Published on May 5, 2010
Human Resource Management : Human Resource Management Slide 2: Presentation given BY DUKE GROUP “We think different & we do better” UNDER THE CANDID SUPPORT OF: MUKESH KUMAR SINGH ANKIT SINDHAV AKANKSHA TYAGI AMIT SHANKAR UNDER THE GUIDENCE OF ALL OF MY CLASSMATES & RESPECTED “NIVEDITA MAM” Role of Resources in an organisation : Role of Resources in an organisation THE SUCCESS OF BUSINESS DEPENDS ON ITS AVAILABLE RESOURCES.THESE RESOURCES MAY BE IN FORM OF FOLLOWING MANNERS; MEN/WOMEN HUMAN RESOURCES. MONEY & CAPITAL ECONOMIC RESOURCES. MATERIALSMATERIAL RESOURCES. MARKETDISTRIBUTION RESOURCES. HUMAN RESOURCE: AN OVERVIEW : HUMAN RESOURCE: AN OVERVIEW According to sociologists & psychologists human being is considered as most powerful animal on the earth. Same thing happening in an organization also. Sense organs Emotional Intelligence Sense of belongingness Knowledge Skills& Power Human Resource OWNER MANAGEMENTWORKERSTHEIR PROPER CO-OPERATION& CO-ORDINATION : OWNER MANAGEMENTWORKERSTHEIR PROPER CO-OPERATION& CO-ORDINATION ESSENTIAL INGREDIENTS OF AN ORGANISATION HUMAN RESOURCE MANAGEMENT/PERSONNEL MANAGEMENT : HUMAN RESOURCE MANAGEMENT/PERSONNEL MANAGEMENT IT IS AN IMPORTANT BRANCH OF MANAGEMENT WHICH DEALS WITH EACH AND EVERY FUNCTION OF BUSINESS ORGANISATION. BUSINESS ORGANISATION PRODUCTION MANAGEMENT MARKETING MANAGEMENT HUMAN RESOURCE MANAGEMENT FINANCE MANAGE-MENT DEFINITION OF HUMAN RESOURCE MANAGEMENT : DEFINITION OF HUMAN RESOURCE MANAGEMENT THE PERSONNEL FUNCTION[H.R.M] IS CONCERNED WITH THE PROCURREMENT,DEVELOPMENT,COMPENSATION,INTEGRATION AND MAINTENANCE OF AN ORGANISATION FOR THE PURPOSE OF CONTRIBUTING TOWARDS THE ACCOMPLISHMENT OF THE ORGANISATION MAJOR OBJECTIVE OR OBJECTIVES.THEREFORE PERSONNEL MANAGEMENT IS THE PLANNING,ORGANISING,DIRECTING AND CONTROLLING OF THE PERFORMANCE OF THOSE OPERATING FUNCTIONS. NATURE OF HUMAN RESOURCE MANAGEMENT : NATURE OF HUMAN RESOURCE MANAGEMENT Concerned with managing people. Concern with employee both as individual as well as group. Concerned with helping employee to develop their potentialities. Concerned with developing the maximum satisfaction of employees. It is continuous in nature. Directed towards achievement of objective. Universal existence. DIFFERENCE BETWEEN HRM& PERSONNEL MANAGEMENT : DIFFERENCE BETWEEN HRM& PERSONNEL MANAGEMENT Slide 10: MANAGERIAL FUNCTION OPERATIVE OR EXPERT FUNCTIONS FUNCTIONS OF HRM OPERATIVE FUNCTION : OPERATIVE FUNCTION RECRUITMENT : RECRUITMENT RECRUITMENT : RECRUITMENT The process by which a job vacancy is identified and potential employees are notified. The nature of the recruitment process is regulated and subject to employment law. Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists. Slide 14: Job description – outline of the role of the job holder Person specification – outline of the skills and qualities required of the post holder Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV) SELECTION : SELECTION SELECTION : SELECTION The process of assessing candidates and appointing a post holder Applicants short listed – most suitable candidates selected Selection process – varies according to organisation: Selection procedure : Selection procedure Interview – most common method Psychometric testing – assessing the personality of the applicants – will they fit in? Aptitude testing – assessing the skills of applicants In-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer Presentation – looking for different skills as well as the ideas of the candidate Employment Legislation : Employment Legislation Employment Legislation : Employment Legislation Increasingly important aspect of the HRM role Wide range of areas for attention Adds to the cost of the business Even in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees. Discrimination : Discrimination Crucial aspects of employment legislation: Race Gender Disability Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers. Discipline : Discipline Discipline : Firms cannot just ‘sack’ workers Wide range of procedures and steps in dealing with workplace conflict Informal meetings Formal meetings Verbal warnings Written warnings Grievance procedures Working with external agencies Discipline Development : Development Development : Developing the employee can be regarded as investing in a valuable asset A source of motivation A source of helping the employee fulfil potential Development Training : Training Training : Similar to development: Provides new skills for the employee Keeps the employee up to date with changes in the field Aims to improve efficiency Can be external or ‘in-house’ Training Rewards Systems : Rewards Systems Rewards Systems : The system of pay and benefits used by the firm to reward workers Money not the only method Fringe benefits Flexibility at work Holidays, etc. Rewards Systems Trade Unions : Trade Unions Trade Unions : Importance of building relationships with employee representatives Role of Trade Unions has changed Importance of consultation and negotiation and working with trade unions Contributes to smooth change management and leadership Trade Unions Productivity : Productivity Productivity : Measuring performance: How to value the workers contribution Difficulty in measuring some types of output – especially in the service industry Appraisal Meant to be non-judgmental Involves the worker and a nominated appraiser Agreeing strengths, weaknesses and ways forward to help both employee and organisation Productivity Slide 33: conclusion Slide 34: THANK YOU ALL Slide 35: QUESTIONS?