HUMAN RESOURCE MANAGEMENT1

BOOK
HUMAN RESOURCES
&
PERSONNEL MANAGEMENT

By
Williams B, Werther JR, Keith Davis

PARTS TO BE STUDIED

PART 1 - Challenges & Framework

PART 2 - Preparation & Selection
PART 3 - Development & Evaluation

PART - 1

CHALLENGES & FRAMEWORK

CHAPTER 1 - The Human Resource Framework
CHAPTER 2 - Environmental Challenges
CHAPTER 3 - International Challenges

HUMAN RESOURCES
DEFINITION
Itis the set of individuals who make up
theworkforce of anorganization,business
sectoror aneconomy. In other words , they are
the people that staff & operate an organization

PERSONNEL MANAGEMENT
DEFINITION
It is an administrative discipline of hiring & developing
employees so
that they become more valuable to the organization. It
includes:

Conducting job analyses

Planningpersonnel needs &recruitment
Selecting theright people for the job
Orienting &training
Determining andmanagingwages &salaries
Providingbenefits & incentives
Appraisingperformance
Resolvingdisputes
Communicating with all employees at all levels

HUMAN RESOURCE MANAGEMENT

DEFINITION
It is the process of managing the people in an organization
in a
structured & thorough manner
or
It is the organizational function that deals with issues
related to
people such as :

Benefits & compensation

Hiring & recruitment
Performance management
Organization development
Employee motivation
Communication, training & administration
Safety, wellness, etc

CHAPTER - 1

THE
HUMAN RESOURCE (HR)
FRAMEWORK

DIAGRAMMATIC VIEW

CENTRAL CHALLENGE TO ORGANIZATION

Global competitive
challenges

Population-growth
challenges

Workforce diversity
challenges

Unemployment
challenges

Central Challenges
Better Organizations

Ethical Challenges

Social responsibility
challenge

Medical, food, housing

challenges
Unknown Challenges

TYPES OF HRM OBJECTIVES

(Objs)
Organizational Objs
HR management contributes to orgl effectiveness
HR department helps managers to achieve orgl objs
HR management is a continuous mean of assistance to
the
managers consonant to HR issues
Functional Objs
HR management maintains the departments
contribution
HR management serves the org at appropriate level of
orgl need
HR management, compatible to orgl demands can avoid
the
waste of orgl resources

TYPES OF HRM OBJECTIVES

(Objs)
Societal Objs
Ethically & socially responsible to the needs & challenges of
society
Minimize the negative impacts of ethical & social demands
Utilization of resources in ethical manner to the benefit of
the
society well result in an uninterrupted unfolding
Personal Objs
Assist employees to achieve their personal goals, which
contribute to organization
Help employees to enhance their professional career
growth /
building
Prevent dissatisfaction, rather will tower the employees
moral &
performance and result in dividends to both
(individual & org)

SALIENT FEATURES OF HRM

OBJs

Carefully thought benchmarks/scales

Reflection of senior managements intents
Balancing fundamentals of challenges from the
org
Standards that ensures the towering of orgs
performance,
profit & survival

PURPOSE OF HRM
To improve productivity contribution of the employees
To balloon the performance of the organization
To develop & make the employees responsible:To implement organizational strategy
To craft ethical arrangement & practice
To create awareness about social obligations & norms
To improve individuals work contributions
To support the employees in their professional development
To determine & ensure the organizations ultimate success

KEY ROLE ACTIVITIES OF HR

To achieve the purpose & objs, HR dept helps managers to obtain, develop,
evaluate, maintain & retain the right number & types of employees
HR activities are the actions to render & maintain an apt workforce for the
orgs
HR dept of small org with limited budget & staff members, simply focuses on
the most important orgl activities
HR dept of large org focuses on full service activities
As the orgs grow larger, they tend to estimate the future & subsequent HR
need plans through an activity of Human Resource Planning ,which involves
Recruitment
During recruitment process, a pool of applicants is screened via selection
process & selection individuals done who match with the needs under HR
planning
Newly selected individuals are oriented & trained to perform effectively &
efficiently
Depending the demand the activities like any change, placement, transfer ,
promotion, demotion, lay off & termination of employee is undertaken

KEY ROLE ACTIVITIES OF HR

The employees development ,educates them new knowledge,
skills & abilities which serves in both:Employees continued usefulness to the org
Employees personal /professional development
Employees personal advancement
The individuals performance is appraised/judged which makes
two indications:How well employees performed
How well HR activities carried out
HR Dept plays a vital role in peace & particularly disturbed
employees employers relationship by :Responding to listen & collect employees demands
Negotiating & administering a labor agreement

KEY ROLE ACTIVITIES OF HR

HR Dept cater for various employees compensation in the
forms such as:Wages & salaries
Incentives & benefits
Rewards & awards
Punishment & penalties
HR Dept carries out assessment of employees efficiency &
effectiveness for their continued success
HR Dept also carries out the control by evaluation of the
effectiveness of each activity matching orgl objs

RELATIONSHIP - HRM ACTIVITIES

TO ORGL OBJs
Management Objs
Societal Objs

Supportive Activities
legal
Benefits
Union affairs

Organizational Objs

HR Planning
Selection
Training & Development
Placement
Appraisal
Assessment
Employ Relationship

