1 / 21

eHR01 Human Resources Management

eHR01 Human Resources Management. Prof R K Singh AIMA-CME. eHR01: Evolution of HRM in India. Evolution of HR Functions : 1929: Royal Commission on Labour-GOI 1931: Appointment of Labour Officers. Scope :Employment, Dismissal and Working Conditions.

chen
Download Presentation

eHR01 Human Resources Management

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. eHR01Human Resources Management Prof R K Singh AIMA-CME

  2. eHR01: Evolution of HRM in India Evolution of HR Functions : 1929: Royal Commission on Labour-GOI 1931: Appointment of Labour Officers. Scope :Employment, Dismissal and Working Conditions. 1945: Labour Officers got designated as Welfare Officers. Scope : + Housing, Medical, and Recreational Activities AIMA-CME

  3. eHR01: Evolution of HRM in India Evolution of HR Functions : 1946: Industrial Disputes Act 1947: Factories Act Scope :+ Management of Leave, Wages, Bonus & Retirement Benefits 1960s-1970s : Need for Attracting & Retaining Right People (Growth in Business, Competition & Increased size of Business) AIMA-CME

  4. eHR01: Evolution of HRM in India Formulation of HR Policies on : • HR Planning • Recruitment and Selection • Training & Development • Performance & Potential Appraisal • Internal Mobility & • Compensation Management Welfare Officers  Personnel Managers AIMA-CME

  5. eHR01: Evolution of HRM in India 1980s-1990s : Further recognition of the importance of Human Resources and their contribution to the survival of the Organizations. Personnel Managers Manager-HR AIMA-CME

  6. 1.1 History of HRM: Formation of Guilds of workers in England to improve the work conditions. Industrial Revolution (18 Century) laid the basis for a new and complex industrial society. Working conditions, social patterns, and division of labour were significantly altered. A new kind of employee-a “Boss”, who wasn’t necessarily the owner, came into existence. eHR01 : Evolution of HRMin Europe AIMA-CME

  7. 1.1 History of HRM: Emergence of Scientific Management Approach and Industrial Psychology (Later19 Century) focused on the job & efficiencies and the maximum well-being of the worker respectively. Changes in Technology, growth of organizations, the rise of unions, and government concern and intervention concerning working people resulted in development of Personnel Departments. (Around 1920) eHR01 : Evolution of HRMin Europe AIMA-CME

  8. HRM and Personnel Management :Differences 1. Orientation : Personnel : Maintenance Oriented HRD : Development Oriented 2. Structure : Personnel : An independent function with independent sub-functions HRD : Consists of inter-dependent parts 3. Philosophy : Personnel : Reactive function, responding to events as and when they take place HRD : Proactive function, trying to anticipate and get ready with appropriate responses. AIMA-CME

  9. HRM and Personnel Management :Differences 4. Responsibility: Personnel : Exclusive responsibility of Personnel department. HRD : Responsibility of all managers in the organization 5. Motivators : Personnel : Emphasis is put on monitary rewards HRD : Emphasis is on higher-order needs such as - how to design jobs with stretch, pull and challenges, how to improve creativity and problem solving skills, how to empower people in all respects, etc AIMA-CME

  10. HRM and Personnel Management :Differences 6. Outcomes : Personnel : Improved performance is the result of improved satisfaction and morale. HRD : Better use of human resources leads to improved satisfaction and morale. 7. Aims : Personnel : Tries to improve the efficiency of people and administration. HRD : It tries to develop the organization and its culture as a whole. AIMA-CME

  11. HRM : Definition Human Resource Management is a broad concept referring to the philosophy, policies, procedures, and practices used in managing people throughout the organization. AIMA-CME

  12. Defining HRM HRM is the systematic control of a network of fundamental organizational processes affecting and involving all organization members; these processes include : • Human Resource Planning • Job & Work Design • Job Analysis, Staffing • Training and Development • Performance Appraisal and Review • Compensation and Reward • Employee Protection & Representation • Organization Development AIMA-CME

  13. eHR01: Objectives of HRM • Helping the organization reach its goals. • Providing the organization with well-trained and well-motivated employees. • Employing the skills and abilities of the workforce efficiently. • Increasing to the fullest the employees’ job satisfaction and self actualization. • Communicating HRM policies to all employees • Helping to maintain ethical policies and socially responsible behaviour • Managing change to the mutual advantage of individuals, groups, the enterprise, and the public. AIMA-CME

  14. Strategic Importance of HRM: Key Concepts • Analyzing and Solving problems from a profit-oriented, not just a service oriented, point of view • Assessing and interpreting costs or benefits of HRM issues • Using planning models that include realistic, challenging, specific, and meaningful goals. • Training the HR Staff and emphasizing the strategic importance of HRM and the importance of contributing to the firm’s profit. AIMA-CME

  15. eHR01 : Concept and Scope of HRM 1.4 Who Performs HRM Activities? -HR Managers and Operating Managers. Operating Managers (Supervisors, Department Heads, Vice Presidents of non-HR Department) are involved in HRM activities because they are responsible for effective utilization of all the resources at their disposal. Operating managers must see to the training, performance, and satisfaction of employees. AIMA-CME

  16. eHR01 U1: Concept and Scope of HRM Scope of HRM (According to IIPM) • Personnel Aspect • Welfare Aspect • Industrial Relations Aspect AIMA-CME

  17. eHR01: Concept and Scope of HRM 1.5 Activities of HRM Department Personnel Aspect : • Manpower Planning • Recruitment and Selection • Placement • Transfer • Promotion • Training and Development • Lay off and Retrenchment, • Remuneration • Productivity and Incentives, etc. AIMA-CME

  18. eHR01 U1: Concept and Scope of HRM 1.5 Activities of HRM Department Welfare Aspect : • Working Conditions and Amenities such as -Canteen -Creches -Rest and Lunch Room/s -Housing -Transport, -Medical Assistance -Education -Health and Safety and Recreation Facilities, etc. AIMA-CME

  19. eHR01 U1: Concept and Scope of HRM Activities of HRM Department Industrial Relations Aspect : • Union-management relations • Joint Consultations • Collective Bargaining • Grievance and Disciplinary Procedures • Settlements of Disputes, etc. AIMA-CME

  20. eHR01: Emerging HR Functions Assessment Centre: A mechanism to identify the potential for growth. It’s a procedure and not a location. It uses situational tests to observe specific job behaviour. Empowerment : It provides greater freedom and discretion to employees so that they develop mutual trust, liberal sharing of information, become team player and release their full potential to contribute to the organizations. AIMA-CME

  21. eHR01: Emerging HR Functions Job Enrichment: It provides discretion, flexibility and variety to the job to increase the employees’ willingness to contribute. Parity and Justice: To ensure that the constitutional and legislation guarantees are not ignored/violated by individual managers and/or organization. AIMA-CME

More Related