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27-11-2012, 11:24 AM
Post: #11
RE: Human Resource Management ppt

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18-12-2012, 12:40 PM
Post: #12
RE: Human Resource Management ppt
Human Resource Management


.ppt  Human Resource.ppt (Size: 159.5 KB / Downloads: 10)

Human resource management (HRM) is the Strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

Evolution

19th Century (industrialization---franchising- by influence of trade unions--- formation of welfare officers)
1914-39 ( First world war– ammunition factory demands increased---mandatory supply of welfare officer by government– large scale recruitment of unskilled women employees– second world war – improvement in personnel department
Industrial revolution era
1945-79 ( collective bargaining, industrial relations gained value)

HR Role: Business and Strategic Partner

In today’s organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives.
The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.
To be successful business partners, the HR staff members have to think like business people, know finance and accounting, and be accountable and responsible for cost reductions and the measurement of all HR programs and processes. It's not enough to ask for a seat at the executive table; HR people will have to prove they have the business savvy necessary to sit there.

HR Role: Employee Advocate

As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.
Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.
In this role, the HR manager provides employee development opportunities, employee assistance programs, gain sharing and profit-sharing strategies, organization development interventions, due process approaches to problem solving and regularly scheduled communication opportunities.

HR Role: Change Champion

The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued.
Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change.
The HR professional contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this.

The New approach

Optimum utilization of human energies
Converting human resource into human assets
Improving quality of life, meeting needs of self esteem & self actualization
Encouraging creativity, innovation & dynamism & excellence by employees
Contribution to society, by satisfying the social needs i.e health, education of employees
Creating work culture & relationship of mutual faith, trust, harmony, commitment, satisfaction & motivation.

Human Resources Planning

E.W Vetter viewed human resources planning as “ a process by which an organization should move from its current manpower position to its desired manpower position. Through planning management strives to have the right number and right kind of people at the right places at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefit
According to Leon C Megginson human resources planning is an integrated approach to performing the planning aspects of the personnel function in order to have a sufficient supply of adequately developed and motivated people to perform the duties and tasks required to meet organizational objectives and satisfy the individual needs and goals of organizational members
Human resources planning may be viewed as foreseeing the human resource requirements of an organization and the future supply of human resources
24-12-2012, 12:04 PM
Post: #13
RE: Human Resource Management ppt
HRM HUMAN RESOURCE MANAGEMENT


.pptx  HRM.pptx (Size: 110.54 KB / Downloads: 20)

Personnel vs. HR

For organizations with a personnel department
Top-management often regard various HR functions (e.g., recruitment, pay, training) as IRRELEVANT to business strategies.
Their managers usually do not involve in the strategic planning and decision-making of organizations.
For organizations with a HR department
Top-management often regard various HR functions (e.g., recruitment, pay, training) as a part of business strategy;
Their managers usually play an important role in strategic planning of organizations

Strategic HR choices

Managers or top-management have to decide policies and actions that are consistent with their goals.

Importance of strategic HR planning

Encourage proactive behavior.
Vision, active, anticipation.
Translating the strategic plans into actions.
A good HR planning makes strategic HR choices that fit the overall organizational strategies.

Conclusions

HRM is at a strategic level
Managers can formulate HR functions in a way that facilitate business strategies
It is a matter of fit between the HR choices and business strategies, and environments
02-02-2013, 02:22 PM
Post: #14
RE: Human Resource Management ppt
Human Resource Management



.pptx  Human Resource.pptx (Size: 86.73 KB / Downloads: 16)

HRM is a approach to manage people and their work,place,culture and environment.
HRM is a process that consist of recruitment,development,motivation,maintenance and human resource.
HRM is the process of managing people at work.

Definition

According to Wendell, “HRM is the recruitment,selection,training,development,utilisation,motivation of human resource by orgainsation.”
According to Flippo, “HRM is the planning,organising,directing and controlling of the individual so that objectives are fullfilled.”

FEATURES :-

Part of management :- This function is performed by all the managers in the organisation. A manager must undertake the responsibilities of selecting people.
Pervassive function :- It is performed by all managers at all levels.

OBJECTIVES :-

To ensure effective utilisation of human resource,by this organisational resources will be utilised itself.
To maintain proper organisational structure of relationship between all members of an organisation.
To satisfy the needs of individuals by providing them proper benefits.
To development of human resource within organisation bygiving them oppurtunities,training and education.

SCOPE OF HRM :-

HRM is personnel management :- This is direct management that include manpower planning,training,development,transfer,promotion etc.It also include performance appraisal, wages,incentives,allowances etc. relating with course of action.

Some more Objectives :-

To help organisation , to reach it’s goal.
To maintain high morale among employees.
To develop and maintain quality of life.
To be social responsive to the needs of society.
To maintain teamspirit to work for the goals of organisation.
To increase job satisfaction of employees.

Characteristics of Manpower Planning:-

It is a continuous process because need of manpower planning for an organisation changes with the plans of organisations.
It is a forward-looking function that try to forecast manpower needs in advance.
It include both forecasting future , manpower requirements and planning , policies, programs,procedures so that there can be proper supply of manpower.
It estimate the requirement of personnel for implementing organisational plans.
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