Formulator Advisor Problem Solver Mediator Well Wisher Employees’ Representative Decision Maker

HUMAN RESOURCE MANAGEMENT
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Meaning and Definition: ¬ Human Resource Management relates to the total set of knowledge, skills and attitudes that firm need to compete. It involves concern for action in the mgt. of people, including selection, training and development, employee relations and compensation.

HUMAN RESOURCE MANAGEMENT

¬ HR Mgt. is a process of formulating, implementing and evaluating HR strategies to achieve organizational objectives. It encompasses the entire gamut or human resource development in an organization, including Manpower Planning, Recruitment & Selection, Training and Development, Performance Appraisals, Transfer and Promotions, Compensation and Benefits.

HUMAN RESOURCE MANAGEMENT
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» Difference between HRM and Personnel Management: Personnel Management 1. Personnel means person employed. Personnel Mgt. is the mgt. of people employed. as 2. Employee in personnel mgt. is mostly Human Resource Management HRM is the mgt. of employee’s skills, knowledge, abilities, talents, etc. Employee in HRM is treated not only

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treated as economic man as his services economic but also as social and psychological are exchanged for salary/wages. Man. Thus, the complete man is viewed under this approach. 3. Employee is viewed as a commodity or Employee is treated as a resource. tool or equipment which can be purchased and used. 4. Employees are treated as cost centre and Employees are treated as profit centre and therefore mgt. controls the cost of therefore, invests capital for human labour. resource development and future utility. 5. Employees are used mostly for organizEmployees are used for the multiple mutual Benefit of the organization, their family members.

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ational benefit

STRATEGIC HRM

Strategic Human Resource Mgt. has been defined as “the linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility.” Strategic HR means accepting the HR function as a strategic partner in both the formulation of the company’s strategies, as well as in the implementation of these strategies through HR activities such as recruiting, selecting, training, and rewarding personnel.

STRATEGIC HRM
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Clarify the Business Strategy ¬ New markets. ¬ Operating changes. ¬ New products. ¬ Enhanced technologies. ¬ Improved customer service. Management Has Direct Control

STRATEGIC HRM
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Realign the HR functions and Key People Management Practices HR Services HR Systems HR Function Structure People management practices:
Performance Management  Rewards and Recognition  Communication  Training and Career Development  Rules and Policies  Staffing, Selection and Succession  Leadership Development

STRATEGIC HRM

Create Needed Competencies and Behaviour
 Individual  Organizational

People and the link between business strategy and realization of results. Management Has No Direct Control Only Influence

STRATEGIC HRM

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Realization Of Business Strategies and Results Growth Profitability Market Share

Management Has No Direct Control Only Influence

PROCESS OF STRATEGIC HRM

Environmental Scanning
 External  Internal

Strategy Formulation
 Corporate

Strategy Formulation  Business Strategy Formulation  Functional Strategy Formulation

PROCESS OF STRATEGIC HRM

Strategy Implementation
 Programmes  Budgets  Procedures

Evaluation and Control
 Strategic

Control  Process and Performance

CHALLENGES FACING HRM TODAY

The most striking challenge in HR’s role today is its growing involvement in developing and implementing the company’s strategy. Strategies increasingly depend on strengthening organizational competitiveness and on building committed work teams, and these put HR in a central role. We’ve seen that in a fast-changing, globally competitive and quality oriented industrial environment, it’s often the firm’s employees- its human resources- who provide the competitive key.

CHALLENGES FACING HRM TODAY
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Globalization Technological Advances Trends in the nature of work Workforce Diversity New Management Practices

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