VTU MBA Lecture Notes - 1st Sem, 2nd Sem, 3rd Sem and 4th Sem || Visvesvaraya Technological University
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Chapter 1
Human Resource Management
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? Impact on you as employees
? Impact on you as managers
? Potential future roles as HR professionals
? Impact of HRM on organizations
Nature of HRM
? A NATURE OF HRM - is to reflect its philosophy, a new outlook, approach and style which views an Organizations manpower resource and assets not as liabilities or hands.
?Mechanization and IT have brought in humans with different attitudes and behavior in Organizations.
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Scope of HRM
Just employment, maintenance of salary record enlarged to
HRM People Functions Include:
¦ Performance Management
¦ Training and Development
¦ Employee commitment
¦ Equal opportunity
¦ Health and safety
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¦ Job analysis
¦ Labour needs
¦ Selection
¦ Orientation and training
¦ Wages and salaries
¦ Incentives and benefits
HRM FUNCTIONS
Primary
Secondary functions
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Primary HRM
Functions
Obtaining,
Maintaining, and
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Importance
P/HRM
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EVOLUTION OF HRM
Objectives
Concept What is it all about?
The Commodity concept Labour was regarded as a commodity to be bought and were based on demand and supply. Government did protect workers.
The Factor of Production concept Labour is like any other factor of production, viz, money, land, etc. Workers are like machine tools.
The Goodwill concept Welfare measures like safety, first aid, lunch room, rest have a positive impact on workers' productivity
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Evolution of the Personnel Function
The Humanitarian concept To improve productivity, physical, social and psychological workers must be met. As Mayo and others stated, more factor in determining output, than group standards, greater and security. The organisation is a social system economic and social dimensions.
The Emerging concept Employees should be accepted as partners in the company. They should have a feeling that the organisation To this end, managers must offer better quality of work offer opportunities to people to exploit their potential 1 should be on Human Resource Development.
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Principles of HRM
Shifts in HR management in India
Traditional HR practice Emerging HR practice
Administrative role Strategic role
Reactive Proactive
Production focus Service focus
Functional organisation Process-based organisation
Individuals encouraged, singled out for praise, rewards Cross-functional teams, teamwork most important
People as expenses People as key investments/assets
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Chapter 1
Human Resource Management
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- HUMAN RESOURCE OR HUMAN RELATIONS MANAGEMENT
- Personnel Management is a function of managing people.
- PM is also called HRM.
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- HRM is the effective use of human resources to enhance organizational performance.
- Activities an organization conducts to use its human resource effectively
- HRM proposes that people are a capital resource (Human capital) and return on people is the measurable outcome.
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- Origins. - HRM-type themes, including 'human capital theory' and 'human asset accounting' can be found in the literature from the 1970s.
- The modern view of HRM gained prominence in 1981 - introduction in the prestigious MBA at Harvard Business School.
- Simultaneously, other interpretations were developed in Michigan and New York
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What is HRM ?- "HRM is the function performed in Organisations that facilitates the most effective use of people to achieve organizational and individual goals" - Ivancevich & Glucck.
- HRM is "planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resource to the end individual, organizational and societal objectives are accomplished," - Flippo.
- "the management of human resources is viewed as a system which participants seeks to attain both individual & group goals" - Dale Yoder.
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Why care about HRM?? Impact on you as employees
? Impact on you as managers
? Potential future roles as HR professionals
? Impact of HRM on organizations
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FirstRanker.comNature of HRM
? A NATURE OF HRM - is to reflect its philosophy, a new outlook, approach and style which views an Organizations manpower resource and assets not as liabilities or hands.
?Mechanization and IT have brought in humans with different attitudes and behavior in Organizations.
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?HRM looks into the individual needs and motivates them to work. Human element in enterprise has paved the way for effective management of the organization.FirstRanker.com
Scope of HRM
Just employment, maintenance of salary record enlarged to
- Providing welfare
- Performance Appraisal / Management
- Human Relations
- Strategic HR
- Employee Involvement
- Industrial relation
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- It is pervasive in nature as it is present in all enterprises.
