Human Resource Management Learning Objective Introduction to Human

Human Resource Management

Learning Objective Introduction to Human Resource Management l Concept of Human Resource Planning, l Job analysis, l Recruitment and selection, l Performance appraisal, l Training and development l

Human Resource Management l Human Resource Management (HRM) l The comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce–human resources–in ways that contribute to organizational effectiveness. l Effective human resource management is a vital strategic concern for organizations today.

l l l HRM is a process that consists of Four Functions-Acquiring, Developing, Motivating and retaining human resources. Acquisition-starts with Planning and ends with staffing Development function has three dimensions. Employee training, Employee Development and career development. Motivating function includes Identifying the individual motivational needs of employees and identifying ways to motivate them Retention function is concerned with providing a conducive work environment

Definition and concept of HRM l Managing people is one of the biggest challenges for any manager following Reasons l Individual Differ from each other in terms of values , attitudes , beliefs and culture. This leads to a very complex situation in an organizational context The stimulating and motivating factors might not be same for all the employees. The expectation of employees of today are much greater when compared to employees of yesteryears. They know they are valuable assets and demand to be treated as such. l l

Challenges that HR Dept of Global Textile industries would face Globalization l Temporariness l Rapidly changing Technology l Employee diversity l Turnover l

HR Management Activities

HUMAN RESOURCE PLANNING

Human Resource Planning l It can be defined as a process of ensuring the right number of qualified people , into the right job at the right time to deliver the results in an effective and efficient manner. It is the system of matching the available resources either internally or externally with the demand the organization is going to have over a period of time

Process of Human resource Planning l l l 1 Analyzing the impact of the organizational strategy and objectives on different units of the organization in terms of the human resource requirements. 2. Involving the line managers in determining the human resource needs of their respective departments. 3. Forecasting the quantity and quality of human resources required by different departments/divisions. 4. Matching !he current human resources supply in the organization with the numbers required in the future. 5. Developing an action plan to meet the future

Dealing With Surplus man power Voluntary Retirement l Attrition l Reduced work hours l Work Sharing l Loaning l Leave of absence without pay l Lay off l Retrenchment l

Estimating Internal Labor Supply for a Given Unit

What is a job? l Job l Group of related activities and duties l Made up of tasks l Tasks l Basic elements of jobs l “what gets done”

Job Analysis l It is the process of determining and recording all the pertinent information about a specific job, including the tasks involved, the knowledge and the skill set required to perform the job, the responsibilities attached to the job and the abilities required to perform the job successfully.

l l l l Job Analysis Information and Facts l Job Specification(Employee Analysis Job Description (Job Oriented) Job Identification : Job Title, Location, Job code, Department and unit Job Summary: Brief Job content, its authority, responsibility, Hazards Relation to other jobs Location in the hierarchy Machines, tools, equipments used Responsibilities Conditions of work, location of work, Posture Etc l l l l l Oriented) Education Experience Training Judgement Initiative Physical Efforts Physical Skills Communication Skills Emotional Characteristics

Uses Of Job Analysis l l l Employment Organization Audit Training and Development Performance Appraisal Promotion and Transfer Preventing Dissatisfaction Compensation Management Health and Safety Induction Industrial Relation Career Planning Succession Planning