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MANAGEMENT
HUMAN RESOURCE
MANAGEMENT
CHAPTER NO. 1
RESOURCE
MANAGEMENT
HUMAN
RESOURCE
FINANCIAL
RESOURCES
ORGANIZATIONAL
RESOURCES
PHYSICAL
RESOURCES
Means building,
machinery, vehicle
and other material.
HUMAN
RESOURCE
Includes skills, abilities,
experience and other
work related
characteristics of people
associated with the
organization.
MANAGEMENT
Management is the universal process
of getting activities completed with
and through other people to achieve
organizational goals.
EVOLUTION OF HRM
2. Scientific
Management
(Early 1900s)
3. Human
Relations
(Late 1920s
Early 1930s)
Hawthorne studies
Employee participation program
5. Personnel
Management
6. Human
Resource
Management
7. Intellectual
Capital
Management
FUNCTIONS OF HRM
STAFFING
MAINTENANCE
HRM
MOTIVATION
TRAINING
&
DEVELOPMENT
HRM
Motivation
Training &
Development
1. STAFFING
The activities in HRM concerned with
seeking and hiring qualified
employees are called Staffing.
1. STAFFING
The basic objective of the staffing
function is to locate & secure
competent employee.
COMPONENTS OF
STAFFING
a. Strategic Human
Resource Planning
b. Recruitment
c. Selection
b. RECRUITMENT
The process by which a job vacancy is identified
and potential employees are notified.
OBJECTIVES
c. SELECTION
Selection is the process by which an
organization chooses from list of applicants
the person or persons who meet the
selection criteria for the position available
considering current environmental
conditions.
c. SELECTION
The primary objective of selection activities is to
predict which job applicant will be suitable if hired,
during the selection process, candidate are also
informed about the job and organization
Proper selection can minimize the cost of replacement
and training resulting in more productive workforce
HRM
Motivation
TRAINING &
DEVELOPMENT
Orientation
Employee Training
Employee Development
Organization Development
Career Development
COMPONENTS OF
TRAINING & DEVELOPMENT
Orientation
Career
Development
Organization
Development
Employee
Training
Employee
Development
COMPONENTS OF
TRAINING & DEVELOPMENT Cont . . .
a. Orientation
b. Employee
Training
c. Employee
Development
d. Career
Development
e.
Organizational
Development
HRM
Motivation
Training
&
Development
3. MOTIVATION
MOTIVATION
3. MOTIVATION
COMPONENTS
OF MOTIVATION
A job should be designed in a such a way
that it
should facilitate the achievement of the
1.
organizational objective, stimulate
Job
performance
Design
and recognize the capacity and needs
of those
who are
to perform
Process
which
is usedit.to identify,
encourage,
2.
measure, evaluate and improve
Performance
employees through
Management
Compensation is what employee
performance appraisal.
receives in
exchange for their contribution to the
3.
organization.
Compensation
Compensation management help the
Management
organization
to obtain, maintain and retain a
Employees benefit are generally
productive
membership
Workforce.
4.
based ,non financial reward offered to
Employee
attract
and
Benefit
keep the employees, regardless
their
Maintenance
Health & safety
Communication
Employee relations
HRM
Motivation
Training &
Development
4. MAINTENANCE FUNCTION
MAINTENANCE
4. MAINTENANCE FUNCTION
The last phase of HRM process is called
maintenance function. The main objective of this
function is to do such HRM activities that maintain
employees commitment and loyalty with the
organization.
COMPONENTS OF MAINTENANCE
Health and
Safety
Employees/
Labor Relation
Serving as an intermediary
between the organization and its
union.
Designing discipline and
grievance handling systems.
Designing and
implementing programs to
ensure employee health
and safety.
Communication
Designing and
implementing employee
communication system.
ROLES OF HR MANAGER
Serve as
Morale
Officer
Clerical
Administratio
n
HR
Activities
Administrative
Role
Employee
Advocate
Role
Operational
Role
Strategic
Role
Business
Contributo
r
1.
Administrative
Role
2.
Employee
Advocate Role
3.
Operational
Role
HR MANAGEMENT CHALLENGES
Economic and Technological
Changes
Growth in Contingent
Workforce
Demographics and Diversity
Issues
Balancing Work and Family
Organizational Restructuring,
Mergers, and Acquisitions
n
a
m
t
u
n
H
e
l
a
m
n
e
o
g
i
t
a
a
n
n
a
r
M
e
t
In urce
o
s
Re
INTERNATIONAL
HRM (IHRM)
International HRM (IHRM) is the process of
procuring, allocating , and effectively utilizing
human resources in a multinational corporation.
THE CONCEPT OF
TRANSNATIONALITY
Each of these definitions, depending upon how the
organization perceives itself , has implications for
the role of international HRM.
Refers to companies that have developed a
Multinationa strategic posture and organizational capability
l Companies that allow them to be very sensitive and
responsive
to
differences
in
national
environments around the world.
Global
Companies
Internation
al
FUNCTION OF
INTERNATIONAL HRM
Highlighting the broad functions of HRM,
Morgan (1986) has presented a model
that consist of three dimensions which
are:
1.
2.
Utilization
3.
Allocation
Home Country
Other Country
Parent Country
Nationals
(PCNs)
Third Country
National
(TCNs)
APPROACHES TO IHRM
APPROACHES
DEFINITIONS
ETHNOCENTRIC
POLYCENTRIC
REGIOCENTRIC
Represents
a
regional
grouping
of
subsidiaries. HR policies are coordinated and
integrated within the region.
GEOCENTRIC
the
Evolution
of
HRM
Craft
System
Goals of
HRM
Scientific
Manageme
nt
Human
Relations
Promoting
Individual
Growth &
Development
Enhancing
Productivity &
Quality
Personnel
Manageme
nt
Behavioral
Sciences
Complying with
Legal & Social
Obligations
Scientific
STAFFING
Management
TRAINING
Scientific
&
Management
DEVELOPMENT
Strategic Human
Resource planning
Recruitment
Selection
Orientation
Employee Training
Employee
Development
Organizational
Development
Career
Development
Roles of HR
Manager
HR
Management
Challenges
Internation
al
HRM
Administrative
Economic &
Technologic
al Changes
Facilitating
Organizational
Effectiveness
Scientific
MOTIVATION
Management
Motivation & Job
Design
Performance
Management
Reward &
Compensation
Benefits
Employee
Advocate
Workforce
Availability
& Quality
Intellectual
Capital
Management
CHAPTER : 1
Functions
of
HRM
Human Resource
Management
HRM
Operational
Growth in
Contingent
Workforce
The Concept
Of
Transnationalit
y
Scientific
MAINTAINCE
Management
Demographi
cs &
Diversity
Issues
Function Of
International
HRM
Strategic
Balancing
Work &
Family
Mergers &
Acquisition
Approaches to
IHRM