- Its focus is on results rather than on rules.
- It tries to help employees develop their potential.
- It encourages employees to give their best to the organization.
- It is all about people at work, both as individuals and groups.
- It tries to put people on assigned jobs in order to produce good results.
- It helps an organization meet its goals in the future by providing for competent and well-motivated employees.
- It tries to build and maintain cordial relations between people working at various levels in the organization.
- It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.
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HRM People Functions Include:
¦ Performance Management
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¦ Communication¦ Training and Development
¦ Employee commitment
¦ Equal opportunity
¦ Health and safety
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¦ Grievances/labor relationsFirstRanker.com
¦ Job analysis
¦ Labour needs
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¦ Recruitment¦ Selection
¦ Orientation and training
¦ Wages and salaries
¦ Incentives and benefits
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FirstRanker.comHRM FUNCTIONS
Primary
- Human resource planning
- Equal employment opportunity
- Staffing (recruitment and selection)
- Compensation and benefits
- Employee and labor relations
- Health, safety, and security
- Human resource development
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Secondary functions
- Organization and job design
- Performance management/ performance appraisal systems
- Research and information systems
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Primary HRM
Functions
Obtaining,
Maintaining, and
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developing employeesFirstRanker.com
Importance
- attract and retain talent
- train people for challenging roles
- develop skills and competencies
- promote team spirit
- develop loyalty and commitment
- increase productivity and profits
- improve job satisfaction
- enhance standard of living
- generate employment opportunities
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Functions of HRMP/HRM
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EVOLUTION OF HRM
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The field of HRM evolved both in India and elsewhere over a number of years to present level of sophistication and use of proactive methods- The industrial revolution
- Scientific management
- Trade unionism
- Human relations movement
- Human resources approach
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Objectives
- Helping organisation to reach the goal
- Efficiently employing the skills and abilities of the work force
- Providing Well trained and well motivated employees
- Increasing employees' job satisfaction and self actualization
- Achieving quality of work life
- Communicating HRM policies to all Employees
- Maintaining Ethical policies and Socially responsible behaviour
- Managing change
- Managing increased Urgency and Faster cycle time
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Evolution of the Personnel FunctionConcept What is it all about?
The Commodity concept Labour was regarded as a commodity to be bought and were based on demand and supply. Government did protect workers.
The Factor of Production concept Labour is like any other factor of production, viz, money, land, etc. Workers are like machine tools.
The Goodwill concept Welfare measures like safety, first aid, lunch room, rest have a positive impact on workers' productivity
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The Paternalistic concept/ Paternalism Management must assume a fatherly and protective attitude employees. Paternalism does not mean merely providing it means satisfying various needs of the employees as the requirements of the children.FirstRanker.com
Evolution of the Personnel Function
The Humanitarian concept To improve productivity, physical, social and psychological workers must be met. As Mayo and others stated, more factor in determining output, than group standards, greater and security. The organisation is a social system economic and social dimensions.
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The Human Resource concept Employees are the most valuable assets of an organisation should be a conscious effort to realise organisational goals needs and aspirations of employees.The Emerging concept Employees should be accepted as partners in the company. They should have a feeling that the organisation To this end, managers must offer better quality of work offer opportunities to people to exploit their potential 1 should be on Human Resource Development.
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Principles of HRM
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- Principle of scientific selection
- Principle of employee development
- Principle of labour management cooperation
- Principle of free flow of commutation
- Principles of fair remuneration
- Principles of incentive
- Principles of dignity of labour
- Principle of participation
- Principle of team spirit
- Principle of contribution
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Shifts in HR management in India
Traditional HR practice Emerging HR practice
Administrative role Strategic role
Reactive Proactive
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Separate, isolated from company mission Key part of organisational missionProduction focus Service focus
Functional organisation Process-based organisation
Individuals encouraged, singled out for praise, rewards Cross-functional teams, teamwork most important
People as expenses People as key investments/assets
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