HUMAN RESOURCE MANAGEMENT

What is Human Resource Management

Hrm is a management function concerned with hiring, motivating and maintaining people in an organization. It focuses on PEOPLE in organizations. Hrm refers to a set of programmers, functions and activities designed and carried out in order to maximize both employee as well as organizational effectiveness.

MANAGEMENT PROCESS
The five basic functions of planning,organizing,staffing,directing and controlling Planning-establishing goals and standards,developing rules and procedures,developing plans and forecasting Organizing-giving each subordinate a specific task,establishing departments,delegating authority to subordinates,establishing channels of authority and communication,co-ordinating the work of subordinates

 Staffing-determining what type of people should be hired,recruiting prospective employees,selecting employees,setting performance standards,compensating employees,evaluating performance,counseling employees,training and developing employees Directing-getting others to get the job done,maintaining morale,motivating subordinates Controlling-setting standards such as sales quotas,quality standards or production levels,checking to see how actual performance compares with these standards,taking corrective action as needed.

Human resource management

The policies and practices involved in carrying out the people or human resource aspects of a management position,including recruiting screening,training,rewarding and appraising HRM is the process of acquiring,training,appraising and compensating employees and attending to their labour relations,health and safety and fairness concerns

Why is HR management important to all managers

Because we do not want to make these personnel mistakes while managing

Hire the wrong person for the job Experience high turnover Find your people not doing their best Waste time with useless interviews Have your company taken to court because of discriminatory actions Have your company cited under federal occupational safety laws for unsafe practices Have some employees think that their salaries are unfair and inequitable relative to others in the organization Commit unfair labour practice

Line and staff aspects of hrm

Authority-The right to make decisions,direct others work and give orders Line manager-a manager who is authorized to direct the work of subordinates and responsible for accomplishing the organization's goals Staff manager- a manager who assists and advises line managers in areas like recruiting,hiring and compensation

 In small organizations line managers may carry out all these personal duties unassisted. But as the organization grows they need the assistance,specialised knowledge and advice of a separate human resource staff.The HR department provides this specialized assistance,in doing so the HR manager carries out these distinct functions

Hrm encompasses
Conducting job analysis Planning personnel needs and recruiting candidates Selecting candidates Orienting and training new employees Managing wages and salaries Providing incentives and benefits Appraising performance Communicating(interviewing,counseling,discipli ning) Training and developing managers

Scope of HRM
Hr planning Job analysis and design Recruitment and selection Orientation and placement Training and development Performance appraisal and job evaluation employee and executive remuneration Motivation and communication Welfare,safety and health & IR

Strategic management
It is understood as the process of formulating, implementing and evaluating business strategies to achieve organizational objectives

Steps in a strategic management process

Environmental scanning: external & internal Strategy formulation: corporate strategy formulation, business unit & functional strategy formulation Strategy implementation :programmers, budgets procedures Evaluation and control: strategic control process and performance

Benefits of strategic management

Identification,prioritisation and exploitation of opportunities Objective view of management problems A framework for improved co-ordination and control of activities Mimimizes effects of adverse conditions and changes More effective allocation of time and resources

 Encourages a favorable attitude towards change Creates a framework for internal communication within employees Basis for clarification of individual responsibilities

Service excellence
Physical facilities and equipment Care and concern Timely assistance Dependable and accurate performance Confidence in employee knowledge

Components of building a capable organization

Staffing the organisation:putting together a strong management team,hiring and retaining talented people Building core competencies and competitive capabalities:developing a competence/capability portfolio suited to current strategy ,updating and reshaping the portfolio as external conditions and strategy change

 Structuring the organization and work effort :organising business functions and process, value chain activities and decision making