RELATIONSHIP - HRM ACTIVITIES

TO ORGL OBJs
Management Objs
Functional Objs

Supportive Activities
Placement
Appraisal
Assessment

Personal Objs

Training & Development

Placement
Appraisal
Compensation
Assessment

RESPONSIBILITY OF HR
HR
RESPONSIBILITIES
ACTIVITIES

Basic Responsibility Basically, each manager is responsible for HR

mangt activities. Managers remain involved with planning ,selection,
orientation, training, development, evaluation, compensation & other
HR activities
Dual Responsibilities In case an HR dept is created, both the
operational managers & HR experts have dual responsibilities for
employees performance
Delegation Responsibility In case of serious disruption in their work
due to HR assignments , it maybe reassigned or delegated to another
individual / specialised dept
Full Responsibility The delegation of such assignments to a
manager does not reduce his responsibilities
DEPARTMENTAL COMPONENTS
Sub Departments / Sections Responsible to provide specialized
services, recruitment & selection
Training Wing Responsible for training & development of staff to
achieve
Staff Wing Responsible for union affairs, welfare, ceremonies & other
social functions

ORGANIZATION OF HR DEPT
President

Sales Manager

Chief Accountant

Office Manger

Production Manager

Human Resource Administrator

Secretary

Clerk

Clerk

HIERARCHY-JOB WITHIN LARGE

HR DEPT
President

HOD

Middle or 1st level

Manager

Vice President of HR

Manager
Employment

Manager
Compensation

Manager Trg
&
Development

Manager
Safety

Manager Emply
&
Labour relations

Departmental Workers
Recruiter

Analysis

Clerks

Trainers

Specialist

Counsellor

Others

SERVICE ROLE OF HR DEPT

Service Dept HR is a service dept that exists to assist org, its
managers workers
Authority HR managers and specialists being a member of
service dept do not have the authority to manage other dept
Staff Authority HR managers and specialists have staff
authority to advise not direct other managers
Line Authority This authority also called the operation
managers has the right to direct the operations of dept that
distributes the org s products & services
Seeking Advice To avoid the disruptive consequences
managers, usually consider the HR depts advice & follow
Functional Authority This authority makes the final decision
in specified situations & allows the other dept to make the
decisions in cases of highly technical or routine decisions such
as reward & punishment cases etc.
Dual Responsibilities Both HR & line managers are
responsible for employees productivity & as well as quality of
work

DIAGRAMMATIC VIEW
HRM MODEL
O
R
G
A
N
Z
A
T
O
N
A

Framework
& Challenges

Employee
Relation
&
Assessment

Preparation
&
Selection
OBJECTIVES
Societal
Organizational
Functional
Personal

Compensation
&
Protection

Development
&
Evaluation

SOCIETAL

P
R
O
F
E
S
S

I
O
N
A

HRM MODEL
FRAMEWORK & CHALLENGES

Central challenge is to asst org in improving its effectiveness &

efficiency

Other challenges pop up from :-

+ Within the org such as securing larger budget /shares of orgs

resources
+ The environment in which the org operates such as domestic &
international competitors or changing demands of the workers
PREPARATION & SELECTION
To build a human resource information, the data are gathered about
each job & orgs future HR needs
Managers using said data can design the jobs making them more
productive satisfactory
Estimates of future HR needs enable managers & depts proactive in
recruitment &selection of fresh employees/workforce

HRM MODEL
DEVELOPMENT & EVALUATION
New employees are oriented to orgs policies & procedures
Placed on job & seek both on job & other professional trainings
Based on information data , the needs are determined for employees
training, development & career counseling exercises
Formal performance appraisals conducted to evaluate employees, at
times
COMPENSATION & PROTECTION
Modern compensation management goes beyond pay through
lucrative compensation package according to the level of employees
productivity
Orgs protect their employees from occupational hazards through such
as health safety programs & safe work environments
EMPLOYEE RELATION & ASSESSMENT
Maintaining an effective workforce is more than a compensation
package
Information communication links are established with employees to
satisfy them & increase the orgs productivity
Assessments of various situations & integrated relationship prevent
the employees from joining the self helping groups called Unions

PROACTIVE VS REACTIVE HRM

SALIENT FEATURES
Proactive HRM Approach

Problem are anticipated

Corrective actions taken before a problem arises
Effective & efficient solutions are more likely to be found
A cost effective approach as the prevention takes place before
a problem that may never take place
Improves / enhances the productivity & conserves the orgs
resources
Imply superior financial performance of the org
Reactive HRM Approach

Wait for feedback & then respond

A costly approach as the cure takes place after problem
Interrupts the floe of productivity & raise the use of orgs
resources
Involves hiccups in the orgs financial performance

VIEWPOINTS OF HRM
UNDERLYING THEMES /APPROACHES
Strategic Approach HR management must contribute in the
strategic success of the org, otherwise resources tend to be
wasted
Human Resource Approach HR management must pay careful
attention to the needs of employees as priority to ensure the
orgs prosper growth
Management Approach HR management must serve managers&
employees through its management expertise. The performance
of each worker is the result of supervisor/ manager & HR Dept
System Approach HR management takes place within a large
system of an org , therefore, its efforts be evaluated consonant to
its contribution to the orgs productivity
Proactive Approach HR management must increase its
contribution to the employees & the organization by anticipating
challenges before they arise

THANK YOU