Management of Human Resources Human Resource Mgmt KEY

Management of Human Resources

Human Resource Mgmt - KEY WORDS • EMPLOYEES AS RESOURCES (SKILLS, COMPETENCIES, EXPERIENCE, QUALIFICATIONS) • ORGANISATION – TECHNOLOGY, LEAN, FLAT • MANAGEMENT – COST EFFICIENCY • PRE DETERMINED OBJECTIVES – Strategic Plans, coherent

HUMAN RESOURCE MANAGEMENT It can be defined as being a strategic and coherent approach to the management of an organisation’s most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives.

HISTORY OF HRM • NON EXISTENT • PERSONNEL MANAGEMENT • HUMAN RESOURCE MANAGEMENT

THE WAY TOWARDS INDUSTRIALISATION • Pre scientific • Scientific • Human Relations Approach

PRE SCIENTIFIC ERA – Arts & Crafts, agriculture – Home based activities – No formal relationship between employee & employee – Work as Hobby

SCIENTIFIC MANAGEMENT • Advocated by F Taylor – Specific Tasks assigned – Time & motion studies – Standards for each job – Piece rate wage system( financial initiative) • Later stage Henry Gantt – Gantt Chart IMPACT ?

IMPACT OF SCIENTIFIC MGMT • LEAD TO SPECIALISATION • INCREASED PRODUCTION THUS PROFITS BUT • NOT POSITIVELY ACCLAIMED BY ALL SCHOOLS OF MANAGEMENT • SOCIAL NEEDS OF PEOPLE NOT TAKEN INTO CONSIDERATION

HUMAN RELATIONS APPROACH • Hawthorne Studies - the relationship between light intensity and productivity • Supervised employees performed better • Employees enjoyed working in groups Encouraged the consideration of psychological & social needs of people

CHANGING HR PARADIGMS MECHANISTIC PERIOD- Administrative LEGALISTIC PERIOD- Unions & Legislations ORGANISTIC PERIOD – Policy formulation STRATEGIC PERIOD- long term partner CATALYTIC PERIOD - change agent, innovation

HR RESPONSIBILITIES • Employee Advocate –support, knowledgeable ( law, culture) • Communicate – interpersonal skills, , conversant (language), bridge • • Control Personnel Affairs - Administrator Render a Service – out of his way , willingness Advise & Counsel – instigate trust, help Formulate & Implement Policy – strategic thinker, innovator, entrepreneur

HRM - NOWADAYS – Boosting Productivity – Motivation, Training , Enhancing morale, design , empowerment – Focused towards Quality Improvement- TQM, supply chain. – Managing Downsizing, Delayering & Decruiting – wise, planned, prepared, ‘survivors guilt syndrome’, legal implications – Adapting to the changing workforce- diversity- gender, race, disability, way of life ( marriage, responsibilities, need for flexibility)

HRM - NOWADAYS – Meeting challenges of the global economy- high mobility of labour( geographic, culture, laws, best practices) – Government Regulations – Various Acts, policies ( empowerment, work visas) – Quality of working life- enhancing work/office life – Coping with Technological change- HRIS

HR FUNCTIONS • • HUMAN RESOURCE PLANNING JOB ANALYSIS RECRUITMENT & SELECTION TRAINING & DEVELOPMENT PERFORMANCE MANAGEMENT REMUNERATION & BENEFITS EMPLOYEE RELATIONS